Compensation Advisor Senior - Executive Rewards (Remote Is Available)

Why USAA?

Let's do something that really matters.

At USAA, we have an important mission: facilitating the financial security of millions of U.S. military members and their families. Not all of our employees served in our nation's military, but we all share in the mission to give back to those who did. We're working as one to build a great experience and make a real impact for our members.

We believe in our core values of honesty, integrity, loyalty and service. They're what guides everything we do - from how we treat our members to how we treat each other. Come be a part of what makes us so special!

The Opportunity

As a dedicated Senior Compensation Advisor for the Executive Rewards team, you will be responsible for 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.

This position can work remotely in the continental U.S. with occasional business travel.

If your preference is to work in an office, this role can be based in one of the following locations: San Antonio, TX; Charlotte, NC; Chesapeake, VA; Colorado Springs, CO; Phoenix, AZ; Plano, TX; or Tampa, FL. Relocation assistance is available for this position.

What you'll do:

• Provides advanced knowledge and guidance in the design, assessment, implementation and/or administration of compensation programs, practices and policies (Executive and/or Non Executive).

• Proactively identifies and analyzes organizational trends, market data, and industry practices to identify root causes and address compensation issues.

• 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.

• Serves as a coach to peers and team members and acts as a resource for escalated issues of an unusual nature.

• Leads compensation projects and initiatives with an enterprise-wide impact.

• Represents Compensation in cross-functional teams.

• Coordinates with key stakeholders for 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.

• Ensure risks associated with business activities are effectively identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures.

What you have:

• Bachelor's degree; OR 4 years of related experience (in addition to the minimum years of experience required) may be substituted in lieu of degree.

• 6 or more years of relevant work experience in a compensation discipline, to include general business consulting/analysis.

• Advanced knowledge of Microsoft Office products and other software to be used to develop analysis, charts, and/or supporting documentation.

• Knowledge of federal laws, rules, and regulations to include:

• Federal and state fair employment practices laws including Equal Pay Acts and other nondiscrimination laws

• Federal contractor and affirmative action laws and regulations such as Executive Order 11246

• FLSA

• If supporting Executive Rewards programs: knowledge of Interagency Guidance on Sound Compensation Policies (75 FR 36395) and Internal Revenue Code requirements applicable to executive compensation

What sets you apart:

• Non-qualified deferred compensation experience under Internal Revenue Code Section 409(A).

• Executive Benefits experience.

• Executive Compensation experience.

• Strong Risk and Compliance background within a Compensation discipline.

• Certified Compensation Professional (CCP) and/or Certified Executive Compensation Professional (CECP).

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.

What we offer:

Compensation: USAA has an effective process for assessing market data and establishing ranges to ensure we remain competitive. You are paid within the salary range based on your experience and market data of the position. The actual salary for this role may vary by location. The salary range for this position is: $99,160.00 - $189,530.00.

Employees may be eligible for pay incentives based on overall corporate and individual performance and at the discretion of the USAA Board of Directors.

Benefits: At USAA our employees enjoy best-in-class benefits to support their physical, financial, and emotional wellness. These benefits include comprehensive medical, dental and vision plans, 401(k), pension, life insurance, parental benefits, adoption assistance, paid time off program with paid holidays plus 16 paid volunteer hours, and various wellness programs. Additionally, our career path planning and continuing education assists employees with their professional goals.

For more details on our outstanding benefits, please visit our benefits page on USAAjobs.com.

Applications for this position are accepted on an ongoing basis, this posting will remain open until the position is filled. Thus, interested candidates are encouraged to apply the same day they view this posting.

USAA is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.