POSITION SUMMARY

The Manager of Compensation Products will oversee all operations related to the development and maintenance of the base salary administration program, Compease. This role takes the lead in Compease development initiatives, data integrity within the system, regression analysis, annual salary range updates, and training.

SKILLS & ABILITIES

• Excellent written, interpersonal, and group communication skills, both over the phone and via email
• Ability to work both independently and in an engaged team environment with healthy dynamics
• Strong project management and time management skills
• Experience with technical development language and processes
• Ability to work both independently and in an engaged team environment
• Ability to communicate complex compensation principles to all levels of management
• Problem-solving skills
• Exercises good judgment in decision making and recommendations
• Research and analytical skills
• Strong computer skills with work experience in Microsoft Office (Word, Excel, and PowerPoint).
• Knowledge of complex Excel functions such as pivot tables, what-if formulas, vlookup, etc.

QUALIFICATIONS

• Bachelor’s degree in a related field or commensurate work experience
• PHR/SPHR, SHRM-CP/SHRM-SCP, or CCP certification preferred
• 5-8 years experience in compensation and/or project management
• Thorough knowledge of state and federal regulations related to compensation decisions and FLSA determinations related to compensation decisions and record requirements
• Experience with and understanding of point factor evaluation and salary surveys
• Experience in a professional service organization serving clients is also preferred

DUTIES & RESPONSIBILITIES

• Actively participates in the product development roadmap, serving as a subject matter expert on functionality within the program and its interactions with internal and external integrations and products. Responsible for leading product testing release sessions, preparing sites for testing environments, documenting tickets tested and failed, and providing any necessary follow-up information or ticketing following a release.
• Receives client information and initiates initial contact for system with the client. Imports client data into Compease system. Places client information into appropriate systems ensuring accuracy. Provides recommendations to clients around best practice with geographic differentials and other salary administration questions.
• Matches job titles to benchmark jobs where applicable by reviewing client job descriptions. Researches and maintains geographic differentials for new systems and adds locations for existing clients.
• Manages operational processes with partner organizations to ensure smooth implementations and satisfaction with our product. This may include conducting meetings with partners to ensure satisfaction with the data and technology available in Compease, refining internal processes for site creation, white labeling, etc., and providing feedback and recommendations on changes necessary to maintain healthy relationships with our partners.
• Completes re-evaluations of existing clients’ Compease systems. This includes responsibility for drafting and securing a signed proposal for the work and conducting all necessary discussions and explanations of the process, re-evaluating each active role on the compensable factors based on knowledge of the industry and job descriptions provided.
• Schedules conference calls with client to discuss all recommended changes and review each position. Once complete, provide appropriate before-and-after documentation.
• Takes the lead in training new staff members on Compease, system build processes, job evaluation practices, etc. Provides input to Director of Compensation on progress of trainees’ growth and learning, including any concerns or recommendations to be addressed.
• Conducts regression analysis on salary range models to align market data with salary ranges and publish for client use. Actively cross-trains senior roles in best practice and regression methodology.
• Researches and vets new salary survey sources for use in our annual salary range updates.
• Responsible for the preparation of the master spreadsheets for populating of salary survey data, including: updating master models annually, inputting data from salary surveys, and ensuring accuracy of information and formulas.
• Inputs data from salary surveys, ensuring accuracy of information and formulas. Actively seeks ways to improve processes where human error or manual entry are a current concern.
• Conducts market pricing analysis as needed. Collates and analyzes data to determine market value of various positions. Prepares reports and presents findings to client. Completes individual job evaluation requests from clients and sales prospects as requested.
• Participates in the data collection, analysis, and publication of our annual salary survey.
• Provides client support for complex compensation questions and technical questions about Compease. Serves as a resource to other compensation analysts and other internal sources as a subject matter expert.
• Complete other duties and special projects as assigned.

SUPERVISORY RESPONSIBILITIES

No direct supervisory responsibilities. Role may provide input on progress and performance of new staff being trained.