• Full Time
  • Denver, CO
  • $82,300 - $96,800

Website Hays

Summary:

The Sr Compensation Consultant is responsible for leading projects in various areas of Compensation. This includes advising clients on industry best practices; providing them with powerful business tools and solutions; and helping them to transform their organization as a result of the project work. This is a non-supervisory position with informal mentoring responsibilities.

Essential Duties and Functions:

  • Full cycle project management including, but not limited to, data collection; structure, plan and/or tool creation; data analytics; communication development; results and recommendation presentations
  • Manage and deliver on project deliverables within budget and agreed upon timeline
  • Evaluate client jobs and conduct market analysis to determine competitive positioning of client pay programs
  • Design, implement and maintain client compensation and position structures
  • Act as a subject matter expert and advisor to clients on matters such as competitive pay practices, change management, Compensation, and compliance
  • Handle complex issues and problems and refer only the most complex issues to higher-level colleagues
  • Interface directly with the Human Resources team on projects and resolve concerns
  • Audit client job descriptions for content and draft job descriptions reflecting duties, responsibilities, qualifications and requirements
  • Review project work, provide feedback for team members
  • Review client proposals
  • Assist in the creation of promotional and developmental documents, such as white papers and presentations

Behavioral Competencies:

  1. BE Gritty, courage – Steps up to address difficult issues, saying what needs to be said. For example, addresses actions that are inconsistent with the organization’s core values. Makes tough or unpopular decisions for the good of the organization. Creates a culture that supports taking well-reasoned risks, regardless of the results.

 

  1. BE a Mentor, develops talent – Develops people to meet both their career goals and the organization’s goals. For example, builds long-term succession for key roles. Builds a learning culture in the team; uses teachable situations to offer insightful coaching. Recommends and facilitates activities and assignments that help people grow.

 

  1. BE a Talent Magnet, attracts top talent – Attracts and selects the best talent to meet current and future business needs. For example, constantly pursues candidates, positioning the organization as a desirable workplace. Has a sophisticated understanding of people’ sees the subtle weakness in strong candidates, and the skills in weak candidates.

 

  1. BE Smart, decision quality – Makes good and timely decisions that keep the organization moving forward. For example, coaches’ leaders to push decision making down to the most appropriate level; challenges those who retain too much authority. Pushes for the use of sound logic and data when making organization-wide decisions.

 

  1. BE the Link, drives engagement – Creates a climate where people are motivated to do their best to help the organization achieve its objectives. For example, understands people’s motivations, engages them in the work, and builds a sense of energy toward common goals. Ensures that others can make decisions and take accountability. Celebrates progress.

 

  1. BE Clear, communicates effectively – Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. For example, listens attentively. Keeps others well informed. Conveys information clearly, concisely, and professionally when speaking or writing.

 

  1. BE Trustworthy, instills trust – Gains the confidence and trust of others through honesty, integrity, and authenticity. For example, demonstrates integrity, upholding professional codes of conduct. Instills trust by following through on agreements and commitments despite competing priorities and by being honest and straightforward.

 

  1. BE a Winner, drives results – Consistently achieves results, even under tough circumstances. For example, has a strong bottom-line orientation. Persists in accomplishing objectives despite obstacles and setbacks. Has a track record of exceeding goals successfully. Pushes self and helps others achieve results.

 

  1. BE a Futurist, cultivates innovation – Creates new and better ways for the organization to be successful. For example, comes up with useful ideas that are new, better, or unique. Introduces new ways of looking at problems. Can take a creative idea and put it into practice.

 

  1. BE Customer Focused, customer focus – Builds strong customer relationships and delivers customer-centric solutions. For example, uses customer feedback and data to drive continuous improvement; creates an environment in which team members feel a strong sense of ownership and accountability toward creating the best possible customer experience.

 

  1. BE Action Oriented, action oriented – Takes on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm. For example, takes timely action on important or difficult issues. Identifies and pursues new opportunities that benefit the organization.

Qualifications:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.

Required:

  • Requires a bachelor’s degree and 3-5 years of experience
  • Strong project management experience; including building and facilitating project plans
  • Base pay structure design experience, including cost of labor knowledge
  • Strong Understanding of the Fair Labor Standards Act (FLSA)
  • Strong Excel skills with proven analytical skill and ability to think critically
  • Attention to detail with ability to step back and navigate broader picture
  • Fast-paced and multiple project focused
  • Experience communicating with and presenting to Human Resources teams
  • Experience with multiple survey houses
  • Strong organizational and project management skills in order to meet deadlines
  • Theoretical and practical knowledge of compensation
  • Build collaborative relationships and initiate and lead difficult conversations, drive accountability
  • Explain concepts and ideas in a simplified manner, while not lessening the importance of the message for the audience
  • Understand and make recommendations based on the outcomes of projects
  • This position may require routine or periodic travel which may require the teammate to drive their own vehicle or a rental vehicle.  If required, acceptable results of a Motor Vehicle Record report at the time of hire and periodically thereafter, and maintenance of minimum acceptable insurance coverages are requirements of this position.

Preferred:

  • Compensation in-house experience
  • Credible HR and or Compensation certifications
  • HRIS experience
  • Total Rewards experience

 

Physical Requirements Necessary on a Regular Basis:

  • Office environment; which requires sitting or standing in a stationary position for long extended periods of time
  • Manual dexterity, arm and upper body range of motion sufficient for use of a keyboard, mouse and telephone 7-8 hours per day.
  • Speech and hearing sufficient for in-person and telephone communication 7-8 hours per day.
  • Vision sufficient for use of a computer monitor.
  • This is a full-time position, expected to work a typical 40-hour work week.

 

This job description is not meant to be an all-inclusive statement of the duties of the position listed above.  Other appropriate duties may be required from time to time.

 

 

To apply for this job please visit bbins-jobs.sabacloud.com.