SUMMARY
This position is responsible for the administration, analysis and development of compensation processes and programs. Studies and analyzes jobs and prepares job descriptions. Evaluates jobs using established evaluation systems, makes recommendations on grade levels and prepares records. Participates in projects as required. Participates in compensation surveys. Audits evaluation of jobs and application of existing job classifications to individuals.
ESSENTIAL FUNCTIONS
- Ensures the effective operation and improvement of multiple compensation processes to include job evaluation, job description development, work design, program and policy application, salary adjustments, and the analysis and preparation of data to support compensation initiatives.
- Evaluates positions using established evaluation systems, makes recommendations on job titles, grade levels, and internal/external market alignment and determines FLSA classification.
- Supports compensation administration and pay plan maintenance.
- Supports compliance with applicable federal, state, and local compensation and pay equity laws and regulations through ongoing analysis, monitoring and appropriate action.
- Provides guidance to people leaders on job description development, organizational structure and compensation-related matters (hiring rates, promotion, equity adjustments, etc.) in order to ensure equitable and consistent salary practices.• Leverages compensation technology to accurately market price jobs, analyze competitive market data, and maintain accurate and current job and market data in the system.
- Identifies and implements compensation process improvements and develops supporting handbook content, knowledge articles, job aids and process documentation.
- Maintains accurate compensation and job-related data within Workday, including job profiles, and responds to compensation-related Workday tasks in a timely and accurate manner. Partners with cross-functional teams to identify and implement Workday process improvements and provides guidance and education to employees and stakeholders on compensation-related Workday processes.
- Partners with managers to provide compensation project support including the coordination and completion of department reorganizations and career pathing.
- Partners with managers to provide input and recommendations on compensation decisions.
- Provides support through the annual merit and incentive process. Utilizes Workday to support the coordination of the process and advises managers on completion.
- Participates in Corporate HR projects as required.
- Researches and analyzes competitive compensation practices in the job market.
- Leads annual submission process for assigned compensation surveys.
- Maintains knowledge of Federal, State and local compensation laws and regulations.
- Performs specialized research studies on a range of compensation topics, as specifically assigned, analyzes and interprets data and prepares summary reports.
- Identifies potential issues and anticipates needs of internal clients.
- Participates in the training of new people leaders on Insperity Compensation programs as needed.
- Prepares and distributes monthly reports on Corporate Compensation activities.
- Responds to Federal and State requests for information and researches, prepares and submits reports on corporate employees. Works with Legal Department to ensure compliance with mandatory reporting as well as submission of voluntary reporting as recommended by Legal.
- Maintains an effective partnership with Employee Provisioning to support efficient security processes and coordination between teams.
- Ensures accurate tracking, assignment, and communication of jobs and job codes used in the provisioning process.
- Identifies process improvements that support efficient, accurate handoffs while maintaining clear ownership between teams.
- Partners with appropriate teams to research and resolve access issues related to job and job code information.
- Assists with prevailing wage and compensation research and analysis for work-related Visa applications.
- Assists with executive level compensation matters as needed.
- Provides ad hoc analysis and reporting related to compensation.
- Acts as a resource for less senior team members.
EDUCATION / EXPERIENCE REQUIREMENTS
- Bachelor's Degree in Human Resources, Business Administration, Information Management or a related field is required.
- Six to ten years of experience in human resources with a compensation focus or compensation field is required.
LICENSES / CERTIFICATIONS
- CCP and/or related course work is preferred.
This job specification should not be construed to imply that these requirements are the exclusive standards of the position. Incumbent will follow any other instructions, and perform any other related duties, as may be required by the supervisor.
Insperity provides a reasonable compensation range for each posted role in accordance with applicable pay-transparency laws. Actual compensation is influenced by a variety of job-related factors, including skills, experience, and geographic location.
The compensation range for this position, representing the pay span across all locations where this role may be filled is
Pay Transparency Range: $75,100-$102,570
