Compensation Manager Jobs in Minnesota (NOW HIRING)

Position Title: Total Compensation Manager

Department: General Management/Human Resources

Grade Range/Job Status: Full Time/Exempt-Salaried

Reporting Relationship: Chief Human Resources Officer

Supervisory Responsibilities: Lead Payroll Specialist, Benefits and Payroll Specialist

Typical Schedule: Primarily M-F Days. Must be willing and able to work flexible hours/days, (can work a hybrid schedule –remote and in-person).

Position Summary

The Total Compensation Manager plans, manages, and coordinates a wide range of human resources initiatives requiring a high level of confidentiality. This role’s primary responsibilities include management of payroll and their processes and serves as the super-user and content expert for the HRIS system (Ceridian). Includes the management and administration of employee benefits and their processes. The Total Compensation Manager supervises the Lead Payroll Specialist and the Benefits and Payroll Specialist. Serves as a key leader advising and coaching employees on payroll policies and processes. This position reports directly to the Chief Human Resources Officer and advises leaders as requested.  All employees are expected to center, model, and champion Hammer & NER’s core values: Person-Centered, Relational, Opportunistic and Stewardship.

Primary Duties and Responsibilities

1. Payroll Management

• Maintain the Ceridian system to lead the bi-weekly payroll cycle, manual or off-cycle payrolls, transmission of payroll information.
• Audit and save pre and post payroll reports; research issues or errors and determine resolution. Review all aspects of payroll to ensure compliance with organization’s policies.
• Review and approve all types of employment changes submitted by Human Resources; includes new hire entries, employee changes including pay increases, transfers, and termination processing.

• Research and collaborate with team to resolve workflow issues.
• Function as a subject matter expert for the timekeeping system processes and procedures. Provide coaching and support as needed to key stakeholders.
• Oversee and process garnishments, child support orders, tax levies and any other deductions, quarterly tax verification, and verifications of income.
• Process and code approved PTO payouts and expense reimbursements.
• Perform year end responsibilities including ACA and W-2 verification and mailings.
• Participate in various required payroll audits.
• Download and process feedback files and documents from 401 (k) provider portal for bi-weekly processing.
• Register and process HRA payments.

1. HRIS Administration and Compliance

• Serve as the super-user and content expert for the HRIS system (Ceridian).
• Process and enter new hire, changes and termination data into both Crow Canyon and Ceridian in a timely manner.

• Maintain proper data security, user accounts, and perform basic system maintenance.
• Provide support to employees using the employee-facing functions of the HRIS and the mobile app.
• Working with the Benefits and Compensation Manager ensure benefits processes, workflows and authentications are implemented and processed through Ceridian.
• Working with the Benefits and Compensation Manager prepare the HRIS system for the organization’s annual benefits open enrollment.
• Create and maintain queries and reports (internal and external) for the human resources team and other stakeholders in the organization.  Reports include EEO1, OSHA 300A, salary surveys, retirement plan audits, PTO reports, termination reports, etc.
• Analyze and compile human resources data into reports and presentations as requested.
• Manage the termination process to ensure proper procedures are completed.
• Ensure timely completion of employment verifications and information requests.
• Ensure electronic employee personnel file data integrity; scan documentation as needed.
• Manage and maintain appropriate record retention for human resources related paperwork.
• Ensure compliance with local, state, and federal employment laws and regulations.

1. Benefits

• Lead and manage all benefits processes (including medical, dental, vision, HSA, life insurance, short and long-term disability plans, retirement plans, flexible spending, and COBRA).
• Ensure that the Payroll and Benefits Specialist completes and conducts new employee benefits orientations.
• Process benefits changes such as new enrollments, employee changes, terminations etc. in coordination with the benefit vendors.
• Manage and lead annual open enrollment implementation, including informational and/or help sessions with employees. Creates annual benefits summaries for employees.
• Maintain benefits broker relationships; negotiate and determine organizational benefits options.
• Obtains bids upon renewal, confers with key stakeholders regarding benefits costs and making recommendations as to employer/employee cost sharing and plan design.  Research, evaluate, and oversee implementation of employee benefit changes where needed to ensure Hammer & NER remains competitive with other employers.
• Support Human Resources Generalists to ensure that short- and long-term disability benefits are implemented as necessary for employees on leave of absence administration.
• Benchmarks and tailors benefit offerings to employee needs.
• Communicates with benefits providers to ensure services are supplied according to agreements.

1. Benefits Administration and Compliance

• Ensure benefits processes, workflows and authentications are implemented and processed through the HRIS-payroll system.
• Review and update benefit bills on a routine basis.  Ensure file feeds are established and function as needed.
• Create and maintain benefits and compensation queries and reports (internal and external) for the human resources team and other stakeholders in the organization. 
• Manage the COBRA portion of the termination process to ensure proper procedures are completed. 

• Ensure electronic employee personnel file data integrity; scan and store benefits documentation as needed.
• Ensure compliance with local, state, and federal employment laws.
• Completes audits and ensures ACA compliance.

• Responsible for 401 (k) billing. Processes and submits 401(k) loans and hardship withdrawals.
• Order benefits materials as needed from providers. Ensure employees have available resources.

1. Leadership and Supervision

• Lead and supervise the Lead Payroll Specialist and Benefits and Payroll Specialist.
• Using the monthly check-in form complete monthly check-ins with direct report.
• Maintain and approve direct report timesheets, Paid Time Off requests, and other personnel records
• Coach organizational leaders concerning payroll and HRIS practices.
• Recommend and develop payroll and HRIS policies and procedures.
• Serve as a member of the Human Resources and Training team.
• Actively participate in team building, fostering a work environment committed to the organization’s values.

Essential Knowledge and Qualifications

• Advanced level of knowledge and demonstrated use of payroll and HRIS systems required working for a mid-sized organization. Formal, informal, and cross-disciplinary experiences will be considered.
• Demonstrated depth of knowledge around payroll principles and wage and labor law compliance.
• Working knowledge of local, state, and federal employment laws and regulations.
• Intermediate benefits knowledge and depth of experience required.
• Demonstrated knowledge of and experience communicating with employees about benefits offerings and navigating systems.
• Willingness to manage multiple priorities to ensure work is completed in a timely and productive manner.
• Demonstrated experience communicating effectively and persuasively in oral and written communication on an interpersonal or group level.
• Experience exercising professional discretion and maintaining confidentiality regarding all human resources related matters.
• Must demonstrate the ability to work diplomatically with a wide variety of people, possess public speaking ability, strong organizational skills, and complete tasks with a high attention to detail. 
• Proficiency with Microsoft Office Products (Word, PowerPoint). Advanced proficiency in Excel preferred.
• Experience, ability, and commitment to working with individuals and teams that are mixed across lines of difference such as race, gender-identity, sexual orientation, religion, ability, age, class, and immigrant status.