Compensation Director

At Early Warning, we’ve powered and protected the U.S. financial system for over thirty years with cutting-edge solutions like Zelle®, Paze℠, and so much more. As a trusted name in payments, we partner with thousands of institutions to increase access to financial services and protect transactions for hundreds of millions of consumers and small businesses.

Positions located in Scottsdale, San Francisco, Chicago, or New York follow a hybrid work model to allow for a more collaborative working environment.

Candidates responding to this posting must independently possess the eligibility to work in the United States, for any employer, at the date of hire. This position is ineligible for employment Visa sponsorship.

Overall Purpose

Strategic hands-on compensation expert that will lead strategy, development, design, implementation, education, administration, and governance of Early Warning’s compensation programs. This role will partner with HR leadership, talent acquisition, and business leaders to strategically solve complex business issues creatively to effectively attract, reward and retain key talent.

Essential Functions

Program Design and Administration:  Design, develop and execute a comprehensive compensation strategy that attracts and rewards top talent in alignment with organizational goals and promotes employee engagement and retention.  Oversees annual salary administration and bonus/incentive delivery in partnership with Talent Management, HRBP’s and business leaders.

Market Analysis:  Conduct regular market assessments and benchmarking studies to ensure competitive pay structures in alignment with trends.  Champions timely and robust data collection and analysis processes to support research and market, pay equity, and other compensation studies. Monitors the effectiveness of existing compensation practices and recommends changes consistent with compensation trends and company objectives.

Internal Equity and Compliance:  Ensure fair and equitable compensation practices, conducting regular audits to uphold compliance with laws and regulations.  Partners with internal counsel and external resources to stay up to date on regulatory changes including developing pay transparency strategies and analysis.

Collaboration and Partnerships:  Partner with HRBPs, talent acquisition and business leaders to ensure pay practices, analysis and recommendations are meeting strategic talent needs, competitive with market trends.  Partners with internal finance and business leaders to align budgets and forecasting models.

Data Analytics:  Leverage advance analytics and reporting tools to provide insights into compensation trends and effectiveness, driving data-informed decisions. Partners with People Analytics to identify internal reporting opportunities and delivery.

Communications:  Develop and deliver clear communication strategies to articulate compensation philosophies and programs to HRBPs, talent acquisition, business leaders and employees.  Provides leadership to HRBP’s and compensation team that functions as strategic advisors that are aligned by business segment with deep knowledge and relationships.  Drives leadership awareness, commitment and accountability of compensation plans aligned to a total rewards philosophy. In collaboration with the HR leadership and other stakeholders, identifies key communication opportunities for employees, HRBPs, talent acquisition and other business leaders.

Support the company’s commitment to protect the integrity and confidentiality of systems and data.

Minimum Qualifications

• Education and experience typically obtained through completion of a Bachelor’s degree in Human Resources or related field 

• 12 or more years of relevant experience in HR with emphasis in compensation 

• Demonstrated expertise developing and administering compensation plans.

• In-depth knowledge of principles and practices of compensation and related legal requirements.

• Effective verbal, written, and presentation skills.

• Must demonstrate the highest standard of professionalism, confidentiality, and integrity.

• Proven leadership skills as a business partner with the ability to interact successfully with all departments and levels; desire to lead and drive, as well as work hands on and independently as a self-starter

• Possesses a passion for analytical, mathematical, statistical and conceptual skills; Excel expertise is required 

• Comfortable navigating ambiguity and thrives in a rapidly changing, fast-paced environment 

• Background and drug screen 

The above job description is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow instructions and perform other related duties as assigned by their supervisor.

Physical Requirements

Working conditions consist of a normal office environment. Work is primarily sedentary and requires extensive use of a computer and involves sitting for periods of approximately four hours. Work may require occasional standing, walking, kneeling and reaching. Must be able to lift 10 pounds occasionally and/or negligible amount of force frequently. Requires visual acuity and dexterity to view, prepare, and manipulate documents and office equipment including personal computers. Requires the ability to communicate with internal and/or external customers.

Employee must be able to perform essential functions and physical requirements of position with or without reasonable accommodation.

The pay scale for this position in:

Phoenix, AZ in USD per year is: $165,000 - $185,000.

This pay scale is subject to change and is not necessarily reflective of actual compensation that may be earned, nor a promise of any specific pay for any specific candidate, which is always dependent on legitimate factors considered at the time of job offer. Early Warning Services takes into consideration a variety of factors when determining a competitive salary offer, including, but not limited to, the job scope, market rates and geographic location of a position, candidate’s education, experience, training, and specialized skills or certification(s) in relation to the job requirements and compared with internal equity (peers). The business actively supports and reviews wage equity to ensure that pay decisions are not based on gender, race, national origin, or any other protected classes.

Additionally, candidates are eligible for a discretionary bonus, and benefits.

Some of the Ways We Prioritize Your Health and Happiness 

•  Healthcare Coverage – Competitive medical (PPO/HDHP), dental, and vision plans as well as company contributions to your Health Savings Account (HSA) or pre-tax savings through flexible spending accounts (FSA) for commuting, health & dependent care expenses.

• 401(k) Retirement Plan – Featuring a 100% Company Safe Harbor Match on your first 6% deferral immediately upon eligibility.

• Paid Time Off – Unlimited Time Off for Exempt (salaried) employees, as well as generous PTO for Non-Exempt (hourly) employees, plus 11 paid company holidays and a paid volunteer day.

• 12 weeks of Paid Parental Leave

• Maven Family Planning – provides support through your Parenting journey including egg freezing, fertility, adoption, surrogacy, pregnancy, postpartum, early pediatrics, and returning to work.

And SO much more! We continue to enhance our program, so be sure to check our Benefits page here for the latest. Our team can share more during the interview process!

Early Warning Services, LLC (“Early Warning”) considers for employment, hires, retains and promotes qualified candidates on the basis of ability, potential, and valid qualifications without regard to race, religious creed, religion, color, sex, sexual orientation, genetic information, gender, gender identity, gender expression, age, national origin, ancestry, citizenship, protected veteran or disability status or any factor prohibited by law, and as such affirms in policy and practice to support and promote equal employment opportunity and affirmative action, in accordance with all applicable federal, state, and municipal laws. The company also prohibits discrimination on other bases such as medical condition, marital status or any other factor that is irrelevant to the performance of our employees.