Sr Manager, Wage & Hour Compliance and Risk

Sr Manager, Wage & Hour Compliance and Risk

We are excited to announce an opening for a talented Senior Manager, Wage & Hour Compliance and Risk to drive strategy and execute on high priority projects for the Compensation Delivery team. We are a team of Total Rewards leaders who bring a data-driven approach to compensation that is designed to unleash greatness in our associates. We are looking for proven leadership candidates who are result-driven, flexible, and detail-oriented, with the ability to manage multiple initiatives in a fast-paced environment.

Our team is responsible for delivering a well-managed compensation process and experience for our associates and ensuring there is adequate governance and controls through appropriate risk management all while supporting our business partners and associates with their compensation-related requests and inquiries.

We are searching for a candidate who can optimize and maintain the company’s Fair Labor Standards Act (FLSA) role classification methodology and wage & hour compliance globally. The candidate would be expected to deliver timely results, improve existing processes, and provide a superb stakeholder experience while ensuring that we are operationally efficient and meeting the needs of the function.

Do you want to work in a business-casual, collaborative environment where your contributions are recognized, successes are elevated, and effort is rewarded? If you have a passion for continuous improvement and want your work to directly impact the experience of our associates, then this is the role for you.

In this role you will:

• Define the scope, timelines, and priorities for conducting ongoing role assessments in partnership with internal stakeholders and legal counsel
• Oversee the fact-finding process of role assessments, which includes examining job descriptions, organizational charts, and job family structures, as well as interviewing managers to understand the duties and responsibilities of roles.
• Map actual expectations and duties against FLSA exemption criteria and document classification results in a centralized repository
• Anticipate and adapt to the evolution of role structures driven by technological advancements, by leading complex classification projects and analysis to ensure compliance methodologies remain forward-thinking and responsive to changing work environments.
• Exercise independent judgment and discretion to analyze the ongoing effectiveness of classification methodologies, proactively pivot strategies, provide compliance recommendations, and engage Legal, HR, and business stakeholders to ensure alignment on outcomes.
• Ensure project artifacts and communications are documented appropriately.
• Partner closely with In-house and Outside Legal Counsel on role classification determinations and clearly and thoroughly communicate classifications.
• Drive monthly compliance accountability by leading a cross-functional governance steering committee composed of Compensation, Legal, HR Risk, Payroll, and Associate Relations.
• Lead monthly business reviews to job classification progress, time-tracking trends, and local/international legislation shifts.
• Enhance stakeholder education and communication by implementing more robust FLSA standard training for HRBPs, Compensation professionals, and line managers.
• Leverage problem solving and influencing skills to ensure project plans deliver on intent
• Build relationships and collaborate with key stakeholders to ensure delivery of commitments.
• Interact and communicate regularly with key stakeholders at all levels across HR to manage, inform and influence outcomes.
  

We want you if you are:

• Intellectually Curious. You’re comfortable with ambiguity, have a passion for learning, and for seeking out new challenges or new technologies.
• Influential Communicator. You’re comfortable influencing a group of stakeholders and peers as well as communicating clearly to partners. You can be open to different communication styles and listen carefully to diverse sets of ideas.
• Decisive and Action-Oriented. You’re biased toward action, and are willing to make commitments and trade-offs with other leaders to remove impediments for the team.
• Collaborative Partner. You enjoy working with diverse people and driving the team toward a common goal.

Basic Qualifications:

• Bachelor’s Degree or military experience
• At least 6 years of experience in Compensation, Human Resources, Wage & Hour Law or Compliance

Preferred Qualifications:

• Masters in Business Administration or Juris Doctor from an accredited law school
• 8+ years of experience in Compensation, Human Resources, or Wage & Hour Law/Compliance globally
• Experience in a law firm, in-house legal department, or a combination
• Deep, strategic understanding of FLSA exemption criteria, overtime rules, and state-specific wage and hour standards, including state-specific exemption rules
• Exceptional executive presence and experience collaborating with legal counsel and presenting to senior leadership.

At this time, Capital One will not sponsor a new applicant for employment authorization for this position.

The minimum and maximum full-time annual salaries for this role are listed below, by location. Please note that this salary information is solely for candidates hired to perform work within one of these locations, and refers to the amount Capital One is willing to pay at the time of this posting. Salaries for part-time roles will be prorated based upon the agreed upon number of hours to be regularly worked.

McLean, VA: $200,700 - $229,100 for Sr. Mgr., Compensation

Richmond, VA: $182,500 - $208,300 for Sr. Mgr., Compensation

Candidates hired to work in other locations will be subject to the pay range associated with that location, and the actual annualized salary amount offered to any candidate at the time of hire will be reflected solely in the candidate’s offer letter.

This role is also eligible to earn performance based incentive compensation, which may include cash bonus(es) and/or long term incentives (LTI). Incentives could be discretionary or non discretionary depending on the plan.

Capital One offers a comprehensive, competitive, and inclusive set of health, financial and other benefits that support your total well-being. Learn more at the Capital One Careers website. Eligibility varies based on full or part-time status, exempt or non-exempt status, and management level.

Capital One is an equal opportunity employer (EOE, including disability/vet) committed to non-discrimination in compliance with applicable federal, state, and local laws. Capital One promotes a drug-free workplace. Capital One will consider for employment qualified applicants with a criminal history in a manner consistent with the requirements of applicable laws regarding criminal background inquiries, including, to the extent applicable, Article 23-A of the New York Correction Law; San Francisco, California Police Code Article 49, Sections 4901-4920; New York City’s Fair Chance Act; Philadelphia’s Fair Criminal Records Screening Act; and other applicable federal, state, and local laws and regulations regarding criminal background inquiries.

Capital One does not provide, endorse nor guarantee and is not liable for third-party products, services, educational tools or other information available through this site.

Capital One Financial is made up of several different entities. Please note that any position posted in Canada is for Capital One Canada, any position posted in the United Kingdom is for Capital One Europe and any position posted in the Philippines is for Capital One Philippines Service Corp. (COPSSC).