Compensation Specialist

Dealer Tire•Cleveland, OH

1d•Onsite

About The Position

Dealer Tire, a family-owned, international distributor of tires and parts established in 1918, is seeking a driven Compensation Specialist. This role is crucial in helping auto manufacturers grow their tire business. The Compensation Specialist will be responsible for evaluating and monitoring industry compensation trends, managing compensation reports, conducting pay equity analyses, evaluating job positions, and supporting compensation reviews for various roles within the Dealer Tire Family of Companies. Additionally, the role involves developing and overseeing compensation programs, ensuring compliance with regulations, managing incentive and bonus plans, and maintaining compensation data in Workday. The position requires strong partnerships across the business to support pay equity and DEI initiatives.

Requirements

Bachelor’s degree in business administration or HR management or a combination of education and experience that enables performance in all aspects of the position
2+ years of compensation administration experience; demonstrated knowledge of compensation methodologies, commonly used concepts, practices, and procedures
Knowledge of compensation principles (market pricing, salary structures, pay equity, and compliance)
Demonstrated proficiency in MS Excel and Microsoft Office suite
Ability to effectively communicate and collaborate cross functionally
Strong analytical skills and attention to detail
Excellent interpersonal, verbal and written communication skills
Excellent time management skills
Ability to interact with and influence others effectively
Ability to research and identify problems, develop proposals, conduct analysis independently and in collaboration with others
Demonstrated strategic decision making and project management skills

Responsibilities

Evaluate and monitor industry compensation trends, survey data, and local market developments that impact non-exempt positions including, but not limited to, technicians, distribution centers, tire stores, and field roles.
Create and manage compensation reports in Compensation Management tool to assess our program's market competitiveness, evaluate initiative effectiveness, and use data for strategic business decisions.
Assist in conducting pay equity analyses to ensure fair and consistent compensation practices across the organizations.
Evaluate job positions, collaborate with legal to determine FLSA classification, write job descriptions, establish pay ranges and compile cost-of-labor and cost-of-living data.
Support all entities within The Dealer Tire Family of Companies with non-exempt compensation market reviews, consulting with the Talent Acquisition teams and HRBPs and providing guidance and recommendations on offers for new hires and internal promotions and transfers.
With support from the Senior Compensation Specialist, develop and oversee non-exempt compensation programs, conducting scenario analyses to inform recommendations for program administration, expansion to new locations, or targeted pay adjustments.
Ensure compensation programs comply with local, state, and federal regulations.
In collaboration with the Team Lead and Senior Compensation Specialist, assist in managing compensation change initiatives by developing strategic communications and creating comprehensive compensation guides and tools.
Manage incentive and bonus plan communication and administration for all non-exempt roles.
Partner with the Senior Compensation Specialist on the administration of the annual merit process.
Partner with the business to annually update all incentive programs including sales commission plans, departmental plans and Profit Sharing plans.
Maintain compensation data and ensure accuracy in Workday, including compensation grades, compensation grade profiles, compensation plans, and assignments.
Review all offers of employment within Workday and ensure accuracy and compliance.
Process wage and salary adjustments in Workday due to merit increases, market adjustments, promotions or other job changes.
Drive accountability of compensation decisions and strategy with strong partnerships across the business that support pay equity and DEI initiatives.