Compensation Manager
Job Description
The Compensation Manager is responsible for driving the compensation process for the organization. This position owns the design, management, communication, compliance, and administration of our compensation programs including base pay, short- and long-term incentives, annual merit cycle increase, job levels and all other pay programs and policies.
The Compensation Manager will have a strong analytical background, exceptional Excel skills, and a passion for driving data driven decisions to support the organizations compensation strategy.
KEY RESPONSIBILITIES
Build and maintain complex excel models to analyze and evaluate compensation data, including salary surveys, market trends and labor demand with a heavy focus on over 5,000 retail hourly employees across the United States.
Utilize Excel to perform analysis, modeling, and scenario planning to support decision making related to compensation, compensation adjustments and incentive programs.
Manages effective compensation programs that align with business and drives results.
Conducts localized market research and analyzes current market compensation practices to ensure competitive rewards, internal equity, and compliance.
Collect, analyze, and model compensation data to identify trends, make recommendations, and provide insightful reports to senior management on a monthly basis.
Defines and implements effective pay guidelines and administrative practices (eligibility, targets, approvals, etc.).
Create/maintain the job architecture structure for job profiles, banding, and FLSA classification.
Helps create/update job descriptions to ensure that each description matches the tasks and requirements of the role by interviewing employees, talking to managers, and sometimes observing day-to-day tasks.
Ensures company compliance with existing legal employment requirements (EEO, FLSA, wage hour) and local laws governing compensation including minimum wage.
Leads with the annual compensation planning cycle and manage the compensation planning tools.
Manages incentive plans and incentive plan eligibility to ensure compliance and quality. Reviews and audits incentive plan documents, eligibility criteria, and payout calculations.
Administers the equity/equity incentive programs as it relates to total compensation; partner with Equity Management to execute equity award processes.
Leads communication and change management efforts for compensation programs to increase understanding across the organization.
Supports compliance with compensation-related regulations and ensures that the company adheres to federal and state laws, including reporting requirements
Assist with advanced research on executive compensation, proxy analysis and board compensation matters
Partner with HR leaders on budgeting and reporting.
Participate in special projects, or other HR initiatives as needed.
Compensation
Base Pay Range: $(phone number removed) - $(phone number removed)
Compensation may vary outside of this range depending on a number of factors, including a candidate’s qualifications, skills, competencies and experience, and location. Base pay is one part of our total awards approach to compensation which is provided to compensate and recognize employees for their work, and this role may be eligible for additional discretionary bonuses or incentives.
The Compensation Manager is responsible for driving the compensation process for the organization. This position owns the design, management, communication, compliance, and administration of our compensation programs including base pay, short- and long-term incentives, annual merit cycle increase, job levels and all other pay programs and policies.
The Compensation Manager will have a strong analytical background, exceptional Excel skills, and a passion for driving data driven decisions to support the organizations compensation strategy.
KEY RESPONSIBILITIES
Build and maintain complex excel models to analyze and evaluate compensation data, including salary surveys, market trends and labor demand with a heavy focus on over 5,000 retail hourly employees across the United States.
Utilize Excel to perform analysis, modeling, and scenario planning to support decision making related to compensation, compensation adjustments and incentive programs.
Manages effective compensation programs that align with business and drives results.
Conducts localized market research and analyzes current market compensation practices to ensure competitive rewards, internal equity, and compliance.
Collect, analyze, and model compensation data to identify trends, make recommendations, and provide insightful reports to senior management on a monthly basis.
Defines and implements effective pay guidelines and administrative practices (eligibility, targets, approvals, etc.).
Create/maintain the job architecture structure for job profiles, banding, and FLSA classification.
Helps create/update job descriptions to ensure that each description matches the tasks and requirements of the role by interviewing employees, talking to managers, and sometimes observing day-to-day tasks.
Ensures company compliance with existing legal employment requirements (EEO, FLSA, wage hour) and local laws governing compensation including minimum wage.
Leads with the annual compensation planning cycle and manage the compensation planning tools.
Manages incentive plans and incentive plan eligibility to ensure compliance and quality. Reviews and audits incentive plan documents, eligibility criteria, and payout calculations.
Administers the equity/equity incentive programs as it relates to total compensation; partner with Equity Management to execute equity award processes.
Leads communication and change management efforts for compensation programs to increase understanding across the organization.
Supports compliance with compensation-related regulations and ensures that the company adheres to federal and state laws, including reporting requirements
Assist with advanced research on executive compensation, proxy analysis and board compensation matters
Partner with HR leaders on budgeting and reporting.
Participate in special projects, or other HR initiatives as needed.
Compensation
Base Pay Range: $(phone number removed) - $(phone number removed)
Compensation may vary outside of this range depending on a number of factors, including a candidate’s qualifications, skills, competencies and experience, and location. Base pay is one part of our total awards approach to compensation which is provided to compensate and recognize employees for their work, and this role may be eligible for additional discretionary bonuses or incentives.
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