Compensation Operations

• Calculate and manage payouts for all compensation and incentive plans.
• Audit and reconcile incentive payments to ensure accuracy and alignment with plan rules.
• Perform testing to ensure new plan implementations and system enhancements deliver intended outcomes.
• Interpret compensation policies and resolve related employee inquiries.
• Collaborate with HR business partners and external stakeholders to address and resolve compensation-related matters.
• Develop training materials and documentation to enhance understanding of compensation plans and commission structures.

Data Analysis & Validation

• Conduct in-depth data analysis to validate incentive payouts against performance metrics.
• Use tools such as Excel, SQL, UKG, PowerAutomate, and/or Power BI to manipulate and validate large data sets.
• SQL, PowerBI, Payroll Certs (Not required but would be beneficial)
• Identify trends, discrepancies, and areas for improvement to ensure equity and accuracy in compensation.

Reporting & Performance Metrics

• Develop and maintain dashboards and reports to track compensation and incentive trends.
• Provide leadership with insights into plan performance, cost implications, and financial impact.
• Create ad hoc reports to support audits, compliance reviews, and strategic decision-making.
• Additional responsibilities will evolve to include incentive plan design, plan effectiveness analysis, and bonus payment trend analysis

Process Optimization & Automation

• Identify inefficiencies and recommend automation opportunities using HRIS, financial systems, or analytics tools.
• Partner with HRIS, Payroll, and IT teams to implement improvements and ensure data integrity.
• Support User Acceptance Testing (UAT) related to system changes impacting compensation.

Cross-Functional Collaboration & Communication

• Work closely with HR, Payroll, Finance, and business leaders to ensure incentive programs align with company goals.
• Train and support managers and employees on incentive structures, calculations, and timelines.
• Act as the escalation point for incentive discrepancies, using data and analysis to resolve issues efficiently.

Policy & Program Management

• Advise all levels of management on organizational compensation policy matters as needed.
• Recommend policy updates to ensure ongoing compliance and consistency; maintain and update policy manuals accordingly.
• Manage external vendor relationships that support compensation needs.