HRIS Compensation Manager

Must be able to prioritize and operate in a dynamic environment with competing deadlines. In addition, this position requires strict confidentiality, a high level of accuracy, and the ability to plan and lead projects. To perform this job successfully, an individual must be able to perform each of the essential duties and responsibilities satisfactorily.Partner with leadership to develop, implement, and administer salary programs, incentive programs, and other components of total rewards systems to attract, motivate, retain, and engage employees. Ensure pay structures remain market competitive and aligned with business strategies, company culture, goals, and standards. The HRIS/Compensation Manager will interact with all levels of leadership and Human Resources to make recommendations, resolve compensation-related questions and issues, and provide analytical reporting support.Additionally, the person must possess and adhere to the following core company values:IntegrityPassionWork EthicEssential Duties and ResponsibilitiesCreate and modify positions as requested by Human Resources and Talent Acquisition.Interpret user and client requirements. Develop, maintain, and distribute reports to clients, managers, and users.Generate routine reports and design special reports as requested.Train and assist HRIS representatives and Admin Reporting Specialists.Assist with recommended system design changes and upgrades based on the efficiency of the current system and user needs.Maintain time clocks, troubleshoot issues, and order replacement clocks as needed.Assist ADP with any upgrades involving ADP Vantage, ADP WFM Time, and Smart Recruiters.Assist with the implementation of any new software involving ADP, SFTP, or API connections.Provide ad hoc reporting, respond to ad hoc requests, and implement any new wage-setting projects for the company.Utilize data analytics to provide valuable reporting to the business.Develop and administer total rewards strategies by researching best practices, trends (relative to compensation, reward and recognition, performance measurement, talent development, work-life effectiveness), and employee insights data, in accordance with leadership directives, organizational policies, and state and federal regulations.Perform cost and survey analyses to determine the effectiveness and competitiveness of existing and proposed programs. Present findings and creative solutions to leadership.Develop, review, analyze, and evaluate new and updated jobs following all regulatory guidelines pertaining to Fair Labor Standards Act (FLSA) exemption status and bona fide job qualifications to minimize potential risks and costly fines for misclassifications. Work with managers to gain a solid understanding of roles and their impact on the organization to evaluate jobs competitively while ensuring internal equity with similar positions.Keep abreast of and advise management regarding regulatory changes.Manage the preparation and maintenance of job descriptions; assist with revising existing descriptions; maintain the job description database and grant access as needed.Participate in industry and compensation surveys to collect and analyze competitive salary information to determine the company’s competitive position and identify new trends regarding pay approaches.Create reports and consult with business leaders on how pay works and how to maximize its effectiveness within their respective teams.Conduct special compensation projects as requested by leadership.Perform other duties as assigned.