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Compensation Manager

St. Louis, MO 63102

Posted: 07/09/2024 Industry: Manager/Director Job Number: 143432

Job Description

Compensation Manager
The Role
Designs, maintains, documents, and administers internally equitable and externally competitive direct compensation programs. Play a vital role in recruitment and retention through developing, maintaining and administering market competitive compensation programs. Ensures direct compensation programs and practices are in compliance with organizational policies, as well as state and federal statutes and legislation. Develops salary increase budgets and pay structure adjustments. External research monitors current compensation for similar positions in different organizations, stays aware of general labor market and salary trends, and helps the company stay competitive.
•             Plans, develops, and implements corporate wide compensation program to support job evaluation, performance appraisal and base pay management.
•             Determine job roles and compare market data, build a pay structure for each job and pay range based on tenure, experience, education, etc. which is fair between job functions and experience.
•             Develops, recommends and present polices and plans to executive and senior level management while assuring compliance with government regulations e.g., DCAA, DOL, etc.
•             Participate in salary surveys, and analyze data from survey sources to determine competitiveness both internally and externally.
•             Carries out analytical assignments involving the development, implementation and administration of compensation programs.
•             Conduct Human Resource analytics, data analysis and interpretation of trends to support proactive planning and equity.
•             Design and prepare ad hoc compensation and budget related reports for management.
•             Assist in preparation of the annual merit increase and incentive programs and budgeting.
•             Analyze data and relevant market trends, develop salary structures and market pricing recommendations.
•             Evaluate job positions to determine equity, classification, exempt and nonexempt and salary of job positions in order to compensate appropriately and fairly across campus.
•             Enhance knowledge of market relativity through conducting wage surveys, job pricing and benchmarking, market analysis and analyzing internal data.
•             Analyze data and present to stakeholders digitally, in person, and in written forms.
•             Responsible for compensation survey software, monitor for discrepancies and updates needed to align with market changes.
•             Designs operating procedures for maintenance and implementation of various compensation plans.
•             Act as primary liaison with outside agencies, vendors, and line management on compensation issues or concerns.
•             Participates in salary surveys to obtain current data for job evaluations to ensure the Company’s competitiveness in the marketplace; compiles, analyzes, and evaluates survey data; maintains data sources with internal stakeholders
•             Investigate, supervise, motivate, lead, teach, influence, sell, read, write, interpret, and explain technical and/or complex information related to compensation program management.
•             Oversees and manages support staff related to developing and revising compensation plans.
•             Develop material to inform, train and educate employees of compensation policies.
•             Facilitates discussions on a Compensation Philosophy that align with Agency’s strategic goals.
•             Generates analytics for use by functional, and business unit management to assist with compensation management decisions; Provides summary reports at the end of each measurement and/or merit or COLA increase cycle for management review.
Reviews and signs off on all pay rate changes to ensure and validate consistency.

Knowledge, Skills, & Abilities

•             Leadership experience working with all levels of people managers.
•             Experience in implementing innovative total rewards solutions.
•             Interpersonal and collaborative skills to work well with members of the management team.
•             Proven ability to communicate effectively orally and in writing.
•             Previous work experience in human resources or several years of work experience in finance or other employee benefits related areas.
•             Previous experience managing or supervising others.
•             Deadline driven including managing non-direct reports to meet compensation management timelines.

Education/ Experience
Degree:  Bachelor’s degree in business administration, human resources, related field, or equivalent experience required.

Certified Compensation Professional (CCP), the SHRM Certified Professional (SHRM-CP) and Senior Certified Professional (SHRM-SCP), the HRCI Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), Certified Employee Benefit Specialist (CEBS), certification, preferred.        


Additional Information

Envision, LLC is proud to be an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.

Meet Your Recruiter

Matt Ruder
Sr. Technical Recruiter

Matt has been a Technical Recruiter since 2011. He is passionate about technology and how it impacts people's lives. He loves helping people find better opportunities that they are excited about and will set them up for success in their careers.

Matt enjoys golfing and cooking food on his smoker.

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