Organizational Performance and Compensation Supervisor (44512-5)
Interplace, Inc
OVERVIEW
This position is responsible for ensuring the Company’s fair/effective performance evaluation and improvement of fair/competitive compensation for all exempt and non-exempt positions within the Company, based upon the Company's compensation philosophy. Organizational Performance and Compensation Supervisor administers and reviews process of performance evaluation programs and short- term incentive programs, and oversees Corporate Support Center and Stores' performance evaluation process.
DUTIES:
ESSENTIAL
Performance Evaluation Programs:
1. Administers performance evaluation programs for corporate headquarters and/or stores, and oversees the process throughout evaluation periods.
2. Organizes schedule of the performance evaluation programs and communicate with appropriate management members to ensure smooth process of the performance evaluation programs.
3. Designs, implements, and evaluates corporate positions’ objective numeric KPIs that are aligned with
the Company's mid-term strategy.
4. Collects and records KPI data periodically in coordination with corporate departments.
5. Designs, develops, and implements or assists Manager to design, develop, and implement an effective performance evaluation program that fairly and objectively measures performance, skills, knowledge, and competency required for each position of the Company.
6. Initiates meetings with department management member(s) as necessary and discusses and grasps the latest job duties of staff members.
7. Prepares a performance evaluation related training material and conducts the training as appropriate.
8. Assists Manager to assesses the effectiveness of the performance evaluation programs and provides oversight of compliance with regulations and labor laws.
Compensation Programs:
1. Analyzes and reviews job grading for existing and newly created positions and evaluates jobs as appropriate.
2. Researches and analyzes compensations for all positions to be competitive in the industry.
3. Researches different areas involving compensation, including compensation and employment statistics and competitive compensation practices in the job market.
4. Participates in compensation surveys including both regular and irregular ones.
5. Prepares benchmark of store wage level by region and position.
6. Keeps the Company's compensation list and organization chart that is coherent with job grading, up to date.
7. Assists Manager to administer compensation programs mostly in conjunction with the performance evaluation programs, for both corporate headquarters and stores.
8. Assists Manager to design, develop, and implement the compensation programs including short and long-term incentives, salary, wage, merit increase and executive compensation.
9. Collaborate with management members to determine staffing needs and assists to design and adjust salary structures and compensation packages.
10. Assesses or assists Manager to assess the budgetary impact of compensation decisions and provides oversight of compliance with regulations and labor laws.
11. Works with HR Department or ADP’s HRIS and IT staff to ensure that the system meets compensation needs and is updated to reflect changes to salary structures, incentive programs, etc.
Data Analysis:
1. Summarizes and visualizes trends, issues, weak and strong points, future forecast, etc. by utilizing data process programs such as Microsoft Excel. Such data includes, but not limited to, customer survey, turnover, various kinds of store performance indicators such as sales, profit, cost, order-to-delivery time.
2. Analyzes or assists Manager to analyze various data related to the performance evaluation and compensation programs.
NON-ESSENTIAL
1. Seeks constant improvement or more efficient and less expensive ways and means in work processes of the department.
2. Researches and develops resources that create timely and efficient workflow.
3. Performs special projects and other miscellaneous duties as assigned by executive management or supervisor.
4. Follows up to complete any assigned work.
5. Maintains high ethical standards in the workplace.
6. Reports all irregular issues and problems to supervisors.
7. Maintains good communication with all KSU members and outside contacts.
8. Complies and maintains confidentiality of all company policies and procedures.
9. Maintains a clean and safe working area.
Competency:
To perform the job successfully, an individual should demonstrate the following competencies:
1. Analytical - Uses intuition and experience to complement data.
2. Problem Solving - Identifies and resolves problems in a timely manner; Gathers and analyzes information skillfully.
3. Interpersonal - Maintains confidentiality; Listens to others without interrupting.
4. Oral Communication - Speaks clearly and persuasively in positive or negative situations; listens and gets clarification; responds well to questions.
5. Written Communication - Writes clearly and informatively; Presents numerical data effectively; Able to read and interpret written information.
