Manager, Executive Compensation Programs

4 weeks ago

Highland, United States San Manuel Band of Mission Indians Full time

The Manager is involved in researching and proposing rewards packages (salaries, LTI, perks) and benefits offered by the enterprise to its executive employees (T/E). The incumbent will complete salary analysis data, complete job evaluations, and conduct and participate in salary surveys. The incumbent will also prepare and present information for leadership decision-making to CPIO, SVP, Human Resources, and Director, Compensation & Benefits; in addition to the Palms Leadership consisting of (VP, Human Resources and Chief Financial Officer).

Essential Duties & Responsibilities

1. Collaborate with CPIO, SVP Human Resources and Director Compensation & Benefits in support and maintenance of executive programs (T/E), positions and other ad-hoc projects, e.g. executive positions, perks, non-tribal BC Compensation, and market research and analysis. Lead Specialized, strategic compensation projects involving (T/E) leel jobs requiring revision, development and re-design of existing executive compensation programs. Requires hands on project management, partnership with internal and external resources and ensuring that projects are delivered accurately, on time and on budget while achieving desired goals and objectives.

2. Perform market pricing activities for executive jobs (T/E) including the matching of internal positions to external data using standardized surveys for purposes of making recommendations to line management regarding base salary levels, appropriate grade assignment, total compensation opportunity, and/or hiring ranges for a given position. Sets management level that determines total reward packages, including base, bonus, long term incentives and perquisites. Carry out evaluation and analysis of all executive job positions; provide competitive salary analysis; work with the CPIO in the development and creation of new executive (T, E) jobs/roles, leveling, etc. Enters findings into market pricing tool for reporting purposes.

3. Development of the T/E job offers; creation of executive offers and compensation statements, research and propose promotions rates or new organizational designs for executive roles in the enterprise. Ensures proposal are legal and within regulatory guidelines and focused on talent acquisition for long term programs.

4. Update executive compensation communications materials providing assistance in the distribution and administration of executive programs including annual bonus, long term compensation, perquisites, deferred compensation programs or other executive compensation strategies, as needed.

5. Prepare required plans and pay scale data for executive packages for external and internal data analysis, including research and evaluation. Analyzes the process, tools and systems involved in formulating executive compensation program, recommending solutions to increase performance and providing assistance in determining LTI award for executives (T/E). Conducts and participants in compensation surveys or special compensation studies for purposes of maintaining the competitive position in the marketplace.

6. Partner with Compensation and Benefits Operations Managers to plan Tribal Council and Compensation & Benefits Working Group annual compensation topics/list, work with Comp & Bens team to coordinate annual meetings for compensation & benefits topics and deliver annual calendar; gather benefits topics from other team members Also partners with other compensation team members to perform market surveys for in-depth analysis on the compensation offered by competitors, interpreting the market change in salary ranges, and monitoring all the salary ranges offered by external competitors for providing accurate financial analysis required for making changes in existing compensation program.

7. Actively develop, lead and coach the Compensation Associate in compensation activities that support San Manuel and the Palms HR teams

8. Calculate the finance involved in annual incentive bonuses, coordinating with the finance department for preparing accurate bonus increment and monitoring all the executive packages accordingly.

9. Performs other duties as assigned to support the efficient operation of the department and assumes other responsibilities, duties, tasks and assignments that contribute to the mitigation or response to any public health emergency.

Supervisory Responsibilities

Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning reviewing and directing work; evaluating and appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. Makes hiring decisions and designs individual development plans with succession planning in mind for all key roles.

Education/Experience/Qualifications

  • BA degree in business administration, business management, HR management required.
  • Minimum seven (7) years of experience in broad based compensation analysis, with three (3) of those years hands on experience in executive compensation program management required.
  • Minimum 3 years supervisory experience required.
  • Related, relevant, and/or direct experience may be considered in lieu of minimum educational requirements indicated above.
  • Strong organizational skills.
  • Detail-oriented.
  • Familiarity with laws and regulations related to fair labor standards, salary equity, etc.
  • Strong analytical skills; ability to formulate ideas and recommendations for relevant executive programs.
  • Strong oral, verbal, written communication skills.
  • Understanding of organizational functionalities Knowledge of survey methodology, strong point factor job evaluation foundations; ability to work individually or with cross functional teams.
  • Strong preparation and presentation skills.
  • Related, relevant, and/or direct experience may be considered in lieu of minimum educational requirements indicated above.
Certificates/Licenses/Registrations
  • At the discretion of the San Manuel Tribal Gaming Commission, you may be required to obtain and maintain a gaming license.
  • CCP certification, desirable.

San Manuel Band of Mission Indians will make reasonable accommodations in compliance with applicable law.

As one of the largest private employers in the Inland Empire, San Manuel deeply cares about the future, growth and well-being of its employees. Join our team today

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