Indygo
Manager Compensation
Indygo, Indianapolis, Indiana, us, 46262
Position Title:
Manager Compensation
Safety Sensitive:
No
Supervisor’s Title:
Chief of Department People
FLSA Status:
Exempt
Department:
Department of People
Division:
Human Resource
The salary range is $80,000 - $90,000 annually, commensurate with education and experience.
Onsite/No Remote Option
ABOUT US
We are IndyGo, a Municipal Corporation of Indianapolis – Marion County, and we’re proud to be the largest public transportation provider in the state of Indiana. We operate 32 transit routes throughout the county, providing nearly 10 million passenger trips a year to the good citizens of our region. IndyGo is committed to expanding mobility options to improve connectivity with the company’s mission, vision, and goals.
WHO WE ARE
A key measure of any great city is the ease of getting from one place to another. We call it “mobility.” It’s as essential as access to electricity and clean water. It moves a city forward to become a better place of opportunity and community. It’s a measure of a city’s vitality and potential, and it reflects a city’s judgment about its civic priorities. It makes a city a better home and a better place to visit.
At IndyGo, getting people from one place to another is much more than just moving riders: it’s about getting our riders to their hopes and dreams, to their education and careers, to their families and friends, to their health and well-being, and another day of life in Indianapolis and the surrounding areas.
We’re here because you’ve got somewhere you need to be, and you need an easy, reliable way to get there. So come on; get on and get going to wherever you want to go on IndyGo.
INDYGO MISSION
As the region's largest transit authority, we are duty-bound to set the bar for transparency, trust, and overall professionalism. Our mission is to connect our community to economic and cultural opportunities through safe, reliable, and accessible mobility experiences.
Accountability:
We are legally, ethically, and morally committed to utilizing all resources responsibly with integrity and transparency.
Diversity:
We promote, embrace, and value all individuals.
Safety:
We ensure safe and secure environments.
Excellence:
We strive for quality in everything we do.
Teamwork:
We actively promote effective communication, collaboration, and partnerships.
Respect:
We value and treat all with dignity.
BENEFITS WE OFFER
Full-time positions with guaranteed 40 hours/week.
Medical, dental, and vision (effective on the 1st of the month, 30 days after the start date).
Free on-site wellness clinic for employees and their families.
Retirement plan (401A and 457B).
Tuition reimbursement.
Free IndyGo transportation for employees and their families.
Federal Loan Forgiveness Program
POSITION PURPOSE
The Manager of Compensation will be responsible for developing the compensation strategy and designing and implementing a comprehensive compensation plan that can grow and develop within the organization. The compensation manager will be expected to provide expert guidance in classification, compensation, including salary and total rewards, benchmarking, market trends, design and modeling, analytics, and reporting to assist leadership with aligning organizational structures to pursue organization goals efficiently. Additional responsibilities are facilitating compensation surveys and market adjustment calculations, providing proposals to support business cases, and working to ensure equity and competitive compensation packages for recruiting and retaining existing employees.
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES
To succeed in this role, an individual must satisfactorily perform the functions listed below. Reasonable accommodation may be made to ensure that individuals with disabilities are provided reasonable accommodations to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.
Oversee the strategic direction and execution of compensation functions.
Build and implement pay bands across the organization, ensuring fairness, equity, and competitiveness in compensation structures.
Create, implement, and maintain job-level guides to streamline career progression and internal equity.
Bring thought leadership by participating in and obtaining buy-in for the company compensation philosophy that will scale with the company’s growth.
Help identify and configure compensation architecture to support managers and employees in merit and incentive planning.
Provide expertise and guidance to Human Resources and Talent Acquisition teams and leadership on compensation-related matters, including salary negotiations and rates for job offers.
Partner with executive leadership to re-design and evolve our short-term incentive plans to drive employee performance and engagement.
Manage survey participation, submission, and purchases; monitor and evaluate benchmark data, pay structures, economic trends, and projections; and recommend changes as appropriate to maintain a competitive market position and internal equity.
