Compensation Manager

Public Partnerships | PPL•Albany, NY

1d•$100,000 - $115,000•Remote

About The Position

It's fun to work in a company where people truly BELIEVE in what they're doing! We're committed to bringing passion and customer focus to the business. Public Partnerships LLC supports individuals with disabilities or chronic illnesses and aging adults, to remain in their homes and communities and “self” direct their own long-term home care. Our role as the nation’s largest and most experienced Financial Management Service provider is to assist those eligible Medicaid recipients to choose and pay for their own support workers and services within their state-approved personalized budget. We are appointed by states and managed healthcare organizations to better serve more of their residents and members requiring long-term care and ensure the efficient use of taxpayer funded services. Our culture attracts and rewards people who are results-oriented and strive to exceed customer expectations. We desire motivated candidates who are excited to join our fast-paced, entrepreneurial environment, and who want to make a difference in helping transform the lives of the consumers we serve. (learn more at www.pplfirst.com). Job Summary: The Compensation Manager is responsible for overseeing the development, implementation, and management of PPL’s compensation strategy. This includes designing and administering compensation policies, programs, and structures that align with company goals, industry standards, and legal requirements. The role requires a combination of analytical skills, strategic thinking, and leadership to ensure the company remains competitive in attracting and retaining top talent while maintaining internal equity and adhering to budget constraints.

Requirements

Strong understanding of compensation principles and practices.
Knowledge of labor laws and regulations related to compensation.
Strong analytical and problem-solving skills.
Excellent communication and interpersonal skills.
Ability to manage multiple priorities and work in a fast-paced environment.
High attention to detail and accuracy.
Bachelor’s degree in Human Resources, Business Administration or a related field. Substantial professional experience in a related field may be considered in lieu of formal degree
5+ years of experience in compensation or a related HR field.

Nice To Haves

Active Certified Compensation Professional (CCP) preferred.

Responsibilities

Compensation Strategy & Design Develop and manage the organization's compensation structure, ensuring alignment with business goals and objectives.
Research and analyze industry compensation trends and benchmarks to ensure competitive salary offerings.
Design and implement salary ranges, incentive programs, and bonus structures that motivate performance and align with company goals.
Job Evaluation and Classification: Lead job evaluations, classifications, and compensation surveys to maintain accurate and competitive pay levels.
Work closely with HR and operational leaders to understand job roles and responsibilities and recommend fair and equitable compensation packages.
Compensation Programs: Oversee the administration of base pay, variable pay, equity, and other compensation-related plans.
Manage annual merit increase, performance management, and bonus programs, ensuring fair and consistent application across the organization.
Compliance and Legal Requirements: Ensure compensation practices comply with federal, state, and local regulations, including wage and hour laws (e.g., FLSA, Equal Pay Act).
Stay informed on regulatory changes that may impact compensation policies and recommend necessary adjustments.
Data Analysis & Reporting: Analyze compensation data and trends, providing insights and reports to senior leadership to aid decision-making.
Conduct ad-hoc analyses as required.
Measure the effectiveness of compensation programs in achieving recruitment, retention, and engagement goals.
Collaboration & Stakeholder Management: Partner with HR, finance, and department managers to align compensation strategies with broader organizational objectives.
Provide guidance to management on compensation-related matters, including salary negotiations and compensation package design.
Continuous Improvement: Monitor and assess the effectiveness of compensation programs and make recommendations for improvements.
Remain current with industry best practices and trends in compensation management.
Develop job description format, job titling criteria and job code policies to improve pay management practices.