Compensation Manager - Las Vegas / Reno, NV

IGT, a Nevada Corporation • Spring Valley, NV

1d

About The Position

The Compensation Manager manages compensation programs, recommendations, and solutions, including salary structures, market analysis, benchmarking, and job design. The role serves as a subject matter expert in compensation planning and partners with Total Rewards leadership to design, develop, implement, and evaluate programs that support IGT’s ability to attract, motivate, and retain talent. It also supports annual pay adjustment, bonus, and performance management cycles through administration, data management, communications, and timeline preparation.

The position educates employees and managers on compensation policies, procedures, and philosophy; oversees job-description creation and revisions; and ensures descriptions align with day-to-day responsibilities and FLSA standards. It maintains salary-structure data, reviews pay grades and job families for internal equity, and conducts audits of FLSA status, classifications, pay grades, EEO codes, and job codes. The role also researches compensation trends, prepares labor-market and job-pricing analyses, manages compensation systems, recommends technology improvements, and develops ad hoc analyses and reports.

The manager directs and oversees direct-report employees, including recruiting, hiring, training, scheduling, performance evaluation, coaching, and development, and may recommend or initiate personnel actions. Other related duties may be assigned.

Requirements

• Bachelor’s degree in Business Administration, Human Resources, or a combination of education and work experience in a related field.
• 5–8 years of experience in a compensation role, including human resources, technical writing, research, or analytics experience.
• Experience developing compensation structures and processes.
• Excellent written and oral communication skills, including the ability to communicate compensation and job-description topics effectively.
• In-depth knowledge and application of FLSA exemption-testing requirements.
• Advanced knowledge of and ability to research international, federal, state, and local legislation affecting compensation policies.
• Excellent proficiency in Microsoft Office, including Excel for complex spreadsheets and Word for creating and formatting forms, tables, and documents.
• In-depth experience with compensation planning tools and HRIS systems, including Radford, PayScale, and SuccessFactors.
• Detail orientation and excellent analytical skills, including a keen eye for numbers.

Nice To Haves

• Certified Compensation Professional (CCP) certification.
• Industry experience.
• 3–5 years of supervisory experience.

Responsibilities

• Manage delivery of compensation programs, recommendations, and solutions, including salary structures, market analysis, benchmarking, and job design.
• Serve as a subject matter expert in compensation planning and participate in the design, development, implementation, and evaluation of talent-attraction, motivation, and retention programs.
• Collaborate with Total Rewards leadership on administration, data management, communications, and timelines for annual pay adjustments, bonuses, and performance management cycles.
• Educate employees and managers about compensation policies, procedures, and philosophy.
• Manage creation, revision, and editing of job descriptions, ensuring duties align with day-to-day responsibilities and comply with FLSA standards and exemption-testing requirements.
• Manage the salary-structure database, update survey results, and review pay grades and job families for internal equity.
• Create and perform ongoing audits of FLSA status, classifications, pay grades, EEO codes, and job codes; investigate classification questions and propose resolutions on FLSA exemptions.
• Prepare analytical reports by collecting, analyzing, and summarizing data and trends, including labor-market studies, job pricing, and salary and industry trends.
• Manage existing compensation systems, evaluate the need for new technology, monitor industry advancements, and recommend system enhancements or new solutions.
• Develop ad hoc compensation analyses and reports and manage projects as needed.
• Direct the work of direct-report employees and manage personnel matters, including recruiting, hiring, training, scheduling, evaluating, coaching, and developing staff; recommend or initiate promotions, transfers, and disciplinary action.
• Perform other related duties as assigned.

Benefits

• A 401(k) savings plan with company contributions, subject to eligibility requirements.
• Medical insurance, subject to eligibility requirements.
• Dental insurance, subject to eligibility requirements.
• Vision insurance, subject to eligibility requirements.
• Life and disability coverage, subject to eligibility requirements.
• Paid time off, subject to eligibility requirements.
• Tuition reimbursement, subject to eligibility requirements.
• Wellness programs, subject to eligibility requirements.
• Employees may be eligible for bonus or commission opportunities, depending on the role.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager