Compensation Manager

HealthEdge

39d•$107,000 - $148,000•Remote

About The Position

Overview Position Overview: This individual contributor role is a critical, hands-on role responsible for ensuring the effectiveness and success of our global compensation programs, with focus on contributing to the development of and implementing regional programs for North America, US and Mexico operations. This individual will drive the implementation and administration of regional compensation initiatives and projects, serve as a key escalation point for all compensation matters in the region, and be the global technical lead for compensation systems. This role requires a blend of deep analytical skills, technical system expertise, and the ability to manage complex projects. Our ideal candidate thrives in a fast-paced, dynamic environment and combines project management expertise with subject matter expertise, allowing s/he to oversee, and facilitate medium and large-scale, complex projects within the Compensation function. About Center of Excellence: Centers of Excellence (COE) are teams whose primary goal is to provide expertise in a specific field. COEs will usually provide support through training, research, and skilled leaders. In the case of HealthEdge, our Centers of Excellence incorporate the Human Resources, IT, Legal and Financial fields, all of which provide support to our Product divisions and allows the enterprise to move forward and achieve its goals. Your Impact:Program Leadership & Project Management Program Ownership & Administration: Lead, drive, and manage the life cycle of the annual merit increase, bonus payout, and promotion processes, ensuring requirements, communications, training, budget roll-ups, salary planning, and other post-cycle activities are executed with excellence. Own equity process from end-to-end including establishing an equity administration process and serve as primary escalation point for day-to-day issues. Global Process Assurance: Partner with the India-based team to ensure effective Global Year-End (YE) processes, contributing to process design and system configuration Project Management: Lead medium-to-large-scale Compensation projects across teams, regionally or globally, focusing on continuous improvement in processes and tools for efficiency, effectiveness, and quality. Lead the administration of incentive programs, including data management, reports, bonus templates and calculations, and employee communications. Compensation Technology & Data Global Tool Management: Oversee the management, maintenance, and optimization of all compensation software tools used for market pricing and equity administration (e.g., Workday, Better Comp, Carta). Compensation Analytics: Assist in the development of sophisticated compensation analytics and models to inform decision-making. Consultative Operations, Support & Strategy Alignment Integration Support: Participate in merger discovery and integration efforts. Ownership of portions of Compensation integration workstream related to business changes, including supporting the harmonization of Job Architectures (JA). Consultative Partnership: Work with the Director, Compensation and business leadership to address business needs with a balanced approach while considering the Compensation philosophy, market data, and business condition. Day-to-day Compensation: Provide consultative support across HealthEdge in areas including day-to-day compensation evaluation, role leveling, market analysis/benchmarking, and communication. Offer & Retention Guidance: Provide expert guidance and consultation on offers, retention strategies, and counter-offers for critical talent. Executive Compensation: Support the VP & Director with executive compensation projects, as needed, ensuring high levels of confidentiality and accuracy. Process Improvement: Collaborate with stakeholders/partners/team members to continually improve compensation processes and tools with focus on efficiency, effectiveness, and quality Training & Market Expertise Market Trends: Identify emerging market trends and best practices (general and industry specific). Training/Coaching: Coach the broader People team to ensure they are up-to-date on compensation trends and compensation subject matter knowledge.

Requirements

8+ years of progressive experience in Compensation, experience in a global or multi-regional role preferred. Experience in a high-growth technology or global organization is highly desirable.
Proven expertise in HRIS platforms, managing and administering compensation planning and equity administration software. Experience with Workday, UKG, Better Comp, Carta, compensation planning software, strongly preferred. Excellent MS Excel skills required.
Global Acumen: Solid understanding of compensation principles and compliance requirements in North America (US/Mexico) and familiarity with general global compensation practices.
Education: Bachelor’s degree in Human Resources, Business, or a related field. Certified Compensation Professional (CCP) designation is a plus.
Comfortable working in a fast paced environment, with ability to shift priorities and be comfortable working in ambiguous, evolving situations.
Strong organization and time management skills, as well as project management experience
Ability to hold a high degree of accuracy, confidentiality, and timelines for completion of projects
Ability to interact and communicate effectively with all levels of the organization including presenting information
Collaborative, client focused approach, ability to work with a team and cross functionally
Strong analytical skills
Self-motivated individual with ability to take initiative
General overall knowledge and experience within HR with demonstrated ability to apply technical solutions to solve business problems in an effective manner, preferred.

Nice To Haves

Prior experience with merger integration is a plus.
Prior experience providing business requirements and implementing compensation planning software is strongly preferred.
Surveys: Familiar with Radford and Mercer Comptryx, as well as Radford job architecture, preferred
Certified Compensation Professional (CCP) designation is a plus.

Responsibilities

Lead, drive, and manage the life cycle of the annual merit increase, bonus payout, and promotion processes, ensuring requirements, communications, training, budget roll-ups, salary planning, and other post-cycle activities are executed with excellence.
Own equity process from end-to-end including establishing an equity administration process and serve as primary escalation point for day-to-day issues.
Partner with the India-based team to ensure effective Global Year-End (YE) processes, contributing to process design and system configuration
Lead medium-to-large-scale Compensation projects across teams, regionally or globally, focusing on continuous improvement in processes and tools for efficiency, effectiveness, and quality.
Lead the administration of incentive programs, including data management, reports, bonus templates and calculations, and employee communications.
Oversee the management, maintenance, and optimization of all compensation software tools used for market pricing and equity administration (e.g., Workday, Better Comp, Carta).
Assist in the development of sophisticated compensation analytics and models to inform decision-making.
Participate in merger discovery and integration efforts. Ownership of portions of Compensation integration workstream related to business changes, including supporting the harmonization of Job Architectures (JA).
Work with the Director, Compensation and business leadership to address business needs with a balanced approach while considering the Compensation philosophy, market data, and business condition.
Provide consultative support across HealthEdge in areas including day-to-day compensation evaluation, role leveling, market analysis/benchmarking, and communication.
Provide expert guidance and consultation on offers, retention strategies, and counter-offers for critical talent.
Support the VP & Director with executive compensation projects, as needed, ensuring high levels of confidentiality and accuracy.
Collaborate with stakeholders/partners/team members to continually improve compensation processes and tools with focus on efficiency, effectiveness, and quality
Identify emerging market trends and best practices (general and industry specific).
Coach the broader People team to ensure they are up-to-date on compensation trends and compensation subject matter knowledge.