Compensation Benefits & HR Technology Manager

Capital Bank, NA
Rockville, MD
Nov 23, 2021
Nov 26, 2021
Full Time
About UsCapital Bank NA is the fifth largest bank headquartered in Maryland, serving our communities since 1999. We offer commercial and consumer banking services to clients in the DC metro area, alongside two nation-wide lending brands; Capital Bank Home Loans (CBHL) and OpenSky, a credit card division that offers and services credit cards across all states.Come join a bank where our employees thrive and are engaged in meaningful work. For the second year in a row, American Banker named Capital Bank one of the "Best Banks to Work For"A' in the US Position PurposeCapital Bank is looking for a Compensation Benefits & HR Technology Manager to join our growing HR team! The Compensation, Benefits & HR Technology Manager has overall responsibility for managing, updating, implementing and administering the Bank's compensation and benefits programs and will ensure that the HR Technology in place has the capabilities to support the HR and Bank strategy as the Bank continues to grow. In addition, the role manages the Bank's payroll function and is the main driver behind the Bank's people related data.Position ResponsibilitiesCompensation:Provides compensation consultation/expertise and guidance to HR and management on pay recommendations based on internal and external equity.Works with outside vendors to perform the external benchmarking and analyzes employee compensation against the market. Updates and suggests changes to the Bank's internal salary grades as needed.Evaluates the effectiveness and gaps of existing policies, guidelines, and procedures.Leads the promotional/salary adjustment processes and the annual compensation cycle that includes the base salary/merit and bonus processes and development and implementation of guidelines.Contributes to the annual review and revision of all Bank wide sales incentive plan. Responsible for calculating incentives where needed and/or working with the analytics team to create automated tools to calculate these incentives.Develops Compensation Committee materials for the CHRO and participates in committee meetings as needed.Manages the day-to-day administration of the Bank's Stock Option plan through AST. Works with the Finance & Accounting team to ensure they receive all necessary information on stock option and restricted stock movements as they occur.Payroll & Benefits:Oversees the annual benefits planning process and open enrollment and ensures that significant risks and opportunities are identified and that program expense is accurately forecasted based on best available information.Owns and manages all benefit related relationships and ensures that the Bank is able to deliver a competitive package. This includes managing the annual benefit renewals processes, RFP's and the Bank's 401k plan.Provides Audit support for the HR department in relation to Benefits, Compensation, Employee Online Files and employee information.Overall responsibility for managing the Bank's payroll function to ensure accuracy and timely reporting to finance partners, auditors and regulatory bodies.Reporting & Budgeting:Provides leadership within HR to ensure data integrity and develop core reporting to meet HR and line management business needs that include visibility to headcount, performance management, compensation reporting and other reporting as needed.Works with the CHRO during the annual compensation planning and budgeting process on the following initiatives: recommending budgets, managing incentive allocations, developing manager planning tools and communicating with key stakeholders including the CEO, CHRO, and key Finance partners.Owns all Headcount related data functions.HR Technology:Leads and directs the HR technology system requirements that include payroll, performance management, compensation, recruitment/onboarding and training. Works with other HR team members as needed.Directs the assessment of the quality of the service delivery from the technology vendor.Identifies the system functionality and tools to support processes to increase HR process's efficiency.Identifies, recommends, and implements opportunities for process improvements in the areas of HRIS, HR Administration and compensation in alignment with HR strategy and initiatives.Supervisory:Mentors and coaches direct reports within the team to help develop them for future roles and provide proper succession.Manages performance of the team and conducts performance reviews within the processes of the Bank.Minimum Education & Experience7+ years in a similar Compensation & Benefits role for an organization with 200+ employees in multi-site, multi-state locations.Preferred experience within a Bank or similar financial institution.Bachelor's degree in relevant field or equivalent work experience.Previous experience with benefits selection and analysis.Experienced at change management in regards to Compensation & Benefits.Previous experience managing/administering a 401k plan with assets in excess of $10MM.Knowledge of stock option plans and experience managing.Excellent organizational and analytical skills.Strong communication and interpersonal skills.Previous experience working in a regulated environment is a plus.Technical Knowledge and SkillsMicrosoft office software suite including advanced experience with Excel.Previous experience managing payroll, benefits, compensation and HR technology, preferably with UKG.Understanding of federal and state laws in regards to payroll & compensation including local, state and federal tax requirements.Additional DetailsMust have the ability to travel as needed.Supporting Businesses. Helping People. Strengthening Communities.Capital Bank, NA is an E-Verify, Affirmative Action and Equal Opportunity Employer.Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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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