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Tech Stack
Tools & technologiesTableau
About the role
Key responsibilities & impact- Serve as a strategic compensation partner to HR Business Partners, business leaders, and key stakeholders
- Design, assess, implement, and/or administer executive and non-executive compensation programs, practices, and policies
- Identify and analyze organizational trends, market data, and industry practices to address compensation issues
- Advise senior leadership and HR Business Partners on compensation programs, practices, and policies
- Consult with HR and business stakeholders
- Provide guidance, oversight, and communication on compensation programs and total rewards strategy
- Coach peers and team members and act as a resource for escalated issues
- Lead enterprise-wide compensation projects and initiatives
- Represent Compensation in cross-functional teams
- Coordinate development and implementation of systems and processes supporting compensation projects
- Develop learning resources and conduct training on compensation programs, practices, and policies
- Identify, measure, monitor, and control risks in accordance with risk and compliance policies and procedures
Requirements
What you’ll need- Bachelor's degree; OR 4 years of relevant education and/or experience
- 6 or more years of relevant work experience in compensation discipline, or related experience in HR, Finance, or business sales operations
- General business consulting/analysis experience or business management experience
- Developing knowledge of relevant compensation and/or HR laws
- Advanced knowledge of Microsoft Office products and other software used to develop analysis, charts, and/or supporting documentation
- Knowledge of federal and state fair employment practices laws, including Equal Pay Acts and other nondiscrimination laws
- Knowledge of federal contractor and affirmative action laws and regulations, such as Executive Order 11246
- Knowledge of FLSA; REG Z and SafeAct if supporting variable pay program; Interagency Guidance on Sound Compensation Policies (75 FR 36395) and Internal Revenue Code requirements applicable to executive compensation if supporting Executive Rewards programs
- Advanced experience with market pricing, compensation benchmarking, and survey analysis using CompAnalyst or similar tools
- Ability to leverage data and analytics to identify trends, develop insights, and influence compensation-related decisions
- Experience supporting annual compensation cycles, including merit, incentive, promotion, and market adjustment programs
- Experience utilizing Workday and Tableau
- Must not require immigration support or visa sponsorship now or in the future
Benefits
Comp & perks- Flexible work environment
- Relocation assistance is not available
- Pay incentives may be available based on overall corporate and individual performance and at the discretion of the USAA Board of Directors
- Comprehensive medical, dental and vision plans
- 401(k)
- Pension
- Life insurance
- Parental benefits
- Adoption assistance
- Paid time off program
- Paid holidays
- 16 paid volunteer hours
- Various wellness programs
- Career path planning
- Continuing education assistance