Compensation Partner

Job Summary:

Responsible for developing, implementing and administering compensation policies and programs, which support organization objectives. May provide services in broad-based compensation, executive compensation, international compensation, sales compensation, equity and other specialized areas of compensation. Provides HR and leadership with ongoing consultation, delivers processes and tools that facilitate the administration of equitable programs, and ensures a competitive market position. Develops and/or participates in compensation surveys to analyze organization’s competitive position. Ensures organization compliance with government laws governing compensation practices.

Principal Responsibilities:

• Helps to plan and develop compensation programs by evaluating cost and effectiveness of programs
• Provides analytical and technical support in the design and implementation of the organization's compensation strategy
• Designs, implements, and administers base pay, incentive and other rewards programs
• Provides compensation counsel and support to the HR Business Partners (HRBPs) and collaborates with department managers
• Reviews proposed salary adjustments for conformance to established guidelines, and recommends corrective or alternative actions to resolve compensation-related problems
• Recommends organization salary structure movements and salary increase budgets and administers annual compensation programs such as merit cycle
• Provides guidance, advice, analysis and training of Human Resources departments in connection with compensation policies
• Audits jobs for content and prepares job descriptions reflecting job responsibilities, activities, duties and requirements
• Prepares special studies and makes recommendations on compensation subjects
• Ensures adherence to applicable organization policies and practices as well as tax and legal regulations such as workers compensation, FLSA, and EEOC
• Audits the compensation function for process improvement opportunities and conducts research and internal/external benchmarking studies of best practices
• May provide benefits analysis and support in business units without dedicated benefits support
• Other duties as assigned

Job Level Specifications:

• Thorough knowledge of principles, theories and concepts in area of discipline. Competent in all job functions and has general understanding of the industry practices, techniques and standards.
• Develops solutions for a variety of situations and works on projects requiring evaluation and analysis. May refer to policies, practices and precedents for guidance; determines best course of action to achieve results.
• Work is performed independently and requires the exercise of judgment and discretion. May receive some limited guidance for new assignments. Work may be reviewed for overall adequacy.
• Collaborates with management and team members within the department/function and other areas of the organization. May represent department internally or externally.
• Actions may impact the success of the overall department and/or the organization. Failure to accomplish work or erroneous decisions may result in delays to projects, loss of revenue or allocation of additional resources to remedy.

Work Experience:

• Typically 3+ years with bachelor's or equivalent.

Education and Certification(s):

• Bachelor's degree or equivalent experience from which comparable knowledge and job skills can be obtained.

The above statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills.