Senior Compensation Consultant - Executive Compensation

About the role

Independently develops, installs, and administers compensation programs designed to maintain the enterprise's competitive position. Evaluates hourly, salaried, and management positions and assists with the administration of the annual performance assessment process. Annually reviews the organization's salary structures and provides bargaining unit agreement compensation administration. Job Duties Supports annual executive compensation programs including market studies, incentive program calculation, design and maintenance. Develops and maintains executive documentation including program documents, employment agreements, and executive level communications. Develops complex modeling supporting executive compensation program design and budgeting. Administers active and frozen non-qualified 457(f) deferred compensation plans. Supports ad hoc executive compensation projects including but not limited to 990's, excise tax, audits and regulatory changes. Partners with internal HR stakeholders and enterprise management to address compensation related issues. Acts as a Subject Matter Expert for internal compensation applications and analyses Performs complex analyses, independently completes special projects and presentations. Performs full-cycle, large-scale compensation projects to build a cohesive, equitable and aligned compensation management system. Develop new salary scales to suit needs (recruitment, retention, or both) of departments. Prioritizes assignments, budgetary impacts, and execution of enterprise pay programs. Reviews requests for employee job changes (promotions, equity, demotions). Recommends appropriate pay considerations based on employee experience, internal equity, and market data benchmarks. Responsible for the creation, maintenance, and review process of special pay policies and related programs. Participates in salary surveys and analyzes market related adjustments to maintain competitive salary positioning. Administers grade, step, rate changes and incentive programs for bargaining unit positions. Administers HR compensation policies/procedures. Advises HR Business Partners (HRBP) and department managers of FLSA regulations. Determines appropriate Fair Labor Standards designations of job descriptions based on provided content. Maintains internal job hierarchy by completing job description analysis.