Job Abstract

Supports Paycom’s salary administration, short-term incentives, and sales compensation plans. Evaluates, models and analyzes market data and complex organizational pay practices for incentive compensation and broad-based compensation. Responsibilities of this position are varied and complex. Requires advanced knowledge and acts as a subject matter expert for one or more compensation programs – including sales incentive compensation plans. Plans and prioritizes work with little to no supervision. Provides guidance and training to less experienced analysts within compensation team. Resolves complex problems within area of responsibility. Understands and applies advanced principles of area of specialization. Recommends changes in programs and procedures. Anticipates patterns and links; looks beyond the immediate problem to the wider implications. Reviews progress and evaluates results. May coordinate the project work of one or more analysts.

RESPONSIBILITIES

• Acts as the subject matter expert for one or more compensation programs with strong focus on short-term incentives
• Provides guidance on key changes to improve the effectiveness, compliance and competitiveness of assigned base and short-term compensation programs
• Influences key management decisions by maintaining and building good relationships with all levels of management
• Acts as a project manager for large scale projects and directs the work of others
• Analyzes market data and research to determine competitive positioning of the organization’s salary ranges and pay programs
• Designs and documents of incentive and bonus programs
• Collaborates with HR Business Partners, Talent Acquisition and leadership on job evaluations, new job creation and job descriptions
• Develops reports and provides analysis for a variety of compensation and HR projects
• Administers base pay and merit programs
• Provides market pricing for new jobs and annual pricing review
• Develops and documents procedures, makes recommendations to streamline processes and ensures regulatory compliance
• Develop compensation training; coordinates with HR Business Partners and leadership on compensation training and leader education
• Partners with HRIS, IT and payroll and tax staff to ensure HRIS system meets compensation needs and is updated to reflect changes to salary structures, bonus programs, etc.
• Supports HR Managers and department leaders with compensation related issues
• Supports the LTIP, stock and other bonus programs
• Remains knowledgeable of minimum wage laws and regulatory environments for compensation
• Remains knowledgeable of compensation trends in the market, including planned range movements and merit budget practices
• Evaluates jobs, documents responsibilities and requirements in job descriptions
• Other duties as assigned

Education/Certification:

• Bachelor’s Degree in Business, Finance, or Human Resources

Experience:

• 7+ years of direct experience in a compensation program design and administration
• 3+ years’ experience overseeing the design and administration of one or more key compensation programs (i.e. short-term incentive, long-term incentive, sales compensation, executive compensation)

PREFERRED QUALIFICATIONS

Education/Certification:

• Master’s degree in Human Resources or related field (Business Administration, I/O Psychology, etc.)

Experience:

• Previous experience with incentive plan design and administration
• Experience with stock administration
• Experience working in a dynamic, rapidly evolving organization

Skills/Abilities:

• Ability to manage and prioritize multiple projects
• Ability to build and maintain relationships
• Self-motivated with a strong sense of personal accountability
• Strong analytical skills and the ability to draw conclusions from data
• Complete work within deadlines
• Strong interpersonal, oral and written communication skills
• Advanced Microsoft skills in Word, Excel, and PowerPoint
• Ability to make large group presentations and consult effectively one-on-one

Paycom is an equal opportunity employer and prohibits discrimination and harassment of any kind. Paycom makes employment decisions on the basis of business needs, job requirements, individual qualifications and merit. Paycom wants to have the best available people in every job. Therefore, Paycom does not permit its employees to harass, discriminate or retaliate against other employees or applicants because of race, color, religion, sex, sexual orientation, gender identity, pregnancy, national origin, military and veteran status, age, physical or mental disability, genetic characteristic, reproductive health decisions, family or parental status or any other consideration made unlawful by applicable laws. Equal employment opportunity will be extended to all persons in all aspects of the employer-employee relationship. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation benefits, and separation of employment. The Human Resources Department has overall responsibility for this policy and maintains reporting and monitoring procedures. Any questions or concerns should be referred to the Human Resources Department. ****To learn more about Paycom's affirmative action policy, equal employment opportunity, or to request an accommodation - Click on the link to find more information: paycom.com/careers/eeoc