Director of Compensation
Who you are...
You’re an analytical and innovative compensation professional focused on the design and implementation of company-wide compensation projects, programs, and processes. You are a vital partner to internal business groups facilitating compensation analysis and market pricing, and preparing complex data analysis and reports. Reporting into the AVP of Talent Management, you collaborate closely with Recruiting, Benefits, and Incentive departments; providing direction to support the attraction, retention, and motivation of teammates by ensuring compensation and benefits are aligned with the organization’s culture and business goals.
A typical day might include the following...
Lead the planning, development, and implementation of compensation programs including policies, processes, and communications.
Serve as a subject matter expert to members of HR and all levels of leadership; provide pay recommendations and decisions, policy guideline interpretations, job evaluations/compensation review.
Work with business leaders, finance, and benefits team on designing, aligning, and updating incentive plan, and total reward programs to drive business results.
Oversee the compensation administration process including the planning of annual salary reviews, merit increases, and short/long term incentives in close partnership with HR and Finance teams.
Collaborate with finance to prepare qualitative and quantitative analytics to support the development of cost-effective compensation programs, including proposals for program changes, utilization, vendor performance, trends, and program analysis.
Lead and grow the compensation team responsible for analyzing, designing, and administering comp related programs.
Ensure HR is trained on compensation programs and structure, including job codes, bonus plan design/eligibility, approvals, and ensure all programs adhere to all applicable federal and state laws.
This role might be for you if you have...
Bachelor's Degree in Business, Finance, or related field.
7 years of progressive responsibility in corporate compensation.
3 years of compensation leadership experience (minimum of Manager level or above).
Experience designing and implementing executive compensation.
Advanced Excel and proficiency with BI tools and analytics.
Advanced experience with data integration and data visualization techniques.
Experience utilizing compensation-related systems and resources (i.e. Payscale, Mercer/comptrix).
Bonus points if you have...
Experience supporting corporate compensation programs for retail or similar environments.
We are considered leaders in the local credit union space, and we are growing like crazy. We’ve got a culture focused on smarts, kindness, continuous learning...and our people love it. A full 93% of our employees would recommend us to their friends. Come find out why! Learn more at jobs.desertfinancial.com.
We are proud to be an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.