Senior Manager, Compensation & HRIS
We are seeking a Senior Manager, Compensation & HRIS to join our People team. You will be essential in evaluating our current compensation, HRIS, and people analytics program design, researching best practices, and enhancing our plans and programs. Through this work, you will help us with strategy and implementation of our compensation and HRIS practices. The Senior Manager, Compensation & HRIS will report directly to our Senior Director of Total Rewards & Talent Engagement.
What you’ll do:
Compensation:
- Partner with leaders to design and execute compensation programs to help us attract and retain talent
- Manage compensation surveys and review and analyze data to recommend updates to salary structure and incentive programs
- Lead the compensation increase cycles and propose salary increase budgets
- Oversee projects focusing on market benchmarking, internal parity, job architecture, career path development, and incentive programs
- Partner with HRBPs to review new job descriptions and identify job match, internal level, and compensation range
- Establish metrics to measure reward program performance
- Own compensation analysis and generate reports to ensure that we are competitive in the market
- Audit internal compensation for talent in similar roles/functions, levels, and impact to ensure compensation infrastructure is consistent and fair
- Partner with leaders to explain compensation programs and advise on decisions
- Develop ways to bring awareness and understanding of our compensation programs
- Develop training materials for use by People Business Partners and Talent Professionals
- Partner with People Operations and Finance on annual budget planning for compensation cycles
HRIS/Reporting/Analytics:
- Partner with HR process owners to develop strategies, objectives, and roadmaps for HRIS applications that are in alignment with functional goals.
- Partner with HR process owners and cross-functional stakeholders (Total Rewards, People Growth & Impact, People Experience, IT, etc.) to define business requirements and translate business needs into tactical system implementation plans, including project prioritization, scheduling, and resource planning in partnership with IT.
- Serve as a steward of user experience for the HR applications supported; monitor system adoption and user feedback; ensure the development of processes, tools, support materials, and training to maximize system adoption.
- Lead the implementation of process improvements and innovative tools for the HR function with the goal of increasing overall efficiency, effectiveness, and user experience, identify gaps in business processes, and work to develop solutions to address gaps efficiently and effectively
- Act as a liaison between the People and IT teams
- Lead system testing prior to implementations, upgrades, and enhancements to ensure a stable and well-functioning application in partnership with IT.
- Translate functional requirements into technical specifications for development, data mapping, function mapping, setting of development tables, and setting of transaction/control tables.
- Act as the central point of contact on data
- Responsible for Workday reporting and analytics
- Configure and build the performance and compensation tools bi-annually
- Building annual open enrollment for benefits
- Bug fixes and troubleshooting integration errors with systems such as Okta, Greenhouse, benefits carriers, etc.
What we’re looking for:
- 8+ years of confirmed experience in Compensation and HRIS
- Workday HCM experience highly preferred
- Bachelor’s Degree – preferred focus in Business Administration, Economics, Finance, or other quantitative fields
- Highly organized with a consistent track record of delivering high-quality results in a fast-paced, sophisticated, dynamic business environment
- Proactive, self-directed/motivated, and results-oriented individual with a high dedication to quality and driving results while handling multiple, and at times, competing priorities
- Excellent communication/interpersonal skills (written and verbal) with the ability to build relationships and partner effectively – fueling collaboration and providing service-oriented support
- Strong analytical and problem-solving skills with an eye for detail and recognizing trends, and interest in translating data or complex findings to senior leaders
- Standout colleague who is eager to learn, contribute, and drive forward initiatives – showing a strong work ethic validated by accountability and the ability to exercise discretion and confidentiality at all times
- Resilient in the face of change with the ability to adjust, adapt, and perform in a constantly evolving environment
- Advanced knowledge of Google Suite required
- Functional knowledge of statistics, as applied to a business environment preferred
Minimum salary of $129,000 to maximum salary of $177,000 + bonus + equity + benefits
How to stand out among the rest:
Your resume/CV is enough to show off your skills, accomplishments, and experience. However, if you choose to include a cover letter introducing us to your awesome personality, we will read that too.
We strongly believe that different backgrounds and ideas are a competitive advantage; we hire candidates of any race, color, ancestry, religion, sex, national origin, sexual orientation, gender identity, age, marital or family status, disability, Veteran status, and any other status. Zwift is proud to be an Equal Opportunity Employer. If you have a disability or special need that requires accommodation, please let us know by emailing [email protected].
Zwift, Inc. is an Equal Opportunity Employer.
Transparency in Coverage:
Health plan price transparency is designed to help consumers know the cost of covered items or healthcare-related services prior to the date upon which they receive care. Transparency in Coverage (TIC) regulations require health insurers and group health plans to create machine readable files (MRFs) that contain the negotiated rates for in-network providers and allowed amounts derived from historical claims for out-of-network providers and make those files publicly available.
Here is the link to the site on which Anthem posts its in-network and out-of-network allowed amount machine-readable files (MRFs). The link will allow you to search for your files using your Employer Identification Number (81-2798595)