Compensation Manager

Thank you for your interest in a career at Regions. At Regions, we believe associates deserve more than just a job. We believe in offering performance-driven individuals a place where they can build a career --- a place to expect more opportunities. If you are focused on results, dedicated to quality, strength and integrity, and possess the drive to succeed, then we are your employer of choice. Regions is dedicated to taking appropriate steps to safeguard and protect private and personally identifiable information you submit. The information that you submit will be collected and reviewed by associates, consultants, and vendors of Regions in order to evaluate your qualifications and experience for job opportunities and will not be used for marketing purposes, sold, or shared outside of Regions unless required by law. Such information will be stored in accordance with regulatory requirements and in conjunction with Regions' Retention Schedule for a minimum of three years. You may review, modify, or update your information by visiting and logging into the careers section of the system. **Job Description:** At Regions, the Compensation Manager leads and manages a team supporting effective on-going Compensation program development and administration. This manager is considered an expert in the field and will exhibit strong leadership abilities, relationship building and strategic partnering with executives, senior managers and other HR professionals within the organization on Compensation programs and policies. **Primary Responsibilities** Strategy: + Applies a broad knowledge of market pay practices and the competitive landscape to provide strategic support regarding compensation plans and pay practices within business segments or geographic areas + Consults with Executives and managers on the development of business delivery of pay strategy and pay effectiveness relating including base pay, incentive opportunity, long-term incentive plans (LTIP), and mix of pay. + Identify and propose competitive solutions to complex compensation issues and offer proposals. + Works with senior HR Management in the formulation of compensation strategies and policies for pay practices to support business and human capital strategies + Works with HR Partners, Executives and managers to help develop a career framework, identify/address compensation issues, and educate managers regarding total rewards practices and execution + Acts as COE leader to advise and integrate associates in merger and acquisition activity + May advise on the construct and governance of sales and other incentive pay plans and programs + Advises Executives and HR leaders on organizational structures, spans/layers, and job roles + Contributes to the development and implementation of compensation tools and techniques that helps the rest of the HR team make appropriate pay and talent decisions + Remains up to date on legal regulations surrounding compensation issues. Provide advice and recommendations as needed to ensure compliance + Thinks holistically about issues that impact pay practices, job roles, and compensation processes. Uses relevant data to identify patterns, provide insights and communicate recommendations to business leaders and HR partners. + Engages appropriate stakeholders and/or partners with other HR leaders on proposed solutions and the execution of project plans + Mentors and develops a team of compensation consultants + Effectively drive philosophical and process changes throughout supported businesses, in conjunction with an evolving compensation strategic plan Execution: + Leads and directs team members in conducting comparative analysis of associates to determine if pay inequities exist and consults with management on potential pay inequities and solutions + Conducts comprehensive analysis and market studies to evaluate the competitiveness of proposed new compensation programs + Evaluates analysis results, recommend program changes, model cost impact, and present final recommendations + Leads team on approvals, and responses to questions related to pay for new hires, promotions, demotions, equity adjustments, exemption status, position classification process, job evaluation, pay structure, merit pay, and Incentive Programs + Advises, researches, and recommends mix of pay (i.e., base, short-term incentive, and LTIP) to update market and business strategy + Leads team in monitoring, surfacing and mitigating areas of risk, including Fair Labor Standards Act (FLSA) classification and compliance + Identifies and resolves problems + Identifies reporting needs and works with appropriate teams on production, interpretation and distribution + Identities, leads or participates in special projects This position is exempt from timekeeping requirements under the Fair Labor Standards Act and is not eligible for overtime pay. This position is incentive eligible. **Requirements** + Bachelor's degree in Human Resources, Business, or related field + Seven (7) years of experience in Compensation or closely related HR experience supporting financial industry clients in revenue production areas + Previous management experience leading and directing the work of others **Preferences** + Certification as Senior Professional in Human Resources (SPHR) or Certified Compensation Professional (CCP) **Skills and Competencies** + Ability to influence others + Able to work independently or in a team environment + Advanced assimilations of data and analysis + Advanced communication skills, both written and verbal + Advanced Excel skills (i.e., formula's, pivot tables, VLOOKUP, etc.) + Advanced leadership skills + Critical thinking/Problem Solving + Demonstrated negotiation skills + Excellent organizational and time-management skills + Independent judgement and reasoning **Position Type** Full time **Compensation Details** Pay ranges are job specific and are provided as a point-of-market reference for compensation decisions. Other factors which directly impact pay for individual associates include: experience, skills, knowledge, contribution, job location and, most importantly, performance in the job role. As these factors vary by individuals, pay will also vary among individual associates within the same job. The target information listed below is based on the Metropolitan Statistical Area Market Range for where the position is located and level of the position. **Job Range Target:** **_Minimum:_** $146,701.50 USD **_Median:_** $199,860.00 USD **Incentive Pay Plans:** This role is eligible to participate in the annual discretionary incentive plan. Employees are eligible to receive a discretionary award based on individual, business, and/or company performance.Opportunity to participate in the Long Term Incentive Plan. **Benefits Information** Regions offers a benefits package that is flexible, comprehensive and recognizes that "one size does not fit all" for benefits-eligible associates. ( Listed below is a synopsis of the benefits offered by Regions for informational purposes, which is not intended to be a complete summary of plan terms and conditions. + Paid Vacation/Sick Time + 401K with Company Match + Medical, Dental and Vision Benefits + Disability Benefits + Health Savings Account + Flexible Spending Account + Life Insurance + Parental Leave + Employee Assistance Program + Associate Volunteer Program Please note, benefits and plans may be changed, amended, or terminated with respect to all or any class of associate at any time. To learn more about Regions' benefits, please click or copy the link below to your browser. **Location Details** Regions Center **Location:** Birmingham, Alabama Equal Opportunity Employer/including Disabled/Veterans Job applications at Regions are accepted electronically through our career site for a minimum of five business days from the date of posting. Job postings for higher-volume positions may remain active for longer than the minimum period due to business need and may be closed at any time thereafter at the discretion of the company.