Think Beyond The Label Jobs

Lead Compensation Consultant Work is highly autonomous, with constant use of discretion on matters that result in significant organizational and/or financial impacts. Effectively provides Compensation Consultative support & advice to business units with high organizational complexity and multiple business units and geographies. Primarily supports highly complex revenue producing and/or customer facing jobs with a multitude of incentive plans Proven ability to link jobs with various incentive opportunities, to understand and speak to total compensation for positions on BUI incentive plans. Advises Incentive Compensation on market data and competitiveness of internal pay practices. Ensures alignment of pay communications to business leaders. Job Responsibilities: Risk & Compliance * Must stay abreast of federal and state regulations impacting Compensation. * Ensures compliance with FLSA exemption classifications and independently meets with business leaders to provide clarity on white collar exemptions when necessary. * Owns job description templates and updates job functions related to ADA accommodations when necessary. * Leads internal and external audit processes 25%. Reporting & Analytics * Works on a variety of complex projects involving analysis, job mapping, project planning, and testing. * Coaches HR Consulting and/or business leaders on job descriptions, ensuring job content is appropriately captured. Salary Program Administration * Autonomously reviews job and pay change requests and consults with the business and HR Consulting on best approach. * Administers base pay in accordance with salary structures; develops new pay structures, analyzes and advises on annual refresh, and partners with HR Operations to ensure all changes are appropriately captured in ADP. * Exercises discretion related to counteroffers, above max offers, and retention strategies. * Drives Q1 and Q3 processes, with full ownership of eComp system; Partners with vendor before, during, and after each Q1 and Q3 process to configure eComp, including cascaded budgets, planning hierarchies, and co-planner access. * Uploads employee data into eComp and tracks merit/AEB eligiblity related to retirements and career mobilities 25%. Market Pricing & Benchmarking * Autonomously benchmarks internal jobs against market data. * Conducts highly complex market reviews, and engages Incentive Compensation to ensure alignment with BUI Plans. * Conducts research and analyses on market competitiveness, pay equity, and pay trends and provides consultation to Management when necessary 15%. Compensation Management Software * Ownership of Compensation software, including eComp (HRsoft) and CompAnalyst (Salary.com). * Advanced knowledge of Compensation software, ensuring configuration for the most effective use. * Overall software project ownership inclusive of auditing internal data, performing testing of configuration and data interface files to ensure data integrity and accuracy. * Liaison between software vendors and internal HRIS/Technology departments for SSO, and other required support. * Manages vendor relationship for CompAnalyst, and co-manages HRsoft relationship with Manager 10%. Salary Survey Participation * Owns survey process, including vendor management, survey submissions, uploading results into CompAnalyst, and re-mapping matches to newest salary survey data. * Advises Management on addition or discontinuation of salary surveys. Equal Opportunity Employer Minorities/Women/Protected Veterans/Disabled