Compensation Manager

Responsibilities & Duties Manage The Classification and Compensation Plan Manage the Pay Structure to ensure job classifications and salary levels are captured accurately and are up to date Manage the administration of the compensation system to ensure consistent and equitable compensation among positions, monitor the effectiveness of existing compensation practices and recommend changes that are cost‑effective and consistent with compensation trends within the industry and organizational objectives Manage compensation studies and salary surveys under the guidance of the Director of Talent Acquisition and Compensation to ensure accurate and timely information is shared and recommendations are in line with organization objectives Ensure compliance with federal, state, and local compensation laws, regulations, and contracts Conduct salary reviews to ensure the organization is competitive with market trends Advise staff on pay decisions, policy interpretations, and job evaluations Manage the maintenance of all relevant tracking and reporting systems to accurately capture the flow of relevant data being processed by the team Manage the Creation of New Jobs and Positions and Manage Changes to Existing Jobs and Positions Collaborate with Department leadership on creation of new jobs and departmental structure changes Assist leaders with the development of job descriptions for each job in the organization, ensuring descriptions accurately reflect the work being performed by incumbents Manage the job analysis process to determine FLSA classification and salary level for each job in the organization Ensure jobs are classified and leveled appropriately based on the specifications of the job Develop and Maintain Compensation Policies, Procedures, Programs, and Workflows Design creative solutions to specific compensation‑related programs and incentive plans Assist with the development and maintenance of compensation policies and procedures Analyze and refine desk procedures and workflows to improve department operations Develop written guides and presentations to assist in communicating and clarifying the processes, policies, and procedures to leaders and staff Manage and Develop Staff Work with the Senior Director of Human Resources to recruit and retain a highly qualified and well‑trained Classification and Compensation team Ensure staff are well trained in and comply with all organization and department policies, procedures, and business processes Organize workflows and ensure staff understand their roles and responsibilities Ensure the department has the needed tools and resources to achieve organizational goals and to support employees and ensure compliance with licensure, regulatory, and accreditation requirements Actively establish and promote a positive, diverse, and inclusive working environment that builds trust Ensure all staff are treated with respect and dignity Ensure standards are transparent and applied consistently, impartially, and ethically for all team members Work to resolve conflicts and disputes among team Set goals for performance and deadlines in line with organization goals and vision Effectively communicate feedback and provide ongoing coaching and mentoring to staff and support a learning environment to advance team skills and professional development Cultivate and encourage efforts to expand cross‑team collaboration and partnerships General HR Manage the handling of and responses to relevant cases submitted to the HR case management system Manage HR records according to area of responsibility by ensuring files are updated, accurate and properly documented in accordance with recordkeeping requirements Ensure employees and leaders have appropriate training and materials to assist with processes related to area of responsibility Assist in developing, implementing, and administering relevant HR programs and initiatives that meet current needs while also anticipating future business and talent trends Minimum Requirements Education & Experience Required : Bachelor’s degree from an accredited college or university in Human Resources, Business Administration, Psychology, Sociology, or related field and four (4) years of experience in Human Resources including at least one (1) year of supervisory leadership experience. Experience must include creating and maintaining job descriptions, classifying and leveling jobs into salary bands, and leading or supporting compensation studies. Experience managing complex data in Microsoft Excel required. Preferred : Experience working as a Compensation Manager and HR Certification strongly preferred. Knowledge, Skills, & Abilities Knowledge of classification and compensation practices Knowledge of employment‑related laws and regulations Knowledge of Human Capital Management systems Verbal and written communication skills Organizational skills and attention to detail Time management skills with a proven ability to meet deadlines. Analytical and problem‑solving skills Ability to prioritize tasks and delegate tasks when appropriate Interpersonal and conflict resolution skills Ability to act with integrity, professionalism, and confidentiality Microsoft Office Suite Salary Range $89,404 - $113,990/ Annually Exact compensation will be determined based on the candidate's education, experience, external market data and consideration of internal equity. An excellent fringe benefit package accompanies the salary, which includes: Medical, Dental, Vision, Life, Long Term Disability Generous retirement savings plan Flexible work schedules including hybrid and remote options Paid time off including vacation, sick leave, holiday, management leave Dress flexibility Education Required Bachelors or better in Human Resource Management Skills Required Collaboration Communication Coordination Customer Service Data Analytics Integrity Leadership Logical Thinking Microsoft Office Team Player Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review Know Your Rights notice from the Department of Labor. #J-18808-Ljbffr