Compensation Partner, Sr.

Worker Type

Job Description

 

Summary
This position serves as an advisor and strategic partner to the People & Culture team, as well as business managers across the organization. The role is responsible for managing salary and incentive plan administration, market analysis, and for the general development of AV’s compensation program. In addition, the incumbent will lead various projects and processes, including company-wide market studies, compensation training for managers and employees, compensation module enhancements in the HRIS, and compliance. Success in this position requires a unique balance of consultative and analytical skills, as well the ability to step back and see the “bigger picture.”

Position Responsibilities

• Develop and refine AV’s compensation program, including benchmarking and market studies, the annual compensation process, pay range management, training and education, and the development and enhancement of compensation-related tools.

• Perform deep analysis on effectiveness and competitiveness of existing compensation programs including a continuous feedback loop with P&C team members and Business Leaders to support recommended future program enhancements.

• Conduct market studies and analysis to ensure internal equity, external competitiveness, and alignment to our total compensation philosophy, ensuring AV is paying the right roles in the right to way to drive the right behaviors to retain and attract high caliber talent.

• Develop and foster strong, collaborative relationships. Work closely with critical partners including P&C Business Partners, Business Leaders, and Finance to provide an integrated process which provides a seamless experience and is aligned to our business goals.

• Administers the annual compensation review cycle, including merit, market adjustments, promotions and incentive processes.

• Assists in the development and dissemination of effective communication materials that enhance the understanding and value of compensation programs.

• Partner with Business Partners and Business Leaders on compensation related matters such as offers, job description alignment, promotions, retention strategies and internal transfers.

• Collaborate with sales leadership, finance, and P&C teams to understand business goals, sales strategies, and performance objectives that drive the design of sales compensation plans. Conduct regular reviews and audits of sales compensation plans to identify areas for improvement, efficiency, and alignment with business objectives.

• Proactively ensure compensation practices remain compliant by staying up to date with applicable employment-related federal and state statutory requirement (i.e. pay equity, pay transparency, minimum wage).

• Partner closely with P&C team to ensure compensation is accurately aligned to AV’s total reward philosophy and program, including job architecture, job descriptions, and the annual compensation process.

• Collaborate with Business Partners to gather information necessary for creating, updating, and maintaining job descriptions. Develop and implement processes and tools to streamline job description management and ensure consistency across the organization.

• Conduct the due diligence for acquisition targets with respect to compensation and pay issues and develop and help implement the compensation integration strategies and plans.

• Prepare summaries, reports, metrics, modeling and ad-hoc analyses related to compensation matters.

• Support and lead other P&C project initiatives as determined by P&C’s strategic priorities.

Basic Qualifications (Required Skills & Experience)

• Bachelor’s Degree with 8+ years of compensation experience

• Extensive experience applying consultative skills as a compensation partner to both Human Resources teams and Business Leaders

• Strong technical experience, including intermediate to advanced Excel skills, and experience working with various HRIS systems and stand-alone compensation programs

• Thorough knowledge of compensation practices and processes

• Ability to conduct comprehensive market pricing studies

• Knowledge of Affirmative Action, specifically the compensation pieces 

• Experience using Radford or other similar benchmarking tool required

• Experience with classification and leveling of jobs

• High level of integrity and discretion when handling sensitive compensation information

• Excellent communication and presen