Manager Compensation

BECU

4d•Hybrid

About The Position

Is it surprising to hear that a financial institution of 1.5 million members and over $30 billion in managed assets say that success comes from focusing on people, not profits? Our “people helping people” philosophy has guided us since 1935, driving our deep commitment to serving our members, communities, and each other. When you join our team, you become part of a purpose-driven organization where your work makes a real difference. While we’re proud of our history, we’re even more excited about our future. With business and technology transformation on the horizon, there’s never been a better time to be part of BECU. IMPACT YOU’LL MAKE: As the Manager of Compensation at BECU, you will play a pivotal role in shaping our compensation strategy to attract, retain, and motivate our talented workforce. Your leadership will ensure that our base compensation programs are not only efficient and effective but also aligned with our corporate goals. By collaborating with key stakeholders, you’ll create an environment where employees feel valued and rewarded for their contributions, helping to drive BECU’s success. To join our dynamic team in this role, we require candidates to be residents of WA, OR, ID, CA, and AZ. If you’re located in Washington state and within a reasonable driving distance to our Tukwila Headquarters (TFC), we encourage you come into the office on Tuesdays & Wednesdays each week. For those candidates that live outside the commutable distance to TFC and in any of our approved remote work locations, this role will be primarily remote. Remote or onsite, we are committed to ensuring you are fully engaged and included in our collaborative environment. This isn’t just about ticking off tasks on a list. It's about making a significant, positive change in BECU’s journey, where your contributions are valued, and your growth is continually fostered. WHAT YOU’LL GAIN: A collaborative culture that values your insights and contributions The chance to influence compensation strategies that affect all employees A supportive environment that encourages innovative thinking

Requirements

Bachelor’s degree in business or human resources or equivalent work or educational experience.
4 years of relevant compensation experience.
1 year of people management experience.
Experience working with broad base compensation programs with application of conceptual, analytical, and problem-solving skills.

Nice To Haves

Advanced degree.
Advanced spreadsheet and database expertise with strong reporting, analysis, and modeling capabilities.
Experience leading or managing programs or projects, with the ability to coordinate stakeholders, timelines, and deliverables.
Experience supporting mergers and acquisitions (M&A) activities.
Experience with Workday.
Certification in CCP.
Variable and/or executive compensation experience.

Responsibilities

Manage Base Pay Programs: Oversee the Credit Union’s overall base pay compensation programs including merit cycle, leading modeling, analyses and recommending changes to salary structures and grades to ensure fairness and competitiveness.
Manage Annual Incentive Programs: Lead administration of annual incentive programs for employees and leaders, serving as the primary contact for inquiries related to program administration and policies.
Advise Business Leaders: Partner with business leaders to provide guidance on compensation issues, crafting solutions that align business goals with compensation strategies, and reviewing complex compensation cases.
Job Design and Evaluation: Manage job design and evaluation processes, ensuring job descriptions, leveling, and titling meet current needs while revising processes as necessary to stay relevant.
Manage Salary Surveys: Oversee the external compensation market survey strategy, ensuring timely completion and evaluation of survey data to keep BECU competitive in the marketplace.
Participate in Performance Management: Engage in cross-functional performance management processes, contributing to system development that enhances employee performance evaluations.
Provide Coaching and Mentoring: Offer ongoing coaching and training to foster employee growth, conducting regular performance evaluations using established competencies.
Ensure Compliance: Maintain a comprehensive understanding of federal, state, and local compensation laws, ensuring all practices meet legal requirements and industry standards.
Stay Informed on Trends: Keep up-to-date with compensation developments and trends, recommending adjustments to compensation programs as needed to stay competitive.
Perform Additional Duties: Take on new challenges and responsibilities as assigned, contributing to the team’s overall effectiveness.