Director, Compensation

Job Description

Purpose of Job

We are currently seeking a talented Director, Compensation for the San Antonio, TX Office or Remote Work Environment.
Leads a team of advisors in 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. Works collaboratively with all areas of HR to include Communities of Expertise (Strategy & Analytics, Total Rewards, Talent Performance & Design, and Learning & Development), Business Partners, Solutions Delivery and Staff Operations.

Job Requirements

About USAA

USAA knows what it means to serve. We facilitate the financial security of millions of U.S. military members and their families. This singular mission requires a dedication to innovative thinking at every level.

We embrace a robust veteran workforce and encourage veterans and veteran spouses to apply.

Primary Responsibilities:

• Identifies and manages existing and emerging risks that stem from business activities and the job role.
• Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled.
• Follows written risk and compliance policies, standards, and procedures for business activities.
• Leads a team of advisors or analysts in the design, assessment, implementation and/or administration of total rewards programs, practices and policies (Executive and/or Non Executive).
• Directs the analysis of organizational trends, market data, and industry practices to identify root causes and address compensation issues.
• Assesses competitive practice and the organization's competitive position for specific programs, providing analysis that reinforces the company’s overall business strategy of attracting and retaining diverse talent, ensuring competitive and equitable pay practices and structures that balance risk and reward.
• Applies advanced principles, theories and concepts to determine optimal solutions.
• 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.
• Maximizes efficiency of compensation design and delivery to satisfy needs of the business.
• 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.
• Establishes strategies for implementing and communicating enterprise projects and initiatives.
• Manages and is accountable for the work of individual contributors.
• Establishes performance expectations and provides feedback, coaching, and career counseling for direct reports and matrixed team members.
• Represents Compensation on Enterprise-wide teams.
• Leads and motivates cross-functional team members in designing business solutions for compensation projects and initiatives with an enterprise-wide impact.
• Oversees the development of learning resources to educate management and employees on compensation-related programs, practices and policies, ensuring compliance with legal standards and strategic alignment.

When you apply for this position, you will be required to answer some initial questions. This will take approximately 5 minutes. Once you begin the questions you will not be able to finish them at a later time and you will not be able to change your responses.

Minimum Requirements:

• Bachelor's Degree OR 4 additional years of related experience beyond the minimum required may be substituted in lieu of a degree (12 years required experience without a degree).
• 8 or more years progressive Compensation or strategic HR experience, to include 3 or more years of experience leading teams or projects.
• Demonstrated experience developing and managing talent, managing workflow and project execution, engaging and inspiring teams and peers, and fostering open communication.
• Demonstrated adaptability; analytical skills, strategic decision-making capabilities, application of innovative though, and influence.
• 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 variable pay program: REG Z, SafeAct
  • 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

Preferred Experience:

• Demonstrated capability using data to proactively identify compensation needs on a current and forward-looking basis covering a wide range of compensation areas including salary structure, base pay administration, short-term and long-term incentives, and salary guidance.
• Experience managing the analysis of an organization's current market position through identification, selection and completion of benchmark analyses including salary recommendations, cost projections, cost of labor trending, presentations and communication plans.
• Experience creating and developing dashboards, scorecards and other data visualization tools (e.g., Tableau, Visual, etc)
• Experience leading data engineers/analysts and the ability to perform data engineering
• Experience with total rewards data analysis and reporting to include compensation, variable compensation, and benefits

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 position. The salary range for this position is: $117,600.00 - 211,700.00*.

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

*Geographical Differential: Geographic pay differential is additional pay provided to eligible employees working in locations where market pay levels are above the national average.

Shift premium will be addressed on an individual basis for applicable roles that are consistently scheduled for non-core hours.

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.

Please click on the link below for more details.

USAA Total Rewards

Relocation assistance is available for this position.