In collaboration with Total Rewards management, the sales compensation partner participates in the development and implementation of compensation programs in alignment with Company objectives, guidelines, and policies. Through analysis and research, formulates recommendations for various compensation projects and initiatives. Provides consultation and subject matter expertise to senior leadership, management and HR Business Partners throughout the organization.

Responsibilities

  • Independently conduct (and may lead others in conducting) compensation analysis – job evaluation, job pricing, FLSA classification, pay equity, geographic differentials, etc.
  • Provide assistance to HR Business Partners and Company management by providing data, reports, and guidance on compensation philosophy and pay practices/processes.
  • Consult with HR Business Partners to establish compensation levels for new and existing jobs.
  • Support (and may lead) the communication and administration of the annual compensation planning process, and other enterprise-wide projects or initiatives.
  • Collaborate with HR Business Partners and management to provide analysis and research to resolve compensation-related issues. 
  • Create and analyze detailed and confidential reports for Executives, HR leadership and Company management.
  • Participate (or oversee participation) in salary surveys and/or industry surveys, ensuring accuracy and timely completion.
  • Provide subject matter expertise on drafting, evaluating and compiling job descriptions and related documentation.
  • Audit, research, and proactively identify issues to ensure the integrity and accuracy of compensation data, reports, and databases.
  • Work with HRIS staff to ensure that the Workday system meet Total Rewards needs and is updated to accommodate changes to salary structures or other compensation-related data. 
  • Provide internal training and mentoring for other members of the team.
  • May support or lead specialized compensation programs such as equity/stock, executive comp, sales comp, etc.
  • Stay abreast of compensation trends and/or emerging best practices (in general or industry-specific) and make recommendations to Total Rewards management regarding alignment with company philosophies and objectives.

Qualifications

  • Bachelor’s degree in a business related field or equivalent education/experience. 
  • Eight years of compensation related experience. 
  • Strong math aptitude and analytical skills.
  • Organizational skills and attention to detail.
  • Ability to work independently or in a team environment with commitment to deadlines and confidentiality.
  • Excellent oral and written communication, presentation skills, customer service and interpersonal skills.
  • Ability to interact with and influence all levels within the organization.
  • Proficient in MS Office Suite, including intermediate to advanced Excel functions.

Preferred Qualifications

  • CCP (Certified Compensation Professional), GRP (Global Remuneration Professional), or similar compensation professional certification.
  • Experience with analysis, design and/or administration of compensation programs. 
  • Familiarity with PayFactors 
  • International compensation experience (Canada)

Working Conditions

  • Office/Remote/Hybrid environment

Compensation

The salary for this position generally ranges between $98,000-$130,000. This range is an estimate, based on potential employee qualifications, operational needs and other considerations permitted by law. The range may vary above and below the stated amounts, as permitted by Colorado Equal Pay Transparency Rule 4.1.2. 

Bonus Eligibility 

This position is also typically eligible for an Annual Bonus based on the Company Bonus Plan/Individual Performance and is at Company Discretion. 

This job description is not a contract of employment nor for any specific job responsibilities. The Company may change, add to, remove, or revoke the terms of this job description at its discretion. Managers may assign other duties and responsibilities as needed. In the event an employee or applicant requests or requires an accommodation in order to perform job functions, the applicable HR Business Partner should be contacted to evaluate the accommodation request.