Manager, Compensation and HR Analytics

valuating and recommending adjustments to compensation practices, as well as providing guidance and support to ensure internal equity and employee satisfaction. Strong analytical, communication, and leadership skills are essential. The Manager, Compensation and HR Analytics is also responsible for overseeing the management and optimization of the company's HRIS system to support the organization's HR functions. This role supports the Senior HCM Analyst and People Operations Data Analyst in achieving these objectives.

Qualifications

• Education: Bachelor's degree in Business, Human Resources, or related field. PHR/CCP Certification preferred.

• Experience: Human Resources Background with Compensation and HRIS experience required. 5 years of related HR experience required. Advanced Microsoft Excel and Database Management skills required. Benefits, Accounting / Finance exposure preferred.

• Key Competencies:

  • Analytical Skills: Ability to analyze salary data and market trends to make informed compensation decisions.

  • Attention to Detail: Ensuring accuracy in data management, reporting, and compliance with compensation and HCM policies.

  • Communication Skills: Effectively conveying compensation and HCM strategies and changes to employees and leadership.

  • Knowledge of Employment Law: Understanding relevant labor laws and regulations to ensure compliance in compensation practices.

  • Strategic Thinking: Developing compensation strategies that align with organizational goals and attract/retain talent.

  • Interpersonal Skills: Building relationships with stakeholders, including HR, finance, and leadership teams.

  • Problem-Solving Skills: Addressing compensation-related issues and finding solutions that balance employee satisfaction and organizational budget.

  • Project Management: Managing compensation projects, such as salary surveys or pay structure revisions, efficiently and effectively.

  • Coaching and Development: Supporting and mentoring team members to enhance their skills and understanding of compensation and HCM practices.

  • Collaboration: Working effectively with cross-functional teams, including HR, finance, and executive leadership, to achieve objectives.

  • Change Management: Leading and managing changes in programs while ensuring buy-in from affected parties.

About Segra:

Segra is one of the largest independent fiber network companies in the Eastern United States. We have a broad and dense service footprint across the mid-Atlantic and Southeast. In addition, we are known for our future-forward infrastructure and state-of-the-art voice and data technology solutions for businesses and the public sector, as well as wholesale transport services to some of the world's largest carriers. Our network features the latest advances in IP, ethernet, and dark fiber architectures, as well as high performance data centers throughout the mid-Atlantic and Southeast regions. Furthermore, our network powers technology solutions such as hosted voice, security, and cloud.

Segra has engineered our entire company operations to put our customers at the very center of everything we do. We invest in the communities of our customers by hiring locally and continually upgrading our network infrastructure. Segra has over 900 employees in 90 facilities, including 14 sales offices in 44 markets. We exist purely to help businesses within our footprint be successful.

Benefits Overview:

Segra offers a very robust benefits package to our full-time employees, some of which include:

• Medical, dental, vision insurance

• Life insurance

• 401(k) match

• Tuition and gym reimbursements

• Vacation/PTO, paid holidays, floating holidays

• Volunteer days, parental leave

Our Commitment to Equality:

Segra is an equal opportunity employer and prohibits discrimination of any kind. Segra does not discriminate on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.

Other details

• Job Family Human Resources
• Pay Type Salary