Compensation Manager jobs in Indiana

Compensation Manager

• Medical, Dental, and Vision Insurance
• 401K Retirement Plans
• FSA & HSA
• Paid Time Off (PTO)
• Wellness Programs
• Employee Assistance Program (EAP)
• Additional Discounts

• Serves as a strategic HR Business Partner to all company management and Human Resources leadership.
• Responsibilities include planning, organizing, and managing the compensation strategy and talent development activities at the company and the outlying facilities within the assigned customer group.
• Maintain strong relationship between employer and employees.
• Manages, collaborates, and supports the management team with the organization’s compensation strategy development:
  • Conduct comprehensive analyses of market compensation trends to ensure the competitiveness of our compensation packages.
  • Design and implement effective compensation strategies that align with organizational goals and budgetary constraints.
  • Regularly review and update compensation policies and practices to maintain competitiveness and compliance with relevant regulations.
• Manages, collaborates, and supports the management team with compensation planning & administration:
  • Supports the annual compensation planning process, including budget allocation, salary structure adjustments, and incentive program design.
  • Collaborate with HR management team and MLF leadership to ensure fair and equitable compensation decisions.  
  • Manage the administration of compensation programs, including salary benchmarking, job descriptions, job evaluations and incentive plan calculations. 
• Develops, Manages, collaborates, and supports the management team with company talent programs:
• Develop and implement talent development programs to support the growth and retention of high-potential employees.
• Identify training and development needs across the organization and design initiatives to address skill gaps and enhance employee capabilities. 
• Partner with HR management team and department leaders to create career development plans and succession strategies for key talent.  
• Collaborate, support and train staff in the organization’s performance management program:
  • Support the design and implementation of performance management processes, including goal setting, performance evaluations, and feedback mechanisms.
  • Provide guidance and training to managers and employees on performance management best practices.
  • Analyze performance data to identify trends and areas for improvement and make recommendations for adjustments to performance programs.
• Collaborate and support HR management team with the development and implementation of initiatives to enhance employee engagement, including recognition programs, employee surveys and feedback mechanisms.
• Collaborate with cross-functional teams to foster a culture of appreciation and recognition for employee contributions.
• Develop and monitor employee satisfaction metrics and action plans to address areas of concern.
• Actively participates and attends department or committee meetings, providing input toward department goals and objectives, while providing recommendations on departmental best practices and process improvement initiatives that will promote efficiency.
• Perform other related duties as required or assigned.

• Technology:  Experienced with HRIS applications and ability to learn proprietary software required; Proficiency in Microsoft Office products including Excel, Word, Outlook, and PowerPoint required.  Exposure to UKG Dimensions and UltiPro a plus.
• Leadership/Behaviors: Demonstrates a high customer-service and supportive personality with a strength in educating others towards best practices; passionate about creating enhanced solutions targeted towards business goals; forward thinking, with the ability to be discrete with confidential information; collaborative and resourceful; self-directed and comfortable working within a broad set of guidelines. Advises managers of obstacles and makes recommendations on thoughtful options; Flexible and adaptable.
• Language: Excellent verbal and written skillset; able to present and train leaders on new HR policies/programs. Bilingual is a plus, but not required.
• Education: Bachelor’s Degree in Business, Organizational Leadership, HR or equivalent combination of education and experience preferred.
• Experience: 5 years of progressive experience within human resources, managing various HR functions in a complex multi-location, operations environment.
• Certification(s): CCP, SHRM-CP or PHR preferred
• Culture Match Behaviors: Professional in appearance, polished in professional behaviors, assertive/strong influencer to lead changes within diverse departments and groups, who is accountable, fact and compliance driven, employee-focused, and team-oriented to create engagement and enhancements within the related HR department areas.  Experience in poultry or agricultural operations is extremely helpful.