The Human Resources Development and Services team at SLAC National Accelerator Laboratory is seeking an experienced Compensation and Records Manager who can be a strategic partner to advise and guide compensation and job classification decisions. You will manage a staff of 5 and serve as the leading laboratory subject matter expert for compensation. Collaborate with HR Business Partners and HR subject matter experts on cross-functional issues to develop and deliver effective HR interventions and business solutions to meet the changing needs of the Lab.
Compensation at SLAC is responsible for reviewing, editing and appropriately classifying positions; establishing in-hire and promotional salaries taking into consideration internal and market equity; participating in salary surveys; analyzing salary survey data; administering annual salary increase and bonus programs; reporting on compensation programs; conducting targeted equity assessments, special surveys and projects as needed. Records at SLAC is responsible for maintenance of accurate HR records and payroll transactions in compliance with policy and procedures. Ensuring timely and accurate entry of HR actions and payroll transactions; researching and resolving records and payroll issues; preparing for and participating in audits; partnering with payroll and HR Systems team to effectively resolve issues.
Your specific responsibilities include:
Collaborate with the organization's management and senior leadership in defining initiatives by having an excellent understanding of the organization's objectives, issues, needs, and key success factors. Develop organization-specific policies and practices; actively participate in setting the human resources strategy for compensation planning and records/transactions processes, and actively promote best practices.
Work within the Stanford University compensation program guidelines to develop and implement programs aligned with Lab goals on a consistent, equitable, and legally compliant basis.
Manage Compensation and Records functions for SLAC. Set goals, provide guidance, and manage performance.
Provide advice to staff on pay decisions, policy and guideline interpretation, and job evaluation, including the design of creative solutions to specific compensation-related programs.
Develop training, communication, and education materials for human resource managers, line managers, and employees.
Lead initiatives including developing project plan and timetable, identifying issues, recommending solutions, and implementing deliverables.
Oversee participation in and/or conduct salary surveys and perform market competitive analyses for SLAC specific jobs to supplement data provided by Stanford.
Manage the annual salary and bonus setting process. Participate in the implementation of PeopleSoft eCompensation tool.
Review job descriptions and bargaining unit specifications, apply job evaluation techniques to determine the appropriate job classification and exemption status, and independently provide recommendations to human resource managers and/or line managers on classifications. Review compensation team member classification and exemption status recommendations.
Provide research and analyses for purposes of developing and/or revising existing programs, policies, and/or practices; make recommendations based on analyses and lead implementation of solutions.
Represent SLAC's compensation interests to Stanford University, DOE laboratories, DOE, survey providers, and local industry. Establish and maintain collaborative relationships with Stanford University Compensation colleagues and DOE Site Office partners.
Other duties may also be assigned.
To be successful in this position you will bring:
Bachelor's degree in Human Resources, Business Administration, Finance or related field and eight years of relevant experience, or a combination of education and relevant experience.
Demonstrated leadership, supervisory, planning and change management skills.
Expertise with salary survey participation, market analysis, job evaluation, and base and variable pay compensation plan design and administration.
Proficiency with Microsoft Office suite, specifically, Word and Excel.
Advanced analytical, critical thinking, and computational/statistical skills.
Effective communication (verbal and written), consultation, facilitation, and presentation skills.
Expertise in development of communication/education materials and training modules.
Demonstrated knowledge of compensation practices and trends.
Strong understanding and experience in applying federal and California state and federal wage and hour regulations.
Certifications and licenses:
SLAC manager competencies:
Results through Others: Achieves expected results by effectively delegating and managing the work of others.
Aligns Priorities: Ensures planning and prioritization of resources and work efforts; ensures alignment of direct and matrix reports to support organizational goals and business plans.
Applies Lab Acumen: Maintains understanding of lab efforts and direction as well as current research and trends, considers technology and customer impacts, and contributes relevant, informed ideas to lab growth.
Navigates Complexity: Manages a multitude of information and complex circumstances to discern what is most important; demonstrates effective problem-solving, decision-making, and takes appropriate action, even in difficult situations or with conflicting data.
Builds Trust: Earns trust and credibility from team members, peers and stakeholders; demonstrates SLAC values of respect and integrity.
Relationships: Builds relationships to foster trust, collaboration, and a positive climate to achieve team, department/directorate and lab goals.
Communication: Ensures effective information flow to various audiences; delivers clear and appropriate written and verbal communications; makes clear and impactful presentations to a variety of internal and external audiences.
Self-Awareness: Seeks feedback from others and takes ownership of, and actions to address what is learned; recognizes impact on others and adjusts as needed; pursues continuous learning opportunities; implements a meaningful development plan.
Team Effectiveness: Effectively motivates team members and fosters a diverse and collaborative team environment; leverages team members' strengths for overall team effectiveness; incorporates insights to improve team operations.
Purpose & Vision: Articulates a clear vision of expected outcomes; inspires others to execute work plans and feel a sense of purpose and ownership for the mission.
Physical requirements and working conditions:
Demonstrates the ability to work well with Stanford colleagues and clients and with external organizations.
Subject to and expected to comply with all applicable University policies and procedures, including but not limited to the personnel policies and other policies found in the University's Administrative Guide, http://adminguide.stanford.edu
SLAC National Accelerator Laboratory is an Affirmative Action / Equal Opportunity Employer and supports diversity in the workplace. All employment decisions are made without regard to race, color, religion, sex, national origin, age, disability, veteran status, marital or family status, sexual orientation, gender identity, or genetic information. All staff at SLAC National Accelerator Laboratory must be able to demonstrate the legal right to work in the United States. SLAC is an E-Verify employer.
Final candidates are subject to background checks prior to commencement of employment at the SLAC National Accelerator Laboratory.
Internal candidates, who are selected for hire, may require degree verification and/or credit checks based on requirements of the new position.
For Clery Act Information click here: http://www.stanford.edu/group/SUDPS/safety-report/security-authorities.shtml
Slac National Accelerator Laboratory