Compensation Manager

Role Summary

The Compensation Manager will provide compensation consultation on our compensation philosophy and practices to ensure both internal and external competitiveness and synergy of the total compensation programs. This position will provide compensation support to help attract, retain, and reward the Company's talent in order to execute against business strategy. This position will also focus on validating that our compensation programs are internally equitable, externally competitive, and sustainable. All activities will be performed in support of the strategy, vision and values of JE Dunn.

• Autonomy & Decision-Making Makes decisions on non-routine matters, provides recommendations to supervisor, and refers all exceptions to supervisor.   
• Career Path:  Various

Key Role Responsibilities - Core

COMPENSATION MANAGEMENT FAMILY – CORE

• Ensures consistent implementation of compensation framework across compensation programs (base pay, incentives, job organizational structure) in alignment with job design and compensation philosophy.
• Assesses market competitiveness and benchmarking of our compensation plans, as well as overall compensation structure and design to align with our business strategy and optimize our ability to attract and retain top talent.
• Performs job analysis for all roles, evaluates positions and recommends grade assignment (including FLSA status), titles, and base pay ranges by conducting compensation benchmarking through external market review. Ensures compensation plans and programs are in compliance with federal/state wage and hour regulations.
• Supports job analysis process and market-pricing methodology through development and updating of company job descriptions.
• Monitors the effectiveness of existing compensation protocols and practices across the national footprint and ensures consistency and alignment within organization objectives.
• Researches and proposes creative solutions to specific compensation-related business needs.
• Executes the participation in salary surveys and monitors salary survey data to ensure organization compensation objectives are achieved. Completes annual and ad hoc compensation survey participation with selected survey vendors: undertake necessary data gathering, conduct new position matching, input and submit by set deadlines. Interprets data for insights and provides recommendations.
• Implements compensation programs that enhance the employee value proposition and support best-in-class talent programs and processes and ensures ongoing alignment with compensation philosophy and approach.
• Manages relationships across business units and provide recommendations and influence decision-making to support talent attraction and retention.
• Provides advice and recommendations to organization leadership and staff on pay decisions, policy interpretations, and job evaluations.
• Supports both internal customers and functional team members to ensure effective delivery of Compensation support and applications.
• Maintains role descriptions and position management framework and tools.

Key Role Responsibilities - Additional Core

N/A

Knowledge, Skills & Abilities

• Ability to perform work accurately and completely, and in a timely manner
• Communication skills, verbal and written
• Proficiency in Microsoft Excel – Advanced
• Proficiency in Microsoft Office Suite as well as other business-related software
• Solid business acumen and the ability to effectively implement HR strategies to support business goals and positively impact the structure, culture, and effectiveness of the organization  
• Ability to collect and synthesize large quantities of quantitative and qualitative data and to recognize trends, solve complex problems and develop recommendations based on data analysis
• Ability to foster and maintain collaborative relationships with customers, peers, and other members of management using strong influencing and facilitation skills
• Ability to communicate business and technical information clearly
• Strong project management, organizing and planning skills
• Ability to build relationships and collaborate within a team, internally and externally

Education

• Bachelor's degree in Human Resources, Business Administration or related field (Required)
• In lieu of the above requirements, relevant experience will be considered

Experience

• 7+ years of human resources organizational design experience (Required)
• 5+ years compensation experience (Preferred)

Working Environment