Program Manager, Corporate Compensation

Insperity provides the most comprehensive suite of scalable HR solutions available in the marketplace with an optimal blend of premium HR service and technology. With more than 90 locations throughout the U.S., Insperity is currently making a difference for thousands of businesses and communities nationwide.

Behind our success is the unshakeable belief in the value of our people. We value diversity, inclusivity and a sense of belonging. We celebrate work and life events, and we partner with our clients and communities to make great things happen.

We have received recognition numerous times as a top place to work, most recently ranking on Glassdoor’s “Best Places to Work in the U.S. 2024” list, and U.S. News & World Report’s “Best Companies to Work for 2024” list. In addition, we have been recognized for having one of the country’s Top 50 Midsize Early Talent Programs by RippleMatch’s 2024 Campus Forward Awards. There is no better time to be a part of Insperity, and our best work is yet to come. Learn more at Insperity.com.

Why Insperity?

Flexibility: Over 80% of Insperity’s jobs have flexibility. We want your time to have balance, whether it’s spent with coworkers, clients, family or your community.

Career Growth: Insperity provides many ways to grow with the company. We offer continuous learning programs, mentorship opportunities and ongoing training.

Well-Being: Our total rewards package includes generous paid time off, top-tier medical, dental and vision benefits, health & wellness support, paid volunteer hours and much more. We take care of our people so that you can do your best work.

We are currently seeking a Program Manager, Corporate Compensation to join our team. This position is responsible for leading the administration and optimization of Workday’s Compensation and Advanced Compensation modules. This individual contributor role will be instrumental in enhancing system functionality, streamlining business processes, and driving impactful compensation program management. The ideal candidate will bring deep expertise in Workday, a strong background in compensation strategy, project management, communication planning and a passion for operational excellence. This role will be the compensation Workday subject matter expert and compensation administrator.

(Open to Multiple Locations)

Responsibilities:

• Manage and maintain Workday Compensation and Advanced Compensation modules. Lead the design, review, and optimization of compensation-related processes within WorkDay.  Identify and implement system enhancements, configuration updates and workflow improvements.
• Develop and deliver training materials, job aids and user guide for HR partners and business stakeholders as needed.   Provide ongoing support and education to ensure effective system usage and understanding of compensation processes.
• Lead the implementation of the Advanced Compensation module, including planning, testing, deployment and post-launch support.  Supports the implementation of automated compensation processes through development of documentation, change management plans and partnerships with internal stakeholders. 
• Partners with HR Operations, Corporate Talent Acquisition (“CTA”) and other HR teams and others to identify related processes, compliance, and communication opportunities for Compensation programs, ensuring a comprehensive and unified message for employees with the rollout of companywide Compensation programs. Partners with cross-functional teams such as Finance and IT to ensure alignment and successful execution.
• Manage compensation-related projects  from project scope definition, roadmap creation, planning and scheduling, and communicating status. Develops, maintains, and monitors program plans.
• Effectively influences and proactively coordinates communication of plan progress with regular status updates to business leaders and project team members.
• Supports the Compensation team is ad hoc processes and projects.
• Helps other employees to accomplish Insperity Company goals.
• Performs other duties as may be assigned by department supervisor.
• Participates in the Disaster Recovery plan as required.

Qualifications:

• Bachelor’s Degree in Human Resources Management, Business Administration, Communications, or related field or a combination of education and experience is required.

• Seven to ten years of progressive experience in compensation program management, change management project management in the compensation area is required.  Experience in the PEO industry and consulting experience is desirable.
• Proven track record of implementing and managing Workday Compensation and Advanced Compensation modules.
• Strong understanding of compensation principles, systems, and data governance.
• Certified Compensation Professional (CCP) or equivalent experience preferred. Workday Pro or Workday Certification in Compensation.
• Expertise in Workday configuration and reporting.
• Exceptional project management and stakeholder engagement skills.
• Ability to translate business needs into technical solutions.
• Ability to innovate and challenge current norms to drive change in the organization and work with people of varying backgrounds and organizational levels.
• Highly flexible and adaptable to changing structures and priorities.
• Analytical and critical thinking skills, and the ability to organize, analyze and summarize with superior writing and editing skills for creation of presentations and executive summaries.
• Ability to interpret, analyze and apply company policies, objectives and procedures including developing, organizing, and implementing new policies and processes.
• Ability to independently plan, organize, schedule, coordinate and make decisions and judgments relating to assigned projects and other responsibilities and the ability to analyze, interpret, review and edit information consistent with operational standards.
• Commitment to diverse and inclusive engagement and an ability to connect with others and cultivate relationships based on mutual trust and respect, collegiality, and kindness.
• Ability to anticipate and avoid issues and to negotiate effectively.
• Demonstrated ability to work independently in the absence of supervision and work effectively with a wide range of people.

