Manager of Compensation and Performance Management

Manager of Compensation and Performance Management

The Manager of Compensation and Performance Management will be responsible for managing and implementing compensation strategies, systems, and programs that align with the organization's compensation philosophy to pay our teammates, competitively, equitably, and transparently. This role will also manage and oversee our performance management systems for teammates across the organization. This role requires a deep understanding of compensation practices and data analysis skills, a high level of proficiency in Excel in order to track and report on data, strong communication skills as well the ability to manage multiple systems and platforms.

Compensation System Management and Implementation

• Implement compensation strategies, policies, and programs that align with the organization's overall compensation philosophy to pay our teammates competitively, equitably, and transparently.
• Manages salary classification and compensation systems, including job levels, pay grades, salary bands, and salary scale structures.
• Ongoing review of current compensation practices and market conditions to continually evolve the organization's pay, incentive and benefit structures.
• Identify opportunities to enhance, clarify, and improve compensation systems, policies, and procedures and make recommendations as needed.
• Manages job classification process and salary placements for new and current employees.
• Management and oversight of job descriptions and job titles with regular updating consistent with the organization's needs while ensuring legal requirements are met.
• Lead the execution of the annual compensation process (annual salary increases, job profile reviews, market/equity reviews, promotion requests, and running the processes for importing new salaries into the HRIS system.)
• Assessment and management of additional compensation structures including but not limited to, stipends, additional work assignments and/or contracted work to ensure alignment, consistency and equitable approach across the organization as well as market competitiveness.
• Review and address all compensation-related inquiries or concerns from internal staff or candidates.

Performance Management

• Oversee performance management systems across the organization including goal setting, feedback cycle, administration of performance management calendar and performance review process.
• Manage roll-out of annual performance review process including communication to stakeholders, tracking and monitoring for completion and reporting out of data.
• Monitor and analyze performance data to identify areas of improvement and development.

Cross-Functional Stakeholder Support and Engagement

• Provides counsel to hiring managers on job descriptions, salary decisions, policy and guideline interpretation and job evaluations.
• Partner with and provide counsel to the Talent Teams (talent acquisition, human resources, employee relations, payroll) team on pay decisions, policy and guideline interpretation.
• Create a communication strategy approach to ensure teammate understanding of compensation policies and benefit offerings and performance management process.
• Manage the processes for generating, distributing, and operationalizing annual compensation changes for all staff.

Legal Compliance

• Ensure compliance with all legal and regulatory requirements related to compensation and benefits.
• Oversight of job postings and job description to comply with state and federal requirements.
• Conduct audit assessments for pay equity and compensation alignment across the organization.
• Refine and codify internal compensation processes to ensure accuracy, security, timelines and compliance with applicable local, state and federal compensation regulations.

Data and Analytics

• Oversee the collection, analysis and reporting on compensation data and performance review process, develop and present reports and dashboards to support decision-making and strategic planning.
• Conduct regular analysis of compensation data to ensure market competitiveness while ensuring pay equity.
• Proactive analysis of data to identify trends and make informed decisions to drive strategy.
• Conduct market analysis to assess market competitiveness and make recommendations to drive hiring and retention strategies while maximizing cost savings.

As job descriptions cannot be exhaustive, the position holder may be required to undertake other duties that are broadly in line with the above essential duties and responsibilities.

Must Haves:

• Bachelor's degree in human resources, business administration, finance or a related field
• Progressive experience in compensation and total rewards.
• Experience with FLSA guidelines and performing exempt/nonexempt "duties" tests

Skills:

• Strong analytical skills with the ability to interpret data and trends to make informed decisions.
• Excellent communication and interpersonal skills, with the ability to influence and collaborate effectively at all levels of the organization.
• In-depth knowledge of compensation practices, including salary structure design, incentive plans, and market analysis.
• Highly Proficient in Excel, Word, Google Sheets and Google Docs.

Abilities:

• Ability to effectively communicate with a wide range of individuals and stakeholders across multiple levels.
• Ability to design and implement compensation systems and processes from ground up.
• Ability to lead change management

Knowledge:

• Demonstrated knowledge of HR management, policies, best practices and procedures
• Demonstrated knowledge of state and federal employment land wage and hour laws.
• Demonstrated knowledge of HRIS system(s)

The usual and customary methods of performing the job's functions require the following physical demands:

• Prolonged periods of sitting at the computer and desk.
• Travel to school site locations as needed.

Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of this job.