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JOB SUMMARY: Implements and administers various compensation programs for multiple business/staff units.
Provides compensation consultation and support to assigned HR partners and business unit customers, routinely with the assistance of the AVP, Compensation. Assists in the planning, development and implementation of the overall job evaluation and salary management programs for the assigned business units.
REPORTING RELATIONSHIP: Reports to AVP, Compensation.
JOB RESPONSIBILITIES. This job classification represents multiple compensation disciplines for associate compensation.
The disciplines include knowledge and delivery of consultation in the areas of job classification, salary management, performance management, regulatory compliance, compensation training, executive compensation, organization design and variable compensation.
The duties and responsibilities include:
Implements, analyzes and administers compensation programs for various associate groups, including exempt, non-exempt and management. Areas of expertise include job classification, performance management, salary management and regulatory compliance.
Leads the delivery of job classification services for all banded jobs, including job design, job analysis, job description documentation, job consolidation, and job evaluation and pricing to ensure that all salaried jobs are internally equitable and externally competitive.
Evaluates FLSA status determinations. Ensures compensation programs and practices comply with all organizational as well as state and federal associate relations/compensation statutes and legislation. Partners with General Counsel regarding compliance issues and strategies.
Delivers consultation regarding market trends. Conducts cost impact studies on base compensation.
As part of the job evaluation process, maintains appropriate job match information in the compensation salary survey database comprised of external salary rates and programs.
Delivers consultation to HR partners and business unit customers regarding challenges associated with aligning business unit practices with company policy and enterprise compensation philosophy while meeting business requirements where necessary.
May deliver salary and performance management training and communications.
May participate in the development of the annual corporate compensation recommendation.
May develop and deliver variable rewards consultation to HR and business partners in the areas of special payments and broadbased/non-broadbased incentive plans.
Involved in the implementation and administration of short-term incentive compensation plans within the guidelines of established policies and plan documents. Should be knowledgeable in the plan document and metrics for consulting purpose.
Audits incentive plan data and transactions for compliance purposes and implements procedural policies to enhance administration and data integrity.
Has thorough understanding of internal processes. Makes recommendations to improve efficiencies and increase customer satisfaction. Uses technology to increase efficiencies.
Establishes collaborative relationships with peers, HR partners and business unit customers. Represents compensation interests and simultaneously responds to the needs of the business unit; resolves conflicts with minimum noise; is seen as a team player and is cooperative. Gains trust and support of peers and customers through dedication to consistently delivering results, and encourages collaboration.
May serve on task forces, committees and project teams.
Performs other duties as assigned.
MINIMUM JOB REQUIREMENTS:
Education: Undergraduate studies in areas such as business administration, human resource management, psychology, or related areas. CCP certification preferred.
Demonstrated knowledge in general compensation theory and practices, including job analysis, design, evaluation, and salary administration.
Proven knowledge in human resources disciplines, e.g., recruitment and selection, training and development, performance management, change management, organization design and legal compliance. An understanding in statistical concepts and analysis used in making compensation decisions and competitor analysis. Proven knowledge in insurance operations, including revenue, expense, reserving and organizational characteristics a plus.
Experience: Typically two or more years of related experience in a compensation-related field with the addition of some general business experience.
Able to conceptualize a business problem, define relevant issues, determine a methodology for exploring the problem, define alternatives and develop recommendations.
Project management and process improvement skills. Developed verbal and written communication skills for use with all levels of personnel including top management, external management and associations. Good decision-making skills as well as possess analytical skills. The ability to operate personal computer and effectively use business software to analyze compensation data and market trends.
Values: Regularly and consistently demonstrates the Nationwide Values and Guiding Behaviors.
Staffing exceptions to the above minimum job requirements must be approved by the: SVP Associate Services and the HR AVP.
Overtime Eligibility (FLSA): Not Eligible (Exempt).
Working Conditions: Normal office environment.
Occasional travel. Non-standard or extended work may be required based on project needs.
ADA: The above statements cover what are generally believed to be principal and essential functions of this job. Specific circumstances may allow or require some associates people assigned to the job to perform a somewhat different combination of duties.
Job Evaluated Activity: Edited August 2010 RG
Additional Job Description
Job ID: 52793