Compensation Manager

JOB DETAILS Job Location: LLAC [901] - Lancaster, CA 93535 Position Type: Regular Full-Time Salary Range: $80,718.75 - $102,243.75 Job Shift: Day Job Category: Classified Full Time, Monday – Friday This position offers a hybrid work arrangement, with on-site responsibilities determined by program and site needs, and quarterly meetings in Lancaster, CA. COMPENSATION MANAGER – OVERVIEW The Compensation Manager will lead and execute job analyses for all organizational roles, develop and assess job descriptions, benchmark salaries, and recommend compensation adjustments to maintain internal equity and market competitiveness. The CCM will ensure compliance with applicable laws, regulations, and organization policies related job descriptions, compensation administration, compensation adjustments, salary structures, and variable incentive and stipend programs. Collaboration with the department Director, People Services Leadership, and other stakeholders, to implement compensation structures aligned with company objectives and market trends, while meeting project deadlines. The position reports directly to the Director, People Services or their designee. RESPONSIBILITIES & DUTIES Review and update current job descriptions to reflect changes in roles, responsibilities, and requirements. Evaluate the need for creating new positions, develop, and classify them, ensuring alignment with organizational standards and compliance with legal regulations. Conduct classification reviews and determine appropriate FLSA classification, certification status, and job level. Initiate the development and maintenance of classification standard policies and procedures (SOP). Implement and maintain a structured job classification system to ensure roles are appropriately categorized by job. Conduct market research, benchmark positions, and perform internal/external alignment to assess industry salary standards and identify compensation trends. Create, maintain, and manage the administration of the organization's compensation policies and procedures. Take the initiative to lead and manage the development and enhancement of compensation reports, resources, and tools to proactively support and inform compensation program decisions. Serve as the point of contact for Talent Acquisition/Recruiting, responding to inquiries and supporting the drive to streamline internal equity evaluation practices. Stay current with changes in compensation laws, tax regulations, and HR best practices. Monitor minimum wage laws and regulations and provide impact analysis. Analyze compensation data, market trends, generate reports and prepare comprehensive analysis reports using statistical methods such as averages, percentages, correlations, to provide insights into the organization’s compensation structure, identify trends, patterns, and relationships. Prepare qualitative and narrative reports summarizing employee feedback on compensation satisfaction, gathered from interviews, open-ended surveys, and focus groups to provide deeper insights into underlying reasons, motivations, and perception. Provide narrative reports, including but not limited to classification analysis and compensation application to the appropriate classifications. Create and present recommendations for salary adjustments, incentives, bonus structures, or benefits enhancements based on analysis. Execute and manage compensation-related audits to ensure accuracy before distribution and compliance with all internal and external guidelines. Maintain compensation records and salary information in HRIS, ensuring all data is accurate, up to date, and compliant with legal requirements. Manage, coordinate, supervise, coach, and direct the hiring, training, timely performance evaluations of team members, oversee their daily activities and oversee the daily workflow of the department. KNOWLEDGE, SKILLS, ABILITIES Knowledge of job classification and compensation-related laws and regulations, such as FLSA, ADA, and EEOC, and the ability to ensure compliance. Knowledge of laws, policies, procedures and best practices related to compensation planning. Knowledge of compensation benchmarking methods, salary surveys, and industry pay trends. Ability to interpret data, perform computations, correlations analyses, and perform statistical reports. Ability to troubleshoot when it comes to discrepancies or errors in compensation data or processes. Ability to explain complex compensation concepts clearly to non-experts and to effectively communicate compensation changes or policies to employees. Ability to maintain confidentiality and handle sensitive compensation data responsibly. Ability to manage multiple job classification tasks simultaneously. Strong organizational skills to track and maintain compensation records, classification records, deadlines, and process workflows. MINIMUM QUALIFICATIONS Bachelor’s degree in Human Resources, Data Analytics, or a related field, or 2 years of equivalent work experience demonstrating the required knowledge, skills, and abilities in the discipline. Three to five (3-5) years of experience in managing job descriptions and compensation, including but not limited to job analysis, job description development, job classification standards, job pricing methods, compensation structures, variable incentive plans, compensation management software, HRIS, and other information technology systems that support and integrate classification and compensation. Experience and proficiency in interpreting large sets of compensation data, trends, and performance metrics. Experience in project management, program development, organizing, prioritizing, coordinating, implementing, and managing multiple programs, projects, and tasks. Advanced skills in Excel administration and spreadsheet preparation. Certified Compensation Professional (CCP) or industry-related certification (PHR/SPHR, SHRM-CP/SCP) is preferred. Ability to travel up to 10% in the performance of job duties. PHYSICAL REQUIREMENTS Vision: Ability to read small print and view a computer screen for prolonged periods, prepare, or inspect documents and operate office equipment. Hearing: Ability to hear average or typical conversations and receive ordinary information. Speech: Ability to be understood in face-to-face communication, in person or remote, to speak with level of proficiency and volume to be understood over a telephone or computer. Mental Demands: Ability to read, write, understand, interpret, and apply information at a moderately complex level essential for successful job performance; math skills at a high school proficiency level; judgement and the ability to process information quickly; learn quickly and follow verbal procedures and standards; give verbal instruction; rank tasks in order of importance; copy, compare, compile and coordinate information and records. Frequent multi-tasking, changing task priorities, repetitious exacting work. Understand how to manage stress. high workflow management, high project coordination, and medium people engagement. Upper Body Mobility: Ability to use fingers to make small movements such as typing, picking up small objects, or pinching fingers together, use hands to grasp, and manipulate small objects; twist and bend at wrist and elbow; extend arms to reach outward and upward; use hands and arms to lift objects; turn, raise, and lower head. Strength: Ability to lift, carry, push, and pull objects weighing up to 10 pounds. Environmental Requirements: Ability to encounter constant work interruptions; work cooperatively with others; work independently; work indoors. Prolonged period sitting at a desk and working on a computer. Work in a low to moderate noise environment with frequent deadline pressures. #J-18808-Ljbffr Lifelong Learning Administration Co