Compensation Senior Manager, Evolve

• You love all things compensation. You consider yourself somewhat of a “data geek” but also love bringing knowledge and understanding of compensation programs as a key driver of talent attraction and retention
• You’re a builder. You love building programs or optimizing existing ones. You’re not looking to just run the playbook; you’re looking to help write it and bring it to life
• You can shift from strategic to tactical on a dime and understand the essential nature of both
• Bachelor’s degree in business, Human Resources, Finance, Business or related field
• Minimum 8 years of relevant job experience, including experience in roles supporting compensation, HR operations functions
• 3+ years of experience leading a compensation team in a highly dynamic, fast-moving organization, preferably with experience in private-equity backed organizations
• Substantial knowledge and expertise in all facets of compensation
• Hands-on teammate who can lead in both a strategic, vision forward capacity, but also roll-up their sleeves and execute the work at a tactical level
• Experience creating and managing compensation plans
• Strong proficiency with Microsoft Suite – Excel
• Proficiency with Google Suite–Sheets, Slides, Docs
• Workday Core HR required
• Workday Advanced Compensation, preferred
• Comprehensive HR knowledge of Compensation design and administration, and practices; HR technology and complex analytics
• Excellent analytical skills with the ability to provide HR metrics and data to inform decisions, with an eye for detail and accuracy
• Ability to balance both speed and detailed accuracy of work
• Ability to work well across the organization at various levels and build solid relationships with stakeholders at all levels of the organization
• Demonstrated ability to successfully create and implement organization-wide HR programs and initiatives from the ground up
• Operational knowledge of federal and state pay transparency laws and regulations
• Demonstrated ability to effectively and efficiently operationalize programs and process, optimizing current technology(ies)
• Demonstrates resiliency; ability to manage multiple projects simultaneously with strong attention to detail
• Ability to handle ambiguity in a dynamic environment
• Demonstrated success as a senior-level human resources professional with an emphasis on moving human resources to be a strategic, proactive business partner
• Confident, energetic relationship builder who builds rapport and earns respect at every level of the organization

Desirable

• As a key member of the People Leadership team, the Senior Manager, Compensation, in conjunction with the EVP, People, will lead both the strategy and the delivery of our compensation programs at Evolve
• Your focus will be on the Evolver Experience through the lens of short and long term compensation and in ensuring our programs are clear, competitive and compelling
• You will provide strategic direction to support the attraction, retention, and motivation of teammates by ensuring compensation is aligned with the company’s business and culture goals, while also balancing the tactical delivery of our compensation programs
• This role is a key contributor to Evolve’s People Strategy as it relates to talent
• While an individual contributor role, this teammate will demonstrate leadership characteristics such as owning the compensation framework and execution of our compensation programs
• The role has overall responsibility for the development, evaluation, administration and compliance of the Compensation function, including communication strategies and communication content
• Develop & maintain the job architecture framework by conducting job analysis and creating descriptions for roles and establish job classifications based on level, function, complexity to support career paths and development
• Maintain pay grades salary ranges for all job classifications, ensuring internal equity and external competitiveness through market benchmarking
• Partner with the PBP team and leaders to apply our compensation principles to evolving business needs, ensuring alignment with our total rewards strategy
• Responsible for ensuring accurate compensation structure configuration and governance within the HRIS
• Own the compensation aspects of the performance management process, merit cycle and recognition programs to recognize and incentivize strong performers and demonstration of our core values
• Support the ongoing plan design and administration of incentive plans (annual bonus plans, commission plans), distribute incentive plan documents, and facilitate the payout processes for the incentive plans in partnership with Finance, Sales Operations and Payroll
• Monitor and interpret state specific pay transparency laws, working with key stakeholders to develop and maintain policies and processes that ensure compliance
• Use or establish performance metrics to measure the effectiveness of total rewards programs
• Analyze data to make informed decisions and adjust strategies as needed
• Create communication strategies and materials to educate employees about the organization's total rewards programs to create transparency and demonstrate the value and impact of offerings to enhance engagement
• Collaborate with the talent acquisition team and people leaders on day-to-day compensation approvals and pay recommendations for new hires, promotions, transfers, etc. with full autonomy
• Review ad-hoc pay increase and promotions and provide recommendations to management regarding compensation decisions
• Participate in compensation surveys to help inform total rewards leaders on strategy
• Lead educational sessions for people leaders around total rewards topics, including leaves management, compensation, etc
• Manage annual compensation structure and job review
• Process all equity compensation transactions, upload into the equity system, and prepare quarterly information for Board approval
• Lead the quarterly Fair Pay analysis
• Ensures compliance through audits of benefits and compensation practices, including ACA reporting, 401k non-discrimination testing, Fair Labor Standards Act (FLSA) classification
• May have other varying tasks or duties, equity administration, and back up day to day benefits administration