Job
Compensation and Benefits Manager
| Location | Seattle, WA 98144 |
| Date Posted | October 31, 2023 |
| Job ID | 10173 |
| Employment Type | Direct Hire |
Scion Nonprofit has been engaged to conduct an immediate search for a Compensation and Benefits Manager on behalf of a nonprofit dedicated to serving individuals, children, families, and communities struggling with poverty and the effects of intolerance and racism. This exciting full-time opportunity offers a hybrid schedule (3 onsite/2 remote) in beautiful Seattle, WA, with an annual salary of $115,000-$120,000 DOE, excellent time off, work-life balance, and a robust benefits package.
The Role:
Reporting to the VP of Human Resources, the Compensation and Benefits Manager will provide strategic input into HR programs, with a strong focus on job analysis, compensation, and benefits. This exciting opportunity will own the design and development of ensuring a successful implementation of competitive and effective base pay, incentive plans, executive compensation plans, health and wellness benefits, and other benefits and rewards to attract and retain top talent.
Responsibilities:
Compensation (75%)
Job Evaluation Process
Program Management
Analysis and Reporting
Benefits (25%)
Requirements:
Compensation & Benefits:
This impactful and enriching full-time opportunity offers a competitive base salary of $115,000–$120,000 based on experience, a hybrid schedule, plus a robust benefits package that includes medical insurance for the employee, dental, vision, FSA option, commuter/parking subsidy, 403b, and a money purchase pension plan.
To Apply: For immediate consideration, please visit and submit your resume and letter of interest in Word format here: https://www.scionstaffing.com/job/10173.
About Our Firm: Scion Nonprofit Staffing is an award-winning national nonprofit recruitment and staffing specialist for nonprofit organizations, foundations, associations, and educational institutions! Since 2006, we have had the pleasure of successfully placing thousands of talented professionals supporting incredible missions and programs. Through our innovative team building and recruiting solutions, we bridge the gap in executive leadership searches, direct hire nonprofit recruiting, interim leadership placement and temporary professional staffing.
We are proud to be part of the Forbes lists of the Best Recruitment Firms in America and the Best Executive Search Firms in America. Additionally, Scion has been recognized as a ClearlyRated Best of Staffing firm as well as a top recruitment firm by The Business Times for over ten years running! More information about us can be found at www.scionnonprofitstaffing.com.
Scion Nonprofit, a division of Scion Staffing, Inc. is an equal opportunity employer and service provider and does not discriminate on the basis of race, religion, gender, gender identity, national origin, citizenship status, sexual orientation, disability, political affiliation or belief, or any other protected class. We are committed to the principles of Equal Opportunity Employment. We are dedicated to making employment decisions based on merit and value, for ourselves, our client companies, and for the candidates we represent. We are committed to the principles of Equal Opportunity Employment. We are dedicated to making employment decisions based on merit and value, for ourselves, our client companies, and for the candidates we represent. For opportunities located in a region that has enacted fair chance, arrest, or conviction-based employment ordinances, Scion Nonprofit proactively follows the enacted guidance and considers for employment all qualified applications with arrest and conviction records. We believe in following best practices and considering all qualified applicants that apply with us.
The Role:
Reporting to the VP of Human Resources, the Compensation and Benefits Manager will provide strategic input into HR programs, with a strong focus on job analysis, compensation, and benefits. This exciting opportunity will own the design and development of ensuring a successful implementation of competitive and effective base pay, incentive plans, executive compensation plans, health and wellness benefits, and other benefits and rewards to attract and retain top talent.
Responsibilities:
Compensation (75%)
- Compensation operations responsibilities include leadership and direction of all aspects of compensation operations inclusive of the compensation administrations processes, data analytics, and reporting.
- Collaborating across all areas of the organization, this role is a key HR leadership role that will be responsible for compensation philosophy, strategy, and operational processes.
- Lead proxy data analysis and disclosures, ensuring all requirements are met.
- Work closely with an outside consulting firm and HR and Finance Leadership teams to develop and implement a strategy that delivers a competitive mix of total compensation.
- Effectively communicate and provide education and training material to support compensation programs and processes.
- Review the design of the organization’s short-term and long-term retention plans and ensure they are fit for purpose and market competitiveness.
- Provide consultation and recommendations on executive compensation for all Directors and above organization wide and evaluate all market data for executive positions.
- Compensation lead for the overall cyclical compensation review processes, systems, and reporting.
- Lead the compensation reporting and analysis function to drive quality, data integrity, auditing, and accuracy for compensation programs and decisions.
Job Evaluation Process
- Facilitate the job evaluation process with the HR staff.
- Maintain the validity and fidelity of the job evaluation process and internal leveling of all jobs.
- Facilitate the correction of unequal leveling and grading in the organization by working with HR staff, agency/system leadership, and other management to resolve challenges.
- Ensure the implementation and maintenance of appropriate documentation regarding the leveling of jobs.
