KIPP Foundation
Director of Compensation
KIPP Foundation, Newark, New Jersey, us, 07175
Full-time
Start Date: Immediate opening
Department: Regional Support and Leadership
Company Description
About KIPP TEAM & Family
KIPP TEAM & Family is our network office that includes support teams - such as Leadership Development, Recruitment, Advocacy, Facilities, Finance, HR and more - dedicated to empowering our schools and ensuring the success of KIPP students throughout New Jersey and Miami. Our schools are part of the nationally recognized “Knowledge Is Power Program” network of free, open-enrollment, college-preparatory public schools dedicated to preparing students for success in college and in life. The first KIPP New Jersey school opened in Newark in 2002 and since then our school network has expanded to educate 8,135 students in grades K-12. By 2027, KIPP New Jersey will provide a world-class education to over 10,300 students across Newark and Camden. To learn more, visit www.kippnj.org.
In 2018, we grew our KIPP community in response to a need for high-quality school options for students in Greater Miami’s Urban Core communities. That led to the creation of KIPP Miami, which currently educates more than 1,000 students in four schools, with plans to reach 5,800 students by 2025. By offering highly effective educators with strong bonds to families, more time in school learning, services that support a variety of student needs, and a culture focused on achievement, our students in New Jersey and Miami are on the path to and through college, career, and choice-filled lives.
Job Description
Here’s what you need to know:
The Director of Compensation will be responsible for developing and implementing compensation strategies, systems and programs that align with the organization's compensation philosophy to pay our teammates, competitively, equitably, and transparently. This role requires a deep understanding of compensation practices, data analysis skills, and the ability to collaborate effectively with stakeholders across the organization.
Here’s what you’ll be doing:
Compensation System Design, Implementation, and Management
Develops compensation strategies, policies, and programs
Designs, implements, and manages salary classification and compensation systems, including job levels, grades, salary bands, and salary scales
Regularly reviews compensation practices and market conditions, and adjusts the organization’s pay, incentive, and benefit structures as needed
Directs job classification processes and salary placements for new and current employees
Managing and oversight of job descriptions and titles
Management of annual salary review process including but not limited to, conducting benchmarking data to make recommendations on annual salary increases, review and assess any promotion requests with recommendations, communication with managers and employees and run the processes for importing new salaries into the HRIS system
Assessment and management of additional compensation structures including but not limited to, stipends, additional work assignments and/or contracted work to ensure alignment, consistency and equitable approach across the organization as well as market competitiveness
Review and address all compensation related inquiries or concerns from internal staff or prospective staff
Total Rewards Program
Partner with the Managing Director of Human Resources and Payroll in the design, implementation and administration of the organization’s total rewards program (including compensation, benefits, recognition, retirement and well-being)
Monitor industry trends and make recommendations that support the organization’s ability to continue to attract, engage and retain talent
Evaluate the effectiveness of the total rewards program and identify areas for improvement.
Lead and direct the organization’s total compensation committee
Cross-Functional Stakeholder Support & Engagement
Provides counsel to hiring managers on job descriptions, salary decisions, policy and guideline interpretation and job evaluations
Partner with and provide counsel to the Talent Teams (talent acquisition, human resources, employee relations, payroll) team on pay decisions, policy and guideline interpretation
Create a communication strategy approach to ensure teammate understanding of compensation policies and benefit offerings
Develop and lead the processes for generating, distributing, and operationalizing annual compensation changes for all staff.
Legal Compliance
Ensure compliance with all legal and regulatory requirements related to compensation and benefits
Oversight of job postings and job description to comply with state and federal requirements.
Conduct audit assessments for pay equity and compensation alignment across the organization
Refine and codify internal compensation processes to ensure accuracy, security, timelines and compliance with applicable local, state and federal compensation regulations
Qualifications
Must Haves:
Bachelor’s degree in human resources, business administration, finance or a related field
Progressive experience in compensation and total rewards
Experience with FLSA guidelines and performing exempt/nonexempt "duties" tests
Strong analytical skills with the ability to interpret data and trends to make informed decisions
Excellent communication and interpersonal skills, with the ability to influence and collaborate effectively at all levels of the organization
In-depth knowledge of compensation practices, including salary structure design, incentive plans, and market analysis
Proficient in Excel, Word, Google Sheets and Google Docs
Ability to effectively communicate with a wide range of individuals and stakeholders across multiple levels
Ability to build compensation systems and processes from ground up.
Ability to lead change management
Demonstrated knowledge of HR management, policies, best practices and procedures
Demonstrated knowledge of state and federal employment land wage and hour laws
Demonstrated knowledge of HRIS system(s)
Nice to Haves:
PHR or SHRM Certification
Additional Information
Compensation & Benefits
In addition to a competitive salary, KIPP TEAM & FAMILY offers a full comprehensive benefits plan, including health care, retirement, a school laptop and transportation benefits for TEAMmates commuting into New Jersey from the New York City area.
