Senior Compensation Specialist (2nd position)

Scouting America is seeking a skilled Senior Compensation Specialist to administer compensation and performance programs that ensure regulatory compliance and support our ability to attract, retain, and motivate top talent under the guidance of the Manager of Compensation. As a Senior Compensation Specialist, you will conduct thorough market research and analysis to benchmark compensation levels for various positions within the organization. You will also collaborate with HR and management to create and implement compensation strategies that attract, motivate, and retain top talent. This position will assist with strategic planning of compensation projects.

Furthermore, you will analyze internal equity and provide recommendations to address any compensation disparities. This role requires a keen analytical mindset, compensation technical skills and excellent communication skills. You will also be responsible for staying updated on compensation trends and regulations, ensuring adherence to all legal requirements. If you are passionate about improving compensation practices in a nonprofit setting and making a meaningful impact, we would love to hear from you! This position reports to the Manager of Compensation.

Responsibilities

• Partners with employees, managers, and executives to provide information, guidance, and resources regarding compensation programs and practices in support of the objectives and operations of Scouting America; reviews proposed salary actions.
• Researches and assembles information for classification and compensation purposes and other personnel studies.
• Develops and revises job profiles; maintains job profiles on the website; performs job analysis.
• Responds to and conducts salary, benefit, and classification surveys. Computes and compiles survey data and results.
• Maintains the PeopleSoft Position Management component by creating, modifying, and updating positions according to the classification system, approved budgeted positions, and organizational reporting; reconciles budgeted full-time and part-time positions.
• Provides guidance regarding a wide variety of compensation issues including assignment of appropriate salary ranges, pay rate changes resulting from promotions, demotions, equity adjustments, market adjustments, etc.
• Reviews hiring/promotional pay requests from supervisors to ensure that the pay is budgeted and within the pay range for the position.
• Reviews proposed re-organizations, re-structuring, and other departmental adjustments to ensure appropriate placement of classifications in ranges, job titling according to Scouting America guidelines, alignment of individual pay within compensation guidelines, and to address related issues.
• Completes job evaluations, salary surveys, comparative market benchmark studies, trend analysis, and audits for management and internal customers, providing final analysis and recommendations.
• Leads special projects for compensation programs and studies providing research, analysis, budget, reporting, and recommendations.
• Advises managers on programs, policy, and regulatory compliance issues.
• Assists with the management and administration of formal compensation and performance management programs. Ensures adherence to guidelines, completion of system updates, program changes, and communications. Participates in the development and implementation of new programs.
• Reviews and recommends organization position benchmarks. Recommends relevant salary surveys to be used by the organization. Analyzes survey results against benchmarks and recommends changes to compensation programs to maintain compensation objectives and a competitive position in the marketplace. Assists Manager of Compensation with providing analysis for annual salary ranges, salary increase guidelines, and budget recommendations.
• Assists with analyzing compensation, performance programs and HRIS systems as it relates to the associated compensation data and/or pay programs. Analyzes costs and makes recommendations for system and program improvements and efficiencies as needed.
• Other job-related duties as assigned.

Competencies

• Knowledge of: Federal and State laws affecting compensation and classification including ADA, FLSA, EEOC, and others; compensation practices and techniques (job analysis, market pricing, market analysis, plan design, base pay costing); Microsoft Excel, Word and other various software applications to create complex compensation-related documents, graphs, and presentation materials; standard classification practices used to classify positions.
• Skill in: Prioritizing work with multiple priorities; communicating effectively both verbally and in writing with employees, managers, and executives to be able to explain complex compensation concepts clearly and concisely; high degree of accuracy; effective organizational skills; using software, particularly Microsoft Excel for data manipulation, analysis, and modeling; utilizing HRIS platforms like PeopleSoft for maintaining data and running reports; handling information of a sensitive nature with the utmost confidentiality.
• Ability to: Maintain meticulous records, reconcile data, and ensure accuracy in all compensation-related actions, from updating a single position to analyzing a large dataset; advise managers and executives and provide guidance and recommendations on a range of compensation issues. This requires discretion and a customer-service orientation; handle multiple tasks, projects, and deadlines simultaneously while maintaining accuracy and efficiency; handle sensitive and confidential employee information with the utmost discretion and professionalism.

Qualifications

• 5 years of experience in compensation and classification to include knowledge of job evaluation methods and intermediate Microsoft Excel skills.
• Must pass a criminal history background check.
• PeopleSoft experience is preferred.

Any work-related experience resulting in acceptable proficiency levels in the above Minimum Qualifications is an acceptable substitute for the above-specified education and experience requirements.

Licenses

Professional in Human Resources (PHR) and/or Certified Compensation Professional (CCP) preferred.