Manager, Compensation

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The Compensation Manager is responsible for the design, implementation, and ongoing administration of the company's base compensation programs and processes. The incumbent partners with and advises HR and business leaders on compensation philosophies, programs, policies, and practices to provide information and tools to effectively support human capital and financial objectives for the organization. Ensures the base compensation programs enhance the organization's ability to recruit and retain employees. Oversees and coordinates job evaluation, structure development, salary administration, and partners on design and administration of short term and long-term incentives. In addition, supports other HR matters within the team's scope of responsibility, including sales incentives and executive compensation programs and projects.

• Leads compensation strategy for the company by recommending standardizedfixed and variable compensation structures.
• Administers the compensation budget including salary adjustments, promotions, bonuses, and merit increases.
• Assists in the design, coordination, communication, implementation, compliance, and administration of fixed and variable compensation programs resulting from organic growth and mergers & acquisitions.
• Assists with designs and implementation of all variable pay programs including incentives, bonuses, and commissions for desired organization and employee impact.
• Conducts competitive assessments for single or multiple jobs using market analysis. Conducts special surveys, internal equity analyses, etc.
• Conducts special projects, as required. Attends and/or delivers internal and external training programs (compensation related, business related, systems applications, etc.). Manages and participates in cross-functional assignments.
• Partners on annual merit, STI and LTI Plans, and plan administration.
• Manages the day-to-day administration of Human Resources/Compensation systems and troubleshoots and solves data and system problems.
• Oversees the capture and management of employee data ensuring timely processing and data integrity.
• Maintains knowledge of and analyzes government regulations and prevailing practices among similar organizations.
• Assists in the daily administration of other Human Resources services as directed or assigned.

Carries out supervisory responsibilities in accordance with the organization's policies, procedures and applicable laws; Provides guidance and oversight to and is responsible for the coordination and evaluation of the assigned team. Responsibilities may include interviewing, hiring and training associates; planning, assigning and directing work; performance management; associate compensation; approving expense reports; addressing concerns and resolving problems.

• Bachelor's Degree required with concentration in Business, Human Resources or Finance preferred
• Minimum of 10 years of progressive compensation or related banking, financial, risk and analytics experience
• 5 years management experience preferred
• CCP, PHR and/or SPHR are desired
• Excellent interpersonal, oral, and written communications skills, problem solving, and organization skills
• Working knowledge of and skill in interpreting and applying federal, state, and local statutes and applicable rules and regulations related to the management of wage and compensation plans
• Proven ability to build relationships with, and influence, all levels within an organization
• Detail oriented and able to prioritize multiple projects
• Self-starter with the ability to identify problems/issues and offer workable solutions
• Strong time and project management skills
• Highly proficient in Microsoft Excel/spreadsheet analysis applications
• Problem identification, research resolution capabilities

• Ability to work under stress and meet deadlines
• Ability to travel when necessary
• Ability to lift/move/carry approximately 20 pounds if required to perform the essential job functions. If the employee is unable to lift/move/carry this weight and can be accommodated without causing the department/division an "undue hardship" then the employee must be accommodated; hence omitting lifting/moving/carrying as a physical requirement.

Equal Opportunity/Affirmative Action Employers. All qualified applicants will receive consideration for employment without regard to race, color, religious beliefs, national origin, ancestry, citizenship, sex, gender, sexual orientation, gender identity, marital status, age, physical or mental disability or history of disability, genetic information, status as a protected veteran, disabled veteran, or other protected characteristics as required by federal, state and local laws.