Compensation Manager

Job Description

Overview

Are you a compensation guru who is up for a challenge? If the opportunity to develop and lead a compensation program for a large organization sounds exciting and challenging to you, read on!

Audacy, a scaled, multi-platform audio content and entertainment company with the country's best radio broadcasting group, a leader in virtually every segment of audio, and America's #1 creator of original, premium audio, is seeking a Compensation Manager to lead the design, development, and implementation of Audacy's compensation program and policies for all positions in all markets nationwide including executive, sales and digital.

Responsibilities

What You'll Do:

Responsibilities include but are not limited to:
• Create cost effective compensation plans, lead the design and implementation of policies, guidelines, programs, tools, and procedures company-wide.
• Drive strategic planning of the systems and tools needed to successfully deliver compensation programs.
• Provide education and training on compensation policies, tools and programs to management to support Audacy's business strategy.
• Plan and conduct a company-wide compensation audit. Ensure compliance with all federal and local laws such as equal pay act, FLSA, DOL regulations and more.
• Participate in compensation surveys to collect and analyze competitive salary information to determine company's competitive position.
• Provide expert counsel and guidance to senior management on programs that are competitive in the industry and frequently benchmark best practices, including subscribing to industry specific salary surveys.
• Provide recommendations to Sr. Executives, Management and HR staff on pay range decisions.
• Partner with Talent Acquisition on maintaining job descriptions for each position with accurate FLSA classifications and ensure each employee is classified accurately in payroll, make recommendations for salary range for new positions and/or backfills.
• Partner with Director of Diversity, Equity and Inclusion to ensure pay equity throughout the company.
• Partner with Employee Relations team to ensure all employees have accurate FLSA classifications.
• Administer the merit and bonus processes and make program design recommendations based on relevant market data as defined by company compensation philosophy.
• Provide leadership, counsel, and guidance on annual comp review and bonus planning, equity and compensation business processes.
• Work with executive team to evaluate and approve off-cycle salary increase requests.
• Track and maintain the various account executive compensation agreements. Work with sales management to develop new plans, make recommendations to modify existing commission plans.
• Analyze, and standardize compensation plans for management and executives to create consistency and ease of reporting and tracking.
• Track and process contractual increases in HRIS system.

Qualifications

About You:

Required:
• Bachelors' Degree or equivalent experience required. CCP certification is a plus.
• Minimum of 5 years' compensation experience in a large company. Digital experience a plus.
• Experience / involvement with conducting compensation audits and compensation survey's strongly preferred.
• Strong teamwork skills required to work in a fast moving matrix environment.
• Excellent written and verbal communication skills, including interpersonal and presentation skills.
• Ability to present information in a concise and meaningful manner to managers and executives.
• Strong planning, organizational, consulting and problem solving skills.
• Excellent analytical skills and the ability to develop quantitative models (e.g. business case and complex forecasting). Exceptional accuracy and attention to detail.
• Excellent project management skills with ability to drive consensus in cross regional and cross functional teams.
• Ability to exercise good judgment and handle confidential information.
• Strong knowledge of MS Office (Word, Excel and PowerPoint); and compensation management tools and surveys.

Vaccination Requirements

To help promote and ensure the safety of all of our employees and the communities we serve, we require all incoming employees to be fully vaccinated against the coronavirus. If hired, you will be required to provide proof of vaccination, which will be kept confidential. If you are not vaccinated, or partially vaccinated currently, but willing to become fully vaccinated, we invite you to still apply.

Audacy is committed to providing a safe and inclusive work environment for all and we recognize that some individuals may have a sincerely held religious belief as it pertains to the practice of immunization or a medical disability which may prevent them from becoming vaccinated. Individuals who cannot be fully vaccinated due to a sincere religious belief or medical disability may request an accommodation. We request that you refrain from discussing religious beliefs or medical conditions during the interview process. If you believe you need an accommodation, you will have an opportunity to submit your request during the interview process. All requests for accommodation will remain confidential and reviewed by selected individuals within the HR department. We cannot guarantee that all requests for accommodation will be granted. Please refer to our EEO policy and statement below.

Responsibilities:

What You'll Do:

Responsibilities include but are not limited to:
- Create cost effective compensation plans, lead the design and implementation of policies, guidelines, programs, tools, and procedures company-wide.
- Drive strategic planning of the systems and tools needed to successfully deliver compensation programs.
- Provide education and training on compensation policies, tools and programs to management to support Audacy's business strategy.
- Plan and conduct a company-wide compensation audit. Ensure compliance with all federal and local laws such as equal pay act, FLSA, DOL regulations and more.
- Participate in compensation surveys to collect and analyze competitive salary information to determine company's competitive position.
- Provide expert counsel and guidance to senior management on programs that are competitive in the industry and frequently benchmark best practices, including subscribing to industry specific salary surveys.
- Provide recommendations to Sr. Executives, Management and HR staff on pay range decisions.
- Partner with Talent Acquisition on maintaining job descriptions for each position with accurate FLSA classifications and ensure each employee is classified accurately in payroll, make recommendations for salary range for new positions and/or backfills.
- Partner with Director of Diversity, Equity and Inclusion to ensure pay equity throughout the company.
- Partner with Employee Relations team to ensure all employees have accurate FLSA classifications.
- Administer the merit and bonus processes and make program design recommendations based on relevant market data as defined by company compensation philosophy.
- Provide leadership, counsel, and guidance on annual comp review and bonus planning, equity and compensation business processes.
- Work with executive team to evaluate and approve off-cycle salary increase requests.
- Track and maintain the various account executive compensation agreements. Work with sales management to develop new plans, make recommendations to modify existing commission plans.
- Analyze, and standardize compensation plans for management and executives to create consistency and ease of reporting and tracking.
- Track and process contractual increases in HRIS system.

Jobcode: Reference SBJ-g3v73n-3-129-22-135-42 in your application.