SUMMARY

This position is responsible for partnering with prospective and existing clients' executive leadership teams to educate, explore and evaluate compensation programs and practices and their application to a specific client's business. This position consults and collaborates with a client's executive leadership on the development or revision of the company's compensation strategy and initiatives in support of their business goals and objectives. Support for clients' compensation strategies and initiatives include, but are not limited to: evaluation of existing pay programs; identification of client's key business goals; objectives and performance indicators; development of compensation philosophy and alignment with compensation strategy; development of performance, reward and incentive systems; design of commission and sales incentive plans; design of bonus programs, including spot, sign-on, referral and retention bonus programs; development of compensation philosophy statements; support with allocating and implementing merit pay program; conducting pay equity analyses. As a senior-level team member, the consultant will mentor associate and specialist team members and serve as a subject matter expert for specific client compensation needs.

ESSENTIAL FUNCTIONS

• Provides in-depth, comprehensive, and strategic support and consultative services to Insperity clients, prospects, and Insperity client service providers on compensation strategies, plans and programs pertaining to base and variable pay. Gains a detailed understanding of each client's unique business goals, objectives, constraints, and outcomes related to historical compensation practices, leveraging this in-depth understanding to be able to provide expert compensation guidance, education and support for clients' leadership in concert with detailed research and immersive consultation with clients' leadership, develops recommendations on appropriate compensation strategies that support each client's goals, objective and compensation philosophy.
• Consults with multiple clients at any given time, which requires the ability to fully immerse with several unique clients each day, gaining full understanding of their business, goals, objectives, constraints and outcomes to develop applicable pay programs tailored to each specific client's needs. Each client engagement requires starting with a blank slate, conducting comprehensive research on the client's business and background, and establishing a trusting, collaborative and consultative partnership to support the client. This process may be repeated many times each day with each new client request. Consultants may have work in progress with dozens of unique clients at any point in time.
• Serves as the expert resource to client management in the development of any of an array of compensation programs, including, but not limited to: evaluation of existing pay programs; identification of client's key business goals; objectives and performance indicators; development of compensation philosophy and alignment with compensation strategy; development of performance, reward and incentive systems; design of commission and sales incentive plans; design of bonus programs, including spot, sign-on, referral and retention bonus programs; development of compensation philosophy statements; support with allocating and implementing merit pay program; conducting pay equity analyses.
• Stays current with all relevant compensation and total rewards trends, news and research and applies such knowledge by advising clients on current trends and best practices and how to incorporate this information into their pay programs and decisions.
• Serves as a subject matter expert providing technical advice and counsel to internal departments, Sales/BPAs, service providers, and clients on a variety of employee pay and rewards issues to include relevant marketplace trends and developments.
• Advises clients on the design and implementation of employee pay and rewards program solutions that link closely to the client organization's performance management processes and business objectives.
• Leads extensive research on each client company, industry, and specific compensation request to provide holistic guidance to each client and develop compensation solutions that meets their business needs.
• Works both independently and as a collaborative compensation services team member to create and develop tailored or customized compensation services to meet the needs of clients and prospects.
• Develops internal resources (i.e., tools, templates, techniques) to enable Insperity client service
• providers to support clients in addressing compensation issues as needed.
• Prepares instructional materials, resources and tools and presents educational sessions to field service partners and clients on compensation service trends, offerings and issues.
• Manages and conducts detailed client-information gathering functions, data analysis and report preparation. This may involve the research and collection of data from several systems, including Insperity's CRM, historical client information from payroll and HR service providers and other internal HR providers such as EEO or the DEI Services team. Data analysis and report preparation is specific to each compensation program offering, but may entail areas such as pay equity analyses processes, incorporating market analyses research, etc.
• Maintains knowledge of applicable federal, state and local compensation laws and regulations.
• Serves as a liaison with other Insperity departments (HR COE, DEI Services, EEO Services, Marketing, Legal, etc.). on projects as needed.
• Contributes to the development of staff resources through coaching, mentoring, and/or supervising as well as emulating leadership behavior.

EDUCATION / EXPERIENCE REQUIREMENTS

• Bachelor's Degree in Business Administration or a related field is required. Master's Degree with concentration in business is preferred.
• Seven or more years of experience in the compensation field is required.
• One year of Insperity compensation consulting experience is required. CCP is required.

LICENSES / CERTIFICATIONS

Certified Compensation Professional (CCP) is preferred.

TRAVEL REQUIREMENTS

Travels: Yes, up to 20% of time

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: CA
$97,460 - $110,935