• Performs internal and external compensation analysis using third party market data to support design, implementation, administration and competitiveness of Company compensation program.
• Develops Company pay structure(s); ensures structures are competitive; provides recommendations to key stakeholders.
• Determines third party data sources for compensation analysis.
• Ensures salary ranges and job descriptions are accurately input into database(s).
• Ensures changes in compensation are communicated to appropriate HR resource for updating the HRIS system.
• Writes, revises and reviews new and existing job descriptions and/or provides advice and consultation to stakeholders in designing, creating, and revising job descriptions; determines FLSA status of new and re-evaluated jobs.
• Performs FLSA audits; analyzes and recommends changes.
• Ensures department salary analysis worksheets are completed.
• Researches and analyzes out of range increase requests; makes recommendations; collaborates with key stakeholders.
• Designs, communicates, and implements the salary planning process.
• Evaluates current compensation trends to assist the organization in compensation decisions; recommends changes.
• Proactively develops relationships with compensation professionals; networks on an ongoing basis.
• Designs, documents, and maintains compensation philosophy.
• Designs compensation communications materials.
• Communicates and / or train managers regarding business compensation philosophy, structure, planning and practice.
• Resolves and/or consults with Regional and Corporate Executives and Managers pertaining to compensation procedures and requirements.
• Ensures compensation guidelines, procedures and reporting is maintained; ensures the Company is in compliance with current regulations.
• Demonstrate knowledge of Human Resources Processes and Procedures and acts as a point of contact on complex issues related to compensation process and procedures.
• Demonstrates an understanding of problematic issues and when to ensure appropriate actions/follow up are required.
• Develops and maintains contacts with federal and state entities, consultants, brokers and other related vendors.
• Mentors, coaches, and trains Compensation Analyst I & II.
• Stays current on the latest industry technologies, trends, and strategies.
• Assists employees, vendors, or other customers by answering questions related to compensation processes, procedures, and services.
• Completes work in a timely and accurate manner while providing exceptional customer service
• Other duties as assigned.

• This position requires a minimum of five years progressive Compensation experience. Human Resources Generalist experience preferred.
• Advanced level computer experience, including skills in Microsoft Word, Excel and PowerPoint is required.
• Experience with HCM system required; Workday experience is preferred.
• Proven analytical skills are required.
• Demonstrated ability to communicate across all levels of the organization and must be able to clearly articulate ideas both verbally and in writing.
• Problem solving, organizational, detail-oriented skills are vital.
• Ability to perform multiple tasks concurrently, while making timely and sound decisions, working efficiently in a fast-paced environment is crucial.
• Proven ability to motivate self and others while leading change and implementing human resources initiatives is required.
• Ability to gather data, analyze situations and make independent judgment decisions is necessary. Demonstrated knowledge and in-depth understanding of laws and regulations pertaining to compensation is needed.
• Ability to identify complex problems, review information to develop and evaluate options then implement solutions is essential.
• Customer service skills including the ability to manage and respond to different customer situations while maintaining a positive and friendly attitude is essential.
• Ability to build productive relationships with managers and executives and ability to produce results is necessary.
• Maintaining confidentiality, treating others with respect and upholding Company values is key.

Essential Duties and Responsibilities:

• Performs internal and external compensation analysis using third party market data to support design, implementation, administration and competitiveness of Company compensation program.
• Develops Company pay structure(s); ensures structures are competitive; provides recommendations to key stakeholders.
• Determines third party data sources for compensation analysis.
• Ensures salary surveys are completed accurately and timely.
• Ensures salary ranges and job descriptions are accurately input into database(s).
• Ensures changes in compensation are communicated to appropriate HR resource for updating the HRIS system.
• Writes, revises and reviews new and existing job descriptions and/or provides advice and consultation to stakeholders in designing, creating and revising job descriptions; determines FLSA status of new and re-evaluated jobs.
• Performs FLSA audits; analyzes and recommends changes.
• Ensures department salary analysis worksheets are completed.
• Researches and analyzes out of range increase requests; makes recommendations; collaborates with key stakeholders.
• Designs, communicates and implements the salary planning process.
• Evaluates current compensation trends to assist the organization in compensation decisions; recommends changes.
• Proactively develops relationships with compensation professionals; networks on an ongoing basis.
• Designs, documents and maintains compensation philosophy.
• Designs compensation communications materials.
• Communicates and / or train managers regarding business compensation philosophy, structure, planning and practice.
• Resolves and/or consults with Regional and Corporate Executives and Managers pertaining to compensation procedures and requirements.
• Ensures compensation guidelines, procedures and reporting is maintained; ensures the Company is in compliance with current regulations.
• Demonstrate knowledge of Human Resources Processes and Procedures and acts as a point of contact on complex issues related to compensation process and procedures.
• Demonstrates an understanding of problematic issues and when to ensure appropriate actions/follow up are required.
• Develops and maintains contacts with federal and state entities, consultants, brokers and other related vendors.
• Mentors, coaches and trains Compensation Analyst I & II.
• Stays current on the latest industry technologies, trends and strategies.
• Assists employees, vendors or other customers by answering questions related to compensation processes, procedures and services.
• Completes work in a timely and accurate manner while providing exceptional customer service
• Other duties as assigned.

Qualifications:

• This position requires a minimum of five years progressive Compensation experience.
• Human Resources Generalist experience preferred.
• Intermediate level computer experience, including skills in Microsoft Word, Excel and PowerPoint is required.
• Experience with Visio is preferred. Experience with HCM system required; Workday experience is preferred. Proven analytical skills are required.
• Demonstrated ability to communicate across all levels of the organization and must be able to clearly articulate ideas both verbally and in writing.
• Problem solving, organizational, detail-oriented skills are vital.
• Ability to perform multiple tasks concurrently, while making timely and sound decisions, working efficiently in a fast-paced environment is crucial.
• Proven ability to motivate self and others while leading change and implementing human resources initiatives is required.
• Ability to gather data, analyze situations and make independent judgment decisions is necessary.
• Demonstrated knowledge and in-depth understanding of laws and regulations pertaining to compensation is needed.
• Ability to identify complex problems, review information to develop and evaluate options then implement solutions is essential.
• Customer service skills including the ability to manage and respond to different customer situations while maintaining a positive and friendly attitude is essential.
• Ability to build productive relationships with managers and executives and ability to produce results is necessary.
• Maintaining confidentiality, treating others with respect and upholding Company values is key.

Educational Requirements:

• This position requires a Bachelor's degree in Business, Finance, Mathematics or Human Resources or related field or equivalent experience.

Work Days:

Normal work days are Monday through Friday. Occasional Saturdays and Sundays may be necessary.

Work Hours:

Normal work hours are 8:00 a.m. to 5:00 p.m. Occasional overtime (more than forty hours per week) may be necessary.