Compensation Manager, Hippo Insurance

• The candidate who will thrive in this role is a critical thinker with an analytical mindset, and passionate about building and maintaining high impact compensation programs and processes that align to and serve our business goals and strategy
• 5-7 years progressive experience in People Operations, Compensation, Total Rewards, or Data Analytics with a bachelor's degree in Human Resources, Business Administration, or related discipline or equivalent professional experience is required. MBA preferred
• Experience administering base pay, variable pay, and long-term incentive compensation programs, policies, and practices
• Experience working with market compensation datasets to analyze and inform compensation strategy and ranges including understanding of compensation principles, job evaluation methodologies, market pricing, and incentive plan design
• Experience developing and managing multiple-faceted compensation plans from analytics to execution and leading projects
• Maintains knowledge of federal, state, and local compensation laws and regulations and trends and innovations in compensation strategy and management
• Experience in building, maintaining, and presenting HR data analytics. Strong analytical skills with advanced proficiency in Microsoft Excel and experience in using data to guide decision-making

Desirable

• Reporting to: Director, People Operations
• Hippo is seeking a Sr. People Operations Partner to support Hippo’s ability to deliver against our talent strategy and business goals through managing and developing robust, efficient, and accurate operational practices
• This generalist role will support a variety of People Operations functions (benefits, immigration, compensation, and HR analytics) and provide the ability to develop breadth and depth for a candidate looking to grow their HR expertise, influence, and leadership
• Oversee the day-to-day administration of all employee benefits programs, including health insurance, retirement plans, leave administration and wellness initiatives including orientation, enrollment, changes, terminations, and employee education & support
• Analyze benefits utilization data to identify trends and areas for improvement and continuously assess the competitive landscape and industry trends to enhance and adjust the company’s benefit plans and collaborate with senior management to establish long-term benefits goals
• Partner with managers and HRBPs on an ongoing basis to assist with promotions, and other compensation questions, ensuring that overall salary administration practices follow policies and practices that are fair and equitable
• Lead the participation in annual compensation surveys inputs through Radford’s technology and insurance surveys
• Maintain Hippo’s cash and equity compensation bands, and continuous monitoring of external compensation market data trends
• Ensure appropriate audit control processes are developed, refined, and followed in accordance with internal guidelines as well as state & federal regulations and SOX controls
• Facilitate regular reviews of our compensation programs to evaluate effectiveness, ensure we remain competitive in the market, and that we are maintaining fair and equitable practices
• Process all HRIS transactions relating to an employee’s lifecycle, including onboarding, offboarding, employee changes, benefits administration, and compensation, while ensuring data integrity and compliance
• Develop and create metrics, and other reporting aligned with key organizational performance metrics
• Ensure data accuracy, reliability, security and completeness
• Ensure timely fillings of all visa and permanent resident processes at all stages and act as the lead contact for outside immigration counsel
• Responsible for day-to-day communications among candidates, employees, managers, internal stakeholders, external counsel, and/or vendors, for the immigration programs
• Collaborate with the People team to document current practices and procedures supporting the end-to-end employee lifecycle and help establish a roadmap for driving improvements
• Produce and present key people metrics to support accountability in driving progress towards key goals and initiatives. Leverage data such as employee and candidate engagement surveys to inform goals and strategies
• Recommend enhancements to People technology solutions that enhance the employee experience, meet workforce requirements, produce opportunities for automation, reduce manual processes, and simplify processes that help drive accuracy and completeness