Insperity provides a reasonable range of minimum compensation. Actual compensation is influenced by a wide array of factors including but not limited to skill set, level of experience, and specific office location. The range of pay for this role is:

$88,600-$103,000

At Insperity, we celebrate the diversity of our employees and our leadership. Insperity is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status or any other characteristic protected by law, including criminal arrest and/or conviction records.

Manager, Corporate Compensation

Insperity provides the most comprehensive suite of scalable HR solutions available in the marketplace with an optimal blend of premium HR service and technology. With more than 90 locations throughout the U.S., Insperity is currently making a difference for thousands of businesses and communities nationwide.

Behind our success is the unshakeable belief in the value of our people. We value diversity, inclusivity and a sense of belonging. We celebrate work and life events, and we partner with our clients and communities to make great things happen.

We have received recognition numerous times as a top place to work, most recently ranking on Glassdoor’s “Best Places to Work in the U.S. 2024” list, and U.S. News & World Report’s “Best Companies to Work for 2024” list. In addition, we have been recognized for having one of the country’s Top 50 Midsize Early Talent Programs by RippleMatch’s 2024 Campus Forward Awards. There is no better time to be a part of Insperity, and our best work is yet to come. Learn more at Insperity.com .

Why Insperity?

Flexibility: Over 80% of Insperity’s jobs have flexibility. We want your time to have balance, whether it’s spent with coworkers, clients, family or your community.

Career Growth: Insperity provides many ways to grow with the company. We offer continuous learning programs, mentorship opportunities and ongoing training.

Well-Being: Our total rewards package includes generous paid time off, top-tier medical, dental and vision benefits, health & wellness support, paid volunteer hours and much more. We take care of our people so that you can do your best work.

We are currently seeking a Manager, Corporate Compensation to join our team. This position is responsible for leading key company-wide compensation projects (e.g., job architecture, annual merit and bonus planning processes, compensation training). Responsibilities include developing compensation strategies, designing and optimizing compensation programs and processes, managing documentation, and serving as a trusted partner to the Corporate Human Resources (CHR) team and business leaders. This role emphasizes maintaining competitive and equitable compensation practices that align with organizational objectives, leveraging expertise in compensation strategy, program design, and Workday HCM systems to build effective processes and scalable solutions.

(Open to Multiple Locations)

Responsibilities:

• Leads, coaches and develops a high performing team of compensation professionals, providing mentorship, guidance, and opportunities for professional development and growth.
• Partners closely with CHR leaders to support and execute compensation strategy, ensuring alignment with organization objectives.
• Leads key compensation projects from ideation to execution, including job architecture design and implementation, variable compensation strategy and modeling, annual merit and bonus cycle planning, salary survey participation, market analysis, and annual salary range development.
• Develops and maintains Job Catalog, streamlining job descriptions process and ensuring effective deployment within the Workday system.
• Leverages Workday to support compensation processes and reporting; collaborates with HR Technology, Innovative Technology Solutions (ITS), and Finance to enhance system functionality and data integrity
• Develops and maintains compensation policies, guidelines, and governance documentation that align with internal philosophy and ensures consistent application across the organization.
• Develops critical relationships with internal partners to garner influence, facilitate change management, and drives adoption of new compensation practices.
• Acts as support to the Wage and Salary Committee.  Ensures all new and revised job descriptions are prepared according to procedure.  Makes recommendations to the Committee in areas related to the Company's compensation programs.
• Maintains knowledge of state mandated Fair Pay Acts and ensures company compliance with new laws and regulations.
• Maintains working knowledge of legislation that may affect compensation policies/practices, including FLSA and other applicable Department of Labor (DOL), State application fair pay practice regulations.
• Communicates with all levels of Management   
• Builds inclusive and collaborative relationships with teams and peers across departments to solve complex problems and achieve common goals.
• Works with multiple subject matter experts to interpret and analyze complex data, make decisions and communicate in a way that connects people, tasks and resources to achieve business objectives.
• Develops and executes department plans with goals that measure individual and team performance.
• Sets expectations and metrics for achieving goals. Creates KPIs and monitors progress to achieve high standards of excellence. Recognizes and clarifies the need for change across the team. Leads team to embrace change through inclusion and focus on common purpose.
• Supervises others: Yes
• Assists in the accomplishment of Insperity Company goals.
• Helps other employees to accomplish Insperity Company goals.
• Performs other duties as may be assigned by department supervisor.
• Participates in the Disaster Recovery plan as required.

