Under the leadership of the Director of Compensation, this role has responsibility for planning, design, implementation & administration of the day-to-day compensation programs for the MLH system. Working collaboratively with leadership, the manager will ensure that the compensation program supports and is aligned with both short and long term business objectives. Ensures that compensation programs continue to be both competitive and cost effective. Provides leadership, coaching, direction and acts as a resource to staff within the compensation area as well as others participating on cross-functional teams. Applies comprehensive understanding of HR laws, rules, and regulations to complex situations. Models appropriate behavior as exemplified in MLH Mission, Vision and Values.
Bachelor’s degree in Human Resources, Business Administration, or related field required.
Must have at least 5 years’ professional-level experience in Compensation
Minimum of 5 years’ HR Generalist professional experience to include compensation
-Experience in job evaluation and salary planning using a market driven approach; strong research and analytical skills.
-Broad understanding and wide application of HR and compensation technical principles, theory, and concepts.
-Has a reputation as responsible, reliable, and trustworthy; demonstrates a high level of confidentiality and discretion.
-Ability to influence others without formal authority.
-Exhibits passion for innovative compensation solutions and a desire to achieve excellence.
-Excellent organizational and consultative skills.
-Excellent interpersonal communications skills to effectively communicate and interact with all levels of management.
-Proven high level Excel skills; proficient with software programs such as Word and Power Point.
-Independently provides solutions/recommendations to a wide range of difficult or more complex problems.
-Applies disciplined thinking that is clear, rational, open-minded, and informed by evidence.
-Takes responsibility for own actions; keeps commitments.
Key Job Responsibilities:
-In collaboration with the Director, develops goals and objectives, manages the annual salary planning and competitive review process, develops policies/procedures, provides analyses of cost impact, and communicates compensation changes.
-Serves as an effective business partner to HR and leaders regarding complex compensation issues. Develops solutions to compensation concerns and/or issues and provides counsel.
-Works collaboratively with compensation staff to coordinate the development/revision of effective job descriptions.
-Monitors the job evaluation process ensuring grading and salary recommendations are consistent with established guidelines, current practices and MLH policies.
-Leads or provides assistance in designing and developing incentive plans or the administration of existing plans.
-Serves as Project Manager in overseeing the completion of projects including planning, organizing and implementation of compensation-related projects.
-Administers the day-to-day compensation administration for assigned Job Families. Analyzes and determines compensation rates for incumbents using market data, pay trends, incumbents’ experience and performance history. Develops compensation plan strategies and programs for assigned Job Families.
-Leads and/or supports processes and initiatives to plan and manage implementation of change. Assesses readiness for change and anticipates challenges.
-Establishes, builds, and sustains alliances and credibility to influence and support compensation strategies.
-Critical Evaluation: Identifies the central issue in complex situations through fact finding, analysis, and skillfull probing. Analyzes potential solutions to develop and support alternative solutions and recommend a course of action.
-Researches best practices/benchmarking; summarizes and disseminates the information and determines application to MLH.
-Prepares reports, analyses and other written communication to support compensation recommendations or conclusions. Develops and makes presentations to management.
-Keeps management informed of compensation issues, developments, and challenges to ensure to ensure risks are fully assessed and mitigated.
-Stays well-informed of developments and trends in HR-Compensation, including legislative and regulatory implications. Applies regulatory and compliance knowledge to protect the organization.
-Maintains and develops a competent, productive, and quality conscious workforce by hiring, evaluating performance, counseling, training, and recommending personnel actions according to the MLH value system. Serves as a mentor to promote professional practice among members of the HR team. Provides technical guidance on complex compensation and other HR issues.