Compensation Program Manager

Hitachi Solutions•Greenville, SC

1d•Remote

About The Position

We are seeking a seasoned Compensation Program Manager to design and implement the job evaluation function and manage compensation programs in the U.S., Canada and Costa Rica that support our business strategy. This role offers an opportunity to design and implement compensation structures and program parameters that will support the business strategy across the Americas. This person will be responsible for job analysis and all aspects of compensation program management, including design, reporting, administration, training, communication, and compliance. This role is both hands-on and strategic, requiring the successful candidate to bring a creative approach in responding to market challenges in the attraction and retention of top talent; as well as a deep understanding of best practices in ensuring that compensation programs are internally equitable, externally competitive, and sustainable. The Compensation Program Manager will be a proactive communicator who guides and supports business leaders by aligning compensation programs and activities with organizational strategy. Function as an internal consultant to business leaders and talent acquisition teams to advise on competitive compensation practices, providing market data and insights Review existing compensation program and implement improvements to help the company achieve its business and talent goals Design or modify salary structures across the organization and manage the underlying processes that support such structures (i.e., job documentation and classification, job evaluation and market pricing) Collaborate with Human Resources and business leaders in the analysis and review of job levels, implementing quality controls in the job classification process across the organization and performing audits as appropriate Participate in compensation surveys to analyze company’s competitive position, prepare education and support materials for business engagement; recommend company salary structures Lead the annual compensation review process, market adjustment process, and promotion cycles, from administration to communication, while maintaining the efficiency, accuracy, and integrity of the processes Lead business stakeholders through incentive plan design, documentation, and calculation Collaborate with the finance, payroll, and legal teams to ensure our compensation programs and plans are administered timely and accurately Partner with the Finance Team in building compensation models and forecasts to ensure the proper accrual and accounting of these programs Build and generate recurrent and ad-hoc compensation reports, guides, and presentations for finance and senior management to aid in strategic decision-making and education Conduct analysis and make recommendations on incentive compensation and bonus plans for sales, delivery, and business departments Assist Human Resources Business Partners and Talent Acquisition team with compensation-related requests, issues, questions, and communications, including ad-hoc benchmarking for out of cycle reviews and/or new positions Assist in the development, writing, editing, and modification of operating policies, guidelines, and procedures, as appropriate Exercise confidentiality, discretion, and sound judgment in performance of duties. Can work remotely.

Requirements

Bachelor’s degree in Business, Human Resources or Organization Development or equivalent
Experience working in a Technology Consulting Services organization, preferably Microsoft stack (Dynamics, Azure)
5 years working on compensation plan design and administration within the technology industry, including salary structures and various incentive plans
Data-driven, innovative, and solutions-oriented person who can conduct robust compensation analyses and strategically advise business leaders
Strong relationship management, along with well-developed communication and interpersonal skills
Ability to understand business goals and recommend new approaches to effect improvements in job evaluation and compensation management processes and experiences within the company
Previous experience working with rapid growth and a complex changing work environment
Experience with an HRIS (Microsoft Dynamics) and Excel
Proven track record of understanding customer needs, showing initiative and urgency to solve problems and follow up on the solution

Responsibilities

Function as an internal consultant to business leaders and talent acquisition teams to advise on competitive compensation practices, providing market data and insights
Review existing compensation program and implement improvements to help the company achieve its business and talent goals
Design or modify salary structures across the organization and manage the underlying processes that support such structures (i.e., job documentation and classification, job evaluation and market pricing)
Collaborate with Human Resources and business leaders in the analysis and review of job levels, implementing quality controls in the job classification process across the organization and performing audits as appropriate
Participate in compensation surveys to analyze company’s competitive position, prepare education and support materials for business engagement; recommend company salary structures
Lead the annual compensation review process, market adjustment process, and promotion cycles, from administration to communication, while maintaining the efficiency, accuracy, and integrity of the processes
Lead business stakeholders through incentive plan design, documentation, and calculation
Collaborate with the finance, payroll, and legal teams to ensure our compensation programs and plans are administered timely and accurately
Partner with the Finance Team in building compensation models and forecasts to ensure the proper accrual and accounting of these programs
Build and generate recurrent and ad-hoc compensation reports, guides, and presentations for finance and senior management to aid in strategic decision-making and education
Conduct analysis and make recommendations on incentive compensation and bonus plans for sales, delivery, and business departments
Assist Human Resources Business Partners and Talent Acquisition team with compensation-related requests, issues, questions, and communications, including ad-hoc benchmarking for out of cycle reviews and/or new positions
Assist in the development, writing, editing, and modification of operating policies, guidelines, and procedures, as appropriate
Exercise confidentiality, discretion, and sound judgment in performance of duties