Compensation Manager

LIFELONG LEARNING ADMINISTRATION CORPORATION

Full Time, Monday – Friday

This position offers a hybrid work arrangement, with on-site responsibilities determined by program and site needs, and quarterly meetings in Lancaster, CA.

The Lifelong Learning Advantage

At Lifelong Learning, we believe every student deserves the opportunity to succeed, and every school should have the support to make that possible. Our mission is to serve our client schools so educators can focus on what matters most: helping students learn, grow and thrive. Through innovative operational and educational support, we help schools create stronger outcomes, greater opportunities, and brighter futures for the students and communities they serve.

Learn more about us at https://llac.org/

How You Will Make an Impact

The Compensation Manager will lead and execute job analyses for all organizational roles, develop and assess job descriptions, benchmark salaries, and recommend compensation adjustments to maintain internal equity and market competitiveness. The CCM will ensure compliance with applicable laws, regulations, and organization policies related job descriptions, compensation administration, compensation adjustments, salary structures, and variable incentive and stipend programs. Collaboration with the department Director, People Services Leadership, and other stakeholders, to implement compensation structures aligned with company objectives and market trends, while meeting project deadlines. The position reports directly to the Director, People Services or their designee.

RESPONSIBILITIES/DUTIES

This job description is intended to accurately reflect the position's duties, responsibilities, and requirements. It is not intended to be and should not be construed as an all-inclusive list of all the responsibilities, skills, or working conditions associated with this classification. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of the job.

Job Classification Management:

• Review and update current job descriptions to reflect changes in roles, responsibilities, and requirements.
• Evaluate the need for creating new positions, develop, and classify them, ensuring alignment with organizational standards and compliance with legal regulations.
• Conduct classification reviews and determine appropriate FLSA classification, certification status, and job level.
• Initiate the development and maintenance of classification standard policies and procedures (SOP).
• Implement and maintain a structured job classification system to ensure roles are appropriately categorized by job.

Compensation Management:

• Conduct market research, benchmark positions, and perform internal/external alignment to assess industry salary standards and identify compensation trends.
• Create, maintain, and manage the administration of the organization's compensation policies and procedures.
• Take the initiative to lead and manage the development and enhancement of compensation reports, resources, and tool to proactively support and inform compensation program decisions.
• Serve as the point of contact for the Talent Acquisition/Recruiting, responding to inquiries and supporting the drive to streamline internal equity evaluation practices.
• Stay current with changes in compensation laws, tax regulations, and HR best practices.
• Monitor minimum wage laws and regulations and provide impact analysis.

Data Analysis & Reporting:

• Analyze compensation data, market trends, generates reports and prepare comprehensive analysis report using statistical methods (e.g. averages, percentages, correlations), to provide insights into the organization’s compensation structure, identify trends, patterns, and relationships, such as employee compensation averages, salary distribution, and pay gap analysis.
• Prepare qualitative and narrative reports summarizing employee feedback on compensation satisfaction, gathered from interviews, open-ended surveys, and focus groups to provide deeper insights into underlying reasons, motivations, and perception.
• Narrative reports, including but not limited to classification analysis and compensation application to the appropriate classifications.
• Create and present recommendations for salary adjustments, incentives, bonus structures, or benefits enhancements based on analysis.
• Execute and manage compensation-related audits to ensure accuracy before distribution and compliance with all internal and external guidelines.
• Maintain compensation records and salary information in HRIS, ensuring all data is accurate, up to date, and compliant with legal requirements.
• Supervisory Responsibilities: Manage, coordinate, supervise, coach, and direct the hiring, training, timely performance evaluations of team members, oversee their daily activities and oversee the daily workflow of the department.