Variable/Incentive Compensation Design Lead

Purpose of Job

We are currently seeking talented Variable/Incentive Compensation Design Lead for our San Antonio, TX and Remote facility.

Leads the design, assessment, implementation and/or administration of total compensation programs, practices and policies. Ensures alignment with the total rewards philosophy and HR strategy. Provides guidance and solutions (Executive and/or Non-Executive) covering a wide range of compensation areas including salary structure, base pay administration, short-term and long-term incentive pay administration, and salary guidance. Partners with HR Business Partners regarding administration and management of compensation programs.

Job Requirements

  • Provides expert knowledge and guidance in the design, assessment, implementation and/or administration of compensation programs, practices and policies (Executive and/or Non Executive).
  • Directs the analysis of organizational trends, market data, and industry practices to identify root causes and address compensation issues.
  • Applies advanced principles, theories and concepts to determine optimal solutions.
  • Advises senior leadership and HR Business Partners on compensation programs, practices and policies (Executive and/or Non-Executive) to ensure market competitiveness, strategic alignment and legal compliance.
  • Consults with HR and business stakeholders.
  • Provides guidance, oversight, and communication on compensation programs, practices and policies as well as the total rewards philosophy and strategy.
  • Monitors the work of less experienced peers and team members and provides feedback and coaching as needed.
  • Serves as a primary resource for escalated issues of an unusual nature.
  • Leads and motivates cross-functional team members in designing business solutions for compensation projects and initiatives with an enterprise-wide impact.
  • Manages the development and implementation of systems and processes which support compensation projects and initiatives.
  • Develops learning resources and conducts training to educate management and employees on compensation-related programs, practices and policies, ensuring compliance with legal standards and strategic alignment.

Minimum Requirements

  • Bachelor's degree OR 4 additional years of related experience beyond the minimum required may be substituted in lieu of a degree.
  • 8 or more years of relevant work experience in compensation discipline, or related experience in HR, Finance, or business sales operations to include general business consulting/analysis experience or business management experience, and developing knowledge of relevant compensation and/or HR laws.
  • Subject-matter-expert knowledge of Microsoft Office products and other software to be used to develop analysis, charts, and/or supporting documentation.

*Qualifications may warrant placement in a different job level.*

When you apply for this position, you will be required to answer some initial questions. This will take approximately 5 minutes. Once you begin the questions you will not be able to finish them at a later time and you will not be able to change your responses.

Preferred

  • Considerable experience in sales compensation program design and review
  • Experience designing, launching, executing, and measuring the success of effective sales compensation/motivation programs
  • Experience modeling and analyzing potential changes to compensation & process that provide insight into the impact on business objectives & alignment of metrics.
  • Ability to synthesize data from different sources and provide insightful analysis and recommendations to Executive Leadership
  • Familiarity with sales compensation tools (e.g. Varicent, IBM ICM, Xactly, etc.)
  • Highly proficient with MS Excel and PowerPoint
  • Experience making recommendations for process and incentive plan effectiveness improvements
  • Understanding of external and internal governance structures
  • Leadership with strong communications (verbal & written) with all levels to include executive management, peers and co-workers. 
  • Solid interpersonal skills and ability to form strong business partnerships

SKILLS/KNOWLEDGE/COMPETENCIES:

  • Compensation Management: Knowledge of and ability to design, implement and evaluate compensation programs, policies and processes within an organization.
  • Salary Planning: Knowledge of salary planning tools and methods, job evaluation techniques, and market salary trends; ability to design and implement salary programs.
  • Executive Benefits Programs: Knowledge of executive benefits programs, processes, issues and considerations; ability to design and implement special benefits programs targeted at an organization's executives.
  • HR (Policies, Standards and Procedures): Knowledge of and ability to uphold the organization's and industry's standards, procedures and policies regarding human resources management.
  • HR Legal and Regulatory Environment: Knowledge of federal, state and local laws and ability to advise on laws and regulations affecting HR practices.
  • Analytical Thinking: Knowledge of techniques and tools that promote effective analysis and the ability to determine the root cause of organizational problems and create alternative solutions that resolve the problems in the best interest of the business.

The above description reflects the details considered necessary to describe the principal functions of the job and should not be construed as a detailed description of all the work requirements that may be performed in the job.

At USAA our employees enjoy one of the best benefits packages in the business, including a flexible business casual or casual dress environment, comprehensive medical, dental and vision plans, along with wellness and wealth building programs. Additionally, our career path planning and continuing education will assist you with your professional goals.

USAA also offers a variety of on-site services and conveniences to help you manage your work and personal life, including seven cafeterias, two company stores and three fitness centers.

Relocation assistance is available for this position.

For Internal Candidates:

Must complete 12 months in current position (from date of hire or date of placement), or must have manager’s approval prior to posting.

Last day for internal candidates to apply to the opening is 12/05/2018 by 11:59 pm CST time.