Compensation & People Analytics Program Manager

Compensation & People Analytics Program Manager

Job Summary

The Compensation & People Analytics Program Manager leads the design, implementation, and management of competitive compensation programs while leveraging data-driven strategies to optimize workforce management practices. This role conducts detailed compensation analysis and market research to develop and recommend compensation strategies and policies. The program manager develops and administers compensation programs, including salary structures, pay grades, and bonus/incentive/merit programs, while ensuring compliance with compensation regulations and policies. Additionally, the role involves conducting complex job evaluations and market pricing, leveraging technology to streamline compensation operations, performing regular audits to ensure data integrity, and developing and delivering communication and change management strategies and training programs to educate leaders and employees on compensation policies and practices. You will collaborate with HR and leadership teams to develop and execute compensation and analytics projects, create dashboards, and present findings that inform strategic initiatives. Expertise in data analysis and visualization is crucial for identifying trends and opportunities to enhance employee engagement, retention, and organizational performance. This position reports to the Manager, HR Operations.

About UFCU

Our credit union was chartered in 1936 and has grown to serve over 384,816 members. At UFCU, we are more than just a financial institution, and our people are more than just employees. We are dedicated to serving our Members, empowering their financial success, and building financially healthy communities.

Our aspiration is to be loved by millions of members and built to thrive for generations. Our employees are not only part of our team but also Members themselves. They are innovative, agile, and Member-obsessed leaders who strive to be the best and always do the right thing. We offer a competitive compensation and benefits package to support our employees and their loved ones, reflecting the fact that our people are at the center of everything we do.

UFCU fosters a collaborative, diverse, and inclusive environment that fosters innovation, performance excellence, and career growth. If you're looking for a challenging, purpose-driven career that makes a difference in our communities, UFCU is the place for U. Join us and work with purpose.

Essential Functions

Compensation Administration

• Oversees the administration of all compensation programs that align with organizational goals and business objectives, including base pay, variable pay, bonus/merit programs, and other compensation-related processes and activities.

• Develops and manages salary structures, pay grades, compensation guidelines, documentation, and the HRIS compensation module.

• Acts as a consultant to HR partners and leaders, providing expert guidance and recommendations on compensation-related matters, including employment offer approvals, salary adjustments, promotions, and incentive plans.

• Conducts regular benchmarking and analyzes compensation practices across relevant industries and geographic locations to ensure programs remain fair and competitive.

Annual Merit, Incentives, and Annual Incentive Plan (AIP) Program Management

• Leads the development, analysis, forecasting, and recommendation of merit and Annual Incentive Plan (AIP) scenarios to Senior Leadership for budgeting, forecasting, reporting, and strategic decision-making purposes.

• Oversees the administration and management of the annual merit and AIP processes, including calculations, forecasting, processing, reporting to Business Unit leaders, change management, and communications. This includes making recommendations for base pay adjustments and annual incentive awards, ensuring compliance with compensation guidelines, and conducting final reconciliations.

• Partners with Payroll and department leadership to evaluate and administer incentive plans for Lending and Retail operations, ensuring alignment with organizational goals and effective implementation.

Compensation Analysis and Reporting

• Leads the analysis of competitive market data for all job positions, job families, and departments, reviewing internal equity and preparing proposals for leadership on potential pay adjustments.

• Develops and delivers comprehensive market data presentations to leaders, providing actionable insights and recommendations.

• Oversees the review of position titles and partners with HRBP on job descriptions to determine appropriate compensation levels, ensuring jobs are accurately scoped to relevant market data.

• Manages the analysis of pay structures, pay ranges, compa-ratios, and the placement of all positions within pay ranges, recommending adjustments as necessary.

• Utilizes advanced data analytics and metrics to provide deep insights into compensation trends, cost analyses, and the ROI of compensation programs.

• Collects, analyzes, and reports on compensation metrics and risk, leveraging people analytics to inform strategic decisions.

• Conducts in-depth analysis on the effectiveness and competitiveness of existing compensation programs, modeling the potential impact of alternatives to optimize compensation strategies.

Compensation Communication and Education

• Establishes and nurtures relationships with leaders to understand department structures, goals, and business objectives. Provides subject matter expertise on compensation practices, educating leaders and aligning compensation approaches with business needs. Develops innovative solutions for compensation-related talent acquisition and retention.

• Collaborates with business leaders and Human Resources leadership to support business objectives by offering analytical support, consulting, and strategic compensation advice for their functional areas.

• Utilizes strong communication and analytical skills to enhance understanding of compensation philosophies, practices, and administration among leaders, ensuring effective communication and implementation across all levels of the organization.

