Manager, HRIS Administration and Compensation

Piedmont Airlines•Charlotte, NC

About The Position

Piedmont Airlines is seeking a Manager, HRIS Administration and Compensation to lead the development, implementation, and administration of compensation programs, policies, and procedures. The role reports to the Vice President, Finance. The position operates in a standard office environment using telephones, computers, and other office equipment. Some travel is required, and occasional lifting of up to 25 pounds is expected. Employment is contingent upon a clear driving record, a 10-year Criminal History Records Check, and a drug screen as required. Proof of high school or GED completion is required, and applicants must be at least 18 years old.

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 be able to analyze positions.
Advanced analytical and problem-solving skills, including the 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 of financial data analysis and reporting.
Successful project and change management experience.
Ability to develop and maintain constructive, cooperative working relationships with others at all levels.
Proof of high school or GED completion.
Minimum age of 18.
Clear driving record, 10-year Criminal History Records Check, and drug screen as required.

Responsibilities

Develop and evolve the organization’s pay scale and structure.
Determine competitive wage rates and adjust them as necessary.
Ensure the company’s pay scale complies with changing state and federal laws and regulations.
Manage projects involving areas such as job assessment and benchmarking.
Work with managers to 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 to craft compensation packages that are internally equitable and externally competitive.