Job Description

What You'll Do:

1. Participate in implementing and administering compensation and incentive programs across the organization.
2. Serve as an internal consultant/compensation subject matter expert to HR Business partners and leadership for assigned business lines.
3. Provide advice on pay decisions, policy, and guideline interpretation.
4. Research, collect, and analyze data to determine appropriate grade level and title for proposed new jobs and re-evaluations of current jobs, balancing both market and internal equity.
5. Partner with the business and finance partners to estimate the cost impact of proposals.
6. Work with business lines to update and maintain current job descriptions.
7. Determine FLSA exemption status for newly created jobs or existing jobs with a change to content.
8. Review compensation data changes in HRIS system for accuracy and approve for payroll processing.
9. Participate in annual and interim updates to annual bonus plans (ABP) and variable pay plans (VPP).
10. Participate in completing and reporting on salary and work practices surveys.
11. Load survey data into PayFactors.
12. Participate in developing the annual merit budget, job changes and market adjustment budget, changes to geographic differentials, and salary range movement recommendations.
13. Responsible for carrying out the day-to-day functions of the Common Review process, including conducting a supervisor audit, ensuring managers’ recommendations are within guidelines, and that necessary signatures are acquired. Import the Common Review increases and performance ratings into the HRIS system.
14. Work and help lead integration acquisition activities for compensation related items.
15. Maintain historical archives and change management logs, for example for job evaluations/decisions, FLSA testing, job codes, etc.
16. Responsible for the maintenance, accuracy, and reporting in HRMS (Workday).
17. Create new job codes and inactivate old job codes.
18. Maintain job documentation databases and tables.
19. Update and maintain data on geographic differentials.
20. Utilize the HRIS system to run compensation related reports and extract data for analysis.
21. Create, test, and load EIBs for mass changes.
22. Mitigate risk and ensure intended outcomes of programs/policies by conducting regular audits.
23. Ensure foundational principles for the assessment and assignment of FLSA status and compliance remain current with developing trends. Routinely audit employee population for FLSA exemption compliance.

Minimum Qualifications:

1. Bachelor’s degree in Human Resources, Business, Finance or related discipline. 3-5 years of applicable compensation experience, preferably within a mid to large size and matrixed environment.
2. Certified Compensation Professional (CCP), Professional in Human Resources (PHR), or other related designation preferred plus.
3. Understanding of federal and state laws and regulations regarding compensation practices and HR policies/procedures.
4. Strong computer skills (Word, Excel, PowerPoint, HRMS, reporting). Ability in Excel to perform V-Lookups, create pivot tables and databases, formulate cells, create graphs, etc. Workday and PayFactors experience a plus.

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