Alzheimer's Association
Compensation Manager
Alzheimer's Association, Chicago, Illinois, United States, 60290
The Association is looking for a sole practitioner to manage the compensation function.Areas of responsibility include merit pay, performance/incentive awards, market evaluation and market pricing activities to ensure internal equity and external competitiveness, while adhering to the Association's total rewards philosophy. The manager will provide analytical expertise, guidance and program interpretation to the HR managers and senior leaders. There may be project planning components related to compensation program development, alternative reward design and incentive program implementation and communication. This role may support the VP HR with executive compensation initiatives of the Compensation Committee of the Board of Directors.
This position will report to the VP, HR and will be located in Chicago, IL.
Essential Job Responsibilities:
Administer compensation policies and guidelines and provide support to the HRBP and talent team as well as line management and senior management as required.Prepare market pricing analysis; establish standards. Activities include the matching of internal positions to external data using standardized surveys for purposes of making recommendations to management regarding base salary levels, appropriate grade assignment, total compensation opportunity, and/or hiring ranges for a given position.Participate in various compensation-related projects which involve revision, development and/or re-design of existing compensation programs.Ensure that the administration of various compensation programs are in compliance with established guidelines, processes, and procedures. This may include executive compensation, incentive compensation, annual merit review cycle, geographic differentials, etc., as well as federal, state and local laws.Work closely with the benefits function to ensure that the total compensation and rewards programs are complimentary and meet the unique needs of the Association. This includes at least annual reviews of programs and requirements, identification of gaps, recommendations for improvements, and cost-benefit analysis.Conduct and participate in compensation surveys or special compensation studies for purposes of maintaining the Association's competitive position within the market place. This may require creation of market-specific surveys, establishment of target audience, communications, data collection, analysis, and feedback on results.Partner with the Senior Director, Benefit and HR Operations and HRIS Manager to ensure that compensation plan implementation is secure and the HRIS database is current. This would include timely and accurate payment processing and documentation.Prepare and or support the creation of comprehensive job descriptions, as needed. Maintain master database of job descriptions.Maintain credentials and membership with professional associations to keep current of trends within the market regarding compensation issues and legislative or regulatory trends.Requirements-Education/Experience/Specialized Knowledge and Competency Requirements:
Bachelor's degree with concentration in Human Resources, Business, Economics or Finance or equivalent combination of education and experience.Certified Compensation and/or Benefits Professional desired.5 - 7 years of progressive, relevant compensation analyst experience.Additional experience in a human resource department or related position other HR specialist experience a plus.Sound understanding of current state and federal wage laws, employer/employee rights and general employment laws.Strong analytical, statistical and mathematical skills required.Superior verbal and written communication and interpersonal skills, to interface with all levels of staff and leadership. Excellent presentation skills and an ability to engage audiences with credibility.Ability to effectively collaborate with others to reach mutually agreeable outcomes.Professional, self-motivated, and results oriented. Effective time management skills to meet deadlines.Professional presence with highest commitment to confidentiality, and a strong history of trustworthiness and approachability. Ability to multi-task and shift priorities in a changing environment.Minimal travel.Superior Excel/worksheet skills required. UKG, Power of BI/Business Intelligence, ADP Workforce Now, Google platform/Gmail, Word, PowerPoint desired
Job Title:
Compensation Manager
Reports To:
Vice President, Human Resources
Location:
Chicago, IL - hybrid
Status:
37.5 hours for full-time
Grade:
9
Who We Are :
The Alzheimer's Association is the leading voluntary health organization in Alzheimer's care, support and research. Our mission is to lead the way to end Alzheimer's and all other dementia- by accelerating global research, driving risk reduction and early detection, and maximizing quality care and support.
At the Alzheimer's Association, our employees are at the core of all we do. Our network of more than 1,900 employees across the United States makes a difference each and every day for those impacted by Alzheimer's and those at risk for the disease.
We warmly invite qualified applicants to consider this opportunity to make a life-changing impact on the millions living with Alzheimer's, their caregivers and those that may develop the disease in the future. Read on to learn more about the role, then visit our website www.alz.org/jobs to explore who we are and why we've been recognized as a Best Place to Work for the last twelve years in a row.
At the Alzheimer's Association®, we believe that diverse perspectives are critical to achieving health equity - meaning that all communities have a fair and just opportunity for early diagnosis and access to risk reduction and quality care. The Association is committed to engaging underrepresented and underserved communities and responding with resources and education to address the disproportionate impact of Alzheimer's and dementia.
The Alzheimer's Association is committed to diversity, equity and inclusion in the workplace and provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
Employees working 24 hours/week or more are eligible for a comprehensive benefits package, including medical, dental, vision, flex accounts, short and long-term disability, life insurance, long term care insurance, tuition reimbursement, generous Paid Time Off, 12 annual holidays and Paid Family Leave, as well as an annual Cultural & Heritage Day and Volunteer Day of their choosing. They are also eligible for our gold standard 401(k) retirement plan.
