Senior Manager, Compensation

Rosendin•San Jose, CA

4d•$180,100 - $236,400•Onsite

About The Position

This position is a leadership role responsible for implementing operational excellence and compensation strategy, ensuring efficiency and compliance across the organization. This role reports directly to the Director of Compensation and Benefits and acts as a strategic partner to the organization. The Senior Manager, Compensation will mentor the team and will collaborate with various Centers of Excellence (COEs) to drive strategic HR initiatives. This role will require the leadership qualities of patience, persistence, professionalism, creativity, flexibility and tenacity to be successful in a fast-growing business that can be resistant to change. The Senior Manager, Compensation role will become a trusted partner to the business with the proven ability to build relationships with divisional leaders and provide innovative solutions that meet evolving business needs.

Requirements

Bachelor’s degree in HR, Business, Finance, or other related profession; master’s degree preferred
Certified Compensation Professional (CCP) preferred
Expert knowledge compensation surveys, job analysis, job leveling and/or significant experience with implementing grading methodologies
Minimum 12 years’ experience working in compensation-related positions
Familiarity with CBAs and a structured hourly workforce – a plus
Experience with deferred comp such as 401k or ESOP’s - a plus
Can be a combination of education, training, and relevant experience
Bachelor’s degree in human resources, Business Administration, or a related field required.
A master’s degree (e.g., MBA, MSOL, or equivalent) and/or relevant compensation certification (CCP or similar) are highly preferred.
Minimum of 12 years of progressive HR experience, including significant experience in Compensation.
Proven track record of managing and optimizing Total Rewards delivery models, including a strong understanding of HR processes, systems, and technologies.
Demonstrated ability to develop and execute Total Rewards/HR strategies that align with business objectives and drive organizational performance.
Experience partnering and influencing across various levels of the organization, including senior leaders, business unit heads, and COEs.
Proven ability to lead and manage complex organizational change efforts.
Strong analytical skills with the ability to interpret data, identify trends, and make data-driven decisions.
In-depth knowledge of federal, state, and local employment laws and regulations.
In depth expertise in compensation principles, practices and regulations.
Expert level understanding of market analysis, job architecture, evaluation and pay design.
WTW Global Grading methodology preferred.
Strong leadership skills that build and motivate high-performing, competent compensation teams
Executive level support of total rewards strategy
Advanced level analytic skills and strategic acumen
Extensive knowledge of various compensation plan designs
Financial ability to identify and implement cost-effective programs.
Excellent communication, interpersonal, and presentation skills.
Strong leadership, team management, and coaching skills.
Strategic thinking and problem-solving abilities.
Ability to manage multiple priorities and navigate a fast-paced, evolving environment.
Proficiency in HRIS/TA platforms and HR technology solutions.
Demonstrates proficiency with Microsoft Office (Outlook, Word, Excel, etc.)
Prioritize and manage multiple tasks, changing priorities as necessary (seems duplicative with planning & org. skills)
Work under time pressure and adapt to changing requirements with a positive attitude
Effective oral and written communication skills as required for the position
Self-motivated, proactive and an effective team player
Interact effectively and professionally with all levels of employees, both management and staff, vendors, clients, and others

Nice To Haves

Experience in the construction industry - a plus

Responsibilities

Demonstrate the efficient, consistent, and compliant execution of the Compensation lifecycle including market analysis, benchmarking, design/management of pay structure, incentive plans and other programs.
Modeling the characteristics of a trusted people leader, provide counsel and/or coaching to divisional leaders and peers as well as guidance, feedback, perspective and mentorship to direct and in-direct reports in their professional development.
Execute and direct a nimble, scalable strategy to support the needs of the ever-changing business.
Partner with HR Business Partners (HRBPs), Talent Acquisition (TA), Benefits and business leaders to understand their needs, providing guidance in executing Total Rewards strategy effectively across the regions and through the business unit levels.
Collaborate with HR Operations, Learning & Development, and Talent Acquisition COEs to develop and implement integrated Total Rewards processes that align with business objectives.
Focus upon continuous improvement within Total Rewards, identifying opportunities for process optimization, automation, and leveraging technology (including data analytics) to enhance efficiency and service quality.
Ensure compliance with all relevant federal, state, and local employment laws, regulations, and internal policies, as well as managing Total Rewards-related risks.
Leverage data and analytics to identify trends, inform decision-making, measure the effectiveness of Total Rewards programs and initiatives, and provide insights to senior leadership.
Lead and support change management efforts related to Total Rewards programs, organizational restructuring, mergers/acquisitions and other strategic initiatives, ensuring smooth transitions and adoption across the organization.
Champion a positive and inclusive culture that aligns with company values, fostering employee engagement and a high-performance environment.
Ensures the organization is both highly competitive in multiple markets and internally equitable.