Our client is a nationwide manufacturing company, with 2,500 employees across the US. This is a corporate role at the HQ in Ontario, CA. Hybrid, individual contributor, reports to the Director of Total Rewards.
The Compensation Business Partner will play a crucial role in collaborating with business leaders and HR Business Partners, providing expertise and guidance on compensation-related initiatives. This role is responsible for driving and supporting various compensation projects and programs. The position will work closely with business units to develop, implement, and manage job architecture frameworks. Key responsibilities include evaluating career paths, assessing skill requirements, conducting market research to ensure competitive compensation, and creating and implementing compensation policies and procedures.
Serves as a resource for our HR Business Partners, recruiting teams, and business leaders to provide guidance on all compensation matters.
Provides consultation to leaders and stakeholders with job architecture and compensation philosophy development and ongoing administration.
Drive medium to large scale projects end-to-end including but not limited to compensation cycles, benchmarking, market analysis, incentive plan design, and administration.
Examines compensation trends and develops recommendations supporting business initiatives.
Conducts in-depth analyses on compensation issues, including salary compression, internal equity, and external market competitiveness.
Leads and participates in regular benchmarking processes and analyzing industry data to evaluate roles and determine competitiveness of salaries and total compensation by market; gather insights by researching and networking with other companies to keep abreast of best practices and trends in compensation.
Excellent communication and interpersonal skills, with the ability to effectively communicate complex information to diverse audiences.
Proven ability to build relationships and collaborate with cross-functional teams.
Knowledge of federal and state regulations governing compensation and total rewards practices such as Fair Labor Standards Act (FLSA) and Equal Pay Act.
Detail-oriented with a high level of accuracy and discretion when handling sensitive compensation information.
Ability to work independently, manage multiple priorities, and meet deadlines in a fast-paced environment.
Strong analytical skills, knowledge of compensation principles and regulations, and the ability to communicate effectively are essential for success in this role.
Ability to create meaningful presentations and reports utilizing a variety of raw data.
Experience with Payfactors preferred.
Experience with UKG preferred.
Provides analysis and counsel to leaders and managers on compensation programs and initiatives related to job classification, pay structures, short term incentives, change recommendations, wage, and hour regulations, etc.
Support the annual salary planning process, including the annual company budgeting process & the annual merit/STI cycle for exempt population.
Develop strong cross-functional partnerships with Finance, Legal, and the broader HR team.
Support the design, change management, and communication efforts associated with our compensation programs.
Prepares and presents summary reports of job analysis and compensation analysis information.
Performs other related duties as assigned.
Bachelor's degree, preferably in Business Administration or Finance.
Prefer a minimum of 6 years of progressive and differentiated experience in Compensation.
Certified Compensation Professional (CCP) or similar certification preferred, but not required.