The Compensation Manager is responsible for managing the compensation program which includes base pay, additional pay, performance-based incentives, and executive compensation. This role directs and manages the job analysis system, inclusive of job description management, job evaluation, grading and pricing using current market data.  This position will also oversee the market adjustment process, participate in the budget planning process for new and reclassified positions, and participate in market studies. This role will ensure all compensation programs are aligned with the compensation philosophy of the Enterprise and make recommendation for change to ensure we are competitive in the markets in which we compete. Finally, the Compensation Manager will be responsible for adhering to state and federal guidelines related to wages, including minimum wage, overtime time, FLSA exemptions, and pay equity.

**Hybrid = Individuals in this position may work both at an approved off-site location and onsite at a primary location or multiple locations based on business needs.

• Establishes internal job equity by developing and maintaining a job-evaluation system inclusive of job
  evaluation, market analysis, and pricing.
• Enforces merit-raise, incentive, and additional pay guidelines and policies to ensure an equitable pay system.
• Reviews and maintains adherence to compensation program and policies.
• Assesses competitive labor market trends and provides recommendations to HR leadership to ensure we remain
  competitive within the markets in which we compete.
• Completes annual market analysis and pricing, inclusive of ad hoc requests as directed by HR or Senior
  Leadership.
• Participates in the budget planning process by pre-evaluating proposed new positions and reclassifications to
  guide baseline financial salary projections.
• Analyzes current compensation program for enhancements and compliance and makes recommendations to HR
  leadership for improvement consideration.
• Interpret compensation policies and practices.
• Problem-solve and address compensation related questions and concerns.
• As directed, develop appropriate training materials for all compensation program.
• Regularly attend and/or participate in training opportunities to maintain and enhance competency levels.
• Completes compensation reports and recommendations by gathering and analyzing pay data.
• Conducts audits to ensure internal equity and compliance with federal, state, and local regulations.
• Maintains pay structure by recommending, planning and implementing structural adjustments

MINIMUM EDUCATION: Bachelor's Degree (higher degree accepted)

PREFERRED EDUCATION: Masters Degree in Human Resources, Business, Accounting, Finance or Related Field

MINIMUM EXPERIENCE: 

• Five (5) years of progressive experience in HR, focusing on HRIS, Compensation, Classifications, and / or Compliance functions.
• Two (2) years' experience in a compensation related role.

PREFERRED EXPERIENCE: 

• One (1) year of supervisory experience

REQUIRED CERTIFICATIONS/LICENSURE: 

PREFERRED CERTIFICATIONS/LICENSURE: Certified Compensation Professional (CCP) / Human Resources\Certified CompensationProfessional (CCP)