Compensation Advisor Mid Level


Brief Summary

                            Compensation Advisor Mid Level

Job Role:
Responsible for design, development, implementation and administration of enterprise or department-specific compensation and/or performance management programs, practices and policies. Works directly with management team to provide compensation solutions (Executive and/or Non-Executive) covering a wide range of pay issues including job structure and salary range development, base pay administration, and pay guidance. Works under minimal supervision. Performs moderately complex to complex work assignments and problem resolution across multiple functions and/or departments.

Minimum Requirements:
•	Bachelors' degree or equivalent work experience
•	4 years relevant work experience in the compensation discipline with working knowledge of compensation law
•	 2+ years general business consulting/analysis experience or business management experience
•	Advanced knowledge of Microsoft Office products and other software to be used to develop analysis, charts, and/or supporting documentation

Job Duties:
•	Collaborates with senior leadership to influence organizational design and pay structures, performance management practices, and total rewards strategies (Executive and/or Non-Executive) to ensure market competitiveness.
•	Responsible for design, development, implementation and administration of enterprise-wide or department-specific compensation and performance management programs, practices and policies. May provide advanced knowledge and experience in developing base pay management systems and understanding of variable compensation design techniques.
•	Serves as compensation consultant to assigned department or enterprise program(s), providing guidance, oversight, and communication on existing pay policies, strategies and bonus plans.
•	Leads or serves as team member on Compensation projects and initiatives impacting enterprise-wide pay plans and policies.
•	Coordinates with HR Operations for development and implementation of systems which support compensation programs.
•	Conducts training on compensation-related topics which continually educates management and employees on enterprise policies and compensation philosophy/practices to ensure appropriate performance, and pay decisions, and compliance with legal standards.
•	Proactively analyzes and identifies organizational trends and benchmarks industry practices to address compensation issues, and recommend appropriate action.
•	Acquires and applies intermediate knowledge of relevant human resources discipline(s). Resolves issues and navigates obstacles to deliver work product.