6. Organizational Support - Follows policies and procedures; Completes administrative tasks correctly and on time; supports organization's goals and values.
7. Adaptability - Changes approach or method to best fit the situation; Able to deal with frequent change, delays, or unexpected events.
8. Attendance/Punctuality - Is consistently at work and on time; Ensures work responsibilities are covered when absent; Arrives at meetings and appointments on time.
9. Initiative - Volunteers readily; Undertakes self-development activities; Seeks increased responsibilities; Takes independent actions and calculated risks; Looks for and takes advantage of opportunities; Asks for and offers help when needed.
10. Judgment - Displays willingness to make decisions; Exhibits sound and accurate judgment; Supports and explains reasoning for decisions. Ability to remain open-minded and impartial. Keeps in mind what is best for the Company and for the employees.
11. Planning/Organizing - Prioritizes and plans work activities; Uses time efficiently; Plans for additional resources; Sets goals and objectives.
12. Professionalism - Approaches others in a tactful manner; Reacts well under pressure; Treats others with respect and consideration regardless of their status or position; Accepts responsibility for own actions; Follows through on commitments.
13. Quality - Demonstrates accuracy and thoroughness; Looks for ways to improve and promote quality; Applies feedback to improve performance; Monitors own work to ensure quality.
14. Quantity - Meets productivity standards; Completes work in timely manner; Strives to increase productivity; Works quickly.
15. Safety and Security - Observes safety and security procedures; Determines appropriate action beyond guidelines; Reports potentially unsafe conditions; Uses equipment and materials properly.
Qualifications:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education/Experience:
1. Bachelor’s degree in human resources, business administration, or a related field; or minimum of 3 to 5 years of human resources experience and/or training; or equivalent combination of education and experience
2. Experience with HRMS/HRIS systems. Experience with ADP reporting functions is preferred.
3. Proficiency with Microsoft Office (Excel / Outlook / Word) and advanced MS Excel skill with understanding of simple formulas
Language Ability:
1. Business level English. Japanese language skill is preferred but not required.
2. Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals.
3. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the public.
This position is responsible for ensuring the Company’s fair/effective performance evaluation and improvement of fair/competitive compensation for all exempt and non-exempt positions within the Company, based upon the Company's compensation philosophy. Organizational Performance and Compensation Supervisor administers and reviews process of performance evaluation programs and short- term incentive programs, and oversees Corporate Support Center and Stores' performance evaluation process.
DUTIES:
ESSENTIAL
Performance Evaluation Programs:
1. Administers performance evaluation programs for corporate headquarters and/or stores, and oversees the process throughout evaluation periods.
2. Organizes schedule of the performance evaluation programs and communicate with appropriate management members to ensure smooth process of the performance evaluation programs.
3. Designs, implements, and evaluates corporate positions’ objective numeric KPIs that are aligned with
the Company's mid-term strategy.
4. Collects and records KPI data periodically in coordination with corporate departments.
5. Designs, develops, and implements or assists Manager to design, develop, and implement an effective performance evaluation program that fairly and objectively measures performance, skills, knowledge, and competency required for each position of the Company.
6. Initiates meetings with department management member(s) as necessary and discusses and grasps the latest job duties of staff members.
7. Prepares a performance evaluation related training material and conducts the training as appropriate.
8. Assists Manager to assesses the effectiveness of the performance evaluation programs and provides oversight of compliance with regulations and labor laws.
Compensation Programs:
1. Analyzes and reviews job grading for existing and newly created positions and evaluates jobs as appropriate.
2. Researches and analyzes compensations for all positions to be competitive in the industry.
3. Researches different areas involving compensation, including compensation and employment statistics and competitive compensation practices in the job market.
4. Participates in compensation surveys including both regular and irregular ones.
5. Prepares benchmark of store wage level by region and position.
6. Keeps the Company's compensation list and organization chart that is coherent with job grading, up to date.
7. Assists Manager to administer compensation programs mostly in conjunction with the performance evaluation programs, for both corporate headquarters and stores.
