Company Overview:

At Everon, we truly believe that our people are the difference – for our organization, the customers we serve and the communities we protect. When you’re a part of Everon, you’ll have the opportunity to be a part of that difference every day. With more than 100 locations, a deep national presence, and comprehensive portfolio of solutions and services, our employees are always poised for career advancement and growth. For more information, visit www.everonsolutions.com or follow us on LinkedIn. (https://www.linkedin.com/company/everon-solutions)

Job Summary:

The Compensation Manager will play a crucial role in designing, implementing, and managing compensation programs within our organization. Responsibilities include ensuring that our compensation packages are competitive, equitable, and aligned with our business goals. Expertise in compensation analysis, market research, and compliance will be essential.

Key Responsibilities:

• Sales Compensation: Partner with HR and sales leaders to evaluate and develop commission-based compensation plans for sales roles.

• Incentive Plans: Partner with HR and business leaders to evaluate and develop annual, quarterly or other incentive/bonus plans.

• Compensation Analysis: Conduct thorough analysis of employee compensation data to ensure internal equity and external competitiveness. Make recommendations for salary structures, pay grades, and individual compensation adjustments.

• Compensation Planning: Partner with HR team to manage the annual compensation planning process for merit increases, annual bonuses and other awards.

• Market Research: Stay up-to-date with industry compensation trends and benchmarks. Gather data on competitors and industry standards to ensure our compensation packages remain competitive.

• Job Evaluation: Evaluate and classify jobs within the organization, ensuring that job descriptions accurately reflect roles and responsibilities. Use established methodologies to assign appropriate job grades and salary ranges.

• Policy Development: Collaborate with HR and management to develop and update compensation policies, ensuring alignment with organizational goals and legal compliance.

• Salary Surveys: Participate in and manage external salary surveys to gather data on compensation practices in the industry and region.

• Compliance: Stay current with federal, state, and local labor laws and regulations related to compensation and benefits. Ensure company compliance and make necessary adjustments as needed.

• Communication: Effectively communicate compensation policies and changes to employees. Address inquiries and provide guidance on compensation-related matters.

• Performance Management: Collaborate with HR to integrate compensation with performance management systems, including merit increases, bonuses, and incentives.

• Data Management: Maintain accurate compensation data records, create reports, and use HRIS systems for compensation management.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field. Master's degree or relevant certification (e.g., Certified Compensation Professional CCP) a plus.

• 2-3 years’ experience as a Compensation Manager or similar role, with in-depth knowledge of compensation practices and principles.

• Strong analytical skills, with the ability to interpret complex data and draw meaningful insights.

• Advanced Excel skills and experience with compensation tools (Salary.com), HCM systems (UKG) and ICM systems (Varicent).

• Excellent communication and interpersonal skills.

• Strong attention to detail and a commitment to data accuracy.

• Knowledge of relevant labor laws and regulations.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)