Compensation Manager

Job Title: Compensation Manager

Job Location: St. Louis MO

Job Type: Full Time


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 marketcompetitive compensation programs. Ensures direct compensation programs and practices comply with organizational policies and 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.

Responsibilities

• Plans develops and implements corporatewide compensation programs 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 presents policies and plans to executive and seniorlevel 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 budgetrelated reports for management.
• Assist in the preparation of the annual merit increase and incentive programs and budgeting.
• Analyze data and relevant market trends and develop salary structures and market pricing recommendations.
• Evaluate job positions to determine equity classification exempt and nonexempt and salary of job positions to compensate appropriately and fairly across campus.
• Enhance knowledge of market relativity through conducting wage surveys job pricing 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 monitoring for discrepancies and updates needed to align with market changes.
• Design 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 Companys 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 on compensation policies.
• Facilitates discussions on a Compensation Philosophy that aligns with the Agencys 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 benefitsrelated areas.
• Previous experience managing or supervising others.
• Deadline driven including managing nondirect reports to meet compensation management timelines.