Compensation and Benefits Supervisor jobs in Champaign, IL

Compensation

• Provides subject matter expert support and knowledge in discussing and applying compensation philosophy, guidance, and programs to related decisions
• Analyzes market data, best practices, compensation trends, and emerging topics to maintain a competitive compensation program
• Identifies, implements, and reports compensation metrics and trends for the association
• Reviews compensation adjustments for appropriateness and internal equity, prepares and executes employment confirmation letters and payroll change confirmation documents, ensuring accuracy of reflected information
• Researches, creates, and reviews job descriptions in preparation for grading, ensuring clarity and appropriate presentation of responsibilities
  • Reviews grading recommendations to ensure accurate and consistent classification of positions
  • Ensures job descriptions are maintained for current reflection of responsibilities
• Coordinates the year-end compensation adjustment process, including overseeing the technical design of the Dayforce Compensation Module to customize it for FCI, administering the module, determining the adjustment process timeline, communicating information to supervisors, and collecting & analyzing the data, identifying situations for further discussion, and placing the information in a report format with comments for review by the VP HR and Senior Management
• Reviews details of each payroll, ensuring accuracy, completeness, proper documentation, adherence to internal controls, and payout calculation accuracy
• Implements and communicates incentive compensation plans, including:
  • Creating scorecards and tracking goal attainment
  • Collecting data and creating incentive award calculation spreadsheets for accruals and payouts, ensuring accuracy of each employee’s data as well as formulas utilized in the calculation
  • Ensuring proper documentation and adherence to internal controls
    
• Creates the salary and incentive budget for review by VP HR

HR Compliance

• Strategizes with the VP HR to identify actions needed for compliance with new laws (example: Pay Transparency), developing and implementing actions accordingly
• Implements required training such as Standards of Conduct (SOC) training and harassment education, identifying resources, ensuring content requirements are achieved, and documenting completion as needed.  In some situations, this will involve creating the training resource, including identifying the content (example: SOC training)
• Reviews daily and weekly reports related to affiliation codes and comments to ensure employee compliance with Procedure 808 Official & Related Party Loans and Crop Insurance Management  
• Remains knowledgeable on new and pending state and federal employment laws
• Works in conjunction with FCI legal counsel to maintain the Employee Handbook, identifying new/revised laws and recommending and FCI program changes
• Prepares and gathers HR-related forms, documents, and information, providing them to the employee for completion and/or acknowledgement.  Examples include but are not limited to Standards of Conduct (SOC) disclosure, Employee Handbook Acknowledgement, Information Systems Guidelines Acknowledgement, Confidentiality Agreement
• Completes actions necessary for the creation of the Affirmative Action Plan, including the creation of applicant tracking logs and determining the appropriate disposition code to assign, and identifying actions supporting our affirmative action efforts
• Completes workforce surveys when requested by the Department of Labor and the Bureau of Labor Statistics, for example
• Responds to claims filed with the Illinois Department of Employment Security by gathering data and documentation and determining Association response
• Maintains employee personnel files
• Ensures I-9 requirements are met in accordance with e-Verify and retains documentation in accordance with governmental guidelines
• Ensures current and proper display of employment law posters
  
• Maintains the association organizational chart

Family Medical Leave Act (FMLA) Administration

• Communicates with employees regarding their need for leave and/or modified work schedules, ensuring employees are aware of their responsibilities and of any documentation and notice required to qualify for and to take leave
• Conducts the FMLA leave administration process from the employee’s initial notice of the need for leave to the return to work.  This includes gathering and completing all required paperwork, determining leave eligibility, designating leave as FMLA-qualifying, requesting medical certification when needed, and accounting for the time away
• Maintains reasonable communication with employees on leave to facilitate smooth and timely return to work; Relays communication between employees and their managers during leave within reason
• Evaluates and advises managers and employees on the interaction of leave laws with paid time off
• Maintains complete and accurate records of leave and accommodation requests
  
• Preserves confidentiality of employee documentation and files

Computer System Access

• Collaborating with other departments, remains knowledgeable of specific computer system access needs by position, creating and submitting System Access Requests (SARs) as well as Cornerstone and Mainframe access requests as needed
• Evaluates needs to identify additional access topics to research and address
• Initiates access requests in a timely manner for new hires and when position changes or terminations occur
• Evaluates SARs submitted by others for relevance and appropriateness, addressing any identified issues prior to approving the request
• Updates email distribution groups, submitting SARs when updates are needed
  
• Initiates SARs to update employee accounts as needed, such as for Active Directory updates and credit authority delegations

Benefits Administration

• Ensures timely communication of benefits news, changes, and annual enrollment details to all employees
• Administers the association paid time off programs, responding to inquiries for clear understanding
• Coordinates maintenance of existing fringe benefits programs; identifies, researches and recommends enhancements; and seeks new programs for implementation
  
• Promotes wellness initiative throughout the Association by sharing program updates with employees and encouraging participation

Human Resources Administration

• Initiates and tracks to timely completion the HR Team’s new hire, transition, and termination checklists of activities
• Maintains information and resource documents on the HR intranet site
• Primary contact for FCI related processes as employees transition to retirement
  
• Completes special projects and other tasks as assigned by the VP HR

Data Security and Confidentiality

• Appropriately protects the confidentiality, security, and integrity of the Association’s systems and data and clients’ data

• Solid foundational knowledge of human resource practices
• Excellent attention to detail, ensuring accuracy of completed work
  
• Skill in utilizing a systematic approach to problem solving
  
• Skill in analyzing information and applying processes and procedures to formulate logical and objective conclusions
  
• Skill in organizing material and information in a systematic way to optimize efficiency and ensure details are addressed
  
• Skill in the use of Microsoft products, including Word, Outlook, Excel and PowerPoint and in the ability to learn new applications to increase efficiency and effectiveness
  
• Ability to work well within a team as well as independently, interact cross-functionally across the organization, and establish and maintain relationships with a variety of internal and external contacts
  
• Oral and written communication skills sufficient to effectively discuss a variety of job-related topics and to effectively communicate complex topics to a variety of audiences
  

Bachelor’s degree in human resources, business administration or a related field and 3 years of experience in a Human Resources role;
Or equivalent education, experience, and skillset sufficient to perform the essential functions of the job