Description: |
Position Summary:
Reports to the Senior Director of Human Resources and manages the compensation, benefit programs, and HR Information Systems. Plans, develops, and implements new and revised base, variable, incentive, and indirect compensation programs, policies, and procedures in order to be responsive to the company’s goals and competitive practices. Ensure consistent, competitive, and compliant administration of company compensation programs in conformance with policies, government regulations, and industry competitors through participation in industry compensation groups, audits, reports, and personal contacts. Provide strategic planning, tactical development, and provider services management of employee benefits and HR Information Systems. Develop HR administrative policies and procedures in conformance to business requirements, government regulations, and industry practices.
Essential Duties and Responsibilities include the following:
- Manages direct and indirect compensation and related administrative programs, policies, guidelines, and procedures. Evaluates, audits, designs, and recommends plan and policy revisions in addition to new plans and policies which are cost effective and consistent with industry competitive trends and corporate objectives. Coordinates policy and program development and implementations, and provides tactical and administrative guidance to corporate management and staff.
- Provides advice and interpretation to corporate staff and management regarding HR compensation and benefit related policies and guidelines, job definitions, and the design of creative solutions to specific HR compensation, benefit, and HRIS related administrative practices.
- Manages and oversees the administration of direct and indirect compensation (executive, exempt & nonexempt base, incentive, variable pay, & bonus cash compensation programs) for corporate staff, including the processing, recording, and reporting of compensation-related actions taken on salaried employees.
- Develops techniques for compiling, preparing, and presenting data analysis and summary reports. Trains and provides guidance to HR staff in the use and administration of data and HR practices.
- Manages HRIS applications, developments, and information.
- Manages the design, administration, cost effectiveness, and services provided by benefits carriers.
- Supervises the participation, evaluation, and value results of benefit, compensation, and administrative policy surveys to ensure best practices and that strategic, tactical corporate objectives and efficient administrative practices are developed and maintained.
- Stays updated on federal, state, and local HR laws, rules, and regulations in order to assist in ensuring company compliance.
- Conducts and manages meetings and training with managers, supervisors, and employees to communicate HR compensation, benefit, and HRIS related policies, compensation plans, and compensation related performance expectations to report results against plan, identify issues, and assist in planning corrective actions where required to ensure achievement of results.
- Prepares manpower plans, budgets, workforce statistics, and variance analysis. Manages and ensures the integrity of the HRIS databases to generate reports and organize HR and workforce data requirements.
- Prepares reports, analyzes and interprets performance and project data, and provides project, product, management, and technical information for the effective communication of performance and progress against plans.
- Provide compensation recommendations related to promotions and adjustments.
Background/Experience:
- A Bachelor’s Degree or equivalent in Business, Human Resources, or related field.
- Must have 8-10 years experience in the area of Compensation, HRIS, and HR policies and staffing; strong preference for technology based industry experience in Fortune 500 company
- Knowledge of government regulations as they apply to HR areas, particularly staffing, compensation base and incentive compensation programs, and company policies and administrative practices.
- Intermediate to advanced computer skills with Microsoft business applications software, compensation software packages, and HRIS systems. Advanced Excel skills including the use of macros, graphs, charts, tables, and complex data calculation and analysis spreadsheets.
- Strong mathematical aptitude and analysis skills for researching, analyzing, and developing compensation related programs and recommendations.
- Strong interpersonal skills in dealing proactively with all levels of internal and external management and vendor or agency personnel.
- Excellent oral and written communication skills.
Necessary Skills/Attributes:
- The ability to interact with personnel at all levels within the organization, vendors, and governmental agencies. Must have the ability to convince others, in a potentially adversarial environment, including stakeholder leadership, VP’s, directors & managers, staff, and vendors with opposing views to accept/approve plans or project recommendations.
- The ability to plan, organize, and prioritize multiple and simultaneous compensation design and program performance simulation projects.
- The ability to write, read, interpret, and act on proper understanding of technical HR materials, contracts, or related documents based on corporate legal and customer applications and Human Resources professional standards and philosophy.
- The ability to make professional presentations and to communicate effectively in writing, through emails and reports, or orally, complex technical matters to an audience of highly technical skills and operational experience.
- The ability to lead and direct the activities of other employees in order to achieve objectives, project schedules, and team goals and to complete assignments within established time frames and specifications. In addition, have the ability to develop tasks and work assignments, clearly define objectives, and give technical direction with applied knowledge of alternatives and decision-making experience to guide subordinates.
- Company data where disclosure may jeopardize the company’s competitive position.
- Budgetary and/or expense authority is under $10,000.
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