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Principal Compensation Consultant (2762)

Full Time

Website Amyris

The Principal Compensation Consultant is an expert internal designer, advisor and administrator of all cash compensation programs including base salary, short-term incentives, spot bonuses, focal budgets and associated infrastructure, process, and documentation.  The Principal Compensation Consultant brings deep experience in the design and administration of salary structures, job hierarchy/leveling approaches, competitive market pricing and bonus plan design and administration.  You use excel and power point at an expert level for purposes of compiling, analyzing, and presenting cash compensation data to varied audiences for purposes of decision-making, general communications and/or training/education.  The Principal Compensation Consultant is an individual contributor role with a focus on building infrastructure, process and methodology that meets evolving, complex, global business needs in a fast-paced, action-oriented organization.

Responsibilities:

  • Cash Compensation Consulting and Administration:
  • Provide expert advice and consultation internal partners (talent Acquisition, HRBPs and Hiring Managers) regarding cash compensation actions for new roles and existing jobs that require action.
  • Apply deep knowledge of Amyris business context, organizational design and associated competitive market individual cash compensation decisions including new job offers, promotions, adjustments, and performance/competitive factors.
  • Pro-actively develop consultative and collaborative, solutions-oriented relationships with HR partners. 
  • Become a trusted, “go-to” resource for challenging, varied, and random cash compensation issues. 
  • Seek clarity, understanding and improved documentation of Amyris roles and levels.
  • In conjunction with Global Total Rewards Leadership, develop Competency and Productivity-based job level and titling structure.
  • Facilitate the implementation of job level and titling structure by developing communications, training, documentation, and other supporting materials to assure knowledge and usability of structure by Talent Acquisition, HRBPs.
  • Partner closely with and provide consultation to Talent Acquisition, HRBPs and Hiring Managers as needed to ensure all required job elements are understood and can be applied when evaluating the appropriate Interviews and surveys employees and managers to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job.
  • Competitive Market Analyses:
  • Participate in Radford Global Compensation survey as well as other leading surveys.
  • Understand, question, and embrace global total rewards philosophy and strategy as related to Amyris business direction, organizational environment, external market environment and sectors/roles for which we compete to attract, retain, engage, motivate talent.  
  • Apply global total rewards philosophy and strategy to all benchmarking exercises including annual total cash review of base, incentive and target total cash versus market.  Develop, document, and regularly update/communicate a cash compensation competitiveness dashboard.
  • Create and present compelling, data-driven analyses that illustrate Amyris current position versus desired market position.
  • Develop, vet, and execute a repeatable, scale able and time-bound methodology to evaluate cost to desired market competitiveness.
  • Annually develop and propose to Global Total Rewards Leadership, market competitive cash compensation budget required to meet Philosophy, expected changes in headcount and new business ventures. 
  • Use knowledge of thorough research and networking to refine recommendations based on unique market pressures, Amyris current compensation position versus desired market position.
  • Identify, describe, and define compromise or alternative solution to specific market factors, recruitment/retention environmental factors and economic factors that may impact Amyris ability to leverage current cash compensation programs and infrastructure.
  • Cash compensation infrastructure:
  • Seek clarity, understanding and improved documentation of Amyris roles and levels.
  • In conjunction with Global Total Rewards Leadership, develop Competency and Productivity-based job level and titling structure.
  • Facilitate the implementation of job level and titling structure by developing communications, training, documentation, and other supporting materials to assure knowledge and usability of structure by Talent Acquisition, HRBPs.
  • Using proven, scale able and traceable methodology, develop salary structure(s) as required to meet organizational environment vis-à-vis geography; job family; business division and the like.
  • Document, maintain, annually update, and communicate salary structures as appropriate to ensure all internal HR partners as well as Hiring Managers/Employees have appropriate level of access, training, and user interface to leverage structures as required for their roles/jobs.
  • Create and recommend bonus plan design(s). 
  • Are market competitive for the roles impacted.
  • Can be administered in a scale able way.
  • Provide both line of sight and control for achievement of stated business and individual objectives.

Required Qualifications:

  • Bachelor’s degree in Human Resources or related field required.
  • Minimum of 5 plus years as a compensation analyst in a publicly traded company or a large private professional organization is required.

Preferred Qualifications:

  • VB and/or SQL queries a plus.
  • Knowledge of and experience with presentation and data compilations software such as Tableau, a plus
  • SHRM-CP or SHRM-SCP preferred.
  • Extensive knowledge of and demonstrated experience with quantitative and qualitative research methods as applied to cash compensation structure and bonus plan design.
  • Direct experience working with Radford, Mercer or other premier online compensation databases and query approaches.
  • Expert, advanced excel skills including Pivot Tables, interactive worksheet tabs, defining names and ranges. 
  • Ability to define, recommend and vet research and data analyses methodologies that are explainable, rationale and compelling to data-driven audiences. 
  • Proficient with Microsoft Office Suite.
  • Prolonged periods sitting at a desk and working on a computer.
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