8. Assists Manager to design, develop, and implement the compensation programs including short and long-term incentives, salary, wage, merit increase and executive compensation.
9. Collaborate with management members to determine staffing needs and assists to design and adjust salary structures and compensation packages.
10. Assesses or assists Manager to assess the budgetary impact of compensation decisions and provides oversight of compliance with regulations and labor laws.
11. Works with HR Department or ADP’s HRIS and IT staff to ensure that the system meets compensation needs and is updated to reflect changes to salary structures, incentive programs, etc.
Data Analysis:
1. Summarizes and visualizes trends, issues, weak and strong points, future forecast, etc. by utilizing data process programs such as Microsoft Excel. Such data includes, but not limited to, customer survey, turnover, various kinds of store performance indicators such as sales, profit, cost, order-to-delivery time.
2. Analyzes or assists Manager to analyze various data related to the performance evaluation and compensation programs.
NON-ESSENTIAL
1. Seeks constant improvement or more efficient and less expensive ways and means in work processes of the department.
2. Researches and develops resources that create timely and efficient workflow.
3. Performs special projects and other miscellaneous duties as assigned by executive management or supervisor.
4. Follows up to complete any assigned work.
5. Maintains high ethical standards in the workplace.
6. Reports all irregular issues and problems to supervisors.
7. Maintains good communication with all KSU members and outside contacts.
8. Complies and maintains confidentiality of all company policies and procedures.
9. Maintains a clean and safe working area.
Competency:
To perform the job successfully, an individual should demonstrate the following competencies:
1. Analytical - Uses intuition and experience to complement data.
2. Problem Solving - Identifies and resolves problems in a timely manner; Gathers and analyzes information skillfully.
3. Interpersonal - Maintains confidentiality; Listens to others without interrupting.
4. Oral Communication - Speaks clearly and persuasively in positive or negative situations; listens and gets clarification; responds well to questions.
5. Written Communication - Writes clearly and informatively; Presents numerical data effectively; Able to read and interpret written information.
6. Organizational Support - Follows policies and procedures; Completes administrative tasks correctly and on time; supports organization's goals and values.
7. Adaptability - Changes approach or method to best fit the situation; Able to deal with frequent change, delays, or unexpected events.
8. Attendance/Punctuality - Is consistently at work and on time; Ensures work responsibilities are covered when absent; Arrives at meetings and appointments on time.
9. Initiative - Volunteers readily; Undertakes self-development activities; Seeks increased responsibilities; Takes independent actions and calculated risks; Looks for and takes advantage of opportunities; Asks for and offers help when needed.
10. Judgment - Displays willingness to make decisions; Exhibits sound and accurate judgment; Supports and explains reasoning for decisions. Ability to remain open-minded and impartial. Keeps in mind what is best for the Company and for the employees.
11. Planning/Organizing - Prioritizes and plans work activities; Uses time efficiently; Plans for additional resources; Sets goals and objectives.
12. Professionalism - Approaches others in a tactful manner; Reacts well under pressure; Treats others with respect and consideration regardless of their status or position; Accepts responsibility for own actions; Follows through on commitments.
13. Quality - Demonstrates accuracy and thoroughness; Looks for ways to improve and promote quality; Applies feedback to improve performance; Monitors own work to ensure quality.
14. Quantity - Meets productivity standards; Completes work in timely manner; Strives to increase productivity; Works quickly.
15. Safety and Security - Observes safety and security procedures; Determines appropriate action beyond guidelines; Reports potentially unsafe conditions; Uses equipment and materials properly.
Qualifications:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education/Experience:
1. Bachelor’s degree in human resources, business administration, or a related field; or minimum of 3 to 5 years of human resources experience and/or training; or equivalent combination of education and experience
2. Experience with HRMS/HRIS systems. Experience with ADP reporting functions is preferred.
3. Proficiency with Microsoft Office (Excel / Outlook / Word) and advanced MS Excel skill with understanding of simple formulas
Language Ability:
1. Business level English. Japanese language skill is preferred but not required.
2. Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals.
3. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the public.
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