Compensation Manager

POSITION SUMMARY Manage overall compensation process and provide analysis to support compensation policies and decisions, including pay structures, incentive plan design and employment offers. Participate in development of policies and administrative guidelines. Perform market and industry evaluations. Participate in compensation surveys. Lead annual merit and performance evaluations processes. DUTIES AND RESPONSIBILITIES COMPENSATION PROGRAM ADMINISTRATION Develop, implement, and manage comprehensive compensation programs including base pay, incentives, and bonus plans Lead salary benchmarking exercises and develop competitive salary ranges for various roles across the organization Develop, document, communicate and administer compensation policies and procedures Conduct job evaluations and maintain job description files Lead the administration of annual merit and performance evaluations processes Communicate compensation policies and programs clearly and address related inquiries COMPENSATION ANALYSIS Research, analyze, develop or modify compensation programs (both incentive and base pay) to support hiring and employee retention Evaluate and analyze compensation data to identify trends, assess effectiveness and make data-driven recommendations for enhancements Perform market and industry evaluations for field, corporate, and manufacturing roles Provide company data for inclusion in and analyze results of compensation survey data Stay current with compensation trends and relevant laws and regulations BUSINESS PARTNERSHIPS Collaborate with HR business partners and leadership to align compensation strategies with organizational goals and budgets Engage with several HR partners such as talent acquisition and payroll as well as finance department on various compensation related matters Develop compensation guidelines for internal moves Evaluate new center markets for compensation structures Communicate effectively with field teams to support hiring and retention Partner in compensation process for teammates obtained through the Company’s acquisition process MINIMUM KNOWLEDGE, EXPERIENCE & SKILLS REQUIREMENTS Bachelor’s degree in HR, Business, Finance or equivalent work experience Combination of education and/or equivalent work experience in a related field Minimum 5 years of professional compensation management experience Certified Compensation Professional designation or coursework toward designation is desired Proficiency with HRIS systems and compensation management software Previous human resources experience is desired Excellent communication and interpersonal skills to interact with all levels of the organization Advanced analytical and communication skills with the ability to interpret complex data and metrics Must be able to work independently and make sound business decisions Able to maintain a high level of confidentiality Proficiency with Microsoft Office Suite of programs; advanced Excel skills required ESSENTIAL FUNCTIONS & WORK REQUIREMENTS Ability to effectively communicate at all levels within the organization through written and two-way verbal communication Able to sit or stand for extended periods of time Able to operate various office equipment (e.g., personal computer, telephone, fax machine, copier, etc.) Able to read and write at a high school graduate level Able to lift 10 to 20 pounds Able to work normal and/or extended (evenings, nights, and weekends) office hours to meet established deadlines Able to travel independently to support Company objectives and personal development These statements are intended to describe the general nature and level of work performed by teammates assigned to this job classification. They are not intended to be an exhaustive list of all responsibilities, duties and skills required. #J-18808-Ljbffr