• Develops and implements an organizational pay transparency program, promoting fairness and equity while ensuring compliance with relevant regulations and enhancing employee trust and engagement.

Compliance

• Proactively stays abreast of legislative changes as well as industry best practices and trends related to compensation, ensuring that all compensation programs are compliant with various government regulations. Modifies compensation guidelines and practices as appropriate.

Quality Assurance, Process and Technology Enhancements

• Leads the regular assessment of the effectiveness of existing compensation programs, recommending adjustments as needed to ensure alignment with organizational goals and market competitiveness.

• Oversees annual audits to ensure compensation data integrity and pay equity for all active positions, utilizing advanced analytics to identify and address discrepancies.

• Enhances workflows and maintains process documentation for compensation processes.

• Advances compensation practices through the integration of technology, including market pricing, pay equity analysis, salary structure management, pay grade analysis, salary survey management, and the development of dashboards for real-time data visualization.

• Partners with the HRIS team on process and systems enhancements for the Compensation module, ensuring data integrity and leveraging people analytics to provide actionable insights for strategic decision-making.

Other

• Performs other duties as assigned.

• Adheres to all organizational policies, procedures and business ethics codes.

• Completes required regulatory training as assigned.

• Maintains strict adherence and compliance to all laws, rules, regulations, policies, procedures and internal controls specific to the role, including but not limited to Bank Secrecy Act, Anti-Money. Laundering, USA Patriot Art, OFAC and Fair Lending Regulations.

Knowledge/Skills/Abilities

Knowledge

• Advanced understanding of complex compensation principles, strategies and models, including incentive, commission, and variable pay models

• Advanced knowledge of HRIS, compensation management systems, and Excel, including regression analyses and advanced formulas

• Solid knowledge of human resources policies, processes, and applicable laws

Skills

• Exceptional interpersonal, listening, collaborative, verbal and written communication skills

• Exceptional organizational, project management, analytical, and time management skills

Abilities

Build Partnerships and Communication

• Ability to effectively build relationships, establish rapport, and diplomatically communicate complex information

• Exceptional solutions and client service-oriented, with an emphasis on problem solving

• Ability to visualize and articulate problems and concepts in a systematic manner that appeals to business leaders while tailoring communications, formal or informal, to the audience

Emotional Intelligence and Focus on Results

• Ability to demonstrate empathy and excellent teamwork skills

• Ability to effectively demonstrate integrity and accountability, as well as focus on results

Adaptability and Decision Making

• Self-starter who is motivated to successfully assist with complex project deliverables

• High degree of adaptability with the ability to work under tight deadlines and changing needs

• Ability to contribute to the development and implementation of strategic and complex compensation plans to align with evolving strategies

• Ability to see beyond the numbers to drive sound decision-making

Core Competencies

• Demonstrating Member Obsession

• Puts themselves in the Member's shoes

• Looks for friction points

• Makes it personalized and easy

• Demonstrating Performance Excellence

• Sets standards for elevating excellence

• Ensures elevated quality

• Takes responsibility

• Conducts continuous improvement

• Demonstrating Innovation

• Challenges current thinking

• Approaches change with a positive mindset

Experience

Minimum Requirements

• Bachelor's degree in a business-related field, with a preferred emphasis in finance, economics, statistics, mathematics or accounting

• 5+ years of professional experience managing and administering compensation programs in large, complex organizations

• 3-5 year/s of professional experience in complex data analysis and developing HR analytics dashboards and data visualization packages

• Advanced Excel proficiency

• Must be bondable

Preferred Requirements

• Master's degree

• Certified Compensation Professional (CCP) or Global Remuneration Professional (GRP) Certification

• Experience with UKG

• Experience using analytics software such as Tableau or Power BI

• Financial institution or Credit Union experience

Physical Demands

The physical demands described here are representative of those that must be met by an employee in order to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle or feel; reach with hands and arms; and talk or hear.

• Specific vision abilities required by this job include close vision, distance vision, peripheral vision, and ability to adjust focus.

• Employee will make extensive use of the telephone requiring the ability to effectively and accurately explain complex information.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.

• Position is expected to work onsite at UFCU Plaza in Austin, Texas at least one day per week but up to three days per week.

• This position may involve periodic stressful conditions.

• May occasionally require an adjusted work schedule, overtime, and evening/weekend hours.

• Public contact position, requiring appropriate professional appearance.

• Frequent computer use at a workstation of up to two hours at a time.

• The noise level in the work environment is usually moderate.

#INDUFCU

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)