EDUCATION:

• Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field, required.
• Master’s degree, preferred.
• CCP (Certified Compensation Professional) designation is a plus.

EXPERIENCE:

• Minimum of 5–7 years of progressive compensation experience, including supervisory responsibilities
• Experience designing and managing compensation programs in a multi-site or nonprofit environment, preferred.
• Demonstrated success in leading compensation projects and initiatives from concept to implementation.

KNOWLEDGE, SKILLS, ABILITIES:

• In-depth understanding of compensation principles, structures, and strategies and knowledge of compensation survey tools, participation, market pricing and benchmarking practices.
• Proficient in market pricing software and compensation modeling tools.
• Demonstrated proficiency in HRIS systems and compensation tools (e.g., market pricing software, Excel, data visualization tools).
• Knowledge of job evaluation methodologies.
• Exceptional administrative and leadership capabilities, with a proven ability to build high-performing teams, foster collaboration, and effectively oversee staff development through coaching, training, mentoring, and performance management.
• Ability to exercise discretion and maintain a high level of confidentiality with sensitive and confidential situations and documentation.
• Demonstrated proficiency with MS Office applications (e.g. Word, Excel, PowerPoint, Project, Outlook); Strong Excel skills (pivot tables, VLOOKUP, formulas) and data visualization tools.
• Effective oral and written communication skills, as well as interpersonal and conflict resolution skills.
• Ability to interpret and apply federal, state, and local compensation laws and regulations; Familiarity with federal, state, and local wage and hour laws (e.g., FLSA, Equal Pay Act).Excellent analytical and problem-solving skills with strong attention to detail.
• Excellent analytical and problem-solving skills with strong attention to detail.
• Excellent interpersonal skills, with the ability to influence and collaborate across departments.
• Effectively manages and leads multiple compensation projects simultaneously, delivering high-quality, data-driven results while balancing competing priorities and deadlines.
• Demonstrated ability to identify, analyze, and resolve complex compensation-related issues—such as data discrepancies, market pricing challenges, and policy conflicts—under tight deadlines and high-pressure conditions, with strong attention to detail and accuracy in data handling.
• Ability to collaborate cross-functionally with HR, Finance, Payroll, and department leaders.
• Ability to develop and implement compensation policies and procedures.
• Ability to influence stakeholders and drive strategic compensation decisions.
• Ability to obtain and maintain a criminal record/fingerprint clearance from the Department of Justice and Federal Bureau of Investigation per Easter Seals Southern California and/or program requirements.
• Ability to travel locally with reliable transportation, maintain driving record in compliance with Transportation Safety Standards. Must have and maintain proper auto insurance and vehicle registration.
• Must pass all drug testing required by ESSC.

• Manages and mentors a team of compensation professionals, providing guidance, performance feedback, and development opportunities.
• Designs, implements, and maintains compensation structures, salary ranges, and incentive programs.
• Conducts market a nalysis and benchmarking to ensure competitive and equitable pay practices.
• Leads annual compensation review cycles, including Annual Compenation Review increases and bonus programs.
• Ensures compliance with federal, state, and local compensation regulations.
• Maintains documentation and audit processes for compensation-related activities.
• Collaborates with HR Business Partners, Talent Acquisition, Payroll, HRIS, and Finance to align compensation strategies with organizational goals. Ensures accurate implementation of compensation changes (e.g., merit increases, bonuses, retroactive pay), coordinating timing and processing of pay adjustments and HRIS to ensure system configurations align with compensation policies, supporting comp cycle automation and maintaining accurate job and compensation data in Workday.
• Provides strategic guidance and support to managers on compensation decisions, ensuring alignment with organizational policies and practices.
• Oversees the accuracy, integrity, and reporting of compensation data within Workday and related systems, ensuring alignment with organizational standards and compliance requirements .
• Analyzes compensation trends and metrics to inform strategic decisions and continuous improvement.
• Other duties as assigned.
  Qualifications: