Interim Manager, Compensation

Interim Manager, Compensation

Our client is a large, mission-driven nonprofit organization seeking an experienced Manager, Compensation to lead and advance its staff compensation programs and practices.

This position manages job analysis and classification, salary administration, market analysis, and pay equity for full-time staff. The Manager ensures compensation decisions are consistent, defensible, and compliant with federal and state law and organizational policy.

The Manager partners with organization leaders, the Employment team and the Budget Office to set competitive hiring ranges and resolve compensation questions. The position also supervises compensation staff and serves as the organization’s primary resource for compensation training and guidance.

ESSENTIAL DUTIES AND RESPONSIBILITIES

The percentages below reflect the approximate share of time spent on each area of responsibility.

Job Analysis and Evaluation (20%)

• Conduct in-depth job analysis and prepare accurate, current job documentation.

• Evaluate positions using the organization’s standard framework and the six-factor job evaluation method.

• Partner with department and division leaders on job descriptions, staffing needs, and market challenges.

• Advise departments on organizational structure and reporting relationships.

Classification and Compensation Actions (15%)

• Coordinate and complete reclassifications, position evaluations, in-grade adjustments, and other compensation actions in accordance with the Job Evaluation Procedure  and Salary Administration Procedure 

• Serve as a decision maker on compensation matters within delegated authority.

• Work with the Employment team and the Budget Office to set hiring ranges for posted positions, applying market data, internal equity, and budget in that order.

• Review and approve offers above range midpoint and stipend or additional compensation requests against organization standards.

Salary Administration and Pay Equity (20%)

• Oversee staff wage and salary plans for full-time employees to support fair and equitable pay.

• Develop, maintain, and publish all staff salary schedules, including annual increases and other pay plans.

• Respond to pay equity questions from organization departments and conduct internal equity and compression analyses.

• Plan and prepare staff salary notification letters.

• Produce wage, salary, and workforce cost reports to help plan, monitor, and control the organization’s investment in its people.

Salary Surveys and Market Analysis (10%)

• Manage participation in salary surveys, including data collection, job matching, and reporting.

• Analyze market data (e.g., CUPA-HR, Payscale) to keep the organization competitive in recruitment and retention.

Compensation Plans and Policy (10%)

• Research, develop, and present compensation plans, policies, and procedures.

• Communicate compensation policies and procedures clearly to leaders and employees.

• Ensure compensation practices comply with the Fair Labor Standards Act (FLSA), Equal Pay laws, and related federal and state laws.

Compensation Training and Consultation (10%)

• Design and deliver training on FLSA, compensation best practices, writing job descriptions, and effective performance evaluations.

• Serve as a compensation resource and consultant to hiring managers, supervisors, and colleagues.

Leadership and Supervision (10%)

• Lead, supervise, and develop compensation staff, including hiring, workload assignment, and performance management.

• Establish team standards, workflows, and service expectations for compensation requests.

Other Duties as Assigned (5%)

• Perform other related duties as assigned.

KNOWLEDGE, SKILLS, AND ABILITIES

• Knowledge of compensation structures, job evaluation, classification methods, and salary administration.

• Knowledge of the Fair Labor Standards Act (FLSA), Equal Pay laws, and other related federal and state employment laws.

• Knowledge of statistical research and analysis methods, including market pricing and pay equity analysis.

• Knowledge of SLCC policies, procedures, and processes, particularly Staff Hiring, Salary Administration, Job Evaluation, and related HR policies.

• Knowledge of organizational development, organizational design, change management, performance management, employee engagement, and career development, and how talent management connects to policy, merit, and performance.

• Thorough understanding of organization business practices and the roles and responsibilities of diverse departments.

• Working understanding of benefits offerings, rates, and policies, and of payroll policies and procedures.

• Ability to analyze data, solve complex problems from multiple angles, and present concise, well-reasoned recommendations.

• Ability to communicate clearly and precisely, both orally and in writing, including explaining compensation decisions to non-specialists.

• Ability to lead, supervise, and develop compensation staff.

• Ability to work collaboratively with all levels of the organization and to work independently with sound judgment.

• Ability to build effective working relationships with people of diverse backgrounds, abilities, and cultures, and to serve the organization’s population including those with disabilities.

• Demonstrated intermediate skill in MS Office (advanced Excel preferred), applicant tracking systems, and HRIS software.

MINIMUM QUALIFICATIONS

• Bachelor's degree in Human Resources or a related field.

• Three (3) to five (5) years of related experience in compensation, human resources, employment, business, employee relations, or management, including at least one (1) year of direct compensation experience.

• Education and experience trade-offs are considered on a 2:1 basis (two years of experience equals one year of education, and vice versa).

PREFERRED QUALIFICATIONS

• Certified Compensation Professional (CCP) or equivalent WorldatWork certification.

• Compensation experience in higher education or the public sector.

• Experience with point-factor or narrative job evaluation systems and salary survey participation.

• Supervisory experience.

WORKING CONDITIONS

Work is performed primarily in an office environment with regular use of a computer. Occasional travel between organization facilities may be required.