PRINCIPAL RESPONSIBILITIES:

　　Responsible for managing the compensation programs. Advises leadership on trends occurring with employee compensation placements and packages. Works closely with the Director, Human Resources and division chiefs to develop strategies and plans around compensation design. Ensures compensation structures are designed to meet organizational goals such as attracting and retaining high performing employees. Job performance in the role must be consistent with the vision, mission and values of the organization.

　　ESSENTIAL FUNCTIONS OF THE JOB

　　Responsible for the continuous improvement of the compensation program including giving feedback, recommendations, and process improvements within the area.```{=html}

　　```- Partners with other areas to learn the organization and apply best practices for the organization.

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　　```- Develop compensation and benefits programs related to total compensation.

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　　```- Reports and analyzes compensation, benefits, and retirement plan.

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　　```- Facilitates leveraging of reporting dashboards to be used to guide business leaders in Compensation decisions.

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　　```- Aligning compensation programs with recruitment strategies to attract quality candidates.

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　　```- Monitors and analyzes corporate strategy and recommends design improvements to the compensation program including base salary, merit pay/performance management system, and variable pay.

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　　```- Communicates, educates management, and implements program updates. Advises management on compensation issues. Ensures compliance with market pricing methodology and job evaluation procedures.

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　　```- Ensures adherence to all federal/state/local laws and regulations pertaining to compensation.

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　　```- Create structure to partners with leaders and advise/recommend appropriate setting employee pay ensuring internal equity is maintained based on data pay collection mechanisms.

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　　```- Provides guidance and oversight of the compensation area.

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　　```- Develops staff presentations/outreach competencies to interact with all levels of management in performing job audits, researching initiatives, and providing feedback/results.

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　　```- Makes presentations and conducts training for all levels within the organization on compensation-related topics and issues.

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　　```- Serves as project manager for compensation studies.

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　　```- Maintains the companys position control process, job documentation, variable pay, and other programs related to the corporate compensation.

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　　```- Other duties as assigned.

　　PHYSICAL REQUIREMENTS

　　Constant and close visual work at desk or computer.Constant sitting and working at desk.Frequent verbal and written communication with staff and other business associates by telephone, correspondence, or in person.Frequent lifting of folders, files, binders and other objects weighing between 0 and 30 lbs.Frequent walking and standing.Occasional driving of automobiles.Number of Employees Supervised: 0

　　MINIMUM QUALIFICATIONS:

　　EDUCATION OR TRAINING EQUIVALENT TO:

　　Bachelors Degree in Business Administration, Accounting, or human resource in related field or equivalent work experience.Prefer Certified Compensation ProfessionalMINIMUM YEARS OF ADDITIONAL RELATED EXPERIENCE:

　　Four years of experience in Compensation management.Four years of compensation project management experience.Two years of experience in benefits and retirement management.SPECIAL QUALIFICATIONS (SKILLS, ABILITIES, LICENSE):

　　Prefer experience with CalPERSPrefer self-funded plan experienceExperience with an HRIS/Compensation systemExperience with excel, report writer, dashboard, analysis.```{=html}

　　```- Demonstrated knowledge of compensation design, analysis, and practices.- Knowledge of variable pay program design and implementation.- Knowledge of pay strategy design.- Advanced knowledge of human resources laws and regulations.- Ability to work independently and make sound decisions.- Ability to analyze trends and make recommendations to management.- Ability to be flexible/multitask/prioritize effectively based on changing business needs.- Ability to persuade, negotiate, or influence others.- Ability to direct, motivate, and assess performance of others.- Microsoft Office. Proficiency in complex spreadsheet design such as pivot tables and regression analysis.- Strong knowledge of reporting tools.

　　SALARY RANGE $136,119.77-$204,179.66 ANNUALLY

　　The Alliance is an equal opportunity employer and makes employment decisions on the basis of qualifications and merit. We strive to have the best qualified person in every job. Our policy prohibits unlawful discrimination based on race, color, creed, gender, religion, veteran status, marital status, registered domestic partner status, age, national origin or ancestry, physical or mental disability, medical condition, genetic characteristic, sexual orientation, gender identity or expression, or any other consideration made unlawful by federal, state, or local laws. M/F/Vets/Disabled.