Wiss, Janney, Elstner Associates, Inc.
Location
Northbrook, IL | United States
Job description
Wiss, Janney, Elstner Associates, Inc. (WJE) is seeking an experienced key business partner as a Compensation Manager at our corporate headquarters in Northbrook, Illinois . The Compensation Manager will help design the evolution and administration of the firm's compensation strategy to support business objectives.
WJE employs extraordinary people - talented individuals of outstanding character with a desire to excel as members of the WJE team. As the Compensation Manager, you will collaborate with company leadership and the broader human resources team to execute compensation programs and processes that enable the attraction and retention of top-tier talent and align with the company's goals and competitive practices. In this role, you will also be responsible for ensuring that company compensation programs are consistently administered in compliance with internal guidelines and government regulations. As an integral member of the HR team, you will have a role that is both hands-on and strategic and provides expertise in the areas of compensation, benefits administration, and ad hoc projects as necessary.
WJE is a global firm of engineers, architects, and materials scientists committed to helping solve, repair, and avoid problems in the built world. Since 1956, our applied experience from more than 175,000 projects and our state-of-the-art laboratory and testing facilities have made WJE a leader in providing innovative yet practical solutions to the clients we serve.
- Manages the development, implementation, and administration of compensation programs, including base compensation, discretionary bonus, and incentive plans, to attract, retain, and engage a highly skilled workforce while maintaining competitiveness, equity, and compliance
- Monitors the effectiveness of existing compensation practices and recommends changes consistent with market trends and the company’s strategic objectives by keeping abreast of new and emerging compensation strategies, solutions, and legislative changes
- Consults with Talent Acquisition Advisors and hiring managers to develop new hire offers with a focus on external competitiveness and internal equity
- Oversees participation in salary surveys and monitors salary survey data to ensure strategic compensation objectives are achieved
- Develops techniques for analyzing, compiling, presenting, and communicating findings and recommendations; provides accurate and detailed models and projections for compensation, benefits, and organizational changes in partnership with other functional areas including Accounting/Finance
- Assesses individual positions to ensure alignment with career progression framework and compensation structure; maintains updated job descriptions
- Assists the Benefits Manager with benefits program administration and communication efforts necessary for implementing benefit programs in concert with the company’s total rewards strategy
- Leads or co-leads ad hoc projects in collaboration with the broader HR team and corporate colleagues
- This position has no direct supervisory responsibilities, but does serve as a coach and mentor for other positions in the department
Key Competencies - Interpersonal Skills - Skilled at developing authentic, productive relationships within and outside of the organization
- Communication - Effectively conveys information verbally, in writing, and via presentations; exceptional listening skills; creative thinker
- Assumes Responsibility - Committed team player who recognizes their role in the broader effort; works proactively in solving problems; is available to help colleagues, and is willing to take on additional responsibilities
- Trustworthy - Demonstrates sound judgment; maintains confidentiality as appropriate; a trusted resource for colleagues
- Adaptable – Comfortable and effective in a dynamic environment
- Energy and Enthusiasm - Consistently maintains high levels of productivity and approaches challenging opportunities in a positive manner; works to understand business needs and develop appropriate solutions
- Project Management – Able to independently manage project scope, resources, schedule, and stakeholders to ensure alignment with company’s strategic objectives
- Technical Aptitude – strong analytical and reasoning capabilities; expertise in Excel, HR systems, and presentation applications
- Attention to Detail – Careful, thorough, and quality-oriented
Qualifications - Bachelor’s degree in Human Resources or related field
- 8+ years’ progressive HR experience in compensation, benefits, project management, and program implementation
- Demonstrated success communicating and collaborating at all levels, positively influencing outcomes
- Experience objectively coaching leadership, management, and employees through complex concepts and situations
- Working knowledge of federal, state, and local regulations and compliance requirements related to employee compensation and benefits; thorough understanding of and experience applying HR principles, practices, and standards
- Knowledge of best-in-class practices and external trends in compensation, benefits, and HR systems
- PHR/SHRM-CP, SPHR/SHRM-SCP, or CCP certification a plus
- Experience in professional services industry and international compensation management a plus
Physical Requirements: The physical demands described here are representative of those that must be met by an employee to perform the essential functions of this job successfully. This position requires visual acuity and listening ability along with the ability to read and write. Individuals must have the dexterity to be able to operate office equipment such as a computer, printer, fax, copier, telephone, voice mail system, and other office equipment. The position requires the ability to remain for extended periods at a workstation, as well as the ability to lift 25 pounds.
Why Wiss, Janney, Elstner Associates, Inc. (WJE): With more than 65 years of experience in the forensic structural, materials, and architectural engineering field, WJE Associates have the opportunity to learn from and grow alongside industry-leading experts (locally and company-wide) in a challenging yet collaborative environment, supported by ourcollective technical knowledgeandstate-of-the-art laboratory and testing capabilities.
WJE is an employee-owned company that employs a diverse group of C2E2people—people with outstanding
C haracter, unwavering
C ommitment to our core and culture, strong
E xpertise, and genuine
E nthusiasm for their work. Our extraordinary people enjoy a fulfilling and flexible work environment: one that is inclusive and genuinely values and fairly treats every employee; one that is based on trust and personal responsibility; one that encourages open communication, continued learning, innovative thinking, excellence, and teamwork; and one that provides each employee a combined opportunity for personal, professional, and financial growth that is unsurpassed in our business. Learn more at
Annual starting base salary (gross): $115,000 to $155,000. Actual salaries will vary and will be based on several factors including consideration for a candidate’s qualifications, skills, competencies, and proficiency for the role. Base salary is one component of our total compensation package for employees. WJE offers an industry-leading total rewards package that enables our employees to grow and thrive with comprehensive health and financial benefits including robust and affordable health plans, generous 401(k) matching and bonus programs, time off to care for yourself and others, and investments in employees’ professional development, to name a few. More information on WJE’s total rewards package can be found at
WJE is an Equal Opportunity Employer. We invite all qualified applicants to apply including individuals with disabilities and protected veterans (VEVRAA federal contractor). WJE will consider qualified applicants with criminal histories in a manner consistent with the requirements of Fair Chance Ordinances. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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