Sr Advisor-Compensation

POSITION OVERVIEW:
This position manages complex/matrix relationships, collaborating effectively across business networks/partners. Consult, advise, and execute on executive and high-level and high-visibility compensation program activities. Provide analysis and recommendations for informing Sr. Leaders and the Board of Directors.

ESSENTIAL JOB DUTIES/RESPONSIBILITIES:

Research, plan, develop, evaluate and implement executive and high level compensation programs, policies and procedures.

Administer all compensation programs, to include but not limited to, executive compensation, incentive and recognitiion award programs.

Collaborate with external vendors to develop, administer, and evaluate executive compensation programs.

Create data analysis tools and presentation platforms highlighting themes, trends and relevant action plans.

Create optimal solutions to complex compensation matters

Participate in the development and execution of compensation processes and initiatives

Develop and/or participate in compensation surveys designed to collect and analyze competitive salary information to determine company's competitive position, formulate recommendations regarding adjustments to company pay structures/schedules

Proactively identify opportunities for improving the effectiveness of compensation department Lead and complete assigned projects

Develop and present executive level reports to Executive Leadership and Compensation Committees.

Perform cost analyses for current and recommended compensation programs and program design changes

Serve as resource and mentor issue/problem-resolution

Develop new and/or revising job descriptions, determine appropriate pay grade assignment applying appropriate job evaluation techniques

Comply with all applicable laws/regulations, as well as company policies/procedures

Perform other duties as required

Disclaimer:  This job description is general in nature and is not designed to contain or to be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the job.

• Bachelor’s degree or equivalent work experience in Human Resources, Finance, Mathematics, or related quantitative discipline plus seven (7) years in compensation, financial analysis, statistical analysis or quantitative related experience
• Analytical skills with advanced knowledge of tools for modeling
• Experience in design, analysis and administration of compensation programs

• Excellent consulting skills – ability to influence and negotiate with all levels of management and employees
• Demonstrated ability to handle confidential information
• Strong interpersonal skills with excellent written and communication skills
• Advanced computer application skills
• Advanced analytical and problem-solving skills
• Ability to work independently, handle multiple assignments and prioritize workflow with keen attention to detail
• Thorough understanding of compensation related policies, practices, procedures and regulations
• Strong knowledge of State, Federal and local wage & hour laws
• Demonstrated ability to evaluate and handle complex issues

Preferred Qualifications:

Pay Transparency:

Pay:

Additional Details:

FedEx Freight is an Equal Opportunity Employer, including disabled and veterans.

• Know Your Rights
• Pay Transparency

If you have a disability and you need assistance in order to apply for a position with FedEx Freight, please call 800-888-8252 or e-mail at ADAAssistance@freight.fedex.com.

FedEx Freight will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.