Manager, HRIS Administration and Compensation

Piedmont Airlines•Charlotte, NC

About The Position

Piedmont Airlines is seeking a motivated, reliable leader to manage the development, implementation, and administration of compensation programs, policies, and procedures. The position reports to the Vice President, Finance. The role leads compensation program design and administration, evaluates pay structures and market competitiveness, and partners with HR Business Partners, Talent Acquisition, managers, and business leaders to support equitable, competitive compensation and business results. Some travel is required.

Requirements

Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations, negotiation, and personnel information systems.
Knowledge of laws, legal codes, precedents, government regulations, executive orders, and agency rules.
Maintain current knowledge of market trends and ability to perform position analysis.
Advanced analytical problem-solving skills and ability to draw logical, systematic conclusions from data and consistently prepare accurate, timely analyses.
Ability to manage and prioritize multiple projects in a fast-paced environment.
Knowledge of economic and accounting principles and practices, and financial data analysis and reporting.
Successful project and change management experience.
Ability to develop and maintain constructive, cooperative working relationships at all levels.
Proof of high school or GED completion.
Minimum age of 18.
Employment is contingent upon a clear driving record, a 10-year Criminal History Records Check, and a drug screen as required.

Responsibilities

Develop and evolve the organization’s pay scale and structure.
Determine competitive wage rates and change them as necessary.
Ensure the company’s pay scale complies with changing state and federal laws and regulations.
Manage projects in areas such as job assessment and benchmarking.
Work with managers to help develop promotion and retention strategies for existing employees.
Conduct market pay studies.
Provide operational analysis, reporting, and trends related to compensation plans.
Continually evaluate compensation programs to ensure they are legally compliant, competitive, aligned with the overall compensation philosophy, and driving appropriate business results.
Partner with HR Business Partners, Talent Acquisition, and business leaders in crafting compensation packages that are internally equitable and externally competitive.