Sr. Compensation Programs Lead

G3 Enterprises; Modesto (CA); Presencial; USD 103.000 - 129.000; Jornada completa

Ventajas ofrecidas por este puesto de trabajo

Competitive benefits package

Descripción de la vacante

G3 Enterprises, a diversified packaging, logistics, real estate and minerals company, seeks a Sr. Compensation Programs Lead in Modesto, CA to develop and administer compensation programs.

You will analyze market data, benchmark trends, and advise leadership to attract and retain top talent. You will own merit, promotion and equity cycles, manage budgeting, and collaborate with HR, IT and Finance to ensure compliance with state and federal laws.

Formación

• Bachelor’s degree in HR or related field with increasing responsibility in compensation.
• Strong understanding of broad-based compensation programs.
• Experience with project and program management.
• Proficiency in Excel, PowerPoint, Word for modeling and reporting.
• Knowledge of compensation regulations (FLSA, California Equal Pay Act).

Responsabilidades

• Develops and implements compensation practices that are competitive and equitable.
• Partners with leadership to update compensation guidelines and policies.
• Performs analyses for offers, promotions, and equity reviews, and educates HR partners.
• Leads merit, promotion, and equity cycles with budgeting and vendor tooling.
• Supports incentive plan administration and cross-functional collaboration.

Conocimientos

Analytical skills

Business acumen

Project management

Independent work in ambiguity

Educación

Bachelor’s degree in Human Resources or related field

Herramientas

ADP

SuccessFactors

Payfactors

Descripción del empleo

Job Title: Sr. Compensation Programs Lead

G3 Enterprises is an industry leader in packaging, logistics, real estate and minerals solutions. Our diverse portfolio of businesses create a variety of opportunities for career growth. We believe in fully leveraging the talent within our organization, presenting employees with challenging work, opportunities for job rotations, special projects, and a changing landscape.

Job Description

Summary

Responsible for developing, enhancing, and administering compensation practices and programs across the organization. Researches emerging trends in compensation, new technologies/tools and leverages best practices when executing compensation initiatives. Ensures consistency and competitiveness in compensation practices to achieve the organization’s goal to attract, develop, motivate, and retain a high performing and engaged workforce. Ensures internal equity, compliance with internal policies and procedures as well as local, state, and federal legislation.

Essential Functions

• Develops and implements sound compensation practices which are competitive, drive business results, and ensure internal equity.
• Partners with leadership to create, maintain and update internal compensation-related guidelines, policies, and instructions.
• Performs all compensation analysis and makes recommendations for job offers, promotions, transfers, pay analysis and equity reviews. Prepares offer recommendations following internal procedures and guidelines and educates HR partners, hiring managers, and employees when needed.
• Owns the execution of the merit, promotion, and equity compensation review cycle including budget and merit matrix modeling; partnering with the vendor to configure the planning tool; data auditing, analysis, executive roll-up, and facilitating the communication of increases to the HRBP’s and managers.
• Supports the administration of the incentive plan process.
• Responsible for facilitating internal compensation related projects and analysis – and makes recommendations based upon the findings.
• Collaborates with departments to perform analysis for new positions or restructures, developing equitable and competitive compensation solutions.
• Provides support and counsel to the business and HR business partners during core processes to ensure compensation decisions align with company practices and philosophies.
• Conducts job evaluations and partners with the business to create job descriptions that properly capture the unique work of each role. Maintains company job description database.
• Regularly conducts market analysis and benchmarking to ensure competitive compensation. Utilizes market competitive analyses to attract and motivate employees, and to recommend strategies for addressing competitive pay challenges, and/or advise on individual pay decisions.
• Researches and makes recommendations of new technology and tools to improve compensation programs and practices.
• Oversees the implementation, execution, utilization, and day-to-day activities of compensation products, tools and programs. Collaborates with HRIS team to improve and enhance systems and reporting relating to Compensation.
• Selects and/or participates in compensation surveys to collect and analyze competitive salary information to determine company's competitive position. Advise on reputable surveys and benchmarks to ensure competitive market position.
• Stays abreast of trends and changes in Human Resources legislation; works with external partners to ensure the company’s compensation practices are compliant with state and federal government agencies.
• Acts as a liaison and collaborates with cross-functional teams (HRBP’s, HRIS, IT, Legal and Finance).
• Supports data accuracy and escalates issues to IT, HR COEs, or leadership in a timely manner.
• Maintains satisfactory attendance, to include timeliness.
• Responsible for understanding and complying with applicable quality, environmental and safety regulatory considerations. If accountable for the work of others, responsible for ensuring their understanding and compliance.

Supervisory Responsibilities

• Develops, coaches, and mentors’ peers and others.
• If accountable for the work of others, conducts performance evaluations; reviews and communicates salary adjustments; rewards employees or takes disciplinary action, as necessary; addresses complaints and resolves issues.

Qualifications

Minimum Qualifications

• Bachelor’s degree and 5 years of experience within human resources demonstrating increasing levels of responsibility to include compensation experience; OR Bachelor’s degree and 4 years of G3 experience within human resources demonstrating increasing levels of responsibility to include compensation experience.
• Strong understanding of broad-based compensation programs.
• Project and program management experience.
• Excel, PowerPoint, and Microsoft Word skills including the development of complex spreadsheets, modeling, presentations, and experience preparing, documenting, and presenting reports and analyses.
• Knowledge of government regulations and compliance standards affecting compensation programs (FLSA, California Equal Pay Act, etc.).
• May be required to travel to company offices, sites, and/or meeting locations for onboarding, training, meetings, and events for development, department needs, and business delivery up to 5% of the time, with or without reasonable accommodation.
• Strong analytical skills and business acumen.
• Ability to operate independently in an ambiguous, continuously changing, fast-paced environment
• Ability to juggle multiple tasks, handle sensitive information, make sound business decisions, influence business leaders, manage details, and deliver results company-wide.
• Proven organizational skills with attention to detail and the ability to prioritize and work well in an environment with competing demands.

Preferred Qualifications

• 3 years of combined compensation experience, preferably at a high-growth company working with production, logistics, sales, and/or finance groups.
• 1 year of experience leading software/product selection, integration, and implementation.
• Certified Compensation Professional (CCP).
• Knowledge of HR systems, such as ADP, SuccessFactors, and/or Payfactors.
• Experience conducting benchmarking/market data analysis, job evaluation, etc.
• Advanced knowledge of Microsoft Excel and a deep interest in analyzing data to drive sound decision making

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to sit, and talk or hear.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.

Compensation

Hiring Salary Range: $103,100 - $128,900

Actual compensation amount paid may be lower or higher to be determined by factors other than race and gender such as the education, experience, knowledge, skills and abilities of the applicant, internal equity, and alignment with market data.

Perks & Benefits

This position includes a competitive benefits package.

G3 is enrolled in the Department of Homeland Security's E-Verifying program and will use the program to verify the employment eligibility of all newly hired employees as required. G3 does not sponsor for employment based visas for this position now or in the future.