Coordinate with the HRIS leader to manage compensation tools in the HRIS system, including the identification of system enhancements, testing, and incentive and merit administration.
Establish reporting and analytics for compensation data analysis.
Ensure full compliance with state and federal wage-related laws such as pay transparency, reporting, or new wage laws.
Serve as the primary owner of all related policies and guidelines related to compensation.
OTHER FUNCTIONS
Performs related duties & responsibilities as assigned/requested.
KNOWLEDGE, SKILLS, AND ABILITIES
5 years of experience in compensation
Build and implement pay bands across the organization, ensuring fairness, equity, and competitiveness in compensation structures.
Successful experience in managing HR technology platforms.
Proven strategic thinking and problem-solving skills with acute attention to detail.
Desire to work in a deadline-oriented and dynamic environment with agility and the ability to handle multiple priorities that span from tactical to strategic along the way.
Ability to build relationships, collaborate, and partner with people team and business stakeholders at all levels in the organization to deliver a great employee experience.
Exceptional critical thinking and analytical skills with the ability to leverage data for decision-making.
Makes data-driven decisions to positively impact employee experience while supporting organizational objectives.
Proficiency in MS, Expert in Excel
EDUCATION AND/OR EXPERIENCE
A bachelor's degree and 5 years of experience in benefits administration, 4 years of experience, or any equivalent combination of relevant education and experience.
Three plus years of experience managing people is required.
Experience in HRIS utilization, preferably ADP.
Direct experience with ADP administrator preferred.
Certified Compensation Professional (CCP) credentials is a plus.
PHYSICAL DEMANDSThe physical demands described here represent those an individual must meet to perform the essential functions of this job successfully. The company will make reasonable accommodations to enable individuals with disabilities to perform these functions.
Ability to work in a deadline-oriented office environment.
Ability to remain stationary at least 50% of the time.
Some local travel may be required.
IndyGo is an Equal Opportunity Employer
#J-18808-Ljbffr
Manager Compensation
Safety Sensitive:
No
Supervisor’s Title:
Chief of Department People
FLSA Status:
Exempt
Department:
Department of People
Division:
Human Resource
The salary range is $80,000 - $90,000 annually, commensurate with education and experience.
Onsite/No Remote Option
ABOUT US
We are IndyGo, a Municipal Corporation of Indianapolis – Marion County, and we’re proud to be the largest public transportation provider in the state of Indiana. We operate 32 transit routes throughout the county, providing nearly 10 million passenger trips a year to the good citizens of our region. IndyGo is committed to expanding mobility options to improve connectivity with the company’s mission, vision, and goals.
WHO WE ARE
A key measure of any great city is the ease of getting from one place to another. We call it “mobility.” It’s as essential as access to electricity and clean water. It moves a city forward to become a better place of opportunity and community. It’s a measure of a city’s vitality and potential, and it reflects a city’s judgment about its civic priorities. It makes a city a better home and a better place to visit.
At IndyGo, getting people from one place to another is much more than just moving riders: it’s about getting our riders to their hopes and dreams, to their education and careers, to their families and friends, to their health and well-being, and another day of life in Indianapolis and the surrounding areas.
We’re here because you’ve got somewhere you need to be, and you need an easy, reliable way to get there. So come on; get on and get going to wherever you want to go on IndyGo.
INDYGO MISSION
As the region's largest transit authority, we are duty-bound to set the bar for transparency, trust, and overall professionalism. Our mission is to connect our community to economic and cultural opportunities through safe, reliable, and accessible mobility experiences.
Accountability:
We are legally, ethically, and morally committed to utilizing all resources responsibly with integrity and transparency.
Diversity:
We promote, embrace, and value all individuals.
Safety:
We ensure safe and secure environments.
Excellence:
We strive for quality in everything we do.
Teamwork:
We actively promote effective communication, collaboration, and partnerships.
