KIPP Team and Family (KIPP New Jersey & KIPP...
Director of Compensation
KIPP Team and Family (KIPP New Jersey & KIPP..., Newark, New Jersey, us, 07175
Company DescriptionAbout KIPP TEAM & Family
The Director of Compensation is a hybrid role which consists of a combination of in person and remote work.
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 DescriptionHere’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.
Manages and oversees job descriptions and titles.
Manages the annual salary review process including conducting benchmarking data to make recommendations on annual salary increases, reviewing and assessing any promotion requests with recommendations, communicating with managers and employees, and running the processes for importing new salaries into the HRIS system.
Assesses and manages additional compensation structures including stipends, additional work assignments, and/or contracted work to ensure alignment, consistency, and equitable approach across the organization as well as market competitiveness.
Reviews and addresses all compensation-related inquiries or concerns from internal staff or prospective staff.
Total Rewards Program
Partners 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).
Monitors industry trends and makes recommendations that support the organization’s ability to continue to attract, engage, and retain talent.
Evaluates the effectiveness of the total rewards program and identifies areas for improvement.
Leads and directs 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.
Partners with and provides counsel to the Talent Teams (talent acquisition, human resources, employee relations, payroll) team on pay decisions, policy and guideline interpretation.
Creates a communication strategy approach to ensure teammate understanding of compensation policies and benefit offerings.
Develops and leads the processes for generating, distributing, and operationalizing annual compensation changes for all staff.
Legal Compliance
Ensures compliance with all legal and regulatory requirements related to compensation and benefits.
Oversees job postings and job descriptions to comply with state and federal requirements.
Conducts audit assessments for pay equity and compensation alignment across the organization.
Refines and codifies 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 the ground up.
Ability to lead change management.
Demonstrated knowledge of HR management, policies, best practices, and procedures.
Demonstrated knowledge of state and federal employment and 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
The Director of Compensation is a hybrid role which consists of a combination of in person and remote work.
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 DescriptionHere’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.
Manages and oversees job descriptions and titles.
Manages the annual salary review process including conducting benchmarking data to make recommendations on annual salary increases, reviewing and assessing any promotion requests with recommendations, communicating with managers and employees, and running the processes for importing new salaries into the HRIS system.
Assesses and manages additional compensation structures including stipends, additional work assignments, and/or contracted work to ensure alignment, consistency, and equitable approach across the organization as well as market competitiveness.
Reviews and addresses all compensation-related inquiries or concerns from internal staff or prospective staff.
Total Rewards Program
Partners 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).
Monitors industry trends and makes recommendations that support the organization’s ability to continue to attract, engage, and retain talent.
Evaluates the effectiveness of the total rewards program and identifies areas for improvement.
Leads and directs 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.
Partners with and provides counsel to the Talent Teams (talent acquisition, human resources, employee relations, payroll) team on pay decisions, policy and guideline interpretation.
Creates a communication strategy approach to ensure teammate understanding of compensation policies and benefit offerings.
Develops and leads the processes for generating, distributing, and operationalizing annual compensation changes for all staff.
Legal Compliance
Ensures compliance with all legal and regulatory requirements related to compensation and benefits.
Oversees job postings and job descriptions to comply with state and federal requirements.
Conducts audit assessments for pay equity and compensation alignment across the organization.
Refines and codifies 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 the ground up.
Ability to lead change management.
Demonstrated knowledge of HR management, policies, best practices, and procedures.
Demonstrated knowledge of state and federal employment and 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