Senior II

Overview

Primary Purpose Develops and implements compensation programs for complex or cross-functional business units. Interprets market trends, designs variable pay plans, and leads change initiatives to enhance program effectiveness.

Job Details 26-73113
• Houston, Texas, USA
• Job Category:
Human Resources
•

Employment Type:

Full-time

• Partners with a third-party Compensation consultant on compensation programs and initiatives. Assesses job descriptions based on structure to ensure alignment within the organization. Works closely with HR and internal customers on market trends.
• Identifies current and future compensation needs and provides input to compensation strategy/priorities that align with business objectives.
• Leverages market compensation survey results to monitor market positioning, identify trends and insights, and deliver sophisticated analyses, strategic recommendations and innovative solutions to address ongoing compensation challenges.
• Evaluates and ensures pay alignment and pay equity across business functions, integrating best practices into the design and implementation of compensation programs.
• Develops and standardizes work processes for comprehensive compensation programs, collaborating with compensation, policy teams, and cross-functional partners to ensure a cohesive and integrated organizational approach.
• Delivers expert internal consulting on pay structures, promotions, job design/classification, recognition programs, variable compensation, and new position offers.
• Performs other duties as assigned.

• Typically requires a 4-year degree in Human Resources or relevant field, or equivalent combination of relevant education and experience.

• Typically requires 8 years of related compensation experience.

• Analytical - Strong analytical skills and modeling in Excel.
• Compensation Administration - The process of designing, implementing, and managing employee compensation, includes determining salary structures, bonus programs, and other forms of compensation.
• Compensation Design - Ensuring compensations are designed effectively to meet business objectives and that the overall plan design aligns with the organization's broader business strategy with respect to market competitiveness and/or other desired standards.
• Compensation Strategy - Outlines the organization's approach towards remuneration for employees. This includes business' position on the job market, the level of the total cash, the main bonus principles in the organization, rules for the base salary.
• Data Analysis - Measuring and managing organization data, identifying methodological best practices and conducting statistical analyzes.
• Data Modeling - The process of analyzing and defining all the different data types your business collects and produces, as well as the relationships between those bits of data.
• Job Evaluation - Evaluating and comparing jobs and roles organizationally to determine appropriate pay using job evaluation methodologies, which include both internal and external review.
• Market Benchmarking - Collecting and evaluating compensation data by comparing the organization's data with that of competitor companies.
• Project Management - Ability to plan, execute, and oversee projects or initiatives within leave administration, ensuring they are completed on time and within scope.
• Regulatory Compliance - The adherence to laws, regulations, guidelines, and specifications relevant to HR processes and workforce management, ensuring organizational activities are lawful.
• Business Partnering - Acts as a trusted advisor and builds strong relationships with colleagues and the business to drive business performance by demonstrating and applying a deep understanding of the business, the commercial context and the wider world of work to influence value drivers to optimize productivity.

• Certified Compensation Specialist preferred.