Description

Qualifications:

Education/Certification:

Bachelor's degree in human resources, business administration, finance, or related field required; master's degree preferred.

CCP certification preferred.

Schedule: 8:30 am - 5:00 pm; M-F

Skills:

Minimum of five (5) years of direct job-related benefits experience.

Strong analytical skills and proficiency in compensation systems, analysis tools, and techniques.

Knowledge of federal, state, and local compensation laws and regulations.

Proficiency in HRIS and Microsoft Office Suite, particularly Excel.

Excellent communication and interpersonal skills.

Ability to manage confidential information with integrity and professionalism. Major Responsibilities and Duties:

• Compensation Analysis and Design

• Conduct market research and analysis to evaluate Melwood's compensation structure

• Assist in the design, implementation, and administration of base pay structures, incentive programs, and other compensation plans

• Analyze job positions and create job descriptions to ensure proper classification and alignment with market data

• Evaluate and update compensation programs to ensure internal equity and external competitiveness

• Manage compensation data within the HRIS, ensuring accuracy and integrity

• Develop and generate reports on compensation metrics, trends, and forecasts

• Salary and Incentive Administration

• Administer salary surveys and analyze the data to determine the competitiveness of Melwood's compensation programs

• Develop and manage incentive plans, bonuses, and other performance-based compensation programs

• Prepare and process compensation-related adjustments, promotions, and merit increases.

• Compliance and Reporting

• Ensure compliance with all federal, state, and local compensation laws and regulations

• Prepare and submit required reports, including EE0-1, to maintain compliance with regulatory requirements

• Stay current with changes in compensation-related laws and regulations to ensure ongoing compliance

• Communication & Support

• Communicate compensation policies and programs to employees and management

• Provide support and guidance to HR and management on compensation-related issues

• Develop and deliver communications and training sessions for managers on compensation practices and policies.

• Collaborate with the Benefits Specialist to ensure accurate benefits data integration and support benefits administration as needed

• Provide support in maintaining and updating the HRIS, ensuring data accuracy and assisting with system enhancements

• Participate in total rewards projects and initiatives aimed at improving compensation, benefits, and HRIS processes

• Develop and maintain standard operating procedures (SOPs) and documentation related to total rewards functions

• Data Management and Reporting

• Maintain accurate compensation data in the HRIS

• Generate reports and analyze compensation trends to support decision-making.

• Provide analytical support for compensation reviews and projects

• Special Projects

• Complete special projects and perform other duties as assigned

  Working Conditions:

Ability to sit 85% of the time; stand/walk 15% of the time.

Ability to lift, carry, push, and/or pull 30 lbs.

Ability to speak, hear, and see, all necessary to accomplish essential functions.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)