Manager, Compensation

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THE ROLE

The Manager, Compensation manages the design, administration, communication, and ongoing evaluation of the organization's compensation and recognition programs, policies, and procedures. The incumbent works across the firm to ensure that compensation programs support the organization's business objectives and values while ensuring team members understand the programs they participate in.

This role also manages common compensation functions including survey participation, job evaluation, salary structure maintenance, incentive plan design, pay program administration and other associated initiatives.

RESPONSIBILITIES

Compensation Consulting:

• Partner with team members in Human Resources, the business, and finance to understand the company's strategy and objectives and makes recommendations on how best to align its compensation practices.

• Advise decision makers on specific pay decisions including complex external offers, maintaining internal equity across pay decisions, and discretionary plan decisions.

• Research market trends and make recommendations for how the organization can improve its pay plans.

• Recommend the annual increase budget each year considering market trends, company performance, and overall compensation position. Based on outcome, create the merit matrix that will guide individual pay decisions.

• Work with finance to understand performance of business metrics that are goals in compensation plans. Provide finance with key data to ensure appropriate financial planning for compensation costs.

Compensation Plan Design and Administration:

• Manage the development, implementation, and administration of compensation programs including base pay, short-term and long-term incentive programs, and equity compensation.

• Ensure programs are appropriately adapted for international locales (currently three EU countries), maintaining the key principles across geographies while adapting tactics as needed to the specific country.

• Oversees compensation processes including survey participation, job evaluation, salary structure management, base pay administration, incentive plan design and analysis.

• Monitor the effectiveness of existing compensation practices and recommend changes.

• Manage vendor relationships with key compensation vendors.

• As necessary, prepare and/or deliver materials to the company's Compensation Committee for review and approval.

• Ensures compliance with federal, state, and local compensation laws and regulations.

Total Rewards Communication:

• Develops communication tools that support participant understanding of specific plans beyond plan documents.

• Integrate tools into appropriate events in the team member lifecycle to reinforce impact.

• Facilitates the creation of a total rewards statement that demonstrates the company's overall investment in its team members.

CANDIDATE PROFILE

Qualifications:

• Bachelor's degree in human resources, business, or other related fields.

• Preference given to Certified Compensation and/or Employee Benefits Professionals.

• Five plus years of experience in a related area.

• Experience working with business teams.

• Experience designing and managing business specific incentive compensation plans is required.

• Experience in executive compensation and the management of equity plans is a plus.

• Strong analytical skills including compensation modeling in Excel.

• Advanced communication experiences–helping to make the complex understandable.

• Familiarity with Human Capital Management systems, experience with Workday is a plus.

• International experience, particularly in Europe, is a plus.

Critical Competencies:

• Human Resources Expertise: Serves as the HR subject matter expert on areas of responsibilities. Serves as the subject matter expert in program administration and interprets policies and plan documents as needed. Applies experience and expertise to develop and continually improve programs.

• Ethical Practice: Maintains knowledge of laws, standards, and legislation and trends that may affect organizational HR practice. Makes decisions that align with organizational strategies and values. Establishes oneself as a credible resource for team members and leaders. Administers policies and programs fairly and equitably. Maintains confidentiality and creates processes to ensure confidentiality and privacy of employee and company data.

• Leadership and Navigation: Manages programs, policies, and procedures to support the organization culture. Demonstrates flexibility, adaptability, and initiative. Develops political savvy when implementing initiatives.

• Business Acumen: Maintains functional knowledge of the organizational business units as well as competitive market. Utilized appropriate business terms in interactions with team members and leaders. Maintains knowledge of HR and business metrics, including key performance indicators and relationships with one another. Manages project and initiative budgets.

• Consultation: Gathers facts, information, and data to inform plans and develop solutions. Evaluates and measures current programs. Leads the implementation of solutions. Manages projects within allotted time and budget. Provides guidance to managers and team members regarding programs.

• Communication: Delivers well-organized, impactful communication materials. Facilitates and transfers knowledge. Listens actively to key constituent concerns at the operational level.

Disclaimer: This description is not designed to contain a comprehensive listing of all activities, duties, or responsibilities required of the job.

Witt/Kieffer Inc. ("Witt/Kieffer") provides equal employment opportunities to all employees and applicants. WittKieffer will recruit, employ, train, promote and compensate our employees without regard to race, religion, creed, color, national origin, citizenship, gender, pregnancy, military status, age, marital status, sexual orientation, sexual identify, disability or any other personal characteristic protected by applicable federal, state or local law. WittKieffer will endeavor to make reasonable accommodation, as required by law, for qualified individuals with known disabilities or religious practices unless doing so would result in an undue hardship on the operation of our business.