Compensation Consultant III

Compensation Consultant III

This individual contributor is primarily responsible for administering compensation policies and programs, assisting in the development of compensation analysis plans, and assisting in market pricing and analysis. This position assists with salary planning activities, consulting with business partners under the direction of a senior employee to evaluate job content and employee responsibilities, providing support on projects, and supporting the planning and development of HR compensation implementation strategies, programs, and policies.

Essential Responsibilities :

• Pursues self-development and effective relationships with others by proactively providing resources, information, advice, and expertise with coworkers and customers; influencing others through technical explanations and examples; providing occasional mentoring to team members; listening and responding to, seeking, and addressing performance feedback; creating plans to capitalize on strengths and develop weaknesses; anticipating and responding to the needs of others; and adapting to and learning from change, difficulties, and feedback.
• Completes work assignments by applying up-to-date expertise in subject area to generate creative solutions; ensuring all procedures and policies are followed; leveraging an understanding of data, and resources to support projects or initiatives; collaborating cross-functionally to solve business problems; identifying and monitoring priorities, deadlines, and expectations; communicating progress and information; identifying, recommending, and implementing ways to address improvement opportunities; and escalating issues or risks as appropriate.
• Administers compensation policies and programs by researching and analyzing compensation related issues; reviewing statutory requirements governing compensation administration; reviewing and maintaining company salary structure, FLSA exemptions, and job revision / creation; reviewing and providing support on incentive and recognition programs; analyzing reports; and conducting FLSA and equity reviews.
• Assists in the development of compensation analysis plans by researching and compiling data; obtaining input and resources to fulfill objectives; and coordinating project schedules.
• Assists in market pricing and analysis by auditing and evaluating compensation survey data; collecting competitive salary information; researching issues related to compensation surveys; assessing competitive labor market trends; informing salary structures and market positioning to support labor negotiations, talent acquisition, financial planning, and other business processes; and performing job matching and suggesting benchmarks for equitable and competitive employee compensation.
• Assists with salary planning activities by researching and recommending salary adjustments; identifying corrective or alternative actions to resolve compensation-related problems; providing costing and recommendations for salary budgets and escalations; completing payout calculations of compensation plans; and documenting compensation policies and pay practices.
• Consults with business partners under the direction of a senior employee to evaluate job content and employee responsibilities by auditing job content and their match to employee job duties; making recommendations for reclassifications; preparing or revising job descriptions to reflect job responsibilities, activities, duties, and requirements; and identifying new or revised classifications to determine appropriate salary grade assignments.
• Provides support on projects by coordinating stakeholder contacts; assisting in the analysis and coordination of project plans for compensation-specific deliverables; and coordinating project schedules based on resource forecasts.
• Supports the planning and development of HR compensation implementation strategies, programs, and policies by researching challenges during implementation of compensation strategies; implementing short- and long-range department goals, programs, and policies; and meeting compensation metrics.

Minimum Qualifications :

Additional Requirements :

Preferred Qualifications :