KIPP New Jersey | KIPP Miami is an equal opportunity employer
#J-18808-Ljbffr
Start Date: Immediate opening
Department: Regional Support and Leadership
Company Description
About KIPP TEAM & Family
KIPP TEAM & Family is our network office that includes support teams - such as Leadership Development, Recruitment, Advocacy, Facilities, Finance, HR and more - dedicated to empowering our schools and ensuring the success of KIPP students throughout New Jersey and Miami. Our schools are part of the nationally recognized “Knowledge Is Power Program” network of free, open-enrollment, college-preparatory public schools dedicated to preparing students for success in college and in life. The first KIPP New Jersey school opened in Newark in 2002 and since then our school network has expanded to educate 8,135 students in grades K-12. By 2027, KIPP New Jersey will provide a world-class education to over 10,300 students across Newark and Camden. To learn more, visit www.kippnj.org.
In 2018, we grew our KIPP community in response to a need for high-quality school options for students in Greater Miami’s Urban Core communities. That led to the creation of KIPP Miami, which currently educates more than 1,000 students in four schools, with plans to reach 5,800 students by 2025. By offering highly effective educators with strong bonds to families, more time in school learning, services that support a variety of student needs, and a culture focused on achievement, our students in New Jersey and Miami are on the path to and through college, career, and choice-filled lives.
Job Description
Here’s what you need to know:
The Director of Compensation will be responsible for developing and implementing compensation strategies, systems and programs that align with the organization's compensation philosophy to pay our teammates, competitively, equitably, and transparently. This role requires a deep understanding of compensation practices, data analysis skills, and the ability to collaborate effectively with stakeholders across the organization.
Here’s what you’ll be doing:
Compensation System Design, Implementation, and Management
Develops compensation strategies, policies, and programs
Designs, implements, and manages salary classification and compensation systems, including job levels, grades, salary bands, and salary scales
Regularly reviews compensation practices and market conditions, and adjusts the organization’s pay, incentive, and benefit structures as needed
Directs job classification processes and salary placements for new and current employees
Managing and oversight of job descriptions and titles
Management of annual salary review process including but not limited to, conducting benchmarking data to make recommendations on annual salary increases, review and assess any promotion requests with recommendations, communication with managers and employees and run the processes for importing new salaries into the HRIS system
Assessment and management of additional compensation structures including but not limited to, stipends, additional work assignments and/or contracted work to ensure alignment, consistency and equitable approach across the organization as well as market competitiveness
Review and address all compensation related inquiries or concerns from internal staff or prospective staff
Total Rewards Program
Partner with the Managing Director of Human Resources and Payroll in the design, implementation and administration of the organization’s total rewards program (including compensation, benefits, recognition, retirement and well-being)
Monitor industry trends and make recommendations that support the organization’s ability to continue to attract, engage and retain talent
Evaluate the effectiveness of the total rewards program and identify areas for improvement.
Lead and direct the organization’s total compensation committee
Cross-Functional Stakeholder Support & Engagement
Provides counsel to hiring managers on job descriptions, salary decisions, policy and guideline interpretation and job evaluations
Partner with and provide counsel to the Talent Teams (talent acquisition, human resources, employee relations, payroll) team on pay decisions, policy and guideline interpretation
Create a communication strategy approach to ensure teammate understanding of compensation policies and benefit offerings
Develop and lead the processes for generating, distributing, and operationalizing annual compensation changes for all staff.
Legal Compliance
Ensure compliance with all legal and regulatory requirements related to compensation and benefits
Oversight of job postings and job description to comply with state and federal requirements.
Conduct audit assessments for pay equity and compensation alignment across the organization
Refine and codify internal compensation processes to ensure accuracy, security, timelines and compliance with applicable local, state and federal compensation regulations
Qualifications
Must Haves:
Bachelor’s degree in human resources, business administration, finance or a related field
Progressive experience in compensation and total rewards
Experience with FLSA guidelines and performing exempt/nonexempt "duties" tests
Strong analytical skills with the ability to interpret data and trends to make informed decisions
Excellent communication and interpersonal skills, with the ability to influence and collaborate effectively at all levels of the organization
In-depth knowledge of compensation practices, including salary structure design, incentive plans, and market analysis
Proficient in Excel, Word, Google Sheets and Google Docs
Ability to effectively communicate with a wide range of individuals and stakeholders across multiple levels
Ability to build compensation systems and processes from ground up.
Ability to lead change management
Demonstrated knowledge of HR management, policies, best practices and procedures
Demonstrated knowledge of state and federal employment land wage and hour laws
Demonstrated knowledge of HRIS system(s)
Nice to Haves:
PHR or SHRM Certification
Additional Information
Compensation & Benefits
In addition to a competitive salary, KIPP TEAM & FAMILY offers a full comprehensive benefits plan, including health care, retirement, a school laptop and transportation benefits for TEAMmates commuting into New Jersey from the New York City area.
KIPP New Jersey | KIPP Miami is an equal opportunity employer
#J-18808-Ljbffr