Horace Mann is hiring a
Compensation Consultant

Summary

The job description is for a Compensation Consultant at Horace Mann who will assist with the design and policies of compensation programs. The role involves conducting surveys, analyzing results, partnering with decision makers, and providing technical expertise on compensation matters. A Bachelor's degree in Human Resources, Business, Finance, Economics or other quantitative discipline is required, along with 10+ years of progressive experience in Compensation role.

Requirements

• Ability to operate at both the strategic and operational levels
• Advanced analytical problem-solving skills and ability to draw conclusions from data in a logical systematic way
• Strong business and financial acumen, understanding tax and budget implications of compensation
• Advanced Excel skills plus working knowledge of Workday
• Bachelor's degree in Human Resources, Business, Finance, Economics or other quantitative discipline or equivalent experience
• 10+ years progressive experience in Compensation role preferred

Responsibilities

• Assist with the design and policies of both Executive and broad-based compensation programs
• Conduct surveys and analyze results for compensation planning
• Partner with decision makers from various business units and other HR Centers of Excellence to advise in the administration of compensation programs
• Provide critical knowledge to stakeholders on key compensation concepts and processes
• Maintain awareness of the latest trends, regulations, and competitive intelligence regarding compensation matters
• Develop strong partnerships to provide consultative technical expertise, advice, and guidance regarding compensation matters (job design, job documentation, etc.) to business leaders
• Prepare Board-related/SEC compensation-related deliverables (Compensation Discussion & Analysis including proxy tables, Compensation Committee materials, etc.)
• Drive the year-end performance evaluation and compensation planning process
• Administer annual budget/plan, merit, and bonus processes — in conjunction with Finance & Planning and Payroll
• Recommend compensation adjustments according to market assessments, utilizing knowledge and reputable data sources
• Manage salary survey vendors and develop internal market pricing tools to ensure proper positioning of jobs to competitive market data
• Educate executives/employees on compensation programs