Respect:
We value and treat all with dignity.
BENEFITS WE OFFER
Full-time positions with guaranteed 40 hours/week.
Medical, dental, and vision (effective on the 1st of the month, 30 days after the start date).
Free on-site wellness clinic for employees and their families.
Retirement plan (401A and 457B).
Tuition reimbursement.
Free IndyGo transportation for employees and their families.
Federal Loan Forgiveness Program
POSITION PURPOSE
The Manager of Compensation will be responsible for developing the compensation strategy and designing and implementing a comprehensive compensation plan that can grow and develop within the organization. The compensation manager will be expected to provide expert guidance in classification, compensation, including salary and total rewards, benchmarking, market trends, design and modeling, analytics, and reporting to assist leadership with aligning organizational structures to pursue organization goals efficiently. Additional responsibilities are facilitating compensation surveys and market adjustment calculations, providing proposals to support business cases, and working to ensure equity and competitive compensation packages for recruiting and retaining existing employees.
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES
To succeed in this role, an individual must satisfactorily perform the functions listed below. Reasonable accommodation may be made to ensure that individuals with disabilities are provided reasonable accommodations to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.
Oversee the strategic direction and execution of compensation functions.
Build and implement pay bands across the organization, ensuring fairness, equity, and competitiveness in compensation structures.
Create, implement, and maintain job-level guides to streamline career progression and internal equity.
Bring thought leadership by participating in and obtaining buy-in for the company compensation philosophy that will scale with the company’s growth.
Help identify and configure compensation architecture to support managers and employees in merit and incentive planning.
Provide expertise and guidance to Human Resources and Talent Acquisition teams and leadership on compensation-related matters, including salary negotiations and rates for job offers.
Partner with executive leadership to re-design and evolve our short-term incentive plans to drive employee performance and engagement.
Manage survey participation, submission, and purchases; monitor and evaluate benchmark data, pay structures, economic trends, and projections; and recommend changes as appropriate to maintain a competitive market position and internal equity.
Coordinate with the HRIS leader to manage compensation tools in the HRIS system, including the identification of system enhancements, testing, and incentive and merit administration.
Establish reporting and analytics for compensation data analysis.
Ensure full compliance with state and federal wage-related laws such as pay transparency, reporting, or new wage laws.
Serve as the primary owner of all related policies and guidelines related to compensation.
OTHER FUNCTIONS
Performs related duties & responsibilities as assigned/requested.
KNOWLEDGE, SKILLS, AND ABILITIES
5 years of experience in compensation
Build and implement pay bands across the organization, ensuring fairness, equity, and competitiveness in compensation structures.
Successful experience in managing HR technology platforms.
Proven strategic thinking and problem-solving skills with acute attention to detail.
Desire to work in a deadline-oriented and dynamic environment with agility and the ability to handle multiple priorities that span from tactical to strategic along the way.
Ability to build relationships, collaborate, and partner with people team and business stakeholders at all levels in the organization to deliver a great employee experience.
Exceptional critical thinking and analytical skills with the ability to leverage data for decision-making.
Makes data-driven decisions to positively impact employee experience while supporting organizational objectives.
Proficiency in MS, Expert in Excel
EDUCATION AND/OR EXPERIENCE
A bachelor's degree and 5 years of experience in benefits administration, 4 years of experience, or any equivalent combination of relevant education and experience.
Three plus years of experience managing people is required.
Experience in HRIS utilization, preferably ADP.
Direct experience with ADP administrator preferred.
Certified Compensation Professional (CCP) credentials is a plus.
PHYSICAL DEMANDSThe physical demands described here represent those an individual must meet to perform the essential functions of this job successfully. The company will make reasonable accommodations to enable individuals with disabilities to perform these functions.
Ability to work in a deadline-oriented office environment.
Ability to remain stationary at least 50% of the time.
Some local travel may be required.
IndyGo is an Equal Opportunity Employer
#J-18808-Ljbffr