Analyzes, designs, implements, and administers the credit union’s sales and incentive compensation programs. Consults with the business during incentive program design to ensure the appropriate measures are identified and data sources are identified. Establishes controls and processes to manage incentive payments and business adherence to plan administration. Establishes a cadence for auditing incentive program administration of the business departments, as well as, monitoring internal human resources controls. Manages the automation of incentive compensation programs and/or establishes processes to automate manual tasks to determine accurate payments. Partners with business partners in the development and implementation of incentive compensation administration policies and guidelines. Ensures compliance with all legal requirements of compensation programs through review of documented procedures, job documentation data and various pay practices. Combines data and feedback from leadership with the latest industry research and makes data-driven decisions that impact employee compensation in a meaningful way. Provides analysis and support on departmental reorganizations, job reclassifications, development of new job descriptions, and pay-related decisions for new hires, promotions, market adjustments, and internal equity adjustments. Completes any other job-related duties needed to help drive to our Vision, fulfill our Purpose, and abide by our Organization’s Values.
Bachelor’s degree in human resources management. Business or equivalent education and/or experience. Minimum of five (5) years of HR experience, including incentive plan design, and base compensation experience and 3 years variable and/or sales compensation program design and administration. Thorough understanding of employment regulations, industry trends, current practices, new developments, applicable laws, and employment legislation pertaining to all areas of Human Resources. Demonstrated proficiency with Microsoft Office products (Outlook, Excel, PowerPoint, and Word); to include advanced MS Excel skills (Pivot-Tables, Dashboard design, Vlookup, MACROs, etc.). Maintain and handle matters of confidentiality with utmost tact and diplomacy.
8-10 years base compensation experience with 5 years variable and/or sales compensation program design and administration, preferably in a bank or credit union. CCP, PHR, SHRM-CP or similar certification. Knowledge of HR systems and software such as ADP. Able to convey clear, concise information in verbal, written, electronic, and other communication formats; and to demonstrate active listening while engaging others. Thorough knowledge and understanding of federal, state and NCUA regulations.