Compensation Advisor - Incentive Program

Supports Paycom’s salary administration, short-term incentives, and sales compensation plans. Evaluates, models and analyzes market data and complex organizational pay practices for incentive compensation and broad-based compensation.

Responsibilities of this position are varied and complex. Requires advanced knowledge and acts as a subject matter expert for one or more compensation programs including sales incentive compensation plans.

Plans and prioritizes work with little to no supervision. Provides guidance and training to less experienced analysts within compensation team.

Resolves complex problems within area of responsibility. Understands and applies advanced principles of area of specialization.

Recommends changes in programs and procedures. Anticipates patterns and links; looks beyond the immediate problem to the wider implications.

Reviews progress and evaluates results. May coordinate the project work of one or more analysts.RESPONSIBILITIESActs as the subject matter expert for one or more compensation programs with strong focus on short-term incentivesProvides guidance on key changes to improve the effectiveness, compliance and competitiveness of assigned base and short-term compensation programsInfluences key management decisions by maintaining and building good relationships with all levels of managementActs as a project manager for large scale projects and directs the work of othersAnalyzes market data and research to determine competitive positioning of the organization’s salary ranges and pay programsDesigns and documents of incentive and bonus programsCollaborates with HR Business Partners, Talent Acquisition and leadership on job evaluations, new job creation and job descriptionsDevelops reports and provides analysis for a variety of compensation and HR projectsAdministers base pay and merit programsProvides market pricing for new jobs and annual pricing reviewDevelops and documents procedures, makes recommendations to streamline processes and ensures regulatory complianceDevelop compensation training;

coordinates with HR Business Partners and leadership on compensation training and leader educationPartners with HRIS, IT and payroll and tax staff to ensure HRIS system meets compensation needs and is updated to reflect changes to salary structures, bonus programs, etc.

Supports HR Managers and department leaders with compensation related issuesSupports the LTIP, stock and other bonus programsRemains knowledgeable of minimum wage laws and regulatory environments for compensationRemains knowledgeable of compensation trends in the market, including planned range movements and merit budget practicesEvaluates jobs, documents responsibilities and requirements in job descriptionsOther duties as assignedQualificationsEducation / Certification : Bachelor’s Degree in Business, Finance, or Human ResourcesExperience : 7+ years of direct experience in a compensation program design and administration3+ years’ experience overseeing the design and administration of one or more key compensation programs (i.

e. short-term incentive, long-term incentive, sales compensation, executive compensation)PREFERRED QUALIFICATIONSEducation / Certification : Master’s degree in Human Resources or related field (Business Administration, I / O Psychology, etc.

Experience : Previous experience with incentive plan design and administrationExperience with stock administrationExperience working in a dynamic, rapidly evolving organizationSkills / Abilities : Ability to manage and prioritize multiple projectsAbility to build and maintain relationshipsSelf-motivated with a strong sense of personal accountabilityStrong analytical skills and the ability to draw conclusions from dataComplete work within deadlinesStrong interpersonal, oral and written communication skillsAdvanced Microsoft skills in Word, Excel, and PowerPointAbility to make large group presentations and consult effectively one-on-onePaycom is an equal opportunity employer and prohibits discrimination and harassment of any kind.

Paycom makes employment decisions on the basis of business needs, job requirements, individual qualifications and merit.

Paycom wants to have the best available people in every job. Therefore, Paycom does not permit its employees to harass, discriminate or retaliate against other employees or applicants because of race, color, religion, sex, sexual orientation, gender identity, pregnancy, national origin, military and veteran status, age, physical or mental disability, genetic characteristic, reproductive health decisions, family or parental status or any other consideration made unlawful by applicable laws.

Equal employment opportunity will be extended to all persons in all aspects of the employer-employee relationship. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation benefits, and separation of employment.

The Human Resources Department has overall responsibility for this policy and maintains reporting and monitoring procedures.

Any questions or concerns should be referred to the Human Resources Department.

To learn more about Paycom's affirmative action policy, equal employment opportunity, or to request an accommodation - Click on the link to find more information : paycom.com / careers / eeoc