Lead Consultant, Compensation Programs and HR Systems - Operations (HR103)

ProSidian Seeks a Lead Consultant, Compensation Programs and HR Systems - Operations (HR103) to support an engagement for a liquid waste contractor at the Savannah River Site in Aiken, SC, which is owned by the Dept. of Energy.  

This service supports Environmental Management Sector Clients (For Present / Future Requirements) and ProSidian Team Members work as part of an Engagement Team Cadre to fulfill requirements and to provide services, support and leadership as a Lead Consultant, Compensation Programs, and HR Systems.  Position requires functional and technical expertise to serve as the Highest level strategist and consultant whose deliverables impact ~2400 employees and over $250 million in direct compensation. Provides end-to-end services focusing on compensation design, management, analysis, and implementation to meet business needs.

Major Responsibilities:  The responsibilities provided below are intended to describe the primary elements of the job as a whole and not describe any one position in its entirety. Safety is a primary responsibility in each job performed. Obtain safety training, obey safety rules, and make safety an integral part of each task. Take the necessary steps to stop work if continuing the job is unsafe or will create an unsafe condition.

We aspire to build and enhance an exceptional and diverse team of high-achievers who always put the mission and the spirit of service first.  Candidates shall work to support requirements for BOA Price Lead Consultant, Compensation Programs & HR Systems and

Key Functions:

• Collaborates with compensation and executive team to align/re-align overall compensation strategy consistent with company’s compensation philosophy
• Affects company-wide programmatic changes to ensure alignment to compensation philosophy, adherence to regulatory bodies (DOE, FLSA, OFCCP, Service Contract Act), and DEI (Diversity, Equity, Inclusion) initiatives
• Delivers expert-level advice and counsel with the necessity to create, develop, and implement a wide range of compensation programs or tools
• Keen understanding of fundamental government contractor rules and protocols in order to provide sound advice and ensure programs meet such criteria
• Leads highest level change initiatives including those related to system creation/selection or advancement, and direct compensation. (e.g. creation of base pay structures, MarketPay System)
• Deep knowledge of current programs and systems is necessary to understand drivers and potential obstacles to achieving objectives.
• Leads systems initiatives including, but not limited to, assessing build versus buy, research, vendor selection, proposal development, implementation (system configuration, decision-making reflective of how system will operate), and communication roll-out.
• Develops policies, procedures, and practices
• Provides compensation management for assigned areas/projects such as annual market pricing efforts, job description projects, or special analysis at the request of upper management
• May do formal or informal market research