24 Hour Fitness, INC. Sr. Manager, Compensation in San Ramon, California
LOCATION 12647 Alcosta Blvd San Ramon CA 94583
Reporting to the SVP, Human Resources, this position is responsible for improving and leading efficient and effective company-wide compensation processes (for Field, Club and/or Corporate) that reflect compensation design standards and methodologies, support business objectives, balance competiveness and cost effectiveness, and are compliant with regulations. This role works closely with Human Potential Department and business leaders to understand complexities and compensation challenges within the business and provide creative thinking, advice, job analysis, and best practices to design compensation solutions that support and enable company success.
ESSENTIAL DUTIES & RESPONSIBILTIES
Estimated % of Time Spent
- 1. Program Design
Assess the effectiveness of compensation programs ensuring strategic alignment and maintaining plan integrity.
Partner with Director and other HP business partners to develop cash or non-cash rewards programs that will incite and engage the employee population.
Lead innovation in design of incentives (including field bonus and commission plans) balancing competitive perspective with company's philosophy and values that drive desired behaviors. Develop metrics to assess plan effectiveness.
Continually evaluate effectiveness and accuracy of salary ranges and wage scales and create courses of action to make them a more prominent and effective tool used by the company.
Manage compensation design projects as assigned in support of the Company's business objectives.
- 2. Consultation to Business
Develop strong partnerships with Corporate/Field HP Business Partners and Talent Acquisition to identify and quickly respond to and resolve key compensation initiatives. Consult with business leaders regarding the application of sound compensation principles and practices. Facilitate positive and proactive communications, coordination, and consideration of client needs in order to achieve mutually effective outcomes in support of business objectives.
Provide counsel and recommendations on external total compensation offers and internal promotions.
Provide subject matter expertise in the job evaluation process and recommendations. Partner with HP team and business leaders to respond to and/or endorse leveling or restructure recommendations.
Perform and present analysis to senior leaders including recommendations and business cases for change.
Review job descriptions for accuracy; maintain a job description library with updated, current descriptions.
Advise management on performance evaluations, ratings, pay increases, bonuses, etc.
Provide support to compensation team members for more complex issues/questions and helps drive consistency of approach.
- 3. Administration
Provide high level, hands-on leadership of focal, cyclical merit/bonus planning process in evaluating and selecting systems/tools to achieve improved user experience, maintaining data integrity, developing analytics, and producing modeling and budget forecasting. Develop specifications and system parameters, Manage system testing and training of HP team and line management on system functionality, communications, and timelines. Serve as a liaison with 3rd party vendors. Develop and present summaries to department leadership for approval.
Provide insight and identify opportunities to maximize systems and improve processes and workflows within Compensation and HP.
Ensure participation in relevant salary surveys and research that allows the company to develop and implement competitive salary grades and ranges. Managing survey vendors, market survey completion, market assessment and analysis and pay equity. Work with Compensation Analyst team in developing an in-house market analysis and pricing application (Market Pricing Tool).
Coach and project lead 1-2 of Analysts ensuring their growth and development.
Work with Compensation Analyst team to ensure accurate accrual of annual and quarterly bonuses/incentives with accounting on a monthly basis.
Ensure compensation programs comply with legal and other regulations and follow generally accepted finance, accounting and tax principles. Research and monitor FLSA compliance and audit jobs for content and compliance.
Keep abreast of best practices and continually reviews current compensation processes, procedures and systems and moves company toward such practices.
Conduct and lead Compensation Analyst team in large scale market competitiveness reviews. Formulate recommendations regarding development of salary structures and resulting costs.
Program-manage broad complex projects balancing design needs with implementation needs.
Own ongoing goal setting and performance management processes, including communications, forms, guides/aides, quarterly check-ins, and year-end reviews.
Provide guidance and leadership to Compensation team on all projects and on-going reporting needs to support field and ad hoc report requests from business leaders.
This position reports to the VP, Human Potential and may help manage and guide the work of 2-4 Compensation/Senior Analysts. The Sr. Manager, Compensation interacts on a regular basis with every level of professional employee, management, and occasionally with executives. This position must build and maintain collaborative business relationships with other HP functional areas and cross functional teams such as Legal, Payroll and Finance.
Knowledge, Skills & Abilities
Demonstrated knowledge of, and experience with, competitive compensation strategies and practices including job evaluation, bonus plan design, market analysis and determination of salary grades/bands/classifications.
Previous experience with rewards/recognition programs that drive performance and deliver results.
Strong knowledge of wage and hour laws, FLSA classifications, and exemption tests.
Firm understanding of accounting & financial implications of compensation practices.
Strong experience and understanding of compensation systems and web-based comp planning tools that effectively manage large populations through cyclical processes.
Expert Excel, Word, and PowerPoint user. Proficient in statistical analysis.
Ability to deal with complex data in a demanding, fast paced work environment, focusing on the detail and accuracy of analysis and well as the ability to see the bigger picture.
Excellent verbal and written communications skills.
Excellent time management and organization skills.
Ability to build, sustain and influence relationships at all levels and develop networks, as appropriate.
Ability to optimize/ build efficiencies, simplify and streamline processes and communications.
Ability to persuade and influence diverse audiences and manage through controversy and adversity with tact and political acumen.
Must be able to deal with complex problems, and be able to present insightful and pragmatic solutions in a clear, concise format. Solid presentation skills.
Strong business acumen and understanding and development of financial models, terms and requirements.
Minimum Educational Level/Certifications
- Bachelor degree in HR, Business, or other applicable field.
Minimum Work Experience and Qualifications
8+ years of experience in Compensation at both Corporate and field level.
Prior experience in HR Business Partner role, Finance or Benefits, can substitute for 1-2 years compensation experience.
2+ years managing analyst level employees.
FUNCTIONAL GROUP Human Resources