Compensation Manager
3 weeks ago
Our client, a global leader in the manufacturing space is looking for a detail-oriented and talented hands-on Manager, Compensation to join our growing Human Resources team. This is an exciting opportunity for a strategic and analytical professional to take an independent contributor role in the development and implementation of compensation-related initiatives including the implementation of our new Compensation and Performance modules in UltiPro/UKG.
This role requires a solid understanding of compensation design and total reward strategies, as well as the ability to effectively communicate complex compensation information to all stakeholders. In addition to traditional benchmarking and review of new and existing positions, the Manager, Compensation is responsible for developing and administering competitive and cost-effective compensation and total reward programs while ensuring compliance with applicable laws and regulations. Additionally, the Manager, Compensation will provide guidance and advice to management on compensation-related issues.
This position requires excellent organizational, interpersonal, and communication skills, as well as the ability to work collaboratively with a variety of stakeholders. The Manager, Compensation Analyst must be able to multitask and prioritize work in a fast-paced environment and have proven problem-solving skills. The successful candidate must possess a bachelor’s degree in human resources, Business Administration, or a related field, and have at least eight years of relevant work experience, ideally with some aviation industry experience.
The Manager, Compensation role is responsible for the hands-on management including design, implementation, and ongoing administration of the Company’s compensation programs. This independent contributor role provides on-going development, review and implementation of the Company’s compensation structure throughout the organization, including salary structure and grades, position benchmarking, job evaluation, FLSA status and position harmonization across the Company's business lines.
PRINCIPAL DUTIES/RESPONSIBILITIES (ESSENTIAL FUNCTIONS):
Modify/develop a compensation strategy and program, ensuring internal equity in the ranking of new positions, new hire salaries, promotions, equity adjustments, etc.
Review salary grade structure for appropriateness with market and implement updates.
Evaluate new positions for FLSA status.
Research, analyze, and evaluate compensation issues; participate in compensation and benefit surveys, including industry specific surveys.
Assist in the implementation of the compensation and performance modules within HRIS (UltiPro).
Administer the annual merit increase process and the performance appraisal program.
Recommend compensation adjustments in conjunction with research findings.
Collaborate with other departments to create and implement new compensation and benefits initiatives.
Ensure compliance with applicable local, state, and federal laws.
Develop education and communication materials regarding the compensation program for managers and employees.
Generate reports and metrics to evaluate the effectiveness of compensation and total reward programs.
NON-PRINCIPAL DUTIES/RESPONSIBILITIES (NON-ESSENTIAL FUNCTIONS):
As part of the Corporate HR team, this role will support other HR programs and initiatives. These project-based initiatives will vary from time to time but as examples may include, the occasional evaluation and administration of the Company’s Service Award program, Paid Time Off Policies, Employee Relocation Program, Work Opportunity Tax Credit, etc.
Other duties as assigned.
POSITION REQUIREMENTS:
MINIMUM REQUIRED QUALIFICATIONS:
Bachelor’s Degree in human resources, business administration or related major
8 years of progressive experience in compensation/total rewards and applicable federal/state laws (e.g., FLSA).
Strong analytical and PC skills (MS Office-including advanced Excel skills, HRIS systems/reporting)
Excellent oral and written communication skills
Able to interface effectively with all levels of employees within the organization.
Able to exercise sound judgment in the handling of confidential material and information.
Strong organizational and planning skills
ADDITIONAL DESIRED QUALIFICATIONS:
Certified Compensation Professional strongly desired
SPHR
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