24-043.B - Compensation Manager

Job Objective:
Responsible for the design, development and communication of Harvest Midstream’s total reward programs. Ensures programs are aligned with the business strategy; competitive for the midstream industry; motivational and equitable; and in compliance with company policy and government regulations. Manages: i) the administration of various compensation programs including executive compensation, ii) short and long-term incentive plans, and iii) the annual salary administration process and iv) relocation.

Essential Job Responsibilities:

• Accountable for the administration of existing compensation plans to include the management of direct staff, third-party vendors, consultants and brokers.
• Administers executive compensation programs to include periodic evaluations of total compensation against comparative market data (proxies and surveys) based on an analysis of peer companies, provide recommendations in accordance with compensation philosophy, implement and manage changes to include communication to executives and management of executive long term compensation plan coordinated with Director, Management Reporting. 
• Manages preparation and distribution of written and verbal compensation and benefit communication to educate employees and potential candidates of the content and the value of our reward programs.
• Researches compensation and benefit trends in order to revise or develop and implement new programs in order to be responsive to competitive practices.
• Evaluates deferred compensation program as long-term incentive component of total pay against comparative market data and recommends changes as necessary to maintain competitive compensation package, manages grant structure and coordinates annual grant process to include communication to employees. Coordinates compliance of program with Director, Management Reporting.
• Provides recommendations for the strategic direction of compensation and short and long-term incentive programs.
• Recommends and manages the implementation of compensation programs designed to: i) align with business strategies, ii) motivate and retain current employees and iii) attract potential candidates.
• Conducts benefit negotiations with assistance from outside brokers. Analyzes costs and utilization trends in order to make recommendations in plan design and vendor selection.
• Works with financial reporting, accounting, and tax departments to ensure accurate reporting for budgeting purposes.
• Stays current with compensation and benefit statutes and is responsible for ensuring procedures and practices comply with all state and federal laws. Ensures plan documents comply with all applicable laws and regulations; remains current; and that required communications are sent to the various constituents within the mandatory timeframes.
• Responsible for the scheduling of audits and preparation of regulatory reports.
• Administers the annual salary planning program and makes recommendations for merit budget increases and salary structure movement.
• Manages the bonus plan process from preparation of payout to distribution.
• Conducts job evaluation, market pricing, salary structure maintenance and development.
• Provides support to business groups in a wide variety of compensation matters, including identifying resources and surveys, training, and alternative rewards.
• Coordinates the transition of rewards package during acquisitions. 
• Develops and implements special projects as assigned.
• Coordinates education programs, e.g., wellness; financial planning; pre-retirement counseling.
• Manages through systems to efficiently align reward programs.
• Adheres to the company’s values – integrity, ownership, urgency, alignment and innovation.
• Supports company vision and mission.
• Adheres to established work schedule, attendance standards and is punctual to work and meetings.

Other Job Responsibilities:

• Adheres to the company’s values – integrity, ownership, urgency, alignment and innovation.
• Supports company vision and mission.
• Adheres to established work schedule, attendance standards and is punctual to work and meetings.
• Other duties as assigned by management.

Qualifications:

• Ten (10) years minimum compensation experience in a stand-alone organization of 500 employees or greater.
• Five (5) years minimum of specialist experience (preferably compensation or HRIS) to understand HR processes and date with attention to detail.
• Expert knowledge of modern theory, principles, and practices of compensation and benefits.
• Works efficiently to produce quality materials with meticulous attention to detail.
• Makes sound decisions quickly and is able to articulate reasoning to various employee levels.
• Demonstrated ability to plan, direct, and administer reward programs and systems.
• Strong customer service orientation with ability to establish effective working relationships with employees, supervisors, and other departments.
• Ability to complete multiple, diverse tasks of differing priorities without close supervision.
• Excellent analytical, written and verbal communication skills.
• Outstanding management, administrative, and organizational skills.
• Excellent analytical, written and verbal communication skills.
• Outstanding management, administrative, and organizational skills.
• Proficiency in the use and application of the following software:
  • Required: Microsoft Office Excel, Word, and Outlook.
  • Preferred: Microsoft Office Access and PowerPoint.

Education Requirements:

• Bachelor’s degree in finance, accounting or human resources from an accredited four-year university or college. Master’s degree preferred.

Certifications, Licenses, Registrations:

• CCP, CEBS, or CBP preferred.