Directs the compensation function for the organization, toggling between strategic and tactical work, including hands on analysis in support of compensation functions. Oversees and participates in the development and application of job descriptions, evaluations, grading, and pricing in order to determine and record job factors and convert job worth into monetary values. Works directly with management at all levels to guide compensation decisions in accordance with established guidelines. Develops salary planning and forecasting for salary adjustments that are aligned with financial objectives.
Responsible for ensuring that compensation programs are consistently administered in compliance with internal policies and government regulations.
Essential Functions:
provides leadership and guidance to compensation team members on grading, pricing, and compensation analyses, including market trends, internal equity, and cost impact. Assists the team with compensation work demands by completing these projects as well.
Develops and delivers educational communications for management at various levels regarding on all forms of compensation, both direct and indirect.
Directs compensation program and incentive plans to enhance the organization's ability to attract and retain talent.
Oversees annual performance appraisal and performance management processes, including working with the enterprise resource planning (ERP) team for all compensation related modules. Is expert in working within the ERP system.
Manages budget expenditures and participates in salary planning/budget planning processes.
Monitors the effectiveness of existing compensation practices and recommends changes that are cost-effective and consistent with compensation trends and business objectives.
Oversees the participation in salary surveys and ensure salary survey data is reviewed and delivered timely to the enterprise business unit leaders.
Ensures consistent application of salary administration and pay practices and compliance with federal, state, and local compensation laws and regulations.
Additional miscellaneous duties and responsibilities, as may be assigned from time to time by employee's supervisor.
Qualifications:
Bachelor's degree required
At least 5 years of relevant compensation experience
PHR, SPHR, or CCP preferred.
Oracle experience preferred.
Strong communication/presentation skills
Demonstrated experience with salary administration management
Demonstrated ability to influence various management groups
Strong technical knowledge of compensation theory and practice
Demonstrated ability to execute decisions and deliver services
Demonstrated analytical and problem solving skills