- Review the internal structure of job titles and make recommendations for continuous improvement and consistency.
Program Management
- Keep abreast of competitive compensation, benefits market trends, and other aspects of the employee experience, allowing HR to provide competitive-based compensation and benefits information.
- Ensure leadership is privy to all new legal requirements regarding compensation and benefits.
- Develop and present recommendations for organizational leadership responses to new compensation and benefits requirements, including implementation strategies, process/procedure/policy changes, software or technology solutions, and communication strategies.
Analysis and Reporting
- Track legislation related to compensation and benefits and make recommendations for updates to plans, products, and policies, ensuring compliance with regulatory requirements.
- Responsible for annual reporting and notice requirements including but not limited to ACA, Medicare, EEO-1, Vets 100, Non-Discrimination testing, internal and external audits including the Pension and 403(b) audit, etc.
- Participate in compensation surveys, analyze job descriptions and classifications, and benchmark jobs against survey data and other market intelligence to determine competitiveness and legal compliance of compensation and benefits programs.
- Utilize internal and external resources such as ERP, HRIS, vendor databases, benchmarking, market data, and performance review cycles to provide metrics reports on the effectiveness of compensation and benefits programs to forecast the effectiveness of recommendations.
- Serve as a resource for the Compensation and Benefits modules within HRIS through testing and continuous improvement.
Benefits (25%)
- Strategically assess the effectiveness of current employee compensation plans and benefit packages in achieving organizational objectives.
- Plan and manage the implementation and administration of all employee benefits plans, including annual renewal cycles, contract reviews, and negotiations. Collaborate with external partners, ensuring contract fulfillment.
- Plan the open enrollment process and benefits-related communications and education year-round.
- Manage the data integrity of benefits records and assists with related audit activities.
- Pension and 403(b)
- Partner with the 403(b)-plan administrator, fiduciary committee, and vendors to manage the company retirement plan.
- Serve as a resource for escalated or complex employee benefits questions.
Requirements:
- Bachelor’s degree in a related field or an equivalent combination of training and experience.
- A minimum of 5 years of experience managing compensation programs and benefits packages with an emphasis on equity.
- Experience developing and managing complex compensation and job architecture structures with developed compensation strategies.
- Sound knowledge of the regulatory and legislative impacts of compensation and benefits programs.
- Excellent analytical skills and experience with Microsoft Excel, ERP, and HR database programs.
- Experience with ERP migrations preferred, InFor experience highly desirable.
- Strong communication skills, with the ability to negotiate conflict and maintain constructive working relationships with people at all levels of an organization.
- Excellent writing skills with the ability to translate detailed information to various audiences with varying levels of subject matter knowledge.
- Excellent organizational skills and time management, with the ability to meet deadlines and prioritize.
- Certified Employee Benefits Specialist (CEBS) certification, SHRM-SCP, SPHR, or equivalent is a plus.
Compensation & Benefits:
This impactful and enriching full-time opportunity offers a competitive base salary of $115,000–$120,000 based on experience, a hybrid schedule, plus a robust benefits package that includes medical insurance for the employee, dental, vision, FSA option, commuter/parking subsidy, 403b, and a money purchase pension plan.
To Apply: For immediate consideration, please visit and submit your resume and letter of interest in Word format here: https://www.scionstaffing.com/job/10173.
About Our Firm: Scion Nonprofit Staffing is an award-winning national nonprofit recruitment and staffing specialist for nonprofit organizations, foundations, associations, and educational institutions! Since 2006, we have had the pleasure of successfully placing thousands of talented professionals supporting incredible missions and programs. Through our innovative team building and recruiting solutions, we bridge the gap in executive leadership searches, direct hire nonprofit recruiting, interim leadership placement and temporary professional staffing.
We are proud to be part of the Forbes lists of the Best Recruitment Firms in America and the Best Executive Search Firms in America. Additionally, Scion has been recognized as a ClearlyRated Best of Staffing firm as well as a top recruitment firm by The Business Times for over ten years running! More information about us can be found at www.scionnonprofitstaffing.com.
Scion Nonprofit, a division of Scion Staffing, Inc. is an equal opportunity employer and service provider and does not discriminate on the basis of race, religion, gender, gender identity, national origin, citizenship status, sexual orientation, disability, political affiliation or belief, or any other protected class. We are committed to the principles of Equal Opportunity Employment. We are dedicated to making employment decisions based on merit and value, for ourselves, our client companies, and for the candidates we represent. We are committed to the principles of Equal Opportunity Employment. We are dedicated to making employment decisions based on merit and value, for ourselves, our client companies, and for the candidates we represent. For opportunities located in a region that has enacted fair chance, arrest, or conviction-based employment ordinances, Scion Nonprofit proactively follows the enacted guidance and considers for employment all qualified applications with arrest and conviction records. We believe in following best practices and considering all qualified applicants that apply with us.
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