HRBP - Compensation and Benefits

Pinnacle Propane•Irving, TX

1d•$60,000 - $100,000•Hybrid

About The Position

The HR Business Partner (HRBP), Compensation & Benefits serves as the strategic and operational leader responsible for compensation, benefits, HRIS administration, payroll oversight, workforce analytics, and regulatory compliance. This role partners closely with business leaders to design, implement, and administer competitive compensation programs, employee benefit offerings, job architecture, and workforce planning initiatives that support organizational objectives while ensuring compliance with applicable federal, state, and local employment laws. The position acts as a trusted advisor to leadership regarding compensation strategy, benefits administration, organizational design, workforce metrics, and talent-related business decisions.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, Accounting, or related field required.
5+ years of progressive Human Resources experience.
5+ years of direct compensation and benefits experience.
Experience administering HRIS and payroll systems.
Experience conducting compensation benchmarking and workforce analytics.
Experience supporting multi-state operations is preferred.

Nice To Haves

SHRM-CP, SHRM-SCP
PHR or SPHR
CEBS
CCP (Certified Compensation Professional)

Responsibilities

Develop and administer company-wide compensation programs, salary structures, incentive plans, and compensation policies.
Conduct market pricing, benchmarking, salary surveys, and compensation analyses to ensure external competitiveness and internal equity.
Maintain salary grade structures, compensation ranges, and job architecture frameworks.
Lead annual merit increase, bonus, and incentive compensation processes.
Evaluate pay compression, pay equity, and compensation-related risks and recommend corrective actions.
Review and approve compensation recommendations including promotions, transfers, off-cycle increases, sign-on bonuses, retention payments, and temporary stipends.
Partner with Finance and operational leadership on compensation budgeting and workforce planning initiatives.
Prepare compensation recommendations and supporting analyses for executive leadership approval.
Conduct compensation impact analysis related to organizational restructuring, acquisitions, and workforce changes.
Manage all health, welfare, retirement, and voluntary benefit programs.
Serve as the primary HR liaison with brokers, benefit providers, third-party administrators, and vendors.
Lead annual open enrollment planning, communication, employee education, and implementation.
Monitor benefit plan performance, utilization trends, and costs.
Ensure compliance with ACA, ERISA, COBRA, HIPAA, Section 125, and other applicable regulations.
Manage employee benefits inquiries, appeals, escalations, and resolution efforts.
Conduct periodic reviews of benefit offerings to ensure competitiveness and alignment with employee needs.
Evaluate and recommend enhancements to total rewards programs.
Serve as HR system owner for HRIS, payroll, and benefits administration systems.
Ensure integrity, accuracy, security, and governance of employee data.
Develop and maintain HR dashboards, executive reports, and workforce analytics.
Produce reports and analyses related to: Headcount, Turnover, Compensation, Benefits utilization, Labor costs, Workforce demographics, Diversity metrics, Organizational effectiveness.
Support audits and reporting requirements associated with government compliance and business operations.
Drive continuous improvement through workforce data insights.
Oversee payroll processes and payroll-related controls.
Partner with payroll vendors and internal stakeholders to ensure timely and accurate payroll processing.
Review payroll audits, reconciliations, and exception reports.
Monitor compensation-related compliance requirements.
Ensure compliance with: FLSA, Wage and Hour regulations, ACA, ERISA, COBRA, HIPAA, State pay transparency laws, Federal and state reporting requirements.
Support internal and external audits.
Partner with managers to develop workforce planning strategies and staffing models.
Advise leaders on compensation decisions, promotions, organizational design, and talent retention.
Participate in succession planning and organizational development initiatives.
Support mergers, acquisitions, restructures, and workforce optimization efforts.
Guide leaders regarding compensation governance and policy compliance.
Provide recommendations to improve employee engagement and retention through total rewards programs.
Develop, update, and administer compensation, benefits, and payroll-related policies.
Monitor legislative and regulatory changes affecting compensation and benefits programs.
Ensure employment practices remain compliant with applicable laws and regulations.
Collaborate with Legal, Finance, and external consultants as necessary.
Participate in HR audits, affirmative action planning, and compliance initiatives.
May directly supervise HRIS, Payroll, Benefits, or Total Rewards personnel.
Provides functional leadership and guidance to HR team members and business leaders regarding compensation and benefits practices.
Demonstrate a personal commitment to safety by complying with all Company safety policies, procedures, and regulatory requirements.
Support workplace safety initiatives through the administration of workers’ compensation, return-to-work, leave management, wellness, and accommodation programs.
Participate in required safety training, promptly report unsafe conditions, incidents, injuries, and near misses, and partner with operational leaders to promote a culture of safety, compliance, and continuous improvement while protecting the well-being of employees, customers, contractors, and the communities we serve.