New Albany, Indiana
Kokomo, Indiana
Whiteland, Indiana
Wisconsin
Wisconsin
Chicago, Illinois
Posted: 19-Sep-23
Location: Washington, D.C.
Type: Full Time
Categories:
Preferred Education:
Job Summary
The Compensation Manager is responsible for the management and administration of the firm’s professional staff compensation programs including policies and practices. The incumbent will partner with key stakeholders to align the compensation program with business objectives, ensuring programs are competitive and attract, motivate, and retain high performing talent.
Job Responsibilities
- Provides expertise in compensation program design and strategy, performing analysis and modeling to support recommendations.
- Leads and administers the firm’s staff compensation programs including base pay and bonus programs.
- Prepares market analyses, and develops compelling salary offers for all staff positions in accordance with firm policies and government regulations.
- Ensures the consistent application of the firm’s pay philosophy, while responding to market pressures and competitiveness to attract and retain high performing talent.
- Evaluates the effectiveness of the compensation plans by providing routine reporting and analytics to HR Director and CHRO.
- Manages compensation for two annual merit/performance bonus cycles (globally) ensuring proper allocation of rewards, internal equity, and market competitiveness; collaborates with senior leadership on equal pay statistics.
- Participates in local and national, industry and non-industry surveys in applicable areas of responsibility. Analyzes market data, trends and competitive practices, and proposes recommendations for modification to ensure programs and processes are competitive with peer groups and compliant.
- Reviews and maintains job descriptions, evaluating job content, determining salary grades, FLSA exemptions, and organizational structure within HRIS.
- Designs innovative programs and incentive plans to address specific compensation-related market challenges.
- Works with the Human Resources Business Partners and department managers to deliver the appropriate compensation solutions which align with the firm’s strategy.
- Collaborates with professional staff recruiting team to support business goals and ensure market competitiveness relative to offers for external talent.
- Partners with the Human Resource Director in the development and monitoring of the firm’s compensation budget.
- Works closely with HRIS, Payroll and Finance to establish annual headcount budgets and changes throughout the year.
- Oversees system design, development and administration of Human Resources related software and databases in the areas of responsibility. Ensures efficiency and data integrity through consistent monitoring, testing and auditing.
- Stays abreast of emerging federal, state, and local compensation laws and regulations to ensure compliance.
Education The position requires a Bachelor’s Degree in Human Resources or directly related field. Equivalent training and experience may substitute for education. Experience The position requires a minimum of five (5) years of increasingly responsible, directly related experience that included two to three (2 to 3) years of direct supervision of others on a regular basis. CCP certification preferred. Experience with complex Human Resources Management systems required. Demonstrated proficiency in laws and regulations governing compensation including FLSA, pay transparency and Title VII. Legal or professional services experience preferred. Knowledge, Skills and Abilities Crowell & Moring LLP offers a competitive compensation and comprehensive benefits package which includes progressive options such as back up child care, wellness programs, cultural events and social activities. We take great pride in our positive, friendly culture that rewards hard work and success, at the same time recognizing the importance of family and community service. EOE m/f/d/vQualifications
Additional Information
Crowell & Moring LLP participates in the E-Verify program.
