Job Application for Compensation Partner at WellPower

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WellPower provides you with the support you need to help you develop a career in helping others succeed. We innovate, adapt, and leverage the diverse perspectives of the people on our team and the people we serve in everything we do.

WellPower values and is strengthened by diversity. We are committed to ending bias and discrimination in our community and ensuring equity within all aspects of our organization. We are proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment, transfer, or promotion opportunities without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status

POSITION SUMMARY: The Compensation Partner plays a crucial role in ensuring fair and competitive compensation practices within the organization. This position involves designing, implementing, and managing effective compensation programs that attract, retain, and motivate employees. The Compensation Partner conducts thorough market research to stay updated on industry trends and benchmarks, analyzes job roles to determine appropriate salary structures, and collaborates with People Operations and leadership teams to make data-driven decisions.

Learn more about WellPower:

Compensation and Benefits:

$75,000 - $95,000 per year

WellPower is committed to fair and equitable hiring with salaries based on relevant factors, such as work experience, education, and certification/licensure (rather than wage history). Toward the principle of equal pay for equal work, we post and hire within defined hiring salary ranges. We ask all applicants to carefully review the hiring salary range for each posted job opportunity, as we will not hire outside the predetermined range.

All full-time, benefits eligible employees will be eligible for WellPower’s benefits plan. For a full description of benefit offerings, please visit: https://WellPower.org/workplace-of-choice/.

DUTIES & RESPONSIBILITIES:

Compensation Analysis: Conduct comprehensive market research to analyze salary trends, benchmarking data, and industry practices to ensure the organization's compensation packages remain competitive.
Salary Structure Design: Develop and maintain salary structures, ensuring internal equity and alignment with organizational goals. Regularly review and update these structures to accommodate changes in market conditions.
Job Evaluation: Evaluate job roles to determine appropriate job classifications, titles, and salary ranges. Collaborate with HR to create accurate and updated job descriptions.
Policy Compliance: Stay informed about relevant labor laws and regulations, ensuring the organization's compensation practices comply with legal requirements. Guide HR and management on compliance matters.
Communication and Training: Effectively communicate compensation policies, programs, and changes to employees. Provide training to HR and management teams to ensure a clear understanding of compensation practices.
Performance Management Support: Collaborate with HR in linking compensation strategies to performance management processes, including merit increases, bonuses, and incentive programs.
Data Analysis and Reporting: Utilize data analytics to generate reports on compensation metrics, providing insights and recommendations to support strategic decision-making.

EDUCATION & EXPERIENCE:

Bachelor’s degree in human resources, business, project management, or related field.
Minimum of 4-6 years of Human Resources/People Operations experience
Certified Compensation Professional (CCP) credential highly preferred.
In-depth knowledge of compensation practices, market trends, and relevant regulations
Strong analytical skills with the ability to interpret and present complex data with a focus on compliance.
Proficiency with HRIS systems preferably UltiPro or UKG.
Working knowledge of multiple human resource disciplines strongly preferred.

SKILLS AND COMPETENCIES:

Strong interpersonal skills.
High level of analytical ability.
Commercial and cultural awareness, with high sensitivity to the social, economic, and political environment.
HR Strategy skills – Performance, Employee Relations, Reward, Talent, Learning and Development, Resourcing, Organizational Development, etc.
Ability to coach, train, and implement best practices to assigned business unit(s).
Ability to manage high volumes of work, execute flawlessly, and understand HR processes.
High customer focus. Builds trusting and collaborative relationships with business leaders and the HR Team.
Strong commercial acumen.
Ability to lead and manage change.
Excellent interpersonal, people management, and organizational skills.
Excellent verbal and written communication skills as well as possessing proficient computer skills.
Ability to collaboratively engage leaders to create, identify, and implement solutions to further the effectiveness of the business.
Must have a desire to achieve excellence in customer satisfaction, process, and product quality and reliability.
Relevant HR experience (generalist or specialist) gained in a large complex organization(s) with multiple stakeholders (including matrix relationships) preferred.
Knowledge of relevant Human Resources issues and trends and evidence of continuing professional development; SHRM certification preferred.
Extensive experience operating in a business partner model, working with managers to create positive business outcomes.
Knowledge or ability to learn and practice trauma-informed principles and practices.

WORKING CONDITIONS:

Monday through Friday, standard office hours.
Hybrid working arrangement with some in-office and work-from-home days weekly
Must be local to Denver, Colorado

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I certify that all of the information I have provided in this application is true and complete, without omissions of any kind. I understand and agree that if at any time, it is discovered that any information provided by me in this application is false, misleading or incomplete, this application will be void, and WellPower, may, in its sole discretion and without liability to me immediately terminate my employment.

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I understand and agree that this application is not a contract nor an offer by WellPower to form a contract. I acknowledge and agree if hired, my employment with WellPower will be “at will,” meaning that either I or WellPower may terminate the employment relationship at any time for any reason or no reason, with or without cause, with or without notice, and with WellPower’s only obligation to me being to pay salary or wages owed for work performed prior to termination.

Except as stated in the following paragraph, I understand and agree that no manager or employee of WellPower has authority to enter into any agreement for employment for a definite period of time or to make any agreement with me that would alter the employment “at will” relationship. Therefore, I agree that it would be unreasonable for me to believe that any statements from WellPower, whether oral or written (including any policies or procedures that I may be provided), create a contract between WellPower and me or alter the employment at-will relationship.

I understand and agree that if hired, my status as an at-will employee could be changed only if (1) enter into a written agreement with WellPower entitled “(Contract of Employment for (my name)” and signed by WellPower’s Chief Executive Officer, Human Resources Director and me; or (2) I become a member of the Collective Bargaining Unit under the Collective Bargaining Agreement between WellPower and Service Employees International Union, Local 105 AFL-CIO, and the employment at-will relationship is altered by that Collective Bargaining Agreement.

7.701.8 PERJURY STATEMENT—APPLICATION FORMS FOR EMPLOYMENT WITH A CHLD CARE PROVIDER [EFF. 9/3/99]

Any applicant who knowingly or willfully makes a false statement of any material fact of thing in the application is guilty of perjury in the second degree as defined in Section 18-8-503, C.R.S., and upon conviction thereof, shall be punished accordingly.

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Compensation Partner

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