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Responsibilities
- Lead compensation programs and related initiatives, including annual compensation planning, survey participation, benchmarking, position evaluation oversight, pay program administration, project timelines, stakeholder coordination, and deliverables to ensure work progresses efficiently and aligns with organizational goals.
- Partner with HR team members, managers, and senior leaders to advise on compensation matters, support decision-making, and develop recommendations aligned with compensation philosophy and business needs.
- Provide functional leadership, direction, coaching, and guidance to compensation team members and HR partners to promote consistency, sound judgment, and quality outcomes in compensation-related work.
- Manage the job description system, related database, and supporting compensation processes, including governance, documentation, data integrity, workflow design, reporting, user support, system enhancements, and appropriate controls.
- Develop, document, implement, and improve compensation workflows and HR handoffs to promote consistency, scalability, compliance, operational effectiveness, service delivery, and clear role ownership.
- Apply sound judgment to resolve non-routine compensation matters, define practical approaches, assess risk, and escalate higher-risk issues when appropriate.
- Perform, guide, and provide oversight for complex compensation analysis, including market pricing, benchmarking, position evaluations, internal equity reviews, job evaluations, trend analysis, reporting, dashboards, and recommendations for HR leadership, managers, and business stakeholders.
- Lead the development, review, and maintenance of job descriptions in partnership with HR team members and business leaders to ensure roles are accurately documented and aligned with organizational structure and compensation practices.
- Support communication and change management efforts to promote adoption and consistent execution of compensation practices.
- Ensure company compensation programs and practices remain compliant with applicable federal and state laws and regulations.
Bell Bank Culture, Policy and Accountability Standards
- Know and live Bell Bank’s values, bottom line, customer service standards, Golden Rules, and LOCBUTN by building personal connections with customers and employees and using their names as often as possible.
- Conduct activities consistent with established Bell Bank policies, procedures and systems, the Code of Conduct, the Bank Secrecy Act and all applicable state and federal laws and regulations.
- All employees are responsible for information security, including compliance with policies and standards which protect sensitive information.
- Prompt and reliable attendance.
- Perform other duties as assigned.
Education, Experience, and Other Expectations
- Bachelor’s Degree in Human Resources, Business Management, or related field; or equivalent amount of experience.
- 6-8 years of progressive compensation, total rewards, human resources, or closely related experience, including demonstrated leadership responsibility for programs, projects, operational processes, cross-functional initiatives, stakeholder coordination, and work involving senior-level employees or leaders.
- Banking experience preferred.
- PHR/SPHR and/or SHRM-CP/SHRM-SCP certification preferred.
- Certified Compensation Professional certification preferred.
Knowledge, Skills, and Abilities
- Strong knowledge of compensation principles, position evaluation, job evaluation, market pricing, benchmarking, data governance, and related systems and processes.
- Demonstrated ability to work independently, exercise sound judgment, navigate complex or ambiguous situations, assess risk, and make practical recommendations with limited direction.
- Strong analytical and reporting skills, including the ability to organize and interpret complex data, use advanced Excel, and translate findings into actionable insights and recommendations.
- Ability to improve compensation processes, procedures, systems, databases, and workflows with a focus on consistency, efficiency, scalability, data quality, and practical implementation.
- Strong project management, organization, and coordination skills, with the ability to manage multiple priorities, stakeholders, timelines, and deliverables.
- Excellent consultation, communication, and influence skills, with the ability to build trusted partnerships and facilitate productive conversations with HR team members, managers, and leaders.
- High degree of confidentiality, discretion, and professionalism when working with sensitive employee, compensation, organizational, and leadership information.
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