Spectra Careers

Compensation Manager - Spectra (Philadelphia · PA)

Spectra jobs
Sports Jobs in Philadelphia · PA
Human Resources: Human Resources Generalist
*In order to be considered for this role, after clicking "apply now" above and being redirected, you must fully complete the application process on the follow-up screen. *

The Compensation Manager manages the administration and support of Spectra’s various compensation programs, goals, objectives, policies, and procedures. The Compensation Manager provides leadership and management consistent with federal, state, school policies, regulations and compliance issues related to compensation.
Spectra, an industry leader in sports, entertainment and venue management, is dedicated to recruiting and developing individuals with the skills, experience, desire, and values to contribute to the continued growth and success of our organization.  Together, with our 250+ sports & entertainment venue partners, we transform events into experiences! These experiences create excitement, turn heads, and make memories.  Come Join Us!  You can learn more about Spectra at www.spectraexperiences.com/
Essential Position Functions:
  • Design, modify, and implement competitive variable pay and incentive compensation programs to maximize employee recruitment, retention, and performance, and the organization’s profitability.
  • Plan, develop and implement compensation goals, objectives, policies, and procedures for the organization; analyze and recommend strategies to improve effectiveness of compensation administration and the impact those policies have on employee recruitment, satisfaction, and retention metrics
  • Manage the administration and support of various compensation programs and the development and implementation of compensation goals, objectives, policies, and procedures for the organization
  • Manage the establishment and implementation of equitable compensation practices across the organization for all employees
  • Oversee the implementation of salary schedules, job descriptions, job classification, salary supplement procedures, and educational assistance program
  • Research and stay abreast of all applicable state and federal laws and regulations as related to compensation
  • Perform detailed salary analysis for all internal compensation actions, external hires, and for ad-hoc requests from management
  • Manage the market data component of the compensation function by researching, compiling, analyzing, making recommendations, and implementing any approved compensation changes at the individual job and job classification level and ensure market competitiveness within the organization
  • Oversee the establishment, implementation, and recording of equitable compensation practices across the organization for all employees
  • Manage current salary schedules, oversee market analysis of pay grades and ranges as needed utilizing nationally recognized and statistically validated salary surveys and comparable Florida school district data when applicable; participate in nationally recognized salary surveys
  • Manage salary supplement procedures; ensure compliance with salary supplement processes; provide guidance on FLVS polices regarding use of salary supplements
  • Counsel and guide management on compensation strategy, practices, policies, and procedures
  • Manage job description creation process, procedures, review, and approvals, including adherence to FLSA regulations
  • Oversee requests for merit awards and other forms of compensation.  Assist in the administration of merit increases
  • Research, implement and utilize necessary computer applications to support and conduct activities in compensation analysis
  • Plan, develop, coordinate, and present training sessions related to employee compensation
  • Develop standard operating procedures for the position
  • Manage, control, direct, and supervise any assigned direct reports, including general leadership, planning, organizing, and reviewing
  • Meet professional obligations through efficient work habits such as, meeting deadlines, honoring schedules, coordinating resources and meetings in an effective and timely manner, and demonstrating respect for others
  • All work responsibilities are subject to having performance goals and/or targets established
(These essential functions are not to be construed as a complete statement of all duties performed. Employees will be required to perform other job-related duties as required.)
Minimum Requirements:

  • Bachelor’s degree in Human Resources, Business Administration or Public Administration, or equivalent combination of education and relevant experience
  • Five years’ progressively responsible human resources experience related to the area of compensation, preferably in the public sector
  • World at Work Certified Compensation Professional (CCP), preferred
Knowledge, abilities, and skills:
  • Knowledge of principles, methods, and techniques of human resources administration related to the area of compensation
  • Knowledge of applicable federal and state wage and hour laws, school district rules, codes, and other regulations related to the area of compensation
  • Knowledge of principles and practices of compensation program development, administration, and evaluation
  • Ability to interpret, explain, and apply applicable laws, codes, and regulations to internal policies and procedures
  • Ability to prepare clear, concise, and complete analysis, proposals, reports and other written materials
  • Knowledge and experience in establishing appropriate pay structures, grades, classifications, job families, career-ladders and other compensation-related programs based on market data and internal company pay philosophies and existing programs
  • Knowledge of Microsoft Word, Power Point, and advanced knowledge of Excel
  • Ability to work with and through people to establish goals, objectives, and action plans
  • Strong communication and presentation skills
  • Ability to work independently and as a team member
Spectra is an equal opportunity employer and our employment decisions are made without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, handicap, marital status, or any other status or condition protected by Federal and/or State laws, except where bona fide occupational qualifications apply.