CalabasasCAJob DescriptionThe Sr.
Manager, Compensation serves as the subject matter expert in all areas of compensation and is responsible for the management and day-to-day administration of Harbor Freight’s Compensation plans, programs, policies and processes.
This includes planning, developing, implementing, and maintaining base pay structures, incentive programs, and variable pay programs for alignment with the company’s goals and strategic direction and to remain competitive.
The role also ensures that programs are fair, equitable and consistently administered in compliance with company policies, state and federal employment laws, and government regulations.
This role provides expert guidance to HR leadership on compensation trends and competitive pay practices and manages the Compensation team to ensure that the department provides exemplary service to Harbor Freight Tools associates and partners.
Essential Duties and ResponsibilitiesCompensation Management & AdministrationDevelops and manages compensation management functions, such as job evaluation, external market pricing, internal benchmarking, and policy interpretationMonitors and reviews the competitiveness and effectiveness of HFT compensation policies and programsRecommends compensation plan changes or new plan designs which are consistent with compensation trends and company objectivesProvides consultation to senior leaders and the HFT Compensation Committee with respect to market data, internal equity, and compensation guidelinesProvides advice and guidance to HFT leaders and HR partners on compensation related issues, identification of compensation for new positions and job offers, and the design of creative solutions to complex compensation mattersManages the administration of the merit increase processes including budgeting and market analysis, collaboration with the performance management process, communications, reporting, analysis and processing for payrollCoordinates process for reviewing, documenting, tracking and paying variable pay programs; working with HR leadership and HFT leaders to ensure quality reporting, effectiveness of program structure, alignment with company strategies and goals, and appropriate balance of payout with profitabilityEstablishes and maintains an effective/streamlined communication strategy for all compensation and incentive programs, including documentation of all plan guidelines and FAQsParticipates in various annual salary surveysManages a team of exempt and nonexempt compensation staff members including hiring and training, direct supervision, performance management including setting goals and writing performance reviews etc.Builds and maintains strong and effective working relationships with Operations, HR Partners, Finance, Legal, Tax, and PayrollBudgeting, Data Analysis and ReportingConducts periodic risk assessments on compensation programs, working with HR leadership, Legal, and HFT leaders on plan design and risk mitigation where necessary.Prepares reports and charts that support compensation recommendations and decisions; may develop and/or maintain customized compensation reports to meet the needs of HR Leadership and HFT LeadersDefines and tracks metrics, analyzes trends and outcomes, and ensures the effectiveness of compensation programs; prepares meaningful analysis of market survey data in comparison to HFT compensation dataWorks with HRIS to ensure that systems meet compensation needs and are maintained to reflect changes to salary structures, bonus programs, efficient workflow, etc.ScopeSupervisory Responsibility – Supervises exempt and nonexempt staffOrganizational Scope – works with various departments as requiredConfidential Information: This position requires access to confidential employee information as well as confidential company policies and other company information.
As a result, this position requires extreme care and diligence to comply with all employment, privacy and other applicable laws and regulations.
This position requires that all such information is kept strictly confidential, both within and outside the company.Travel – negligibleEquipment Used – computer, printer, copier, fax