Phoenix, AZ

ESSENTIAL DUTIES & RESPONSIBILITIES

• Designs, evaluates, modifies and manages compensation policies and practices to ensure that programs are current, competitive and in compliance with legal requirements


• Evaluate existing incentive plans to ensure they meet best practices and develop new incentive plans as necessary to maintain competitveness


• Analyzes compensation policies, government regulations and prevailing rates to develop competitive compensation plans


• Fulfills all reporting requirements of all relevant government rules and regulations, including internationally;


• Directs preparation and distribution of written and verbal information to inform employees of compensation policies, including hiring managers;


• Prepares new and updates current job descriptions as appropriate


• Prepares and manages compensation budgets


• Manages compensation processes, including communications, system functionality, and collaboration with administrative department leaders, associate lock-step pay changes and bonuses, staff merit pay and bonuses, and incentive plans •


• Works collaboratively with administrative functions to build support of compensation processes within the framework available


• Analyzes internal and external salary statistics, including survey results, to provide recommendations and strategies for changes to salary grades and for classification of new jobs • Consults with hiring managers and talent acquisition to determine appropriate base pay for new hire offers; consults with managers to determine appropriate response to requests for retention and signing bonuses;


• Collaborate with business leaders and cross-functional teams to solve compensation-related business challenges and provide guidance; and • Handles other projects as assigned.

MINIMUM QUALIFICATIONS

• Bachelor’s degree in a field such as human resources, business administration or finance, or relevant work experience


• Master’s degree preferred; Certified Compensation Professional (CCP) certificate preferred


• 5+ years of a compensation analytical role, including demonstrated use of or development of compensation best practices


• Ability to work independently on numerous activities and prioritize them properly while meeting deadlines


• At least 3 years of supervisory experience in a professional services or legal environment (preferred)


• Experience working with cross functional teams to gather information/data needed


• Experience in analyzing trends, monitoring issues, and crafting innovative solutions


• Advanced proficiency with Excel, PowerPoint and Word


• Advance proficiency in analyzing data and the ability to see beyond the numbers to drive sound decision-making while exercising good judgment


• Advanced-level written and verbal communication skills


• Demonstrated ability to handle multiple projects with a high level of detail and works well under pressure in a fast-paced environment


• Successful candidates will possess strong project management and organizational skills


• Advanced-level proficiency using HCM enterprise software (Workday preferred)


• Knowledge of Human Resources practices and principles; Expert knowledge in compensation related laws and regulations


• The ability to maintain strict confidentiality of information and data.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)