Sr. Compensation Manager

Sr. Compensation Manager

The Sr. Compensation Manager is responsible for managing the compensation function for Cinch Homes Services. The Senior Compensation Manager plans, develops, and implements new and revised compensation programs, policies, and procedures to align with the company's goals and competitive practices. This position is also responsible for ensuring that company compensation programs are consistently administered in compliance with internal policies and government regulations.

The Sr. Compensation Manager will design and deliver compensation processes and practices allowing us to attract and retain the critical talent necessary for Cinch's success while ensuring processes are efficient, effective, and employee-centric. By ensuring that Cinch’s rates are up-to-date and reflective of the latest industry trends, they help to ensure that their employees are received fairly and equitably.

The Sr. Compensation manager will help plan and make informed recommendations to the leadership team. This person needs to be comfortable with numbers and understand what's needed to make informed recommendations. They'll also be able to track Cinch’s market rates, so they can make informed decisions about how much money to spend on benefits and compensation.

Key Responsibilities

• Leads the development, implementation, and administration of compensation programs, policies, procedures, incentive philosophy, and practices to drive and execute corporate strategy, and support business objectives and key company priorities.
• Work in partnership with the Business, Finance, TA, Talent Engagement, HRBPs, & HR - People Operations to meet goals and desired outcomes
• Creates and manages Cinch's compensation philosophy, policies, practices, and processes, including the promotion process, to ensure our compensation is competitive and attracts the best talent to help Cinch achieve our results
• Manages common compensation functions, including survey participation, job evaluation, salary structure development, incentive plan design, and associated analysis.
• Owns the organizational relationship structure to ensure Menlo is accurately creating and maintaining jobs, positions, and correct organizational structures
• Creates and manages employee data administration to ensure data quality
• Analyzes the effectiveness of existing compensation policies, guidelines, and procedures recommending plan revision as well as new plans that are cost-effective and consistent with compensation trends and corporate objectives.
• Analyzes organizational pay practices and makes recommendations for salary changes to ensure equity.
• Participates in salary surveys and monitors salary survey data to ensure compensation objectives are achieved
• Complete annual compensation survey submittals.
• Works with the rest of the HR team to ensure accurate job descriptions for positions in the organization. Conducts job analysis to determine appropriate salary levels according to compensation guidelines and policy.
• Helps implement special compensation programs or incentive systems for all employees or for specific groups to support the organization's objectives.
• Manages the Merit Planning Process utilizing the HRIS system in addition to managing process communications and establishing/tracking associated metrics.
• Consult with leadership to determine requirements for program-specific incentive and retention plans, propose plan design and draft plan document. Implement enterprise-wide incentive plans to include coordinating participation, analyzing costs, and briefing leaders on program process, timing, and requirements.
• Perform ad hoc analysis of base and variable pay against salary surveys and/or established company ranges to ensure pay rates are both internally and externally equitable.
• Create new job families/functions as needed. Market price new jobs to determine the most appropriate grade assignment and develop job descriptions and other internal documentation.
• Review new and existing jobs to determine appropriate FLSA classification in compliance with the DOL regulations.

• Collaborate with HR Partners, Business Management, and operational leadership developing and fostering professional relationships to provide solutions relating to strategic initiatives and compensation deliverables.

• Provide advice and counsel to team leaders on promotion planning, job classifications, and leveling and employee compensation decisions.
• Evaluate external labor market conditions, and internal growth projections, and analyze data to drive sound talent compensation decisions.
• Provide Sales and Management Incentive Program communication plans and achievements to all appropriate parties to ensure a high level of understanding.
• Develop ad hoc reports within HRIS to provide to management on demand, or to lead to internal reporting efficiencies.
• Prepare ad-hoc and regular management reports and metrics.

• Evaluate and streamline internal processes to maximize efficiency and effectiveness with internal partners as well as key operating departments such as incentive processing, payroll, business management, etc.
• Performs other tasks and duties as assigned

Qualifications:

• 7-10 years of experience in people operations and compensation management
• Five or more years of compensation experience including market data analysis and job evaluation and salary administration. Incentive compensation plan design and/or administration experience is a plus.
• Excellent communication and influencing skills
• Proven ability to drive operational excellence within people operations and compensation programs and processes.
• Exceptional analytics and data visualization skills
• Able to plan and align multiple programs to achieve business goals.
• Able to drive results in alignment with Menlo's values
• Advanced knowledge of Microsoft Office such as: excel, word, and PowerPoint as well as Cognos.
• Strong interpersonal skills and ability to partner with other HR professionals and business leaders to facilitate and influence decision-making.
• Demonstrated ability to conduct formal presentations of findings and recommendations.
• Strong written communication skills to develop incentive plan documentation and formal recommendations.
• Requires excellent analytical skills and strong proficiency in the use of Excel and HRIS applications to extract data and design and prepare meaningful analyses, pro forma models, plan calculations, and presentations of compensation programs and alternatives.
• Demonstrated ability to work independently and within a team, conduct research, formulate conclusions, and present conclusions regarding business issues. 

Education:

• Bachelor’s or advanced degree preferred, with emphasis on business administration, human resources, finance, etc.