Job Description

Must be able to prioritize tasks and thrive in a dynamic environment with competing deadlines. This position also demands strict confidentiality, exceptional accuracy, and strong project planning and leadership abilities.

The HRIS/Compensation Manager will partner with leadership to design, implement, and manage salary programs, incentive plans, and other total rewards components aimed at attracting, motivating, retaining, and engaging employees. They will ensure pay structures remain competitive in the market while aligning with business strategies, company culture, goals, and standards.

This role requires interaction with all levels of leadership and Human Resources, providing recommendations, resolving compensation-related questions and issues, and delivering analytical reporting support. Additionally, the HRIS/Compensation Manager will oversee both the HRIS and Compensation teams, ensuring effective operations and alignment with organizational objectives.

Additionally, the person must possess and adhere to the following core company values:

• Integrity
• Passion
• Work Ethic

Essential Duties and Responsibilities

• Create and modify positions as requested by Human Resources and Talent Acquisition.
• Interpret user and client requirements. Develop, maintain, and distribute reports to clients, managers, and users.
• Generate routine reports and design special reports as requested.
• Train and assist HRIS representatives and Admin Reporting Specialists.
• Assist with recommended system design changes and upgrades based on the efficiency of the current system and user needs.
• Maintain time clocks, troubleshoot issues, and order replacement clocks as needed.
• Assist ADP with any upgrades involving ADP Vantage, ADP WFM Time, and Smart Recruiters.
• Assist with the implementation of any new software involving ADP, SFTP, or API connections.
• Provide ad hoc reporting, respond to ad hoc requests, and implement any new wage-setting projects for the company.
• Utilize data analytics to provide valuable reporting to the business.
• Develop and administer total rewards strategies by researching best practices, trends (relative to compensation, reward and recognition, performance measurement, talent development, work-life effectiveness), and employee insights data, in accordance with leadership directives, organizational policies, and state and federal regulations.
• Perform cost and survey analyses to determine the effectiveness and competitiveness of existing and proposed programs. Present findings and creative solutions to leadership.
• Develop, review, analyze, and evaluate new and updated jobs following all regulatory guidelines pertaining to Fair Labor Standards Act (FLSA). Work with managers to gain a solid understanding of roles and their impact on the organization to evaluate jobs competitively while ensuring internal equity with similar positions.
• Keep abreast of and advise management regarding regulatory changes.
• Manage the preparation and maintenance of job descriptions; assist with revising existing descriptions; maintain the job description database and grant access as needed.
• Participate in industry and compensation surveys to collect and analyze competitive salary information to determine the company’s competitive position and identify new trends regarding pay approaches.
• Create reports and consult with business leaders on how pay works and how to maximize its effectiveness within their respective teams.
• Conduct special compensation projects as requested by leadership.
• Perform other duties as assigned.

Qualifications

Education & Certifications

• Bachelor’s Degree preferred in Human Resources, Finance, or Accounting.
• A minimum of 7 or more years of experience in HRIS administration and management is required.
• Minimum of 4 or more years of experience in compensation practices.
• Minimum of 3 or more years of experience in a supervisory role.
• Experience with ADP Vantage and ADP Workforce Manager time systems is a plus..
• Certified Compensation Professional (CCP) is strongly preferred but not required.

Skills/Knowledge

• Proven experience supporting a compensation infrastructure, including job evaluation, market pricing/survey participation, salary structures, and job benchmarking.
• Must have excellent project management, analytical, technical, interpersonal, communication, organizational, and time management skills.
• Proven customer service experience and skills; proven communication skills with all levels of management, staff, and customers.
• Ability to think broadly, identify, recommend, and implement process and system improvements.
• Highly proficient with Excel, Word, and PowerPoint. Strong data skills, including v-lookups, pivot tables, and formulas
• Strong working knowledge of various federal laws such as FLSA, the Equal Pay Act of 1963, the Age Discrimination Act, Safe Harbor guidelines.
• Ability to handle confidential information with professionalism and diplomacy.
• Ability to meet commitments on multiple priorities in a fast-paced, dynamic environment while using sound judgment to make accurate, efficient decisions.
• Ability to adapt to changing priorities. Ability to prioritize tasks and recognize when escalation is necessary.
• Advanced experience using HRIS systems.
• Strong verbal and communication skills.

Additional Information

Why Westgate?

• Comprehensive health benefits – medical, dental and vision
• Paid Time Off (PTO) – vacation, sick, and personal
• Paid Holidays
• 401K with generous company match
• Get access to your pay as you need it with our Daily Pay benefit
• Family benefits including pregnancy, and parental leave and adoption assistance
• Wellness Programs
• Flexible Spending Accounts
• Tuition Assistance
• Military Leave
• Employee Assistance Program (EAP)
• Life, Disability, Accident, Critical Illness & Hospital Insurance
• Pet Insurance
• Exclusive discounts for Team Member (i.e., hotels, cruise, resorts, restaurants, entertainment, etc.)
• Advancement & development opportunities
• Community Involvement Programs

Westgate Resorts is an Equal Employment Opportunity employer. __ All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability status or any other protected status under federal, state or local law. If you have a disability and believe you need a reasonable accommodation in order to complete your application or any part of the recruiting process, please email WGAccommodations@wgresorts.com with the job title and the location of the position for which you are applying.