Qualifications:

• Bachelor’s Degree in Business Administration, Human Resources, Finance, or a related field is required. Master’s Degree is preferred.
• Ten or more years of progressive compensation experience including program design and implementation is required.
• Three or more years of supervisory experience is required.
• CCP certification is preferred.
• Prior experience working in a Workday environment is strongly preferred.
• Strong knowledge of job architecture implementation and maintenance.
• Knowledge of pay equity and the various laws and regulations by state.
• Exceptional ability to manage multiple complex projects and shifting priorities in a fast-paced, dynamic environment. Adept at leading cross-functional initiatives, delegating tasks, and ensuring timely execution of compensation programs and process improvements.
• Strong written and verbal communication skills, with the ability to present complex compensation data and recommendations to diverse audiences, including senior leadership.
• Skilled at crafting clear documentation, training materials, and policy guidelines. Able to build relationships and influence stakeholders to drive change management and adoption of new practices.
• Advanced analytical skills with proficiency in translating large data sets into actionable insights. Experience using Excel for modeling merit cycles, budget tracking, and scenario planning. Ability to synthesize survey data, market trends, and internal metrics to inform compensation decisions and ensure equity and competitiveness.
• Meticulous approach to data accuracy, validation, and documentation. Committed to maintaining high standards in compensation reporting, compliance, and audit readiness.
• Proficient in Microsoft Office Suite (e.g., Excel, Word, Outlook) and other HRIS platforms. Comfortable with advanced Excel functions, report writing, and dashboard creation to support compensation analysis and decision-making.
• Ability to work independently with minimal supervision, while also thriving in team environments. Demonstrates initiative, adaptability, and a willingness to support colleagues in achieving organizational objectives.

Insperity provides a reasonable range of minimum compensation. Actual compensation is influenced by a wide array of factors including but not limited to skill set, level of experience, and specific office location. The range of pay for this role is:

102,800-117,000

At Insperity, we celebrate the diversity of our employees and our leadership. Insperity is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status or any other characteristic protected by law, including criminal arrest and/or conviction records.

P HOENIX Retail, LLC is a retail platform operating the Express and Bonobos brands worldwide. Express is a multichannel apparel brand dedicated to a design philosophy rooted in modern, confident and effortless style whether dressing for work, everyday or special occasions. Bonobos is a menswear brand known for being pioneers of exceptional fit and a personalized, innovative retail model. Customers can experience our brands in over 400 Express retail and Express Factory Outlet stores, 50 Bonobos Guideshops, and online at www.express.com and www.bonobos.com.

About Express

Express is a multichannel apparel brand dedicated to creating confidence and inspiring self-expression. Since its launch in 1980, the brand has embraced a design philosophy rooted in modern, confident and effortless style. Whether dressing for work, everyday or special occasions, Express ensures you look and feel your best, wherever life takes you.

The Company operates over 400 retail and outlet stores in the United States and Puerto Rico, the express.com online store and the Express mobile app.

Responsibilities

POSITION OVERVIEW

The Compensation Analyst supports the administration of company-wide compensation programs, including base pay and incentive compensation. This role focuses on accurate execution, market data analysis, and reporting, while providing guidance on routine pay practices and escalating complex issues to the Compensation Lead.

KEY RESPONSIBILITIES

• Execute day-to-day compensation administration, ensuring accuracy and compliance with established policies and procedures
• Conduct job evaluations and market pricing analyses using compensation surveys and internal equity reviews
• Uses competitive market data and knowledge of trends to consult with leadership, HR peers and cross functional groups to assist in the design, development, execution, and administration of compensation programs
• Advise HR Peers and managers on pay practices, salary offers, and job classification, escalating complex issues to the Compensation Lead
• Assist in the administration of the Annual Rewards Process and incentive programs through data collection, auditing, and communication preparation
• Prepare reports, dashboards, and recommendations to support compensation decisions
• Participate in compensation surveys and benchmarking projects, maintaining up-to-date market data
• Develop and deliver compensation-related materials, training, and communications for managers and associates

REQUIRED EXPERIENCE & QUALIFICATIONS

• 3+ years HR experience with background in Compensation
• Bachelor's degree in a related field or 4 years additional work experience in lieu of
• Proficiency with compensation systems (MarketPay or similar) preferred

CRITICAL SKILLS & ATTRIBUTES

• Exceptional organization and communication skills (both written and oral)
• Strong business acumen, problem solving skills, mathematical/analytical and technical skills
• High level of proficiency in Google Suite Microsoft Office applications (Excel, PowerPoint, etc.)

