Associate Director, Compensation

Associate Director, Compensation

Company Summary

Come join one of America’s fastest growing insurance companies with a stable history of 175 years.  At National Life Group (“NLG”), we offer a flexible work environment with opportunity for growth.  As a mission-driven business, our promises are as important as the products we sell.  We encourage our associates to live our values: Do Good.  Be Good.  Make Good.

Our mission extends beyond the insurance and annuities policies that we sell.  Our cause is also to make the world a better place through grants from our charitable foundation, paid time for our employees to volunteer, environmentally sustainable and healthy work sites, and events that promote the work of nonprofits in our own backyard.

We invite you to explore what we have to offer and to join our cause.

Role Summary

The Associate Director, Compensation plays a critical role in the National Life People Center, ensuring that compensation policies, programs, and processes align with our Compensation Guiding Principles and reflect our Compensation Philosophy.

The associate in this role will partner with the AVP, Compensation to lead key initiatives, including the Pay for Performance Review process, provides expert consultation to business leaders on job structures, offers, and compensation processes, and oversees ad-hoc compensation projects from inception to completion.

The ideal candidate is an experienced Compensation professional with the ability to adapt to evolving business needs, make thoughtful decisions in ambiguous situations, and work independently to drive initiatives forward.  Strong communication and collaboration skills are essential to partner effectively across the People Center and with business stakeholders.

Essential Duties and Responsibilities

This is a hands-on individual contributor role that involves executing day-to-day Compensation tasks, as well as providing Compensation leadership in the organization.  Some of the essential duties and responsibilities of this role include:

• Pay for Performance Review Process - lead the Pay for Performance Review process. Responsibilities include setting project timelines, creating or modifying tools and educational materials, facilitating education sessions for People Leaders and Associates, drafting communications, monitoring recommendations, analyzing outcomes, and managing cycle closeout and reporting deliverables.
• Compensation Business Partner - provide expert consultation to business leaders and People Center colleagues. Offer guidance on topics such as job offers, the Compensation Framework and its organizational impact, and the effective use of existing compensation programs to achieve business objectives.  Identify and implement enhancements to current processes and develop new programs, as needed.
• Compensation Education & Communication - communicate with associates, business leaders and People Center team members to promote understanding and transparency of the Compensation Framework and related programs. Refine and deliver compensation education to people leaders and individual contributors at all levels of the organization. 
• Job Evaluation and Benchmarking – partner with Compensation team member to ensure roles are appropriately assessed. Support business leaders in creating and maintaining accurate, effective job descriptions.
• Compensation Surveys – support Compensation team members with compensation survey submissions and resulting data analysis. Make recommendations for applying insights to enhance National Life’s compensation programs.
• Other Duties – participate in ad hoc projects, cross-functional meetings and all other duties as assigned.
• This position currently offers an onsite hybrid work schedule, with the expectation that you are in the office three days per week during onsite core days. Our current onsite core days are Tuesday, Wednesday, and Thursday.  The work schedule type and core days are subject to change with advance notification and manager discretion.

Minimum Qualifications

• Strong Compensation professional with experience in launching Compensation programs, identifying, and implementing enhancements to existing Compensation processes, and ability to deliver solid results on routine Compensation tasks in a customer-focused manner.
• Demonstrated ability to effectively communicate Compensation topics to associates in all levels of the organization through both written and verbal means. Comfortable presenting in virtual, in-person, and hybrid situations.
• Expertise using Excel to create interactive tools, analyzi