Deloitte Manager, Compensation in San Jose, California
Work you'll do
The Compensation Manager will report to the Rewards, Recognition and Well-Being Compensation Leader. The Compensation Manager is responsible for implementing and administering compensation strategies and programs for Deloitte Risk and Financial Advisory providing consultation to the Lead Talent Director, Talent Business Advisors and Business Leaders on all compensation issues under the guidance of the Compensation Leader. The Compensation Manager will actively look for ways to facilitate the unique needs of the business, making recommendations, interpreting policies and procedures, assessing market competitiveness and developing, socializing and implementing market-based solutions. Individual will facilitate actions in areas such as job assessment and benchmarking, the annual compensation process and will take on other analysis and projects as needed by the business and the Rewards, Recognition and Well-Being team.
Provide ongoing job benchmarking, compensation survey assessment and analysis, and competitive market intelligence and insight to assigned Talent Business Advisors and Leaders
Assist assigned Talent and Leaders in the development of annual compensation budgets
Facilitate the annual compensation process working closely assigned Talent Business Advisors and Leaders, Compensation Leader and team
Facilitate compensation communication and education for the assigned Leaders and professionals in cooperation with the Compensation Leader and team.
Analyze and report outcomes both formally and informally to assigned Leaders as required
The individual selected for this role must have the ability to prioritize multiple projects, and analyze, synthesize and draw conclusions from data. Individual must be self-motivated and highly organized with a strong sense of personal accountability. Individual must have strong communication and presentation skills. A consultative approach toward clients and the ability to build strong relationships and influence others is critical for success in this role.
The compensation team is a part of the Rewards, Recognition and Well-being team within the Talent organization. The team collaborates with the businesses/channels and various stakeholders to provide strategic insight into compensation and rewards. The team advises, implements and executes the rewards strategy and total compensation approach across all Deloitte businesses which includes a Base Salary Program, an Annual Incentive Program (AIP) and a Recognition Program.
Minimum 4 years of broad-based compensation experience and/or similar relevant experience in data analysis, modeling and/or reporting
Advanced proficiency in Microsoft Office, particularly excel
Must be legally authorized to work in the United States without the need for employer sponsorship, now or at any time in the future
Experience working in a dynamic, rapidly evolving and matrixed organization
Experience using SAP HRIS, ADP Compensation Planning Tool and Comp Analyst
For individuals assigned and/or hired to work in Colorado and Nevada, Deloitte is required by law to include a reasonable estimate of the compensation range for this role. The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Deloitte, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is $95,070-$175,080.
You may also be eligible to participate in a discretionary annual incentive program, subject to the rules governing the program, whereby an award, if any, depends on various factors, including, without limitation, individual and organizational performance.