Sr. Manager, Compensation & Benefits
Are you looking for an opportunity to make a difference? At Mesa Labs we’re passionate about protecting the vulnerable by enabling scientific breakthroughs, ensuring product integrity, increasing patient and worker safety, and improving quality of life around the world.
The Compensation & Benefits Manager manages the design, implementation, administration, communication, and ongoing evaluation of the organization’s compensation and benefits programs, policies, and procedures. This role ensures that these programs support the ability to attract and retain top talent in the organization globally.
Manages the function, vendors and team as needed
- In close collaboration with the HR leadership team, leads the design and implementation of the career framework.
- Assists in the development of incentive programs.
- Administers the annual compensation planning cycle in partnership with other HR leaders.
- Benchmarks jobs against survey data and other global market intelligence to determine competitive compensation ranges for each position.
- Works with managers to maintain and update job descriptions.
- Prepares and maintains job classifications and salary scales.
- Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.
- Assigns and maintains all job-related data in the HR system
- Conducts analysis of jobs to evaluate and recommend adjustments required to maintain internal equity, external competitiveness, and legal compliance of the organization's pay practices while maintaining optimal data integrity.
- Consult with hiring stakeholders in strategic and timely conversations through the recruitment stage.
- Assesses competitiveness of employee benefits, making recommendations and implementing changes to attract and retain top talent.
- Works with brokers to negotiate costs associated with benefits.
- Oversees and administers global employee benefits in
- Performs other related duties as assigned.
- The successful candidate will be a “business-minded” HR professional who is a creative problem solver and can influence and partner with all levels of management, including senior leaders. He/she will be a demonstrated change leader who can support driving strategy and execution with the ability to influence persuasively.
- Proficient with Microsoft Office suite, with advanced knowledge of MS Excel
- Extensive knowledge of quantitative and qualitative research methods.
- Extensive knowledge of compensation practices and regulations.
- Extensive knowledge of employee benefit administration.
- Excellent written and verbal communication skills.
- Excellent organizational and time management skills.
- Excellent cross-collaboration skills
- Proficient with Microsoft Office Suite or similar software.
Education and Experience:
- Bachelor’s degree in human resources or related field required.
- Minimum of 8 years of compensation and/or benefits experience required.
- Requires 5 years of management experience.
- International compensation experience preferred.
- CCP certification preferred.
- SHRM-CP or SHRM-SCP preferred.
- Experience with UKG a plus.
- Prolonged periods sitting at a desk and working on a computer.
- Must be able to lift up to 15 pounds at a time.
- The company offers a comprehensive benefits package and compensation for this position. The package includes base salary, bonus, equity, medical/dental/vision insurance, 401k/Match.
- Salary Range for this position is $130,000-$145,000.
Mesa Labs is an Equal Employment Opportunity Employer.
Mesa Labs prohibits unlawful discrimination and harassment against applicants or employees based on age, race, sex, color, religion, creed, national origin or ancestry, disability, military status, sexual orientation, or any other status protected by applicable state or local law.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
Location: United States (remote)
Protecting the Vulnerable®