Compensation Manager

HealthEdge•Remote,

1d•Remote

About The Position

HealthEdge is seeking a Compensation Manager to assist in the design, development, and implementation of global compensation programs aligned with the company’s strategic objectives. This includes the design, management, communication, compliance, and administration of our compensation programs, including base salary, bonus, and long-term incentives.

Requirements

6-8 years of compensation experience.
Global compensation experience is strongly preferred including international experience.
Certified Compensation Professional (CCP) designation preferred.
Advanced MS Excel and PowerPoint to create charts, graphs and calculations.
Strong analytical, problem-solving, and decision-making skills.
Strong data analysis and reporting skills.
Strong attention to detail.
Advanced communication skills (oral and written).
Knowledge of different HR tools like Workday, HRSoft, Greenhouse, Fresh service is desired.
Ability and desire to work in a fast-paced environment where you collaborate with multiple partners at multiple levels.
Ability to maintain strict data confidentiality.
Ability to work under pressure with high energy.
Be agile with a mindset of a life-long learner.

Nice To Haves

Experience with Aon Radford survey is a plus.
Experience with Workday is a plus.

Responsibilities

Provide compensation support to HR Business Partners and Business Leaders to help inform, influence, and support organizational goals.
Participate in the successful implementation and management of core compensation activities including benchmarking, annual compensation planning, and job evaluation.
Collaborate with HR Business Partners and Talent Acquisition to ensure compensation recommendations are aligned with business goals.
Conduct market research and analyze current market practices to ensure competitive rewards, internal equity, and compliance.
Collect, analyze, and interpret compensation data to identify trends, make recommendations, and provide insightful reports to senior management.
Assist with the annual compensation planning cycle and manage the compensation planning tools.
Develop and deliver training and communication materials to educate managers and employees on compensation policies, practices, and guidelines.
Assist with advanced research on executive compensation, proxy analysis, and board compensation matters.
Participate in special projects or other HR initiatives as needed.