Compensation Manager

SUMMARY

Manages the Human Resources department compensation function and administers compensation related programs and policies. Manages Human Resources Information System (HRIS) and all data related responsibilities. Assists the Vice President Human Resources in a wide range of assignments and projects including exempt, salaried non-exempt and hourly compensation and analysis, compliance reporting, HR policies and procedures, compensation best practices, performance management, Human Resources Information System (HRIS) and HR file maintenance.

JOB DESCRIPTION

STRATEGIC THINKING AND GOAL DEVELOPMENT

• Provides consultation support to the HR team and all employees relating to the design, implementation, administration of innovative compensation programs and policies.
• Ensures the confidentiality of all employee data through effective management practices.
• Ability to influence, solve problems and successfully collaborate and communicate with all levels of management.
• Accountable for developing and participating in cross functional HR related training.

SPECIFIC DUTIES AND RESPONSIBILITIES

Compensation and Performance Management

• Conducts market analysis of company jobs to determine competitive positioning of the organization's pay programs.
• Develops and implements compensation rates/strategies that assure proper market competitiveness and limit unwanted employee turnover.
• Participates in annual salary administration programs, including merit increase program, salary structure maintenance and assists in development of incentive or salary increase budgets.
• Work with senior management to develop compensation strategies that positively impact recruiting and retention.
• Develop and manage compensation hiring guidelines for plant and corporate positions.
• Source and maintain relationships with outside compensation consultants.
• Compliance with FEP, DOL regulations regarding compensation
• Departmental budgeting (includes company-wide budgeting for all group insurance plans).
• Extensive involvement with company bonus programs.
• Administration of performance review instruments and review process.  Administers FYE and mid-year review process.  Ensure software and applications remain current and meet company needs.
• Consultative role in devising individual development plans with management

HRIS/Employee Records

• Responsible for management of all HRIS data including creation and maintenance of reports.
• Responsible for employee records; active & inactive.
• Accountable for maintenance of HRIS system for personnel activity reporting, AAP compliance, employee database, HR KPI’s.
• Accountable for maintenance & periodical update of organizational charts company wide.
• Consider alternative performance management models and making recommendations to management regarding same.

Policies/Procedures; Compliance

• Policy formation based on executive and other management input and/or regulatory requirements.
• Write-up and communication of all such policies which may include training requirements as well as interface with IT for electronic communications through the intranet/share point.
• Knowledge of applicable employment and/or benefits legislation through periodic attendance at professional association training seminars or other training sources.
• Maintenance of electronic employee handbook as well as hard copy binder on all ExCom actions relating to personnel policies.
• Respondent role for outside regulatory agencies includes EEOC, State Commissions on Human Rights & Opportunities, FLSA, OSHA, OFCCP, Department of Labor, etc. Includes providing reports, analyzing and working with outside legal counsel in responding to complaints.  Includes Unemployment Compensation claims and hearings regarding same.
• Working closely with plant and corporate HR teams to compile Data for annual Affirmative Action Plan for each location, and finalization of the plan and goals.

Other duties may be assigned.

TEAM ALIGNMENT AND DEVELOPMENT

• Provides training, coaching and development to team members
• Recruits and participates in the hiring process of additional team members as needed to support the department and organization
• Leads initiatives that drive the company values throughout the organization
• Creates a strong, collaborative environment by being team oriented

LEADERSHIP SKILLS REQUIRED

• Demonstrated leadership and interpersonal skills along with successful strategic planning and tactical execution
• Analytical thinking: ability to interpret data to drive sound business decisions
• Strong Analytical and Project Management skills

EDUCATION and/or EXPERIENCE

• Bachelor’s degree in Human Resources plus six (6) years related experience and/or training, or equivalent combination of education and experience.

TRAVEL REQUIREMENTS

• 10% (Domestic and International