Tech Stack

Description

You will lead the design, implementation, and administration of compensation programs across the U.S. and Canada, ensuring alignment with company goals and competitive practices. You'll manage compensation cycles, partner with leadership, HR, and finance, and oversee job architecture, salary surveys, and M&A compensation integration.

Requirements

• 5-10 Years of experience with Compensation, HR or Total Rewards
• Knowledge of federal, state and local regulations and compliance requirements related to employee compensation.
• Experience implementing Compensation module for an HRIS, Workday preferred.
• Strong analytical and actuarial skills.
• Ability to interpret and communicate data effectively.
• Computer proficiency and technical aptitude with the ability to use Microsoft products, including Excel.
• Excellent time management skills and ability to plan and set priorities.
• Excellent verbal and written communication skills.
• Ability to communicate effectively with leaders and peers.
• Ability to handle and prioritize multiple assignments and work with highly confidential information.

Responsibilities

• Manage the development, implementation and administration of compensation programs across the organization.
• Define baseline and compensation pools, analyze, develop, compile and effectively present comprehensive compensation funding models to obtain executive approvals.
• Ownership and governance of the organization’s job architecture.
• Partner with leadership, HR and finance stakeholders to lead and administer annual compensation nationally in a timely manner.
• Support the sales compensation cycle, including managing the compensation plan and commission model.
• Provide advice and support as needed to managers and practice group directors on pay decisions, policy interpretations, and job pricing and evaluations.
• Oversee participation in salary surveys firmwide, monitor salary survey data and market trends to ensure salary competitiveness.
• Involved in aspects of M&A particularly ensuring that new company acquisitions are aligned to corporate business practices and policies.
• Partner with finance to determine and adjust forecasts and annual fundings (e.g. financial planning, baseline methodology).
• Ownership of the Compensation module for HRIS including set-up, implementation and maintenance.