Business Compensation Manager

Description -

Job Summary
• The role colaborates closely with stakeholders, it crafts and executes a comprehensive compensation strategy aligned with organizational goals. The role leverages networks to stay informed on regulations and trends, provides training, serves as an expert on compensation projects, and guides HR Business Partners.

Responsibilities
• Leads multiple programs concurrently, making independent decisions in complex and ambiguous situations along with applying expertise in multiple total rewards areas to design and develop highly complex total rewards programs.
• Collaborates with the director total rewards, HR business partners, and other key stakeholders to develop and implement a comprehensive compensation strategy that aligns with the organization's overall compensation philosophy and business goals.
• Leverages networks, memberships, and professional associations to stay current on regulations, legislation, and program design trends as it pertains to compensation and advises HR leadership on the impact to existing programs.
• Collaborates with the HR Business Partners to provide training to the business with regards to compensation processes and tools, the application of compensation programs and guideline interpretation, including job evaluation and job description processes.
• Serves as the subject matter expert on compensation projects, such as compliance reporting, audit requests (internal and external), organizational design, salary policies and procedure documentation.
• Identifies and assists with continuous process improvement related to controls, AI, efficiency, and customer experience.
• Serves as the primary partner to provide guidance to HR business partners and business leaders regarding compensation issues including salary actions, internal equity issues, job classifications, and other compensation related issues and recommends corrective or alternative actions to resolve compensation.
• Identifies improvement areas in total rewards strategies, contributing to overall strategy development.
• Communicates guidance and desired outcomes for compensation and benefits with senior managers.
• Manages impactful compensation and benefits projects across multiple countries, regions, or businesses and leads impact analysis of compensation and benefits initiatives, ensuring financial, legal, and business outcomes.

Education & Experience Recommended
• Four-year or Graduate Degree in Human Resources, Organizational Development, Finance, Business, or any other related discipline or commensurate work experience or demonstrated competence.
• Typically has 10+ years of work experience, preferably in compensation management and administration, employee benefits and rewards, finance, or a related field.

Preferred Certifications
• Professional in Human Resources (PHR)/ Senior Professional in Human Resources (SHPR)
• Society for Human Resource Management (SHRM)
• Certified Compensation Professional (CCP)
• Compensation Management Specialist (CMS)
• Compensation Benefits Professional (CBP)
• Certified Payroll Professional (CPP)

Knowledge & Skills
• Accounting
• Auditing
• Benchmarking
• Business Strategies
• Dashboard
• Data Analysis
• Economics
• Finance
• Financial Services
• Human Resource Management
• Human Resources Information System (HRIS)
• Job Evaluation
• Market Trend
• Performance Management
• Process Improvement
• Project Management
• Regulatory Compliance
• Risk Management
• SAP Applications
• Workday (Software)

Cross-Org Skills
• Effective Communication
• Results Orientation
• Learning Agility
• Digital Fluency
• Customer Centricity

Impact & Scope
• Impacts large functions and leads large, cross-division functional teams or projects.

Complexity
• Provides highly innovative solutions to complex problems within established policy.

Disclaimer
• This job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties, skills, responsibilities, knowledge, etc. These may be subject to change and additional functions may be assigned as needed by management.

Job -

Human Resources

Schedule -

Full time

Shift -

No shift premium (Mexico)

Travel -

Relocation -

Equal Opportunity Employer (EEO) -

HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s).

Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.

For more information, review HP’s EEO Policy or read about your rights as an applicant under the law here: “Know Your Rights: Workplace Discrimination is Illegal"