Full time employees (37.5 hours/week), will enjoy all of the above plus an annual School Visitation Day and an Elder Care Facility Day of their choosing.
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)
This position will report to the VP, HR and will be located in Chicago, IL.
Essential Job Responsibilities:
Administer compensation policies and guidelines and provide support to the HRBP and talent team as well as line management and senior management as required.Prepare market pricing analysis; establish standards. Activities include the matching of internal positions to external data using standardized surveys for purposes of making recommendations to management regarding base salary levels, appropriate grade assignment, total compensation opportunity, and/or hiring ranges for a given position.Participate in various compensation-related projects which involve revision, development and/or re-design of existing compensation programs.Ensure that the administration of various compensation programs are in compliance with established guidelines, processes, and procedures. This may include executive compensation, incentive compensation, annual merit review cycle, geographic differentials, etc., as well as federal, state and local laws.Work closely with the benefits function to ensure that the total compensation and rewards programs are complimentary and meet the unique needs of the Association. This includes at least annual reviews of programs and requirements, identification of gaps, recommendations for improvements, and cost-benefit analysis.Conduct and participate in compensation surveys or special compensation studies for purposes of maintaining the Association's competitive position within the market place. This may require creation of market-specific surveys, establishment of target audience, communications, data collection, analysis, and feedback on results.Partner with the Senior Director, Benefit and HR Operations and HRIS Manager to ensure that compensation plan implementation is secure and the HRIS database is current. This would include timely and accurate payment processing and documentation.Prepare and or support the creation of comprehensive job descriptions, as needed. Maintain master database of job descriptions.Maintain credentials and membership with professional associations to keep current of trends within the market regarding compensation issues and legislative or regulatory trends.Requirements-Education/Experience/Specialized Knowledge and Competency Requirements:
Bachelor's degree with concentration in Human Resources, Business, Economics or Finance or equivalent combination of education and experience.Certified Compensation and/or Benefits Professional desired.5 - 7 years of progressive, relevant compensation analyst experience.Additional experience in a human resource department or related position other HR specialist experience a plus.Sound understanding of current state and federal wage laws, employer/employee rights and general employment laws.Strong analytical, statistical and mathematical skills required.Superior verbal and written communication and interpersonal skills, to interface with all levels of staff and leadership. Excellent presentation skills and an ability to engage audiences with credibility.Ability to effectively collaborate with others to reach mutually agreeable outcomes.Professional, self-motivated, and results oriented. Effective time management skills to meet deadlines.Professional presence with highest commitment to confidentiality, and a strong history of trustworthiness and approachability. Ability to multi-task and shift priorities in a changing environment.Minimal travel.Superior Excel/worksheet skills required. UKG, Power of BI/Business Intelligence, ADP Workforce Now, Google platform/Gmail, Word, PowerPoint desired
Job Title:
Compensation Manager
Reports To:
Vice President, Human Resources
Location:
Chicago, IL - hybrid
Status:
37.5 hours for full-time
Grade:
9
Who We Are :
The Alzheimer's Association is the leading voluntary health organization in Alzheimer's care, support and research. Our mission is to lead the way to end Alzheimer's and all other dementia- by accelerating global research, driving risk reduction and early detection, and maximizing quality care and support.
At the Alzheimer's Association, our employees are at the core of all we do. Our network of more than 1,900 employees across the United States makes a difference each and every day for those impacted by Alzheimer's and those at risk for the disease.
We warmly invite qualified applicants to consider this opportunity to make a life-changing impact on the millions living with Alzheimer's, their caregivers and those that may develop the disease in the future. Read on to learn more about the role, then visit our website www.alz.org/jobs to explore who we are and why we've been recognized as a Best Place to Work for the last twelve years in a row.
At the Alzheimer's Association®, we believe that diverse perspectives are critical to achieving health equity - meaning that all communities have a fair and just opportunity for early diagnosis and access to risk reduction and quality care. The Association is committed to engaging underrepresented and underserved communities and responding with resources and education to address the disproportionate impact of Alzheimer's and dementia.
The Alzheimer's Association is committed to diversity, equity and inclusion in the workplace and provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
Employees working 24 hours/week or more are eligible for a comprehensive benefits package, including medical, dental, vision, flex accounts, short and long-term disability, life insurance, long term care insurance, tuition reimbursement, generous Paid Time Off, 12 annual holidays and Paid Family Leave, as well as an annual Cultural & Heritage Day and Volunteer Day of their choosing. They are also eligible for our gold standard 401(k) retirement plan.
Full time employees (37.5 hours/week), will enjoy all of the above plus an annual School Visitation Day and an Elder Care Facility Day of their choosing.
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)