Interested? Apply here! 

Sr. Manager Total Rewards

Reporting to the Vice President Total Rewards, the Sr. Manager Total Rewards supports the strategic development, design, implementation, communication, maintenance and compliance of all compensation and benefits programs, including executive compensation, AIP and LTI programs, to align with the company’s Total Rewards philosophy and business objectives. Under the guidance of the Vice President Total Rewards, this  is a highly strategic individual contributor position that will work to identify, develop, and deliver strategic compensation programs that meet and anticipate the internal needs of the organization while monitoring external trends in the marketplace. In partnership with the Vice President Total Rewards, this individual will also drive purposeful benefits strategy, including financial assessment of ongoing programs and viability of new offerings. Manages the annual Health & Welfare budget.    

• Support the strategic development of the total rewards strategy to ensure programs are fully aligned with the business strategy, are fiscally responsible, market competitive and support the attraction and retention of high performing talent. Identify and execute tactics to achieve the strategy, including project planning relating to Total Rewards program development, revision, and/or re-design.
• Partner with the Vice President Total Rewards to architect executive compensation strategies, including preparation of materials for the Compensation Committee of the Board of Directors. Manage the annual Pool of Stock grants, and any welcome grants provided for new hires. Perform annual LTI grant analysis to calculate increases in expense for accounting/finance. Assess recommended changes to LTI grants by level annually, prepare materials for the August Board meeting, and communicate approved grants to leaders, including participant communications.
• Partner with the Vice President Total Rewards to drive purposeful benefits strategy including new offerings, premium development and management of the annual Health & Welfare budget. Assess potential changes with respect to the Deferred Compensation Program, the ESOP, and the 401k Plan.
• Partner with HR and business leaders to enable successful implementation and acceptance of compensation and benefits programs companywide. Establish, build and maintain strong relationships with leaders across the organization to ensure our Total Rewards offerings support our strategic objectives, are competitive, valued, efficient, and aligned with our overall Total Rewards philosophy.
• Lead projects and take an active part in the management and deployment of compensation-related activities and programs, including project management, partnering with appropriate internal and external resources, and ensuring that projects are on-time and on-budget, while achieving desired goals and outcomes.
• Direct the annual salaried employee compensation process, including the merit review cycle and communications to employees and leaders regarding compensation philosophy and structure. Manage the design and development of compensation planning tools to assist and guide managers through compensation decisions.
• Direct the annual hourly employee compensation process, including partnering with leaders in Supply Chain and Operations to better understand local benchmarks and competitive information. Develop the strategy for hourly compensation, including philosophy and guiding principles to ensure an agile workforce for the future.
• Participate in the team to design and implement the Manufacturing Incentive Plan for hourly team members, in partnership with Finance and Supply Chain/Operations.
• Partner with Benefits Managers to ensure that the Total Rewards programs are complimentary and meet the unique needs of the organization. This includes an annual review of programs, identification of gaps, recommendations for improvement and cost-benefit analysis.
• Provide subject matter advice and expertise in support of M&A activities. Define and manage the company’s compensation structures as the business grows and expands via acquisitions.
• Plan, develop and/or participate in area and industry compensation surveys or special compensation studies, including market-based pricing, to ensure the company’s competitive position within the marketplace. Review and analyze findings, assess unique company needs, and develop specific recommendations to management with respect to the compensation structure. Prepare pay equity studies periodically for review by the Company’s Board of Directors.
• Use metrics and models to understand and analyze current compensation trends and predict future trends. Create models to forecast the effect of compensation on key financial metrics. Use business acumen and analysis to define areas impacted by compensation and correlate findings with business metrics to make recommendations. Regularly monitor compensation programs through employee and management feedback to ensure maximum ROI and employee perceived value of compensation spend. 
• Manage relationships with compensation vendor partners, including full understanding of databases to ensure successful survey completion and updates to jobs on an annual basis.
• Ensure strong governance and compliance with all pertinent regulatory and legislative requirements, including FLSA and pay equity laws, etc. Conduct an FLSA assessment and analyze the impact of changes to salaried non-exempt employee status from a compensation and benefits perspective.
• Maintain credentials and membership with professional associations such as World at Work to keep abreast of trends within the market regarding compensation issues and legislative or regulatory trends.

