What are the responsibilities and job description for the Compensation Manager position at Remington Hospitality?
Remington Hospitality and The Ashford Group of Companies is looking for a Compensation Manager. This position will focus on creating a competitive compensation structure and building the company merit and bonus systems. The ideal candidate will have a robust background in compensation management and a knack for developing strategies that attract, motivate, and retain top talent, ensuring fairness and compliance across the organization. A hands-on approach and the ability to "roll up their sleeves" to dive deep into operational details is essential. Experience with ADP systems is a significant plus, offering the candidate an opportunity to efficiently streamline and enhance our compensation processes.
- Strategic Leadership: Drive the development and execution of compensation strategies that align with the company's objectives, culture, and market trends. Specialize in merit-based pay structures and bonus programs to encourage performance and recognize excellence.
- Operational Excellence: Exhibit a hands-on approach in designing and implementing robust systems and processes for administering merit increases and bonus payouts. Ensure these systems are scalable, transparent, and seamlessly integrated with HR and payroll systems. Proficiency in ADP is a plus.
- Analytical Rigor: Conduct thorough market research and benchmarking to maintain the competitiveness of the company's compensation packages. Adjust salary structures, bonuses, and incentives based on data-driven insights.
- Regulatory Compliance: Guarantee compliance with all legal and regulatory standards in compensation practices. Stay informed about the latest compensation trends and best practices, applying them to keep our strategies current and competitive.
- Collaboration and Communication: Work closely with HR colleagues, department managers, and executive leadership, ensuring the compensation strategy aligns with overall company goals and employee satisfaction. Clearly communicate compensation plans to all stakeholders, providing necessary training and support.
- Performance Measurement: Develop and monitor key performance indicators to evaluate the effectiveness of compensation programs, leveraging data to inform continuous improvement.
