SUMMARY:

Responsible for developing, administering, implementing, analyzing and managing all components of the various compensation programs. Assists VP of Organizational Talent Services with planning to ensure programs are compliant and competitive in the market in attracting and retaining talent and in alignment with the Credit Union’s compensation philosophy. The responsibilities include conducting job evaluations, market research and analysis on internal and external salary data to determine classification and salary, ensuring compensation pay practices are equitable and compliant. Serves as a compensation resource for all leaders, including communication and developing supporting resources and policies.

RESPONSIBILITIES:

1. Administer the organization’s bonus, merit, and market adjustment process, ensuring accuracy and alignment to our compensation policies and practices.

2. Assist in designing and administration of the organization’s wage structure, compensation programs, including incentive plans, commission plans and other bonus plans.

3. Evaluate current job positions, promotions, and compensation placement for prospective team members, promotions, and internal moves in alignment with our compensation philosophy.

4. Collaborate with talent services staff to analyze and recommend compensation job offers to candidates in a timely manner, ensuring alignment with internal equity and competitive external market pricing.

5. Conduct proactive market pricing of jobs by researching benchmark market data, surveys and other external market trends to ensure relevance and competitiveness, recommending changes as needed.

6. Propose revisions to current compensation practices, based on analyzing compensation market data to identify trends and provide insights to support data-based decisions on pay strategies, to ensure the Credit Union remains highly competitive in attracting and retaining top talent.

7. Participates in compensation benchmark surveys and conducts market pricing to accurately match our jobs to survey matches.

8. Assist with the creation or modification of job descriptions, job grading and leveling processes to maintain internal equity and consistency across the company as it relates to salary structures.

9. Prepare compensation plan documentation and ensure market study practices are consistent with actual business process execution (commissions, bonus calculations, reports, etc.)

10. Monitor to ensure that compensation programs and practices are compliant with local, state and federal wage and hour laws and regulations. (eg: FLSA, EEO, AAA, pay equity).

11. Oversee pay related interfaces/imports with payroll, collaborate with HR Systems analyst and Accounting as needed.

12. Collaborate closely with the leader and Finance team to administer the salary labor budget process, reporting and tracking. Includes creating and distributing labor budget reports and managing any related requests.

13. Prepare and present regular and ad-hoc compensation reports, trends, insights and dashboards for HR, management, and executives utilizing HR systems to gather, input, and analyze compensation-related data.

14. Assist in communicating compensation policies, structures, and programs to team members and leaders. Respond to employee and manager inquiries related to pay practices, job evaluations, and salary recommendatio