Compensation Lead

Modivcare•Denver, CO

10d

About The Position

Are you passionate about making a difference in people's lives? Do you enjoy working in a service-oriented industry? If so, this opportunity may be the right fit for you! This position is responsible for influencing the design of compensation programs, implementing the compensation strategy, and managing a broad range of areas within compensation. Provides day to day compensation analysis, design, and administration of the compensation programs that align with the organization's objectives for recruiting, retention and employee engagement; including but not limited to, job architecture (descriptions, evaluation and market pricing), salary structure, fixed pay programs (merit cycle, promotion plans and premium pay plans), variable pay programs and relocation programs. The position will be responsible for the development, recommendation, implementation, and administration of improved or new broad based, executive, and sales compensation plans and providing advanced analytical support for a variety of compensation initiatives. This role... Conducts analysis and interprets the data related to the organizations compensation programs to recommend new or improved processes, administration or programs. Analyzes and advises on the design, development, communication, implementation, and administration of all broad based compensation programs. Leads and supports activities to develop, implement and administer compensation policies and programs. Prepares ad hoc analysis and makes design and implementation recommendations on programs such as incentive compensation, bonus plans, long term incentive programs and other reward programs based on solid market analysis and best practices. Manages the ongoing maintenance and governance the job level structure/architecture for the organization. Advises leaders on making effective pay decisions that support employee engagement and comply with compensation policy and budgetary guidelines. Builds a consultative and collaborative relationship with HR Business Partners (HRBP) and business leaders to build understanding and effective delivery of compensation programs and processes. Consults with internal partners on situations in which customized solutions (e.g., retention, competitive offers) may be necessary. Creates solutions and advises HRBP on customized compensation design and implementation as appropriate. Represents the team in cross-functional meetings and other forums, providing back-up coverage for management or team members as required. Collaborates closely with other compensation team members to share knowledge and creative solutions to ensure consistent advice to the business. Provides guidance, advice, analysis and training in connection with compensation policies, plans, and job design. Assists in the design and implementation of new or changing compensation programs (e.g., promotions, stock awards, base pay, recognition, in-business programs), and facilitates the acceptance of the overall costs, principles, and impact of proposed changes. Works with accounting and finance departments to ensure accurate budgeting and financial reporting. Partners with HRIS and other technology teams to support thoughtful configuration and execution of compensation programs. Provides day to day technical direction to more junior compensation analysts. Conducts job analysis and evaluation activities documenting responsibilities and requirements in job descriptions for accurate market pricing. Works with business leaders to create generic job descriptions for job architecture slotting. Reviews requests for new or revised FLSA exemptions classifications to determine appropriate salary grade assignment. Audits job descriptions ensuring a standardized approach is applied for content reflecting job responsibilities, duties and requirements aligned to the job architecture. Maintains the job leveling guide and job catalogue ensuring each job code has a job description associated with it. Reviews periodically to ensure job descriptions are relevant and addresses business needs. Conducts market analysis of organizational jobs to determine competitive positioning of the organizations pay programs. Participates in the annual salary planning (merit program), including salary structure review, creation and maintenance. Collaborates with HRIS on compensation programs' system and functionality requirements and assists in ensuring the accuracy of compensation data. Analyzes market data to provide compensation and level recommendations to attract and/or retain talent to maintain a competitive market position. Reviews proposed salary adjustments and/or promotions for conformance to established guidelines, policies and practices ensuring internal equity and market parity. Recommends corrective or alternative actions to resolve compensation-related problems. Identifies salary surveys and other compensation surveys as needed. Evaluates and analyzes salary data, conducts job pricing, and determines pay grades and salary recommendations Reviews compensation programs for effectiveness and efficiencies; ensures programs comply with legal requirements and are cost effective. Ensures internal equity, external competitiveness, and compliance with all applicable laws, regulations, and organizational policies analysis and administration related to the organization's sales compensation programs. Supports activities to develop, implement and administer compensation policies and programs. Consults with managers and HRBP on pay recommendations, job evaluations and employee communications. Reviews existing and proposed statutory requirements governing compensation administration and recommends appropriate courses of action. Participates in and/or leads projects in support of departmental reorganization/re-evaluation projects. Acts as a mentor and/or coach to junior analyst in systems, tools, and excel functionality/capability. May prepare special studies and recommendations on subjects such as incentive compensation, bonus plans, sales compensation or stock options. May be responsible for the Compensation Committee and Board of Directors materials. May be required to assist in the analysis and administration related to the organization's sales compensation programs. May lead projects and performs other duties as assigned.

Requirements

Bachelor’s Degree in Business Administration, Finance, Human Resources, Mathematics or related field required.
Ten (10) plus years of broad based, executive or sales compensation experience required.
Experienced in compensation plan design and administration.
Experienced leveraging technology to increase efficiency and reduce costs.
Advanced Excel skills and modelling required.
Or equivalent combination of education and/or experience.
Excellent analytical skills- ability to work with large data sets from multiple sources to build models, provide analyses, and create clear summarized reporting.
Strategic perspective with tactical implementation skills.
Ability to communicate technical information to non-technical users clearly and concisely.
Ability to innovate new solutions, influencing and responding to change.
Advanced proficiency in Excel, including developing complex models.
Strong planning and problem solving skills, excellent attention to detail and accuracy.
Excellent verbal and written skills required, including strong presentation skills.
Quick to execute ad hoc projects and adapt to change.
Ability to build strong relationships and work cross-functionally with all levels within the organization.
Ability to apply professional concepts and experience to evaluate identifiable factors in order to resolve a wide range of issues in creative ways.
Ability to listen and understand information and communicate the same.
Must possess strong interpersonal, organizational, presentation and facilitation skills.
Ability to influence management.
High level of proficiency in Microsoft Office packages.
Ability to work without supervision.
Latitude for independent decision making.
Ability to meet multiple deadline by managing time and priorities effectively.
Strong project management skills, must be detail oriented, customer focused, and able to manage multiple projects simultaneously.
Demonstrates consistent discretion in handling confidential information.
Comprehensive knowledge of EEO, FLSA and other regulations required.
Keeps abreast of current trends in total reward strategies.
Advanced compensation knowledge required including compliance with any state and/or federal laws and regulatory factors that impact compensation practices.
Willingness to work overtime, holidays, and weekends based on business need.

