Temp Compensation Consultant

C&S Wholesale Grocers•Keene, NH

4h•Onsite

About The Position

As the Compensation Consultant, you will partner with various functions, departments, or business units within the C&S Family of Companies. Primary responsibilities include development and ongoing administration, design, analysis and implementation of various compensation programs across the organization, including annual salary adjustment, salary structure design and modeling, complex costing scenarios and design and administration of incentive plans.

Requirements

Conducts job analysis, market analysis, pay and classification reviews and develops compensation recommendations and costing.
Conduct the job evaluation process, consult with Human Resource Business Partners and managers who are creating or revising positions to develop job descriptions that meet internal standards and that reflect actual essential functions and minimum requirements.
Review job descriptions for content. May request revisions to clarify or enhance the quality and consistency.
Research market data and select appropriate benchmarks.
Analyze the position completely to determine its relationship to other positions within the organization to ensure internal equity.
Prepare cost analysis and pay grade recommendations.
Maintain reports and summaries of results.
Perform employee equity review and analysis as needed if concern of inequity is present.
Participate in audits to ensure adherence to compensation programs, policies, guidelines and regulatory requirements.
Lead cyclical compensation work for the assigned business areas including market benchmarking reviews, budget recommendations and allocation, compensation planning, recognition programs, retention exercises, etc.
Advise and educate, leaders, Human Resource Business Partners and Talent Acquisition Partners in-cycle and out-of-cycle about our compensation programs and philosophy balancing all levers in compensation including base pay, variable/incentive pay.
Serve as a resource to explain compensation policy and systems.
Provide training on compensation related programs.
Act as a subject matter expert in areas of compensation practices.
Develops and fosters trusting relationships with all levels of management for assigned business areas to gain support for initiatives and achieve results.
Meets periodically to review market analysis reports.
Assists in the development of reports and scorecards that will be meaningful and actionable to the department and service line leaders and managers.
Works collaboratively with HRBPs and Business leaders on projects.
Work in collaboration with function leadership to develop and implement uniform compensation practices (such as policies, procedures and guidelines).
Evaluate market and economic trends.
Leverage analytics to stay on top of internal trends, relevant pay legislation and competitive market intelligence, anticipating and navigating potential impact to our pay philosophy, benchmarks and practices.

Responsibilities

Conducts job analysis, market analysis, pay and classification reviews and develops compensation recommendations and costing.
Conduct the job evaluation process, consult with Human Resource Business Partners and managers who are creating or revising positions to develop job descriptions that meet internal standards and that reflect actual essential functions and minimum requirements.
Review job descriptions for content. May request revisions to clarify or enhance the quality and consistency.
Research market data and select appropriate benchmarks.
Analyze the position completely to determine its relationship to other positions within the organization to ensure internal equity.
Prepare cost analysis and pay grade recommendations.
Maintain reports and summaries of results.
Perform employee equity review and analysis as needed if concern of inequity is present.
Participate in audits to ensure adherence to compensation programs, policies, guidelines and regulatory requirements.
Lead cyclical compensation work for the assigned business areas including market benchmarking reviews, budget recommendations and allocation, compensation planning, recognition programs, retention exercises, etc.
Advise and educate, leaders, Human Resource Business Partners and Talent Acquisition Partners in-cycle and out-of-cycle about our compensation programs and philosophy balancing all levers in compensation including base pay, variable/incentive pay.
Serve as a resource to explain compensation policy and systems.
Provide training on compensation related programs.
Act as a subject matter expert in areas of compensation practices.
Develops and fosters trusting relationships with all levels of management for assigned business areas to gain support for initiatives and achieve results.
Meets periodically to review market analysis reports.
Assists in the development of reports and scorecards that will be meaningful and actionable to the department and service line leaders and managers.
Works collaboratively with HRBPs and Business leaders on projects.
Work in collaboration with function leadership to develop and implement uniform compensation practices (such as policies, procedures and guidelines).
Evaluate market and economic trends.
Leverage analytics to stay on top of internal trends, relevant pay legislation and competitive market intelligence, anticipating and navigating potential impact to our pay philosophy, benchmarks and practices.