Job Information
Learning Care Group Director of Compensation (Remote Opportunity) in Novi, Michigan
Director of Compensation (Remote Opportunity)
Share by Email Share on LinkedIn Share on Twitter (http://www.twitter.com/intent/tweet?url=https%3a%2f%2fcareers.learningcaregroup.com%2fsearch%2fjobdetails%2fx%2f89e5b215-1f38-4503-a36f-87acb0f40c48?utm_campaign=ss_tw&related=) Share on Facebook
Apply (https://ejql.fa.us6.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX/job/175960/apply/email)
Brand: Learning Care Group, Inc.
Location:
21333 Haggerty Rd
Novi,
MI
Requisition ID: 175960
Date Posted: 4/25/2024
Join a strong community where all we do is care-for the children and families we serve every day, as well as for our dedicated team members. Our people are our best asset. We listen and we know what you're looking for:
You want benefits. We support you with a minimum 50% childcare discount, immediate access to benefits, innovative health programs, 401(k) company match, and much more.
You want balance. We offer flexible schedules that work for you, no nights or weekends, the ability to bring your children to work with you, and paid time off.
You want opportunity. We invest in your future with ongoing training, tuition reimbursement, credential assistance, and our unique Master Teacher Program.
You want recognition. We provide a positive, fun workplace where employees are appreciated.
The Director of Compensation is a critical role to the organization and will strategically provide guidance and leadership related to compensation philosophy and best practices for Learning Care Group. The role will ensure compliance, appropriateness of compensation to market, and a forward-looking lens to ensure LCG maintains competitiveness and agility as the business continues to grow.
Essential Functions:
Monitor the effectiveness of existing compensation policies, guidelines and procedures recommending plan revision as well as new plans which are cost effective and consistent with compensation trends and Company objectives; coordinates implementation and provide guidance to staff.
Provide thought leadership on trends and/or opportunities from a Compensation perspective to continue to maintain competitiveness through innovative strategies.
Keep apprised of federal, state, and local compensation impacting laws and regulations to ensure Company compliance, providing updates for Senior Leadership, and thought on potential impact to LCG.
Provide advice and consult with Human Resources and Management teams on pay decisions, policy and guideline interpretation, market pricing/job evaluation including the design of creative solutions to specific compensation related programs.
Partner with Accounting, Finance, HR, Operations and Legal teams to provide support, communication and accurate information as required or requested related to Compensation practices or new/existing programs.
Identify change management activities, manages ambiguity to clarity and collaborates with various stakeholders for items related to compensation, including but not limited to training, communications and support.
Lead the annual company annual increases process including modeling, auditing, analyzing, and calculation of data as well as communication to ensure budgetary measures are followed.
Model variable pay plans or ad hoc bonus plans for budget adherence and consistency in plan design including communication of changes/models to Field and Senior Management.
Manage the tracking of variable pay plans performance against defined metrics, evaluating effectiveness, and providing suggestions/analysis as needed.
Conduct and participate in compensation surveys or special compensation studies for purposes of maintaining the Company’s competitive position within the marketplace. This may require creation of market-specific surveys, establishment of target audience, communications, data collection, analysis, and feedback on results.
Participate in various compensation-related projects which involve revision, development and/or re-design of existing programs/processes. This includes high-level project management, partnering with appropriate internal and external resources and ensuring that projects are on-time and on-budget, while achieving desired goals and objectives.
Lead initiatives related to equity compensation ensuring appropriateness and creation of and/or amendments to plan, participants and design.
Supervisory Responsibilities:
Manage and direct staff including recruitment, selection and development to achieve Company goals and objectives.
Minimum Job Qualifications:
Bachelor’s degree with concentration in Human Resources, Business, or Finance required.
Minimum 8 years of Human Resources with a preferred focus in Compensation experience or Finance experience.
Minimum 5 years of management/supervisory experience specific to Compensation/Human Resources/Finance.
Certified Compensation Professional (CCP) preferred.
Must have experience working in a multi-unit/multi-state organization.
Other Skills and Abilities Qualifications:
Excellent customer service skills with both internal and external customers.
Capable of working with frequent interruptions and changing priorities.
Effective communication skills, written, verbal and interpersonal, with the ability to appropriately communicate with all levels of the organization
Proficient time management, organizational skills, and ability to meet established deadlines.
Intermediate to advanced knowledge of Excel, including use of vlookups, pivot tables, and other formulas for data analysis.
Mathematical aptitude and skill in data analysis
Strong financial acumen and ability to analyze financial data to provide solutions with a compensation lens
Able to efficiently handle conflict/complaints and resolve problems quickly and appropriately.
The job of Director of Compensation can be performed in the following states: Alabama, Arizona, Arkansas, Connecticut, Delaware, Florida, Georgia, Idaho, Illinois, Indiana, Iowa, Kansas, Kentucky, Louisiana, Maine, Maryland, Massachusetts, Michigan, Minnesota, Missouri, Nebraska, Nevada, New Jersey, New Mexico, North Carolina, Ohio, Oklahoma, Oregon, Pennsylvania, Rhode Island, South Carolina, South Dakota, Texas, Utah, Virginia, Wisconsin, and Wyoming
Learning Care Group is an equal opportunity employer and will not discriminate against an employee or applicant based on race, color, religion, national origin or ancestry, sex, age, physical or mental disability, veteran or military status, genetic information, sexual orientation, gender identity, gender expression, marital status or any other protected status under federal, state, or local law.