Nice To Haves

Compensation (CCP) and/or Global Remuneration (GRP) certification preferred or working towards attaining accreditation.
Experience in Workday HCM, Compensation and Advanced Compensation modules preferred.
Experience using Salesforce, Workday and survey related software a plus.

Responsibilities

Conducts analysis and interprets the data related to the organizations compensation programs to recommend new or improved processes, administration or programs.
Analyzes and advises on the design, development, communication, implementation, and administration of all broad based compensation programs.
Leads and supports activities to develop, implement and administer compensation policies and programs.
Prepares ad hoc analysis and makes design and implementation recommendations on programs such as incentive compensation, bonus plans, long term incentive programs and other reward programs based on solid market analysis and best practices.
Manages the ongoing maintenance and governance the job level structure/architecture for the organization.
Advises leaders on making effective pay decisions that support employee engagement and comply with compensation policy and budgetary guidelines.
Builds a consultative and collaborative relationship with HR Business Partners (HRBP) and business leaders to build understanding and effective delivery of compensation programs and processes.
Consults with internal partners on situations in which customized solutions (e.g., retention, competitive offers) may be necessary.
Creates solutions and advises HRBP on customized compensation design and implementation as appropriate.
Represents the team in cross-functional meetings and other forums, providing back-up coverage for management or team members as required.
Collaborates closely with other compensation team members to share knowledge and creative solutions to ensure consistent advice to the business.
Provides guidance, advice, analysis and training in connection with compensation policies, plans, and job design.
Assists in the design and implementation of new or changing compensation programs (e.g., promotions, stock awards, base pay, recognition, in-business programs), and facilitates the acceptance of the overall costs, principles, and impact of proposed changes.
Works with accounting and finance departments to ensure accurate budgeting and financial reporting.
Partners with HRIS and other technology teams to support thoughtful configuration and execution of compensation programs.
Provides day to day technical direction to more junior compensation analysts.
Conducts job analysis and evaluation activities documenting responsibilities and requirements in job descriptions for accurate market pricing.
Works with business leaders to create generic job descriptions for job architecture slotting.
Reviews requests for new or revised FLSA exemptions classifications to determine appropriate salary grade assignment.
Audits job descriptions ensuring a standardized approach is applied for content reflecting job responsibilities, duties and requirements aligned to the job architecture.
Maintains the job leveling guide and job catalogue ensuring each job code has a job description associated with it.
Reviews periodically to ensure job descriptions are relevant and addresses business needs.
Conducts market analysis of organizational jobs to determine competitive positioning of the organizations pay programs.
Participates in the annual salary planning (merit program), including salary structure review, creation and maintenance.
Collaborates with HRIS on compensation programs' system and functionality requirements and assists in ensuring the accuracy of compensation data.
Analyzes market data to provide compensation and level recommendations to attract and/or retain talent to maintain a competitive market position.
Reviews proposed salary adjustments and/or promotions for conformance to established guidelines, policies and practices ensuring internal equity and market parity.
Recommends corrective or alternative actions to resolve compensation-related problems.
Identifies salary surveys and other compensation surveys as needed.
Evaluates and analyzes salary data, conducts job pricing, and determines pay grades and salary recommendations Reviews compensation programs for effectiveness and efficiencies; ensures programs comply with legal requirements and are cost effective.
Ensures internal equity, external competitiveness, and compliance with all applicable laws, regulations, and organizational policies analysis and administration related to the organization's sales compensation programs.
Supports activities to develop, implement and administer compensation policies and programs.
Consults with managers and HRBP on pay recommendations, job evaluations and employee communications.
Reviews existing and proposed statutory requirements governing compensation administration and recommends appropriate courses of action.
Participates in and/or leads projects in support of departmental reorganization/re-evaluation projects.
Acts as a mentor and/or coach to junior analyst in systems, tools, and excel functionality/capability.
May prepare special studies and recommendations on subjects such as incentive compensation, bonus plans, sales compensation or stock options.
May be responsible for the Compensation Committee and Board of Directors materials.
May be required to assist in the analysis and administration related to the organization's sales compensation programs.
May lead projects and performs other duties as assigned.

Benefits

Medical, Dental, and Vision insurance
Employer Paid Basic Life Insurance and AD&D
Voluntary Life Insurance (Employee/Spouse/Child)
Health Care and Dependent Care Flexible Spending Accounts
Pre-Tax and Post --Tax Commuter and Parking Benefits
401(k) Retirement Savings Plan with Company Match
Paid Time Off
Paid Parental Leave
Short-Term and Long-Term Disability
Tuition Reimbursement
Employee Discounts (retail, hotel, food, restaurants, car rental and much more!)