Manager, Total Rewards and Compensation

Job Details

Description

Status: Full-time, Exempt

Location:Philadelphia, PA

Application Deadline: Applications will be reviewed on a rolling basis.

For consideration, please attach your Cover Letter and Resume to the online application in addition to answering the Application Questions.

Summary Of Principal Responsibilities

The Total Rewards and Compensation Manager is responsible for managing Total Rewards and Compensation programs across the global organization. This position stays up to date on current compensation-related legislation and trends as well as comparable market data. Participates in the development and maintenance of compensation programs, systems and tools. Support compensation planning processes and continuously prepare managers to make sound compensation decisions that ensure equity throughout the organization. Serves as point person for response to all compensation related matters.

Essential Functions/Responsibilities: The key responsibilities of the Total Rewards and Compensation Manager include the following:

Compensation

• Function as “hands-on” manager and serve as Human Resources Department’s first point of contact for all compensation matters; provide transparent and documented assistance with HR compensation policy and procedures.
• Manage the overall administration, design and documentation of the AFSC’s position evaluation and compensation (PEC) system and process.
• Responsible for processing fiscal year’s annual increases and ensuring accurate and up to date organization-wide salary families.
• Study external market to make recommendations on compensation changes in alignment with AFSC Compensation Policy. These activities include the matching of internal positions to external data using standardized surveys for purposes of making recommendations to management regarding base salary levels, appropriate salary range assignment, total compensation opportunity, and/or hiring ranges for a given position.
• Manage daily activities of the compensation unit in the HR This includes, but is not limited to, payroll administration and compliance, administration of compensation policies and guidelines and working with the Employment Unit, HRIS and Benefits Manager.
• Participate in various compensation-related projects which involve revision, development and/or re-design of existing compensation systems, as needed.
• Ensure that the administration of various compensation systems are in compliance with established guidelines, processes, and This may include programs such as temporary salary increases, salary adjustments, etc.
• Conduct and participate in compensation surveys or special compensation studies for purposes of maintaining the organizations competitive position within the market place. This may require creation of market-specific surveys, establishment of target audience, communications, data collection, analysis, and feedback on results.
• In consultation with the Director of Human Resources, design & develop Global Compensation Plans as needed.
• In concert with the AGS for International Programs, SR Manager HR and Regional Directors, determine salary for new IP Appointees, including country differentials, savings and danger pay, if applicable.
  
  

Retirement Plan Administration

• Responsible for administration of the AFSC retirement plan database system and must maintain complete, accurate and up-to-date Retirement Plan records on the USI Pension Portal.
• On a regular basis, identify all Retirement Plan participants (including staff, former staff, imminent retirees and retirees) and their current status in the Plan, providing each of them with timely written information and retirement counseling including provisions of the Plan and projected benefits. Calculate benefits payments for individual staff and retirees.
• Communicate with the Benefits Manager and pension vendor(s) about pension benefits and medical insurance deductions for retirees, for both the Formal and Informal Pensions plans. Review vendor pension reports for accuracy and integrity. Identify research and correct errors.
• Consult regularly with the Benefits Manager on ongoing communication about retiree benefits issues.
• Participate in annual valuation of the AFSC Formal Retirement Income
  
  

Reporting

• Prepare, verify and submit Federal, State, Local and other required reporting, including but not limited to annual EEO-1 reports, California Pay data Report, Department of Labor Reports.
• Provide Worker’s Compensation oversight, Employment Verification as needed.
• Process unemployment insurance claims and appeals as needed for US based staff.
• Provide responses to the agency and information requests and HRIS data.
• Ensure accurate data and compliance.
  
  

Payroll

• Provide leadership, direction and support to Payroll Administrator to ensure accurate and timely payroll processing.
• Ensure documented, accurate and timely processing of salary and or job changes in HRIS system in working with Employment Unit and applicable Hiring Manager or Regional Leadership to resolve issues.
• Support International compliance with all payroll processing.
  
  

Leave Administration

• Administer AFSC’s disability program: Process claims, evaluate and interpret medical verification forms and consult with insurer and doctors when needed. Assist employees with state disability claim submission when applicable. Manage employee’s disability leave usage and status change in the HR/Payroll System.
• Administer AFSC’ workers compensation program: Process WC insurance claims, work closely with worker’s compensation insurance agents to insurance proper processing of claims. Manage employees leave usage and status change in the HR/Payroll System, etc.).
• Administer AFSC’s FMLA benefits in conjunction with federal and/or state FMLA laws (process employee leave usage and status change in the HR/Payroll System).
  
  

Supervisory/Management Requirements

Directly or indirectly supervises employees. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include training and engaging employees; planning, assigning, and directing work; appraising performance; addressing complaints and resolving problems.

Minimum Qualifications

Education: Bachelor’s degree in business, Finance, Human Resources or related field required.

Experience

• A minimum of 5 years of experience in the human resources department including compensation and benefits required. Experience in multi-location and / or international organization required.
• At least 2 years of supervisory experience required.
  
  

Other Required Skills And Abilities

• Experience working with Salary Surveys (i.e. Mercer, PNP, Radford, etc.) required.
• Strong compensation plan and total rewards design experience including equity programs.
• Must have experience running HR / Payroll HRIS. (Paylocity, UltiPro, PeopleSoft, ADP, etc.)
• Proven experience in knowledge and understanding of compensation administration, including short-term and long-term incentive programs that ensure equity, transparency and sustainability.
• Strong analytical and problem-solving skills; including written and communication skills.
• Strong organizational and time management skills with proven track record managing a cross-functional program in a global organization.
• Proven track record of effectively creating a positive work environment and engaging with staff.
• Ability to think strategically while being a hands-on leader.
• Ability to work in the evenings and/or weekends and to travel, as
• Ability to work effectively independently and within a team environment.
• Experience with standard Microsoft Office and related technology.
• Must be capable of working under tight time constraints in a high-volume environment with multiple priorities.
• Consult and build collaborative and engaging professional relationships with all levels of staff across the global organization.
• Regular attendance and punctuality are required.
• Operates safely in all conditions and follows policies and procedures.
• Other duties and projects assigned.
• Understanding of and commitment to the principles, concerns, and considerations, of AFSC in regard to issues of race, class, nationality, religion, age, gender and sexual orientation, and disabilities. Demonstrated ability to work and communicate with diverse staff.
• Commitment to Quaker values and testimonies. Understanding of and compatibility with the principles and philosophy of the American Friends Service Committee including non-violence and the belief in the intrinsic worth of every individual.
  
  

Compensation: Unit Director II - ($75,000 - $90,000), Exempt – Comprehensive medical and hospitalization plan; term life, accident and salary continuation insurances, defined benefit pension plan, plus fringe benefits; participation in unemployment and worker’s compensation and social security.

The American Friends Service Committee is an Affirmative Action/Equal Opportunity Employer. Qualified persons are encouraged to apply regardless of their religious affiliation, race, age, sex, gender identity, sexual orientation or disability.

AFSC’s Central Office and some of its offices in the U.S. are unionized workplaces. This position is not represented.

The American Friends Service Committee is a smoke-free workplace.