Director Compensation & HRIS

Location: White Plains, NY, US

Summary

The Director, Compensation & HRIS is responsible for Compensation programs, HR systems and personnel records.  Provides partnership to HR teams and Senior Leadership.  Operates on a strategic and tactical level to assess and anticipate HR-related needs, recommend solutions, and manage shared resources to deliver results.  Develops, recommends, and implements cost effective, competitive, and integrated strategies, programs, plans and policies to attract, retain, motivate and reward employees while ensuring internal equity, external competitiveness and governmental compliance.  Responsible for establishing and maintaining accurate Human Resources systems, personnel records and HR reporting and analytics.  Oversight for design, delivery and implementation of new tools and services while promoting process and technology optimization.

Responsibilities

  • Provide strategic direction for the company’s compensation programs.  Including oversight of programs to enhance controls, reduce risk and maintain compliance. Develop, recommend and implement a companywide compensation philosophy, strategy, policies, and programs in support of HR philosophy and NYPA strategy.  Develop communication, and administration plans to execute programs.
  • Design and manage Compensation programs, developing solutions that meet the business needs and ensuring the day-to-day is executed accurately and efficiently.  Design clearly defined models linking compensation plans with performance throughout the organization with specific focus that plan designs are equitable, competitive and drive desired behaviors.  Collaborate with the Talent Management and HR Business Partners to ensure compensation programs support leadership development and management succession plans.
  • Evaluate compensation programs for competitiveness, and provide guidance and direction on complex issues.  Oversee the review and determination of FLSA exemption compliance working with legal and management.
  • Administer surveys with external vendors and provide analysis and recommendations for any changes to existing plans including analysis of plan effectiveness, conceptualizing and presenting a business case for change, selecting and overseeing consulting services, plan audit and filing annual forms.
  • Ensure successful administration of the annual pay for performance process as it relates to the compensation structure (merit, bonus, stipends, etc.).  Direct the administration of the annual compensation review process including:  market pricing, review of job title and description.  Provide direction and guidance to the compensation staff in the analysis of salary surveys, other market analysis, salary planning activities, benchmarking, internal and external equity studies and job evaluations.
  • Partner with Senior Leadership and HR teams on Freedom of Information (FOIL) requests for information outside of basic inquiries for information on employee compensation, health, welfare benefits, etc.  Ensure regulatory reporting is supported (e.g. EEO, Public Authority Reports, etc.)
  • Direct the analysis and design of improvements to HR Systems, and lead key activities to deliver identified improvements including the documentation of the process workflows, data models, concept authorization, security model updates to ensure data protection, reporting and dashboards and internal operating procedures and end user training materials.
  • Administers the varied HRIS systems by ensuring confidential and appropriate security and access are in place, implementing system enhancements, maintaining all foundational information, managing data integration, and other related tasks.  Lead for HR on business continuity, disaster recovery, of HR critical systems. Ensure HRIS is complying with relevant data privacy, data protection policies and regulations, disaster recovery plans
  • Partner with development teams on system design and gap analysis, prioritization of critical initiatives and resources, and make vs. buy evaluation. Provide process and technical support to HR Business Partner teams and the Centers of Expertise (“COE”) including Total Rewards, Talent Management, and Talent Acquisition that ensure successful execution of business initiatives.

Knowledge, Skills and Abilities

  • Strong general knowledge of human resource law, practices and procedures. Knowledge of Federal and State laws and regulations including, employment, FLSA, ADA, EEO, etc. Knowledge of privacy laws and experience in the creation, implementation and maintenance of data security standards.
  • Ability to observe Confidentiality and discretion.  Proven leadership, interpersonal and relationship-building skills to establish trust, build consensus and be viewed as a trusted business partner to the organization, establish and maintain effective working relationships with individuals and leadership within and outside the agency.
  • Thorough understanding of employee policies and HR disciplines and the ability to apply them in diverse situations and to HR Information Systems.
  • Excellent organizational and project management skills. Demonstrated program ownership and consistent delivery on commitments - excellent organizational skills with exceptional follow through and attention to detail.  Ability to effectively manage and prioritize multiple projects within varying competing deadlines.
  • Strong communication skills including strong business writing and oral presentation abilities are required.
  • Demonstrated ability to provide practical, solution-driven initiatives and human resource processes that are perceived as quickly adding value to the business.  Anticipates the needs of stakeholders and the ability to ask the right questions. Strong execution skills.
  • Strong quantitative and qualitative analytical skills, advanced problem-solving and critical thinking skills. Demonstrate ability to think creatively and critically when solving problems.
  • Successful record of building and improving operational processes and procedures, ability to drive program efficiency and high levels of customer satisfaction.
  • Self-motivated and takes initiative to do further analysis when deeper insights can be achieved
  • Proficient in advanced technologies of MS PowerPoint and Excel, including being well-versed with creating pivot tables, v-lookups, macros, advanced charting functions, etc.  Proficiency in Word, Excel, Power Point, Access (database), and SAP Personnel Module

Education, Experience and Certifications

  • Bachelors’ Degree in Human Resource, Information Sytems, Business Administration, or related field required, Masters preferred.
  • Minimum ten years of progressive growth and responsibility in some combination of compensation and HR systems experience.  SAP ERP experience strongly preferred.
  • Minimum three years managerial experience.

Physical Requirements

Approximately 10% travel primarily within NY State.

 

The New York Power Authority is an Equal Opportunity Employer                       


Nearest Major Market: White Plains
Nearest Secondary Market: New York City