Our growing organization is in search of a Compensation Manager to administer the employee compensation programs for the Bank. The Compensation Manager surveys the market to determine company's competitive position in employee compensation. This position develops, recommends and installs new or modified plans and employee compensation policies. Compensation programs administered include the base salary structure and various short-term and long-term compensation components including the Annual Bonus Plan, New Business Incentive Plans, and Equity awards and other long-term incentive compensation. The Manager supports the Compensation Committee of the Board of Directors, facilitating work with Board compensation consultants and partner vendors.
This position is also responsible for ensuring through procedure management, audits, and personal interactions that the company’s compensation programs are consistently administered in compliance with company policies, federal and state laws, and other government regulations. The Manager typically supervises a small group of employees (1-3).
Western Alliance Bank offers a strong compensation package that includes a highly competitive base salary, annual bonus based on the Bank's success (instead of recruiter placement bonuses), plus stock awards and a competitive array of employee benefits.
Monitors the effectiveness of existing compensation programs, policies, and procedures; Recommends plan adjustments and revisions that are cost-effective and consistent with compensation trends and corporate objectives; Provides advice to human resources management on pay structure and grading, policy and guideline interpretation, and job evaluation and descriptions, including the design of creative solutions to specific compensation programs challenges.
Manages the administration of the Bank’s various compensation programs such as the base salary structure and various short-term and long-term compensation components; Oversees the incentive compensation calculation and payment cycles; Assists with the annual compensation planning exercises; Supports the annual review and pay increase process.
Supports the Compensation Committee by preparation of reports and analysis; manages the calendar of events for the Committee, ensuring necessary items are addressed appropriately; Coordinates work with compensation consultants and vendors and is responsible for overseeing the spend for these resources; Partners with legal and compliance for holding company officer and insider disclosures.
Responsible for compensation program communications and employee informational materials such as total compensation statements, supervisor guides and training materials; partners with Payroll & Benefits teams on HRIS and incentive compensation system updates; supervises the development and distribution of compensation reports and any regulatory body required data submissions.
Provides supervision to and directs the activities of compensation staff; performs supervisory tasks such as performance appraisals, disciplinary actions, and interviewing candidates for employment; develops work schedules; provides necessary training and coaching.
Bachelor's degree or equivalent in business, human resources or related field, plus 7 or more years of progressively responsible experience in compensation or finance.
Advanced to expert knowledge of government regulations regarding compensation programs, similar knowledge and experience in executive compensation, incentive compensation, and total rewards practices.
Advanced to expert skills in personal computer operation; word processing and spreadsheet software programs (e.g., Microsoft Word and Excel, etc.)
Excellent project management and organizational skills; proven ability to create momentum, foster organizational change and work with other members of management.
Strong project management skills; Strong oral and written communication skills; Ability to prepare and effectively present information to various levels within the organization.
Previous experience supervising at least a small group of employees (1-5) preferred.