Manager, Compensation & Benefits Job in Richland 99354, Washington Us
Job Description
As a member of the Human Resources Leadership Team (HRLT), the Manager, Compensation and Benefits will provide leadership and management for the development, implementation, and administration all PNNL Compensation and Benefits. This position is responsible for developing and implementing organizational strategies that effectively support Laboratory strategic objectives and demonstrate the value of HR management systems to the Laboratory. This includes developing and delivering programs, organizational changes and solutions that enhance PNNL performance, organizational learning and ultimately business success.
The Compensation and Benefits Manager provides support to all levels of management on issues involving Compensation and Benefits programs; collaborates with BMI (Battelle Memorial Institute) and other peer organizations to ensure that programs and services are aligned with Laboratory objectives; oversees $1M budget and ensures expenses are in line with budget targets; develops and maintains productive relationships with internal and external contacts. Assesses and interprets local, state, and federal laws regulating all Compensation and Benefits policies, practices, and procedures in the Human Resources Directorate. Compensation and Benefit programs include, but are not limited to: incentive and salary progression architecture, development of market-based career families, analysis and articulation of roles and pay levels, medical/dental coverage, paid leave, short/long-term disability, group life insurance, supplemental retirement programs, savings programs, pension programs, unemployment, and leaves of absence.
Responsibilities:
* Develops and implements integrated, effective and efficient human Compensation and Benefits strategies in relation to the business strategy to result in the continual enhancement of Human Resources Directorate and Pacific Northwest National Laboratory (PNNL) performance.
* Provides leadership and management for multiple HR management systems and/or deployed teams; manages to high standards and performance.
* Creates and maintains an environment in which learning and innovation is fostered; enables the achievement of organizational and individual goals; develops human resources staff.
* Works collaboratively with all HR management system managers and subject matter experts to enhance the effectiveness and quality of HR systems.
* Identifies and acts upon coaching opportunities with key leaders of the organization while considering organizational implications.
Accountabilities: Demonstrate strategic impact by:
1. Integrating HR strategy with business strategy to build organizational alignment, further leadership and management capability:
* Partners with others on the HRLT to provide HR services.
* Makes recommendations that set precedent for future decisions.
* Knows customer needs and consistently meets or exceeds them.
* Develops practices or precedents for the organization.
* May often function at the Level 1 concerning special assignments/delegations.
* Working independently and with the HRLT members, develops and applies creative, unique solutions to highly complex, significant problems.
* Provides strategic business guidance to lab and/or external customers.
* Performs work without appreciable direction.
*Works under consultative direction towards long range goals and objectives. Assignments are self-initiated; virtually self-supervisory.
*Decisions impact significant segments of the organization. Erroneous decisions or recommendations would normally result in failure to achieve laboratory objectives.
*Works on highly sensitive projects/programs/issues of significant impact.
2. Guides/mentors staff to achieve organizational and individual goals:
* Articulates and implements vision, values and strategy,
* Creates capacity for staff to be productive,
* Explains the goals set by the organization and,
* Helps each staff member find his or her means to contribute.
3. Develops relationships with peers and staff that result in being viewed as an effective and trusted organizational change agent.
4. Creates and maintains a work environment that values and supports diversity and uses it as a competitive business advantage.
5. Operates with considerable trust and respect among all staff members.
6. Understands strategic factors that influence organizational culture and behaviors and identifies and implements Human Resource-related strategies to enhance organizational performance and to better serve business requirements.
7. Effectively manages department budget and staff resources.
8. Implements effective assessment and measurement systems; evaluates and demonstrates organizational performance.
9. Reviews, audits and otherwise assures technical integrity of Management Systems products and services.
Competencies:
1. Leadership Competencies:
* Thinks Strategically
* Manages Execution
* Builds Organizational Relationships
* Displays Seasoned Technical and Business Judgment
* Acts with Integrity and Trust
* Develops Organizational Capability
2. Strong leadership as demonstrated by successful development and implementation of an organizational vision and strategy.
3. Strong interpersonal skills. Must be able to lead with persuasion and reason rather than relying on line delegation, control or authority.
4. Strong customer (internal and external) focus.
5. Strong integrity and objectivity; must inspire confidence.
6. Strong initiative, demonstrates entrepreneurial and `can-do' spirit. Highly flexible; ability to understand issues from multiple points of view, but also possesses a bias toward action with an ability to follow through on implementation.
Performance Level Indicators:
Job Complexity:
* Works on issues of diverse scope where analysis of situation or data requires evaluation of a variety of factors, including an understanding of current business trends.
* Follows processes and operational policies in selecting methods and techniques for obtaining solutions.
* Acts as advisor to subordinate(s) to meet schedules and/or resolve technical problems.
* Develops and administers schedules and performance requirements.
* May have responsibility for asset management, budgeting, facilities, equipment and operating procedures to conduct business.
Scope:
* Establishes operational objectives and work plans, and delegate assignments to subordinate managers.
* Senior management reviews objectives to determine success of operation.
* Involved in developing, modifying and executing organization policies that affect immediate operations(s) and may also have organization-wide effect.
* Has responsibility for staff capability for service delivery of their functional area.
Discretion:
* Erroneous decisions will result in critical delay(s) in schedules and/or unit operations and may jeopardize overall business activities.
* Decisions are made through detailed analysis and consultation with senior managers.
Interaction:
* Regularly interacts with senior management or executive levels on matters concerning several functional areas, divisions, and/or customers.
* Requires the ability to change the thinking of, or gain acceptance from, others in sensitive situations, without damage to the relationship.
* Leads a cooperative effort among members of a project team, both inside the responsible organization and across the Laboratory.
Supervision:
* Manages activities of two or more functional areas through subordinate staff/managers with full accountability in terms of costs, methods, and staffing.
* In some instances this manager may be responsible for managing staff function and may not have subordinate managers.
* Requires a Bachelor's degree plus 10+ years of relevant experience; OR, a Master's degree plus 8+ years of relevant experience.
* Typical related management experience should include, initiating, planning, executing, controlling, and closing processes.
Bachelor degree plus 10+ years of relevant experience; OR Masters degree plus 8+ years of relevant experience. Preference given to applicants with a Masters degree in business, finance, human resources or related discipline. Minimum 10 years experience in human resources or related business function in an industry with RD, science or technology focus. Minimum 5 years Compensation and Benefits management experience. Extensive experience in Human Resources; demonstrated command of HR theory and principles, Demonstrated experience as an in-depth systems thinker and an authoritative spokesperson. Accomplished networker with exceptionally productive relationships internally and externally. Skilled at consensus building across a broad spectrum of stakeholders and interest groups with internal and external organizations, regulatory agencies, providers and the community. Previous experience working in a Department of Energy National Laboratory a plus.
Must possess solid strategic planning capability to lead and build the Compensation and Benefits functions in support of business objectives. Must have a demonstrated ability to establish strong business partnerships with line management and Laboratory staff. Must have experience implementing collaborative approaches to finding system-based solutions. Must have success in fostering teams among diverse individuals to achieve business goals. Demonstrated line management success in the development of staff at all levels of the organization. Experience in highly technical environments serving both industry and government clients preferred. Superior written and verbal communication skills.
Equal Employment Opportunity
Pacific Northwest National Laboratory (PNNL) is an Affirmative Action / Equal Opportunity Employer and supports diversity in the workplace. All employment decisions are made without regard to race, color, religion, sex, national origin, age, disability, veteran status, marital or family status, sexual orientation, gender identity, or genetic information. All staff at the Pacific Northwest National Laboratory must be able to demonstrate the legal right to work in the United States.