Sr. Compensation Manager/Total Rewards

2 weeks ago

Rochester, United States Robert Half Full time
Job DescriptionJob Description

We are seeking an experienced Total Rewards/Senior Compensation Manager to join our organization. This role will have a strategic focus on planning, designing, and executing comprehensive compensation policies and programs, including salary structure, bonus programs and benefits. The successful candidate will work collaboratively with HR and Senior Management to ensure that our total rewards and compensation structures are standardized, globally competitive, and aligned with our organizational goals.

Tasks and Responsibilities:

• Draft and implement comprehensive compensation policies which include salaries, bonuses, and benefits packages.

• Conduct comprehensive assessment and restructure of our US and Global Total Rewards structure to maintain consistency across all corporate sectors and business segments.

• Execute competitive market research and analyze data to establish pay practices and pay bands that help to recruit and retain high-caliber employees.

• Manage the administration of direct compensation for all employees, ensuring that compensation programs are fair, competitive, and compliant with local, state, and federal laws.

• Conduct regular audits and evaluations of all compensation and benefits programs to identify and suggest areas for improvement.

• Collaborate with senior management, HR teams, and other relevant stakeholders to effectively communicate compensation policies and programs.

• Provide recommendations for improvements based on up-to-date industry trends and employee feedback.

• Develop and conduct training programs on compensation and benefits best practices.

• Partner with HR Team to enhance the overall employee experience and cultivate a positive work environment.

• Work with managers to identify training and development needs, and coordinate relevant programs and initiatives.

• Ensure data integrity in all HR systems and processes.


The ideal candidate will have significant experience and expert knowledge in human resources administration, compensation, benefits, and job analysis systems. Strong communication skills, both written and verbal, are a must for presentations and reports. The ability to use independent judgement, manage multiple tasks concurrently, and interact effectively at all levels within the organization is imperative. Familiarity with HRIS and proficiency in MS Office Suite is highly preferred.

Education and Experience:

• A Bachelor's degree in Human Resources, Business Administration, or a related field is required.

• Minimum of 5-7 years of experience in a similar role, particularly at a managerial to directorate level focused on executive compensation.

• Experience in implementing job compensation structures, with the sophistication to create such structures given the demands of senior-level roles.

• Prior experience in managing RSU’s, PSU’s and administration of employee stocks/shares programs.

• Experience in benefits analysis is considered a significant asset.

• Compliance expertise is essential, with a deep understanding of labor and employment laws.

Skills:

• Robust analytical skills, with proficiency in crafting compensation structures, planning benefits, and ensuring legal compliance.

• Excellent command of Microsoft Office Suite, including creating dynamic presentations and complex Excel spreadsheets.

• Strong verbal and written communication skills complemented by a background in HR metrics.

• Familiarity with HR systems and databases is crucial.

Personality and Attitude:

• The successful candidate will display a strong edge, agility, and maturity, with the ability to adapt to organizational changes.

• An interest in learning and a good attitude are key, with preference for those who are proven team players.

• Exceptional active listening, negotiation, and presentation abilities are sought.

• Capability to build and effectively manage interpersonal relationships at every level of the company will be important.

Certification:

• A Certified Compensation Professional (CCP) certification may give candidates an edge, though it is not mandatory.

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