Summary
Responsible for developing, enhancing, and administering compensation practices and programs across the organization. Researches emerging trends in compensation, new technologies/tools and leverages best practices when executing compensation initiatives. Ensures consistency and competitiveness in compensation practices to achieve the organization’s goal to attract, develop, motivate, and retain a high performing and engaged workforce. Ensures internal equity, compliance with internal policies and procedures as well as local, state, and federal legislation.

Essential Functions
This job description reflects management’s assignment of essential functions; it does not prescribe or restrict the tasks that may be assigned.
•    Develops and implements sound compensation practices which are competitive, drive business results, and ensure internal equity.
•    Partners with leadership to create, maintain and update internal compensation-related guidelines, policies, and instructions.
•    Performs all compensation analysis and makes recommendations for job offers, promotions, transfers, pay analysis and equity reviews. Prepares offer recommendations following internal procedures and guidelines and educates HR partners, hiring managers, and employees when needed.
•    Owns the execution of the merit, promotion, and equity compensation review cycle including budget and merit matrix modeling; partnering with the vendor to configure the planning tool; data auditing, analysis, executive roll-up, and facilitating the communication of increases to the HRBP’s and managers.
•    Supports the administration of the incentive plan process.
•    Responsible for facilitating internal compensation related projects and analysis – and makes recommendations based upon the findings.
•    Collaborates with departments to perform analysis for new positions or restructures, developing equitable and competitive compensation solutions.
•    Provides support and counsel to the business and HR business partners during core processes to ensure compensation decisions align with company practices and philosophies.
•    Conducts job evaluations and partners with the business to create job descriptions that properly capture the unique work of each role. Maintains company job description database.
•    Regularly conducts market analysis and benchmarking to ensure competitive compensation. Utilizes market competitive analyses to attract and motivate employees, and to recommend strategies for addressing competitive pay challenges, and/or advise on individual pay decisions.
•    Researches and makes recommendations of new technology and tools to improve compensation programs and practices.
•    Oversees the implementation, execution, utilization, and day-to-day activities of compensation products, tools and programs. Collaborates with HRIS team to improve and enhance systems and reporting relating to Compensation.
•    Selects and/or participates in compensation surveys to collect and analyze competitive salary information to determine company's competitive position. Advise on reputable surveys and benchmarks to ensure competitive market position.
•    Stays abreast of trends and changes in Human Resources legislation; works with external partners to ensure the company’s compensation practices are compliant with state and federal government agencies.
•    Acts as a liaison and collaborates with cross-functional teams (HRBP’s, HRIS, IT, Legal and Finance).
•    Supports data accuracy and escalates issues to IT, HR COEs, or leadership in a timely manner.
•    Maintains satisfactory attendance, to include timeliness.
•    Responsible for understanding and complying with applicable quality, environmental and safety regulatory considerations. If accountable for the work of others, responsible for ensuring their understanding and compliance.

Supervisory Responsibilities
•    Develops, coaches, and mentors’ peers and others.
•    If accountable for the work of others, conducts performance evaluations; reviews and communicates salary adjustments; rewards employees or takes disciplinary action, as necessary; addresses complaints and resolves issues.

Qualifications
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill and ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Minimum Qualifications
•    Bachelor’s degree and 5 years of experience within human resources demonstrating increasing levels of responsibility to include compensation experience; OR Bachelor’s degree and 4 years of G3 experience within human resources demonstrating increasing levels of responsibility to include compensation experience.
•    Strong understanding of broad-based compensation programs.
•    Project and program management experience.
•    Excel, PowerPoint, and Microsoft Word skills including the development of complex spreadsheets, modeling, presentations, and experience preparing, documenting, and presenting reports and analyses.
•    Knowledge of government regulations and compliance standards affecting compensation programs (FLSA, California Equal Pay Act, etc.).
•    May be required to travel to company offices, sites, and/or meeting locations for onboarding, training, meetings, and events for development, department needs, and business delivery up to 5% of the time, with or without reasonable accommodation.
•    Strong analytical skills and business acumen.
•    Ability to operate independently in an ambiguous, continuously changing, fast-paced environment
•    Ability to juggle multiple tasks, handle sensitive information, make sound business decisions, influence business leaders, manage details, and deliver results company-wide.
•    Proven organizational skills with attention to detail and the ability to prioritize and work well in an environment with competing demands.

Preferred Qualifications
•    3 years of combined compensation experience, preferably at a high-growth company working with production, logistics, sales, and/or finance groups.
•    1 year of experience leading software/product selection, integration, and implementation.
•    Certified Compensation Professional (CCP).
•    Knowledge of HR systems, such as ADP, SuccessFactors, and/or Payfactors.
•    Experience conducting benchmarking/market data analysis, job evaluation, etc.
•    Advanced knowledge of Microsoft Excel and a deep interest in analyzing data to drive sound decision making

Physical Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is frequently required to sit, and talk or hear.

Work Environment
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The noise level in the work environment is usually moderate.