Compensation & HRIS Manager

Weston Solutions•West Chester, PA

12d•Onsite

About The Position

Weston is seeking a hands-on Compensation & HRIS Manager to lead our compensation strategy and HR technology operations to deliver competitive, equitable, compliant, and data-informed people programs. This role serves as a trusted advisor to leaders, oversees compensation planning and job architecture, and ensures HR systems, data, integrations, and reporting effectively support the organization’s current and future needs.

Requirements

Bachelor’s degree in Human Resources, Business, Finance, Information Systems, or a related field—or an equivalent combination of education and experience.
Eight to ten years of progressive experience in compensation, HRIS, HR analytics, or related HR disciplines, including experience leading complex programs or projects.
Strong knowledge of compensation principles, market pricing, job evaluation, salary structures, incentive administration, and U.S. wage-and-hour requirements.
Experience administering Short-term incentive plans required.
Demonstrated HRIS administration, implementation, testing, integration, reporting, data governance, and vendor-management experience.
Strong analytical capability, with proficiency in reporting tools, relational databases, and SQL; advanced proficiency with Microsoft Office and experience with SharePoint.
Excellent written, verbal, consulting, and presentation skills, with the ability to explain technical and compensation concepts to audiences at all levels.
Strong project management, customer service, problem-solving, and prioritization skills.
Broad understanding of HR and payroll processes and their system and data dependencies.

Nice To Haves

Long-term Incentive Plan experience preferred.
Working knowledge of the Service Contract Act, Davis-Bacon Act, and DCAA-related requirements preferred.
Workday experience preferred.

Responsibilities

Lead the design, administration, and continuous improvement of Weston’s compensation programs, including base pay, short-term and long-term incentive compensation, salary structures, and annual compensation planning.
Analyze market data, internal equity, and business needs to recommend salary ranges, merit budgets, and annual pay guidance.
Partner with leaders to establish meaningful goals, align rewards with performance and business outcomes, and ensure payments are administered accurately and in accordance with plan terms.
Design compensation actions—including salary increases, promotions, and bonuses—to ensure consistency, equity, affordability, and compliance.
Advise and train managers on compensation principles, pay decisions, job classification, and effective reward practices.
Monitor compliance with applicable federal and state wage-and-hour requirements, including the Fair Labor Standards Act, Service Contract Act, Davis-Bacon Act, and relevant reporting obligations.
Own the HRIS roadmap and partner with HR, IT, Payroll, Finance, and business leaders to ensure systems support current priorities and future growth.
Lead system implementations, upgrades, releases, testing, change management, and adoption, developing project plans and coordinating effectively with users and vendors.
Provide oversight of HRIS administration, ensuring effective governance of security roles, organizational structures, workflows, compensation elements, and other configurations.
Ensure reliable integrations between HR systems and external vendors.
Establish strong data governance practices and ensure timely responses to workforce data requests with accurate reporting, analysis, and actionable insight.
Oversee the development and maintenance of dashboards, reports, procedures, system documentation, and user resources, ensuring they improve data quality, transparency, and self-service.
Provide guidance and training to system users, translating technical concepts into practical business solutions.
Manage HR portal and team-site content and stay current on HR technology trends, capabilities, risks, and vendor offerings.
Balance strategic priorities with hands-on execution, managing multiple initiatives and time-sensitive deliverables with strong judgment and attention to detail.
Supervise, coach, and develop one direct report by setting clear expectations, providing ongoing feedback, and supporting professional growth. Lead/influence all members of the Human Resources and Payroll teams in the areas of Compensation and HRIS.
Delegate work effectively, monitor priorities and results, and foster a collaborative, accountable, and inclusive team environment.
Identify process improvements and use technology, analytics, and market insight to strengthen the employee experience and operational effectiveness.