Reporting to the Director, Total Rewards, the Compensation Manager supports the strategic development, design, implementation, communication, maintenance and compliance of all compensation programs to align with the company’s Total Rewards philosophy and business objectives. Under the guidance of the Director, Total Rewards, this position will work to identify, develop, and deliver strategic compensation programs that meet and anticipate the internal needs of the organization while monitoring external trends in the marketplace.
Support the strategic development and maintenance of the total rewards strategy to ensure programs are fully aligned with the business strategy, are fiscally responsible, market competitive and support the attraction and retention of high performing talent. Identify and execute tactics to achieve the strategy, including project planning relating to compensation program development, revision, and/or re-design.
Partner with HR and business leaders to enable successful implementation and acceptance of compensation programs company-wide. Establish, build and maintain strong relationships with leaders across the organization to ensure our compensation structure supports our strategic objectives, is competitive, valued, efficient, and aligned with our overall Total Rewards philosophy.
Plan, develop and/or participate in area and industry compensation surveys or special compensation studies, including market-based pricing, to ensure the company’s competitive position within the market place. Review and analyze findings, assess unique company needs, and develop specific recommendations to management with respect to the compensation structure.
Use metrics and models to understand and analyze current compensation trends and predict future trends. Create models to forecast the effect of compensation on key financial metrics. Use business acumen and analysis to define areas impacted by compensation and correlate findings with business metrics to make recommendations. Regularly monitor compensation programs through employee and management feedback to ensure maximum ROI and employee perceived value of compensation spend.
Manage relationships with compensation vendor partners, including full understanding of databases and serve as point of contact for the HR team with respect to training on the use of such systems.
Ensure strong governance and compliance with all pertinent regulatory and legislative requirements, including FLSA and pay equity laws, etc.
Maintain credentials and membership with professional associations such as World at Work to keep abreast of trends within the market regarding compensation issues and legislative or regulatory trends.
Lead projects and take an active part in the management and deployment of compensation-related activities and programs, including project management, partnering with appropriate internal and external resources, and ensuring that projects are on-time and on-budget, while achieving desired goals and outcomes.
Direct the annual employee compensation process, including the merit review cycle and communications to employees and leaders regarding compensation philosophy and structure. Manage the design and development of compensation planning tools to assist and guide managers through compensation decisions.
Direct the job evaluation process and development and maintenance of consistent and accurate job descriptions in partnership with other managers.
Work closely with the benefits function to ensure that the Total Rewards programs are complimentary and meet the unique needs of the organization. This includes an annual review of programs, identification of gaps, recommendations for improvement and cost-benefit analysis.
Provide subject matter advice and expertise in support of M&A activities. Define and manage the company’s compensation structures as the business grows and expands via acquisitions.
Strong communicator with the ability to develop strong relationships with internal customers.
Direct the preparation, development and distribution of all employee and manager communications regarding compensation, including tools utilized during the annual merit cycle.
Lead the communication of any compensation philosophy or structure changes.
Perform as liaison between Shared Services and employees with respect to compensation matters and the resolution of Tier 3 escalated issues.
Able to identify and drive projects and initiatives to improve the efficiency and quality of compensation programs.
Provide guidance and assistance to employees and managers regarding compensation policies and practices, and the utilization of available compensation tools.
Provide analytical expertise, training, and support to Shared Services, through guidance and interpretation of various compensation policies.
Bachelor’s Degree in human resources or related field.
5+ years of experience managing compensation programs.
Compensation subject matter expert.
Ability to manage time and tasks effectively and to work both independently and in a team environment.
Ability to establish priorities and coordinate work activities.
Proficient knowledge of Microsoft Office products (Word, Outlook, Excel, and PowerPoint).
Excellent organization, interpersonal and customer service skills.
Experience handling sensitive and confidential information with discretion.
Ability to collaborate effectively with employees throughout the organization.
Shared Services experience.
Project management experience in planning, leading and managing critical compensation initiatives.
Knowledge of Ultimate Software Self-Service Eligibility modules.
Knowledge of Mercer or comparable Comp Benchmarking tools.
Internal Number: 2019-1869
About The T. Marzetti Company
The T. Marzetti Company product family includes many retail and foodservice favorites, like Marzetti® salad dressings and dips, New York Bakery® frozen breads and Sister Schubert's® homemade rolls. T. Marzetti Company's vision is to bring delicious food to the table, superior service to our customers, and value to our consumers through product innovation and differentiation.