Nationwide Consultant, Compensation - Human Resources in Columbus, Ohio

There are two of these opportunities in our Corporate Compensation group.

  • One role will support ou Office of the Chief Legal Officer and Emerging Business groups

  • The other will support Finance / Investments / Nationwide Realty Investors.

Summary: Leads in the administration and implementation of compensation programs to ensure business units are providing market competitive compensation opportunities to attract and retain talent while adhering to company policies and procedures. Provides support for the development and/or revision of policies and processes in support of these programs. This advanced role is typically responsible for consulting to a segment of the company, partnering with business and Human Resources (HR) executives and associates, maintaining client relationships, and mentoring less experienced staff members.

Reporting Relationships: Reports to the Director, Compensation – Human Resources or the Sr. Consultant, Compensation – Human Resources. Typically, does not have direct or indirect reports.

Core Duties and Responsibilities:

  • Partners with Human Resources (HR) to actively consult with business on strategic total rewards issues. Understands company-wide strategic plans, and identifies compensation and rewards implications. Directs the delivery of communication support for the base compensation and rewards administration programs to HR partners for the respective business units.

  • Directs the delivery of job classification for all jobs (executive, nonexecutive, alternative structures), including: job analysis, job description documentation, job consolidation, and job evaluation.

  • Directs compliance with the Fair Labor Standards Act (FLSA), determining exemption status of jobs and monitoring classification of associates, to ensure compliance with all organizational as well as state and federal employee relations and compensation statutes and legislation. Partners with General Counsel regarding compliance issues and strategies.

  • Accountable for executive and associate market pricing for assigned business segment. May recommend structural pay changes. Monitors competitive trends in total rewards. Collaborates with HR partners in developing strategies for business unit customers that offer maximum competitive advantage and cost effectiveness.

  • Collaborates with HR partners in directing the delivery of compensation planning activities.

  • While not accountable for sales compensation design or administration, this role may serve as a design team subject matter expert, ensuring sales compensation principles are applied consistently with company total reward philosophies and governance model.

  • Manages partnership with HR and business unit. Establishes collaborative relationships. Consults regarding optimal solutions that serve the needs of all involved. Identifies programs that optimize the compensation philosophy while simultaneously responding to business unit requirements.

  • Participates in the development and/or improvement of compensation policies, processes and programs that support the company-wide compensation philosophy and senior management's vision for the business unit..

  • May lead or participate in annual or one-time department projects (i.e., annual structure review, training initiatives, policy recommendations, and technology implementations).

  • Performs other duties as assigned.

Typical Skills and Experiences:

Education: Undergraduate degree in business administration, human resources, or related areas of study.

License/Certification/Designation: Certified Compensation Professional (CCP) designation preferred.

Experience: Typically eight or more years of experience in a compensation-related field. Two years of leadership or project management experience preferred.

Knowledge, Abilities and Skills: Compensation theory and practices which includes job analysis, design, evaluation, salary administration and incentive plan design; market measures which includes impact, assessment, measurement and application; insurance operations which includes revenue, expense, reserving and organization; human resources disciplines which includes recruitment and selection, training and development, performance management, change management, organization design and legal compliance; statistical concepts and technical analysis; advanced statistical methods; financial concepts which includes principal financial statements and financial measures; forecast and modeling; operate a personal computer and effectively use business software to analyze data and trends; problem solving; recommendation development; decision-making; verbal and written communication; feedback; relationship management; influence; coaching and feedback; motivation; team building; customer service; dealing with ambiguity; action orientation; project management; and process management.

Other criteria, including leadership skills, competencies and experiences may take precedence.

Staffing exceptions to the above must be approved by the hiring manager’s leader and HR Business Partner.

Values: Regularly and consistently demonstrates the Nationwide Values and Guiding Behaviors.

Job Conditions:

Overtime Eligibility: Exempt (Not Eligible)

Working Conditions: Normal office environment. Occasional travel. Non-standard hours expected during peak periods.

ADA: The above statements cover what are generally believed to be principal and essential functions of this job. Specific circumstances may allow or require some people assigned to the job to perform a somewhat different combination of duties.

Job ID: 52669