Place of Business:
Pan American Life Insurance Group

Position Description:
Under the direction of the Compensation Manager, this position is responsible for providing professional level analysis and support in the administration of corporate compensation practices, policies, and programs. Ensures base pay and incentive programs remain competitive and conform to compensation strategy. Monitors compensation practices and programs for compliance with applicable wage and hour laws.

Essential Job Duty

#1: Compensation Administration

Ensure base pay and incentive pay programs remain competitive, conform to current compensation strategy and are compliant with applicable regulations

Maintain up-to-date knowledge of all local, state and federal laws and regulations relative to compensation administration

Provide assistance in the interpretation of compensation practices, programs, and policies

Recommend or review and approve proposed salary offers for new hires based on individuals’ qualifications as they relate to the job

Recommend or review and approve proposed salaries for internal promotions and other internal job changes based on changes in job scope

Ensure salaries for new hires, promotions, transfers and job reclassifications are internally equitable

Conduct salary equity analyses as requested by leaders concerned with internal equity and employee retention obtaining required approvals prior to implementing salary adjustments

Essential Job Duty #2: Job Evaluations

Assist leaders and HR team members in effectively documenting job responsibilities and required qualifications using standardized job description per established standards

Evaluate new and revised jobs for placement in internal salary structure per finalized job descriptions

Research market data to determine competitive salary ranges for jobs ensuring parity with internal jobs

Recommend job titles consistent with internal job title architecture utilizing existing job profiles when appropriate

Determine appropriate job classification attributes for jobs including overtime exemption (FLSA) classification ensuring compliance with the Department of Labor Fair Labor Standards Act

Complete job description audit and partner with HR Business Partners to obtain updated job descriptions

Maintain database of job description documents in an organized manner

Essential Job Duty #3: Focused Market Analyses

Assist Compensation Manager in monitoring salary ranges for all jobs to ensure market competitiveness

Conduct focused market analyses as needed for specific job families and/or departments

Utilize market database subscription and valid salary surveys to consistently market price jobs

Evaluate market trends and recommend changes as trends are identified

Participate in reputable industry-specific salary surveys as needed

Essential Job Duty #4: Annual Compensation Awards Process

Assist Compensation Manager in launching, monitoring and finalizing the Annual Awards process

Develop communications and job aids for managers associated with the compensation awards process

Respond to questions from managers and monitor completion progress while awards process is open

Develop summary reports after awards process is closed for senior management review and approval

Partner with Payroll to conduct testing as needed to ensure compensation awards flow correctly to Payroll

Essential Job Duty #5: Compensation Transactions and Data Integrity

Process production-based bonuses recurring every pay period, monthly and quarterly

Process ad hoc one-time payments for sign-on, referral, retirement and other special bonuses

Process employee salary changes associated with approved programs or salary adjustments after securing required approvals

Maintain backup documentation of all salary transactions in an organized manner

Set up new job profiles for U.S. and International jobs ensuring all job attributes are set up appropriately

Review and approve Job Requisition, Job Offer, and Promotion tasks and complete related compensation tasks in HRIS system

Assist Compensation Manager with setup and audit of employee compensation plan assignments

Conduct periodic salary audits ensuring compliance with local, state and federal minimum wage laws

Conduct periodic audits of HRIS compensation data to ensure data integrity and consistency

Essential Job Duty #6: Special Projects and Other Duties

Produce headcount reports on a regular basis

Assist with coordinating annual salary budget process

Complete compensation studies, projects, and cost analyses requested by HR leaders

Work collaboratively with HR team members providing compensation-related support as needed

Participate in process improvement initiatives

Participate in HR initiatives and projects

Perform other duties as assigned

Qualifications:
Required: Bachelor’s degree in Human Resources, Business Administration, or related field and 3 to 5 years’ compensation administration experience

Preferred: Financial or Insurance industry compensation experience and Workday HRIS experience

Preferred: Certified Compensation Professional (CCP), PHR or SHRM certification ​

Click here to apply.