$50-70/hr
Job Title: Compensation Manager
Contract to perm
Location: Back Bay, Boston
2 days on site
Must Haves:
- 7+ years of compensation experience
- Handled comp strategy and graded positions
- High volume experience
- People skills. good communicator
- Understanding of comp laws & regulations
Preferred:
- Higher Ed
- Union Experience strongly preferred
- Non Profit
- SHRM-CP, CEBS, and/or CCP or equivalent preferred.
- Workday
Compensation Manager
Reporting to the AVP of Human Resources, the Compensation Manager plays a pivotal role in designing, implementing, and managing comprehensive staff compensation programs to attract, retain, and motivate top talent. The Compensation Manager ensures equity and competitiveness in compensation practices across all levels of the institution, conducting market research, analyzing data, and providing strategic recommendations to maintain their position as an employer of choice in the higher education sector. The Compensation Manager collaborates closely with senior leadership, HR Partners, and external consultants to uphold fair and transparent compensation practices aligned with our mission and values.
Essential Duties and Responsibilities:
- Develop and maintain job classification systems, ensuring positions are accurately categorized and aligned with organizational objectives and industry standards.
- Provide guidance and support to HR Business Partners, Talent Acquisition and hiring managers on compensation-related matters, including salary offers, promotions, and performance reviews.
- Partner with Talent Acquisition to develop competitive compensation packages to attract and retain top talent.
- Assess compensation competitiveness, contribute to the drafting of job descriptions, conduct job grading, recommend starting salaries, and provide guidance on salary adjustments and promotional increases.
- Perform position audits, equity reviews and assist with reorganizations, ensuring accuracy and consistency across campus.
- Actively participate in external compensation surveys to help benchmark compensation practices. Manage data collection for participation in compensation surveys.
- Provide recommendations for the development and refinement of our salary structure, including considerations for FLSA exemptions, job revisions, and related matters.
- Stay current on pay transparency regulations, legislative changes and ensuring compliance with laws such as the Equal Pay Act and other relevant regulatory changes. Provide guidance to stakeholders on implementing transparent compensation practices to foster equity within the organization.
- Regularly assess and maintain compensation practices to reflect evolving market trends and ensure internal equity.
- Conduct audits of Workday compensation data, monitoring compensation practices, ensuring internal and external equity and fairness.
- Collaborate with partners across campus to educate managers on compensation and salary setting processes.
- Assist with other compensation projects and ad hoc compensation studies as required by leadership.
Knowledge and Skills Required:
- Minimum of 7 years of progressive experience in compensation management and Human Resources with a focus on compensation programs, including at least 5 years of hands-on experience in analysis, design, and administration of compensation plans.
- SHRM-CP, CEBS, and/or CCP or equivalent preferred.
- Proficient in utilizing HR Information Systems (HRIS), particularly with Workday systems, to effectively manage compensation data and processes.
- Strong Excel skills, along with advanced research and analytical capabilities, to gather, interpret, and analyze data accurately.
- Excellent interpersonal and collaborative abilities to effectively collaborate with various stakeholders across the campus, including HR colleagues, senior management, and hiring managers.
- Proven track record of employing effective problem-solving skills to identify challenges and develop innovative solutions within compensation management.
- Extensive experience in developing, implementing, and revising compensation plans to align with organizational objectives and industry best practices.
- Thorough understanding of laws and regulations related to compensation, including but not limited to the Fair Labor Standards Act (FLSA) and Equal Pay Act, to ensure compliance and mitigate risks.
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