Position Overview

Responsible for managing the compensation function in partnership w/ HR Leadership for the Company. An actively hands-on contributor who equally plans, develops, implements, and maintains new and revised compensation programs, policies, and procedures to align with the company's goals and competitive practices. Ensure the company compensation programs are consistently administered in compliance with internal policies and government regulations. Job duties:
  • Manage associates of the compensation department and is responsible for performance management, development, and training priorities to build talent bench strength in the function.
  • Manage the development, implementation, and administration of compensation practices and programs. Develop, enhance, and implement salary grade structures, job levels and job families. Maintain ongoing competitiveness and effectiveness of ranges to the marketplace. Audit pricing matches to ensure aligned to accurate role scopes and competitor segment.
  • Function as a hands-on contributor in the department’s operational activities, including new hire offer evaluations, job family and functional job evaluations, and ad-hoc and annual market pricing. Provide compensation support for re-organization and related projects to enable business objectives and initiatives.
  • Execute, develop, and lead team techniques for compiling, preparing, and presenting data. Ensure compensation administrative procedures are evaluated for efficiencies.
  • Lead the integration of compensation and systems technical component of Performance Management Program in partnership with HCM Systems and Project Team Members across communications, Talent Development, and Global HR Business Partners.
  • Enable alignment of HCM Systems and Compensation Administration segments such as salary grades, structures, bonus/comp plan and program eligibility, EEO classification, exemption, and other related data integrity to include compliance audits and reporting.
  • Educate and consult with HR Business Partners, HR colleagues, and business stakeholders in compensation principles and themes to support effective partnerships and business outcomes.
  • Ensure annual, long term and related incentive and/or bonus targets and plans are compliant, documented, communicated and competitive as aligned to pay for performance objectives.
  • Lead a team and participate in consultative support to Management, HR Business Partners, leaders, and other stakeholder groups on pay decisions and job evaluations.
  • Participate in and oversee the participation in salary surveys and compensation systems data refresh, and monitor salary survey data to ensure organizational compensation objectives are achieved.
  • Lead input for annual budget review process for senior management weigh-in and approval; consider targeted HR and company goals and initiatives, leveraging cost saving approaches and other finance/accounting partner opportunities to manage expenditures.

    1. Bachelor's degree and Certified Compensation Professional (CCP) credentials orequivalent combination of experience and education in related field.
    2. A minimum of six (6) years of progressively responsible experience in base, domestic compensation.
    3. At least one (1) year of experience managing subordinates.
    4. Knowledge of laws and regulations as they apply to base compensation and incentive compensation programs, company policies, and operations.
    5. Knowledge of all federal, state, and local regulations and compliance requirements related to employee compensation.
    6. Excellent written and verbal communication skills.
    7. Strong analytical skills and ability to interpret and communicate data to various stakeholders.
    8. Strong computer proficiency and technical aptitude with the ability to use Microsoft Office products, including Excel, Visio, PowerPoint, Word, Access, Outlook, Teams, etc.
    9. Strong leadership and team management skills.
    10. Excellent time management skills and ability to plan and set priorities.
    11. Strong interpersonal skills in dealing with senior management.
    Desired Qualifications
    1. SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP).
    2. Compensation experience working with STEM (Science, Technology, Engineering and Mathematics) roles.
    3. Ability to identify and anticipate compensation trends, issues, impacts, and delays and escalate them appropriately to minimize their impact to the organization.
    4. Experience in working with various stakeholder groups across the organization to influence, consult, and collaborate.
    5. Highly organized with the ability to prioritize and manage multiple activities concurrently.