Manager of Compensation and Performance Management at KIPP

Newark, New Jersey, United States -

Full Time

Start Date

Immediate

Expiry Date

15 Jan, 26

Salary

110000.0

Posted On

17 Oct, 25

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Compensation Management, Performance Management, Data Analysis, Excel Proficiency, Communication Skills, Job Classification, Salary Structures, Market Analysis, Legal Compliance, Stakeholder Engagement, HRIS Systems, Analytical Skills, Interpersonal Skills, Change Management, Policy Interpretation, Employee Relations

Industry

Education Administration Programs

Description

Company Description About KIPP TEAM & Family KIPP TEAM & Family is our network office that includes support teams - such as Leadership Development, Recruitment, Advocacy, Facilities, Finance, HR and more - dedicated to empowering our schools and ensuring the success of KIPP students throughout New Jersey and Miami. Our schools are part of the nationally recognized “Knowledge Is Power Program” network of free, open-enrollment, college-preparatory public schools dedicated to preparing students for success in college and in life. The first KIPP New Jersey school opened in Newark in 2002 and since then our school network has expanded to educate 8,684 students in grades K-12. By 2027, KIPP New Jersey will provide a world-class education to over 10,300 students across Newark and Camden. To learn more, visit www.kippnj.org. In 2018, we grew our KIPP community in response to a need for high-quality school options for students in Greater Miami’s Urban Core communities. That led to the creation of KIPP Miami, which currently educates more than 1,300 students in four schools, with plans to reach 5,800 students by 2025. By offering highly effective educators with strong bonds to families, more time in school learning, services that support a variety of student needs, and a culture focused on achievement, our students in New Jersey and Miami are on the path to and through college, career, and choice-filled lives. Job Description Here's what you need to know: The Manager of Compensation and Performance Management will be responsible for managing and implementing compensation strategies, systems, and programs that align with the organization's compensation philosophy to pay our teammates, competitively, equitably, and transparently. This role will also manage and oversee our performance management systems for teammates across the organization. This role requires a deep understanding of compensation practices and data analysis skills, a high level of proficiency in Excel in order to track and report on data, strong communication skills as well the ability to manage multiple systems and platforms. Here's what you'll be doing: Compensation System Management and Implementation Implement compensation strategies, policies, and programs that align with the organization's overall compensation philosophy to pay our teammates competitively, equitably, and transparently. Manages salary classification and compensation systems, including job levels, pay grades, salary bands, and salary scale structures. Ongoing review of current compensation practices and market conditions to continually evolve the organization's pay, incentive and benefit structures. Identify opportunities to enhance, clarify, and improve compensation systems, policies, and procedures and make recommendations as needed. Manages job classification process and salary placements for new and current employees. Management and oversight of job descriptions and job titles with regular updating consistent with the organization’s needs while ensuring legal requirements are met. Lead the execution of the annual compensation process (annual salary increases, job profile reviews, market/equity reviews, promotion requests, and running the processes for importing new salaries into the HRIS system.) Assessment and management of additional compensation structures including but not limited to, stipends, additional work assignments and/or contracted work to ensure alignment, consistency and equitable approach across the organization as well as market competitiveness. Review and address all compensation-related inquiries or concerns from internal staff or candidates. Performance Management Oversee performance management systems across the organization including goal setting, feedback cycle, administration of performance management calendar and performance review process. Manage roll-out of annual performance review process including communication to stakeholders, tracking and monitoring for completion and reporting out of data. Monitor and analyze performance data to identify areas of improvement and development. Cross-Functional Stakeholder support and engagement Provides counsel to hiring managers on job descriptions, salary decisions, policy and guideline interpretation and job evaluations. Partner with and provide counsel to the Talent Teams (talent acquisition, human resources, employee relations, payroll) team on pay decisions, policy and guideline interpretation. Create a communication strategy approach to ensure teammate understanding of compensation policies and benefit offerings and performance management process. Manage the processes for generating, distributing, and operationalizing annual compensation changes for all staff. Legal Compliance Ensure compliance with all legal and regulatory requirements related to compensation and benefits. Oversight of job postings and job description to comply with state and federal requirements. Conduct audit assessments for pay equity and compensation alignment across the organization. Refine and codify internal compensation processes to ensure accuracy, security, timelines and compliance with applicable local, state and federal compensation regulations. Data and Analytics Oversee the collection, analysis and reporting on compensation data and performance review process, develop and present reports and dashboards to support decision-making and strategic planning. Conduct regular analysis of compensation data to ensure market competitiveness while ensuring pay equity. Proactive analysis of data to identify trends and make informed decisions to drive strategy. Conduct market analysis to assess market competitiveness and make recommendations to drive hiring and retention strategies while maximizing cost savings. As job descriptions cannot be exhaustive, the position holder may be required to undertake other duties that are broadly in line with the above essential duties and responsibilities. Qualifications Must Haves: Bachelor’s degree in human resources, business administration, finance or a related field Progressive experience in compensation and total rewards. Experience with FLSA guidelines and performing exempt/nonexempt "duties" tests SKILLS Strong analytical skills with the ability to interpret data and trends to make informed decisions. Excellent communication and interpersonal skills, with the ability to influence and collaborate effectively at all levels of the organization. In-depth knowledge of compensation practices, including salary structure design, incentive plans, and market analysis. Highly Proficient in Excel, Word, Google Sheets and Google Docs. ABILITIES Ability to effectively communicate with a wide range of individuals and stakeholders across multiple levels. Ability to design and implement compensation systems and processes from ground up. Ability to lead change management KNOWLEDGE Demonstrated knowledge of HR management, policies, best practices and procedures Demonstrated knowledge of state and federal employment land wage and hour laws. Demonstrated knowledge of HRIS system(s) The usual and customary methods of performing the job’s functions require the following physical demands: Prolonged periods of sitting at the computer and desk. Travel to school site locations as needed. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of this job. Additional Information Location This is a hybrid role. At this time, we typically work from the office 2 days per week and work remotely 3 days per week. Therefore, this role requires teammates to live within commuting distance of one of the three cities within which we work: Newark, NJ, Camden, NJ, or Miami, FL Compensation & Benefits The salary range for this role is $90,000 - $110,000, depending on related experience. In addition to a competitive salary, KIPP TEAM & FAMILY offers a full comprehensive benefits plan, including health care, retirement, a school laptop and transportation benefits for TEAMmates commuting into New Jersey from the New York City area. KIPP New Jersey | KIPP Miami is an equal opportunity employer

Responsibilities

The Manager of Compensation and Performance Management will manage and implement compensation strategies and oversee performance management systems across the organization. This role requires a deep understanding of compensation practices and strong data analysis skills.