What are the responsibilities and job description for the Compensation Manager - HR Total Rewards position at Masis Staffing Solutions?
Compensation Manager (Contingent)
Department: Human Resources / Talent Acquisition
Location: Auburn Campus, Massachusetts
Worksite Address: 28 Millbury Street, Auburn, MA 01501
Hours: Monday through Friday, hybrid schedule. 2 days in office (Tuesday and Wednesday) with potential shift to 3 days in office in July. Start time flexible between 7:30 a.m. and 9:00 a.m.
Duration: 30 week assignment (open to extensions)
Pay Rate: $60-$70 per hour
Purpose and Scope:
The Compensation Manager (Temporary/Contract) is responsible for supporting the enterprise-wide compensation job description database project. This role is primarily project-focused, accountable for managing timelines, coordinating stakeholders, and ensuring the successful creation, review, governance, and population of job descriptions across KSNA. The position is both execution-heavy and governance-heavy, requiring a dedicated professional to focus solely on the job architecture project while the team concentrates on other areas of compensation.
This position plays a key role in ensuring every job in the organization has a documented, evaluated, and appropriately graded job description, while also establishing sustainable governance and processes for ongoing job management. The project involves assessing, creating, and reviewing approximately 1,200 job descriptions, with 800 existing jobs needing finalization and 400 currently being finalized in partnership with HR Business Partners.
Principal Duties and Responsibilities:
Project Leadership and Execution
Manage and execute end-to-end project activities for job description database implementation, including timelines, deliverables, and stakeholder coordination, with guidance from Director Rewards and Senior Compensation Managers.
Partner closely with HR Business Partners and business leaders to facilitate discussions related to job content, job structure, and organizational alignment.
Proactively track progress, identify risks, and communicate status updates to key stakeholders.
Job Description Development
Create new and review existing job descriptions.
Ensure job descriptions accurately reflect job content, scope, and organizational needs.
Confirm that every employee has an associated, approved job description.
Participate in job evaluation discussions and support job leveling with oversight from compensation staff.
Job Evaluation, Benchmarking, and Grading
Conduct job evaluations using established methodologies.
Perform benchmarking using major compensation surveys and market data.
Assign job grades and levels with appropriate oversight.
Identify potential compensation impacts or needs emerging from job evaluations and job description changes.
Job Description Database Implementation
Populate and manage job descriptions within the job description database, ensuring accuracy and completeness.
Support the use of the job description database as the system of record for job descriptions and approvals, including signature workflows.
Partner with stakeholders to ensure adoption and understanding of the system.
Governance, Process Documentation, and Data Flow
Develop and document governance frameworks for job description management.
Create and document processes for how job descriptions move through creation, review, approval, and maintenance.
Develop process maps and documentation to support data flow, system integration, and future sustainability. This includes creating end-to-end process flow charts critical for a heavily regulated environment.
Systems, Data, and Reporting
Navigate job database systems and compensation modules, including job code tables and related data structures.
Track and manage job-related data and reporting needs.
Support data accuracy and integrity across systems.
Experience Requirements:
Minimum 8 years of experience in Human Resources or Finance.
At least 5 years of direct compensation experience, including:
Job evaluations and job leveling.
Compensation program management including salary structures, offers, and related programs.
Market pricing and benchmarking using major compensation surveys.
Survey participation and advanced market pricing methodologies.
Strong quantitative and analytical skills, including Excel proficiency with formulas, vlookups, and data analysis.
Experience working with HRIS, HCM, or LMS systems, for example Workday, including reporting and data navigation.
Demonstrated project management capability, including task planning, time management, and stakeholder communication.
Strong business acumen with the ability to interpret job content, compensation data, and organizational needs holistically.
Process documentation and governance experience with high attention to quality and accuracy.
Proven ability to work independently, manage multiple priorities, move quickly while maintaining standards, and remain self-motivated in a project-based environment.
Preferred Background:
Experience in large organization environments.
Experience collaborating closely with business partners.
Consulting experience with firms such as Radford, Aon, or Mercer.
Medical device or pharmaceutical industry experience strongly preferred.
Experience in chemical, oil, automotive, or electro-mechanical device industries.
Education Requirements:
Bachelor's degree required or 8 years of relevant experience as substitution.
Master's degree preferred with a minimum of 6 years of relevant experience.
Certifications Preferred:
Certified Compensation Professional (CCP) or Global Remuneration Professional (GRP).
SHRM Certified Professional (SHRM-CP) or comparable advanced HR or compensation certifications.
Interview Process:
One panel video interview with the Hiring Manager and may include an HR Business Partner or team members.
#MFT3
Masis Staffing is committed to providing a workplace free of discrimination, harassment, and retaliation. We are an equal opportunity employer. Applicants, employees, and former employees are protected from employment discrimination based on race, color, religion, sex (including pregnancy, sexual orientation or transgender status), national origin, aids (40 or older), veteran status, disability and genetic information (including family medical history).
