Compensation & Equity Manager

About the position

The individual in this position is responsible for ensuring that all employees receive fair compensation in accordance with all federal, state and local laws and regulations. This role is responsible for managing the compensation functions for the department. The incumbent will plan, develop, implement, and revise compensation programs, policies and procedures. This role is vital in assisting the company to provide compensation packages that attract quality candidates and retain valuable employees. The Compensation & Equity Manager will develop creative solutions that add value to compensation packages without requiring large increases in spending, while ensuring programs are consistently administered. From an equity standpoint, the role is responsible for ensuring all employees are treated fairly by implementing pay processes that eliminate wage discrimination. Additional duties may be assigned as deemed appropriate.

Responsibilities

• Manages the development, implementation, and administration of all company compensation programs.
• Monitors the effectiveness of existing compensation programs and recommends changes that are cost effective and consistent with compensation trends and corporate objectives.
• Creates compensation programs that establish and maintain pay grades. Review job/role pay grade classifications and assign classification to new roles based on internal equity evaluation.
• Create, implement, revise, and carry out consistent criteria for raises and/or promotions.
• Complying with federal, state, and local compensation laws, such as minimum wage regulations and FLSA.
• Researching market trends to evaluate the competitiveness of salaries and variable compensation plans.
• Participating in salary surveys and interpreting results by benchmarking SSI pay programs against salary survey data.
• Aligning compensation programs with recruitment strategies to attract quality candidates.
• Continue to develop pay transparency within the organization internally and externally around pay and compensation practices.
• Manages the compensation department personnel. Responsible for the performance management of departmental personnel to include reviews, salary increases, promotions, hiring and terminations. Includes cross training and learning the functions of subordinates.
• Leadership oversight and legal compliance in processing of company bi-monthly payroll.
• Oversight, guidance, and creative solutions to specific variable compensation plans. Includes design creation, implementation and revision of variable compensation, bonus, and commission plans.
• Provides advice to managers and employees about pay decisions, policy interpretations and job evaluations.
• Manage the yearly pay increase process from beginning to end via UKG compensation module.
• Manage the year end gift bonus process from beginning to end via UKG compensation module.
• Ensure employees are being treated fairly and eliminating any potential wage discrimination, through sound compensation practices and strategies that follow key compensation legislation such as Equal Pay Act and Age Discrimination in Employment Act. Regularly review and update pay equity policies to ensure they are effective and compliant with applicable laws and regulations.
• Conduct routine pay equity audits/analysis companywide on promotions, terminations, annual increases, and job descriptions searching for any possible concerns of wage discrimination such as gender, race, age, or other factors.
• Investigate and address, in conjunction with Human Resources, any pay equity/disparity concerns.

Requirements

• Bachelor's degree required.
• Minimum of four (4) years of experience in compensation.
• One year of managerial experience preferred.
• Strong administrative, organizational and communication skills required.
• Knowledge of common compensation practices, payroll processing, federal, state and local compensation laws, variable compensation plan design, salary surveys and equity analysis required.
• Certificate in compensation (CCP) or human resources highly desired.
• Knowledge of general HR practices and benefits preferred.

Nice-to-haves

• Experience with variable compensation plan designs and best practices for implementation.
• Knowledge of compensation laws and regulations - federal, state & local.
• Research and analytical skills to gather and interpret data from salary survey and industry trends.

Benefits

• Competitive Compensation: Day 1 Benefits and competitive salary.
• Retirement Benefits: Matching 401K and a Profit-Sharing Program.
• Health Benefits: Flexible Spending/Health Savings Accounts.
• Performance Bonuses: Variable Pay Plan for commission and incentive roles.
• Work-Life Balance: Generous Paid Time Off and Hybrid work options for qualifying roles.
• Education: Tuition Assistance Program for both graduate and undergraduate levels.
• Insurance Perks: Pet Insurance, optional Identity theft, legal pre-paid, critical care benefits, and robust company-paid life and disability programs, inclusive of paternity and maternity leave.
• Well-being: Comprehensive Corporate Wellness Program.
• Work Flexibility: Business casual Dress Attire & casual (jeans) Friday!
• Professional Growth: Clear pathways for Career, Leadership, and Personal Development.
• Employee Engagement: Active Inclusion, Diversity, and Culture Employee Resource Groups (ERGs).