11 months ago
The Compensation Manager is responsible for managing the development, implementation, and administration of new and current compensation programs, policies and procedures that are responsive to the organization’ goals and competitive practices. This position reports to the Senior Director of Human Resources and works side-by-side with the Senior Benefits Manager of L3 Technologies Vertex Aerospace. It is also responsible for ensuring all compensation programs are consistently administered in compliance with company policies and government regulations.
The Compensation Manager provides subject matter expertise, consultation to HR Business Partners, business unit leaders and managers, and the staffing group regarding compensation issues, evaluation of new positions, job offers, grade levels, job descriptions, promotions and transfers.
•Manages and administers all compensation related activities, including but not limited to merit, promotions and pay adjustments. Continually reviews and improves compensation programs to ensure they are designed to attract, retain, and engage employees.
•Works closely with Senior Director of Human Resources in the preparation of budgets and providing monthly allocation analysis in addition to salary and other Human Resources-related financial analysis.
•Develops recommendations for and administers incentive and recognition programs for employees (non-management programs) to include communication, implementation, and calculation of awards and maintenance of the programs. Reviews award nominations and makes recommendations to HR leadership for approval or denial.
•Develops, revises and maintains job descriptions for all positions within the organization.
•Conducts and participates in compensation surveys or special compensation studies for purposes of maintaining the company’s competitive position within the marketplace.
•Establishes standards for and completes market pricing activities. These activities include the matching of internal positions to external data using standardized surveys for purposes of making recommendations to management regarding base salary levels, appropriate grade assignment, total compensation opportunity, and/or hiring ranges for a given position.
•Responsible for coordinating and preparation of all executive compensation market analysis that support the organization’s strategic plan, drive business results and link the executive pay with shareholder interests.
•Supports the implementation and administration of executive variable pay and equity compensation.
•Builds and maintains strong and effective working relationships with HR Business Partners, Payroll, and Benefits. Works closely with the benefits function to ensure the total compensation and rewards programs meet the needs of the company and the employees.
•Oversees the compliance with legal requirements by auditing existing and proposed jobs to ensure compliance with the Fair Labor Standards Act, company policies and relevant wage determinations. Maintains knowledge of industry trends and related legislation and ensures organization’s compliance.
•Serves as an expert resource to others in the department and throughout the organization, providing advice and consultation to management regarding pay decisions and compensation guideline interpretation.
•Provides compensation pricing support to business development during Request For Proposal (RFP) business pursuits.
•Participates in HR departmental goals, objectives, and projects to ensure an effective, sustainable, people strategy over the long-term.
•Develops and facilitates training programs for HR Team members, business units and managers to enhance the general understanding of compensation, regulations, federal and state laws and general compensation principles.
•Assists with other special projects and initiatives projects as required.
•Bachelor's degree in directly related field and eight (8) or more years of compensation experience with increasing levels of responsibility preferably with a large organization and in a government contract setting, or equivalent combination of education and experience.
•Experience with international incentive compensation practices and regulations required.
•Certified Compensation Professional (CCP) is highly desirable.
•Proficient in Microsoft applications and HRIS systems; advanced skills in Excel.
•Experience with job leveling and analysis including job/career path development.
•Exceptional quantitative, analytical, data and project management skills.
•Familiarity with Government Contracting and/or Service Contract Act.
•Advanced knowledge of federal, state and international regulations governing compensation programs.
•Knowledge of job evaluation, base compensation, and incentive plans
•Experience conducting compensation and salary review of processes for exec and nonexec including development of process documentation, funding, training/resource materials, communications, testing, issues resolution, after action review and root cause corrective actions
•Excellent hands-on project management experience and strong analytical skills.
•Demonstrated ability to partner and build strong collaborative relationships with internal department leadership.
•Demonstrated ability to work in a customer facing role and as a collaborative member of a diverse team
•Professional verbal and written communication skills for interaction with executive decision makers, composing job descriptions, proposals, and presentations.
•Ability to maintain confidentiality of sensitive information.
•Ability to manage multiple priorities and time efficiently
•Must be able to work weekends, other shifts and overtime as required.
•The essential physical requirements of the position will be reviewed with the applicant during the interview. Some travel will be required.
Physical Requirements: Primarily office environment. Must have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading; visual inspection involving small defects, small parts, and/or operation of machines (including inspection); using measurement devices; and/or assembly or fabrication parts at distances close to the eyes. At times, must be able to work in aircraft hangar environment and board / exit aircraft. At times, must be able to climb, bend, kneel, crouch, balance, and stoop. Must be able to walk particularly for long distances or moving from one work site to another. Must be able to work primarily with fingers such as typing. Must be able to work at heights, subject to noise, subject to a variety of physical conditions such as proximity to moving mechanical parts, work on scaffolding, exposure to heat/cold. Must be able to communicate effectively.
L3 Vertex Aerospace is headquartered in Madison, Mississippi with operating locations world-wide. We provide Rotary wing and fixed wing maintenance and logistics services, Expeditionary maintenance -- Quick response staffing support. We are a leading provider of Army Rotary Wing maintenance services, base support services for maintenance, transportation, and supply. We distinguish ourselves by responsiveness and ability to surge manning, exceed customer performance metrics, through solid, dependable contract performance. Our markets and customers are all military services, Other Government Agencies (OGA) and select foreign governments.
Equal Opportunity Employer – minorities / females / veterans / individuals with disabilities / sexual orientation / gender identity.
US Security Clearance Required: None
: Day - 1st
: Yes, 10 % of the Time
: Division - Vertex-20000074
: Apr 30, 2018, 5:04:48 PM
: Human Resources-Multiple Functions