Belk
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Position Summary:

The Compensation Manager for Stores serves as the key point of contact for corporate and division partners on all compensation planning and performance management process needs within Belk’s 300+ stores.  The incumbent will make recommendations regarding salary grades or market rates for specific jobs as well as participate in and/or conduct wage surveys. This role will also support the midyear and year-end Performance Management process for the stores, including goal-setting, monthly status checks, midyear appraisals and year-end appraisal processes. 

As the advisor on compensation needs, the incumbent will be responsible for regular reporting and analysis of associate performance against key business initiatives within the stores, which includes designing and maintaining commission programs and analyzing hourly wages, salaries, and incentives in order to evaluate internal equity, external competitiveness, and legal compliance of the company's pay practices.  

Essential Functions/Responsibilities:

·        Lead midyear and year-end merit review process in partnership with Corporate Total Rewards team for 15,000+ store associates with responsibility for communications, data input into compensation tool (SuccessFactors), and compiling and uploading associate pay changes. 

  • Administer and maintain pay programs including job pricing for store positions and hiring guidelines.
  • Conduct ad hoc pay surveys and participate in salary surveys conducted by third parties 
  • Evaluate job worth using standard job evaluation techniques (research and evaluation of market survey data, internal/external job evaluation, data analysis and market matching) and determine appropriate placement in pay ranges
  • Ensure compliance with federal and state regulations in compensation programs and policies
  • Responsible for certain HRIS functions (pay grade table maintenance, query writing, etc.)
  • Partner with division offices to manage commission programs, including multi-tier commission tables, changes, and pay outs.
Requirements/Qualifications:

Education, Training, and/or Certifications: 

Minimum Required:

Bachelors degree and/or equivalent years of experience

Preferred:

  • Certified Compensation Professional (CCP) preferred

 

Experience:

Minimum Required:

  • Four to five years of responsible professional experience, preferably within an area of human resources

 

 

Knowledge, Skills, and Abilities:

Minimum Required:

·        Strong technical skills (PeopleSoft and SuccessFactors experience preferred)  

·        Must have advanced skills in Excel and Access

·        Market Pay tool preferred

·        Strong understanding of store roles and functions, pay plans, and general store operations

·        Good planning, time management, communication, decision making, presentation, organization, and interpersonal skills

·        Ability to manage expectations, processes and multiple projects

·        Must be able to handle confidential information

·        Must be able to work independently as needed

For reasonable accommodation information for an ADAAA qualified disability please see Belk Associate Handbook for policy and procedures.

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