Compensation Specialist

 This high-level individual contributor plays a lead role in the design, implementation, administration, and continuous improvement of ManpowerGroup's US base pay structures and incentive plans.  This may include, but is not limited to organizational design, job design, job evaluation, performance management, sales compensation, executive compensation, salary planning, incentive compensation, and reward & recognition programs.  Responsible for providing salary, job, and equity analysis in support of Human Resource programs related to compensation, job documentation and job evaluation.
  
Making an Impact

• Participates in the planning, development, implementation, administration and communication of ManpowerGroup's US employee compensation programs. 

• Project leader and coordinator of assigned compensation studies and projects. 

• Provides counsel and support to management in the application of salary administration policies & procedures and develops solutions to help support business needs. 

• Evaluates new and existing positions by investigating and analyzing position duties and responsibilities to determine internal/external equity, appropriate classification and salary levels/ranges by using market pricing methodology and whole job slotting.

• Participates in job matching, salary survey preparation, and submission of data. 

• Analyzes and evaluates market benchmark data through market-pricing, and internal equity to aid in the design and development of base pay and salary structure(s), incentive and retention plans, merit budget planning, and for evaluating our market competitiveness.  

• Partners with assigned business unit to design and develop sales compensation plans, by understanding business needs and developing recommendations based on market trends. Provide communication and consulting services to managers regarding compensation plans and programs. Analyze sales plan effectiveness and make recommendations for improvement. 

• Administers the year-end compensation activities (base pay adjustments and bonus payouts) in conjunction with the year-end performance management cycle.  Consult with managers on specific issues around pay practices and rewards.

• Develops and models base/incentive programs and evaluates and analyzes cost, effectiveness and performance of base/incentive programs. 

• Other Accountabilities as assigned

Sharing Expertise    

• Consults with operational leaders in the design and development of current and new positions.  

• Conducts and advises managers on the annual merit increase program; develops communications, processing procedures and tools, facilitates submission and processing of data, advises and enforces policy/guidelines with managers, and tracks exceptions and variants to the program.  Analyzes results/changes and provides wrap up reports. 

Gaining Exposure

•  Maintains up to date knowledge of government regulations, ensure compliance with regulation, and prepare and distribute required reports.  

• Monitors industry compensation trends and best practices.