Communications

• Strong communicator with the ability to develop strong relationships with internal customers and external partners including WTW.
• Direct the preparation, development and distribution of all employee and manager communications regarding compensation, including tools utilized during the annual merit cycle.
• Lead the communication of any compensation philosophy or structure changes.
• Perform as liaison between others in the Total Rewards pillar (benefits and payroll) and employees with respect to compensation matters.

Leadership

• Able to identify and drive projects and initiatives to improve the efficiency and quality of compensation programs.
• Provide guidance and assistance to employees and managers regarding compensation policies and practices, and the utilization of available compensation tools.
• Provide analytical expertise, training, and support to others on the Total Rewards team and HR Business Partners, through guidance and interpretation of various compensation policies.

Interested, learn more here! 

Crown Equipment Corporation is a leading innovator in world-class forklift and material handling equipment and technology. As one of the world’s largest lift truck manufacturers, we are committed to providing the customer with the safest, most efficient and ergonomic lift truck possible to lower their total cost of ownership.

 

Job Posting External

Job Duties

• Total Reward Strategy - Direct and lead a multi-year Total Rewards project associated with the Company’s global compensation policy aligned to Mercer & CompAnalyst methodology.  Oversee and provide guidance for global wage review processes, benefit enhancement practices, wellness programs, compensation policies and guidelines.  Maintain a close relationship with market data providers to ensure internal information drives competitive advantage. Participate in global surveys to ensure the best third-party provider pricing.  Collaborate in the development and implementation of a market comprehensive benefits package, including health, dental, vision, life insurance, disability, retirement, wellness, and other ancillary benefits and initiatives.  Research and analyze trends affecting pay and benefits to assess how the organization can improve its practices.  Utilize market data to develop a creative total compensation program resulting in elevated levels of employee retention and engagement.  Design and implement Compensation Guidelines that supports the annual wage review process for the global organization.  Evaluate the effectiveness of existing compensation and benefit programs, policies and guidelines and ensure they are cost effective and drive pay for performance for the Company. Compliance with company policies, federal legislation and other government and regulatory requirements is essential.  Add value as a key member of HR leadership team; understand the business, financials, industry, customers, and overall strategy.  Provide oversight, expertise, and guidance to the global HR team responsible for all compensation and benefit administration.  Serve as a voting member of the Crown Investment Committee.
• Compensation Teams - Provide strategic direction to Global HR leaders, Compensation experts and the US Compensation & Benefits team. Works closely with Human Resources Information System (HRIS) Director to manage global processes such as pay reviews and interfaces with other systems.  Perform other duties as assigned.
• Employee Development - Perform the various Employee Development duties such as creating/revising job descriptions, conducting Goal Planning and Review sessions, rating performance, establishing/tracking goals and completing annual wage reviews.  Coach and develop direct reports to successfully take on additional responsibilities.

 

Minimum Qualifications

• 8-15 years related experience.
• Bachelors’ degree (Business Administration or Finance) 
•     Non-degree considered if 12+ years of related experience along with a high school diploma or GED
• Ability to work onsite, 5 days a week, in New Bremen, Ohio
• Extensive travel (up to 20%)
• Extensive overnight stays (up to 20%)

 

Preferred Qualifications

• 10+ years in Compensation and Benefits related field.  
• 3+ years of supervisory experience.  
• Knowledge of legislation governing benefit plans (ERISA, COBRA, HIPAA, FMLA, PPACA).  
• Financial ability to identify and implement cost-effective programs. 
• Accomplished Project Management Skills.  
• Certified Compensation Professional (CCP) or Certified Employee Benefit Specialist (CEBS).  
• Collaboration and influencing along with Team leadership skills.  
• Effective communication and customer orientation.

Work Authorization:

Crown will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas or who need sponsorship for work authorization now or in the future, are not eligible for hire.

Compensation and Benefits:

Crown offers an excellent wage and benefits package for full-time employees including Health/Dental/Vision/Prescription Drug Plan, Flexible Benefits Plan, 401K Retirement Savings Plan, Life and Disability Benefits, Paid Parental Leave, Paid Holidays, Paid Vacation, Tuition Reimbursement, and much more.

EOE Veterans/Disabilities

Interested, learn more here!