Department: Human Resources / Talent Acquisition
Location: Auburn Campus, Massachusetts
Worksite Address: 28 Millbury Street, Auburn, MA 01501
Hours: Monday through Friday, hybrid schedule. 2 days in office (Tuesday and Wednesday) with potential shift to 3 days in office in July. Start time flexible between 7:30 a.m. and 9:00 a.m.
Duration: 30 week assignment (open to extensions)
Pay Rate: $60-$70 per hour
Purpose and Scope:
The Compensation Manager (Temporary/Contract) is responsible for supporting the enterprise-wide compensation job description database project. This role is primarily project-focused, accountable for managing timelines, coordinating stakeholders, and ensuring the successful creation, review, governance, and population of job descriptions across KSNA. The position is both execution-heavy and governance-heavy, requiring a dedicated professional to focus solely on the job architecture project while the team concentrates on other areas of compensation.
This position plays a key role in ensuring every job in the organization has a documented, evaluated, and appropriately graded job description, while also establishing sustainable governance and processes for ongoing job management. The project involves assessing, creating, and reviewing approximately 1,200 job descriptions, with 800 existing jobs needing finalization and 400 currently being finalized in partnership with HR Business Partners.
Principal Duties and Responsibilities:
Project Leadership and Execution
Manage and execute end-to-end project activities for job description database implementation, including timelines, deliverables, and stakeholder coordination, with guidance from Director Rewards and Senior Compensation Managers.
Partner closely with HR Business Partners and business leaders to facilitate discussions related to job content, job structure, and organizational alignment.
Proactively track progress, identify risks, and communicate status updates to key stakeholders.
Job Description Development
Create new and review existing job descriptions.
Ensure job descriptions accurately reflect job content, scope, and organizational needs.
Confirm that every employee has an associated, approved job description.
Participate in job evaluation discussions and support job leveling with oversight from compensation staff.
Job Evaluation, Benchmarking, and Grading
Conduct job evaluations using established methodologies.
Perform benchmarking using major compensation surveys and market data.
Assign job grades and levels with appropriate oversight.
Identify potential compensation impacts or needs emerging from job evaluations and job description changes.
Job Description Database Implementation
Populate and manage job descriptions within the job description database, ensuring accuracy and completeness.
Support the use of the job description database as the system of record for job descriptions and approvals, including signature workflows.
Partner with stakeholders to ensure adoption and understanding of the system.
Governance, Process Documentation, and Data Flow
Develop and document governance frameworks for job description management.
Create and document processes for how job descriptions move through creation, review, approval, and maintenance.
Develop process maps and documentation to support data flow, system integration, and future sustainability. This includes creating end-to-end process flow charts critical for a heavily regulated environment.
Systems, Data, and Reporting
Navigate job database systems and compensation modules, including job code tables and related data structures.
Track and manage job-related data and reporting needs.
Support data accuracy and integrity across systems.
Experience Requirements:
Minimum 8 years of experience in Human Resources or Finance.
At least 5 years of direct compensation experience, including:
Job evaluations and job leveling.
Compensation program management including salary structures, offers, and related programs.
Market pricing and benchmarking using major compensation surveys.
Survey participation and advanced market pricing methodologies.
Strong quantitative and analytical skills, including Excel proficiency with formulas, vlookups, and data analysis.
Experience working with HRIS, HCM, or LMS systems, for example Workday, including reporting and data navigation.
Demonstrated project management capability, including task planning, time management, and stakeholder communication.
Strong business acumen with the ability to interpret job content, compensation data, and organizational needs holistically.
Process documentation and governance experience with high attention to quality and accuracy.
Proven ability to work independently, manage multiple priorities, move quickly while maintaining standards, and remain self-motivated in a project-based environment.
Preferred Background:
Experience in large organization environments.
Experience collaborating closely with business partners.
Consulting experience with firms such as Radford, Aon, or Mercer.
Medical device or pharmaceutical industry experience strongly preferred.
Experience in chemical, oil, automotive, or electro-mechanical device industries.
Education Requirements:
Bachelor's degree required or 8 years of relevant experience as substitution.
Master's degree preferred with a minimum of 6 years of relevant experience.
Certifications Preferred:
Certified Compensation Professional (CCP) or Global Remuneration Professional (GRP).
SHRM Certified Professional (SHRM-CP) or comparable advanced HR or compensation certifications.
Interview Process:
One panel video interview with the Hiring Manager and may include an HR Business Partner or team members.
#MFT3
Masis Staffing is committed to providing a workplace free of discrimination, harassment, and retaliation. We are an equal opportunity employer. Applicants, employees, and former employees are protected from employment discrimination based on race, color, religion, sex (including pregnancy, sexual orientation or transgender status), national origin, aids (40 or older), veteran status, disability and genetic information (including family medical history).
Salary : $60 - $70