Compensation Director

Position Summary

The Compensation Director will work closely with the Senior Vice President, Human Resources and the Human Resources Business Partners leading SCDC, NCDC, TXDC and PADC to research job requirements and evaluate job positions to ensure the Company is competitive in the areas of salaries and employee benefits for our four distribution centers and throughout the United States focusing on attracting and retaining top talent.  The Compensation Director will lead the design and implementation of job architecture framework, including job leveling, career paths, and internal equity assessments. 

Essential Functions and Duties

• Develop, implement, and maintain competitive compensation programs, including base salary structures, incentive plans, and equity programs. Reviews and updates as needed.
• Prepares and maintains job descriptions for each position in the organization; ensures descriptions accurately reflect the work being performed by incumbents. Review and update as needed.
• Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.
• Prepares and maintains job classifications and salary scales.
• Interviews and surveys team members and managers to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job.
• Conduct market research and benchmarking to ensure pay practices remain competitive and equitable.
• Gathers data from market-based compensation surveys; uses spreadsheet and data analysis techniques to assess results and market trends.
• Analyze organizational pay practices and guide managers for all salary changes, new hires, and promotional compensation to ensure equity.
• Support department re-orgs and job evaluations for new and existing positions using external market survey data and internal equity analysis.
• Prepares and presents summary reports of job analysis and compensation analysis information.
• Evaluates and implements job analysis instruments and materials.
• Conducts data and cost analyses to be used in employee negotiations.
• Manage and implement the annual performance and salary adjustment program as well as variable pay and special compensation programs.
• Research employee benefits in similar industries; based on findings, recommends changes or updates to the company’s existing benefits or policies.
• Plans and communicates preferred methods and best practices for hiring, training, compensating, and evaluating employees. 
• Partners with Human Resources Leadership and Executive Leadership to align compensation strategies with broader business strategies, ensuring compensation efforts support long-term organizational goals.
• Support ad-hoc project requests for specific subsidiaries of the company.
• Adheres specifically to all company policies and procedures, Federal and State regulations, and laws.
• Display dedication to position responsibilities and achieve assigned goals and objectives.
• Always represent the Company in a professional manner and appearance.
• Understand and internalize the Company’s purpose,
• Display loyalty to the Company and its organizational values.
• Display enthusiasm and dedication to learning how to be more effective on the job and share knowledge with others.
• Work effectively with co-workers, internal and external customers and others by sharing ideas in a constructive and positive manner; listen to and objectively consider ideas and suggestions from others; keep commitments; keep others informed of work progress, timetables, and issues; address problems and issues constructively to find mutually acceptable and practical business solutions; address others by name, title, or other respectful identifier, and respect the diversity of our work force in actions, words, and deeds.
• Comply with the policies and procedures stated in the Injury and Illness Prevention Program by always working in a safe manner and immediately reporting any injury, safety hazard, or program violation. 
• Ensure conduct is consistent with all Compliance Program Policies and procedures when engaging in any activity on behalf of the company. Immediately report any concerns or violations.
• Other duties as assigned.

Education, Knowledge, Skills, and Experience

Required Education:

• Bachelor’s degree in human resources or related field.

Required Knowledge:

• Extensive knowledge of quantitative and qualitative research methods.
• Extensive knowledge of human resource laws, regulations and best practices. 
• Excellent knowledge of compensation and benefit practices and regulations.
• Working in healthcare and distribution is a plus.

Required Experience:

• Ten (10+) years of experience defining compensation guidelines.
• Ten (10+) years of experience administering fundamental salary administration and compensation programs and policies, and compensation-specific training for HR and business throughout the US.
• Experience writing job descriptions, conducting salary surveys for various states, conducting equity analysis both internal and external.
• Experience applying analytical methods to business problems, driving improved decision making and outcomes.
• EEO Practices
• Familiar with ADA and essential functions of a job.

Required Skills:

• Ability to maintain confidentiality and sensitivity to employee information.
• Ability to compile and analyze data that can be used to create a data storyline.
• Intermediate to advanced level spreadsheet experience (pivot tables, databases, formulas).
• Excellent written and verbal communication skills.
• Excellent organizational and time management skills.
• Strong analytical and quantitative skills.
• Proficient with Microsoft Office Suite or similar software. 
• Must have a detail orientation and the proven ability to prioritize work
• Must have the ability to work with limited supervision and as part of a team
• Sound decision-making abilities

Professional Certification:

• Certified Compensation Professional (CCP) or Compensation Management Specialist (CMS) Preferred
• SHRM-CP, SHRMP-SCP, PHR, or SPHR Certification a plus

Physical requirements

Vision, hearing, speech, movements requiring the use of wrists, hands and/or fingers. Must have the ability to view a computer screen for prolonged periods and the ability to sit for extended periods. Must have the ability to work the hours and days required to complete the essential functions of the position, as scheduled.  The employee occasionally lifts to 20 lbs. and occasionally kneels and bends. Must have the ability to travel occasionally. Working condition include normal office setting.

Mental Demands

Learning, thinking, concentration and the ability to work under pressure, particularly during busy times.   Must be able to pay close attention to detail and be able to work as a member of a team to ensure excellent customer service.  Must have the ability to interact effectively with co-workers and customers, and exercise self-control and diplomacy in customer and employee relations’ situations.  Must have the ability to exercise discretion as well as appropriate judgments when necessary.  Must be proactive in finding solutions.

Direct Reports

No

EEO Statement

FFF Enterprises and Nufactor are an equal opportunity employer and prohibits discrimination and harassment based on the following characteristics: race, color, religion, national origin, physical or mental disability, gender, age (40 years and over) qualified veteran and any other characteristic protected by state or federal anti-discrimination law covering employment. These categories are defined according to Government Code section 12920. The Company prohibits unlawful discrimination based on the perception that anyone has any of those characteristics or is associated with a person who has or is perceived as having any of those characteristics.