National Director of Compensation

Reporting to the VP of Human Resources, the National Director of Compensation will oversee the Compensation Department. The Compensation Director directs, designs, and plans compensation policies, objectives, and initiatives. They will oversee the collection of wage, salary, and incentive survey data to ensure the organization’s compensation programs/objectives are competitive.

The National Compensation Director plans and administers long and short-term equity programs and executive programs that drive company performance and comply with laws and regulations.

Essential Functions

Collaborate with the VP of Human Resources to develop and maintain compensation programs (such as merit process, promotions and equity adjustments, executive compensation, bonus plans, and nonqualified deferred compensation plans, etc.), policies, processes, and systems support to ensure that we can attract, retain and reward employees and high performing, high potential key staff. Maintain compensation policies and procedures for the organization to ensure they are current, relevant, and supporting the needs of the organization, while also complying with the appropriate federal, state and local laws. Conduct reviews on an annual basis and recommend changes as needed to the VP of Human Resources Monitor, track, and report on legislation, and regulations pertaining to compensation including EEO-1, VETs, CA Pay Data and other required regulatory reports. Researching laws regarding discrimination in compensation practices to ensure compliance with legal standards Recommend best practice policies and procedures and total compensation programs in partnership with the Senior Leadership. Ability and knowledge to manage executive compensation, by developing strategic partnerships with Finance, HR, and Legal to understand their strategies and compensation objectives. Evaluating and recommending pay increases, bonuses, and other incentives to retain existing employees and recruit new ones. Oversee Compensation to ensure proper consideration of the relationship of salary to performance of each employee and provides consultation on salary administration to managers, Finance, and Executive Leadership. Responsible for the job analysis and job creation in alignment with organizational strategy. Proactive compensation leadership to maintain competitiveness and market relevance.

Other Functions

Able to react to change productively and handle other essential tasks as assigned Facilities improvement processes regarding team performance Other duties as assigned

Qualifications and Requirements

Bachelor's degree in Human Resources Management, Business Management, or related field. Minimum of eight (8) years of Human Resources Management experience in a leadership/management role in a large HR Department, , with at least five (5) years in Compensation. Proven ability to build and maintain partnerships and solid working relationships with key stakeholders at all levels of the organization. Must be able to think strategically and view the business from a general management standpoint. Excellent verbal and written communication skills and ability to make formal presentations in front of large audiences as needed. Ability to operate in fast-paced, dynamic environment, handle adversity and frequent change, and balance workload with multiple and competing priorities. Customer-service focus, with demonstrated experience dealing successfully with front-line internal and external customers. Experience in administering human resources and compensation policies, programs and practices: including planning, organizing, developing, implementing, coordinating, and directing.

PREFERED

PHR/SHRM certification from a HR certification institute Prior experience with non-profit/social service organizations Master’s Degree in HR Management or related field Bilingual in English/Spanish

Physical Demands

Must be able to read, write, and communicate both verbally and in written form to express and exchange ideas. While performing the responsibilities of this job, the employee must be able to access all components of workstation and other office equipment. Frequent typing, writing, bending and twisting. Must be able to lift up to 10 pounds.

Work Environment

General office environment with moderate noise. This position is mostly sedentary, involves sitting most of the time, but may involve walking or standing for brief periods of time. A busy environment with many unscheduled interruptions. Frequent computer uses at workstation for extended periods of time. Public contact position requiring appropriate business apparel.