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C&S Wholesale Grocers, Inc. , based in Keene, NH, is the largest wholesale grocery supply company in the U.S. and the industry leader in supply chain innovation. Founded in 1918 as a supplier to independent grocery stores, C&S now services customers of all sizes, supplying more than 6,000 independent supermarkets, chain stores, military bases, and institutions with over 150,000 different products. At C&S, We Select the Best® – those with the motivation, pride, and drive to succeed in our fast-paced world.
Working Safely is a Condition of Employment at C&S Wholesale Grocers, Inc. C&S Wholesale Grocers is proud to be an Equal Opportunity and Affirmative Action employer, and considers qualified applicants without regard to race, color, creed, religion, ancestry, national origin, sex, sexual orientation, gender identity, age, disability, veteran status or any other protected factor under federal, state or local law.
The Sr. Compensation Business Partner acts as the Business Partner to various functions, departments, or business units within the C&S Family of Companies. Primary responsibilities include development and ongoing administration, design, analysis and implementation of various compensation programs across the organization, including annual salary adjustment, salary structure design and modeling, complex costing scenarios and design and administration of incentive plans.
Lead cyclical compensation work for the assigned business areas including market benchmarking reviews, budget recommendations and allocation, compensation planning, recognition programs, retention exercises, etc. relationships and influence the right outcomes for the business, ensuring equitability and simplicity
Develops and fosters trusting relationships with all levels of management for assigned business areas to gain support for initiatives and achieve results. Meets periodically to review market analysis reports. Assists in the development of reports and scorecards that will be meaningful and actionable to the department and service line leaders and managers. Works collaboratively with HRBPs and Business leaders on projects.
Work in collaboration with leadership to develop and implement uniform compensation practices (such as policies, procedures and guidelines). Analyze salary survey results to ensure current pay practices are cost effective and market competitive. Evaluate market and economic trends. Leverage analytics to stay on top of internal trends, relevant pay legislation and competitive market intelligence, anticipating and navigating the potential impact to our pay philosophy, benchmarks and practices.
Advise and educate, leaders, Human Resource Business Partners and Talent Acquisition Partners in-cycle and out-of-cycle about our compensation programs and philosophy balancing all levers in compensation including base pay, variable/incentive pay. Serve as a resource to explain compensation policy and systems. Provide training on compensation related programs. Act as a subject matter expert in areas of compensation practices.
Conducts job analysis, market analysis, pay and classification reviews and develop compensation recommendations and costing. Conduct the job evaluation process, consult with Human Resource Business Partners and managers who are creating or revising positions to develop job descriptions that meet internal standards and that reflect actual essential functions and minimum requirements. Review job descriptions for content. May request revisions to clarify or enhance the quality and consistency. Research market data and selects appropriate benchmarks. Analyze the position completely to determine its relationship to other positions within the organization to ensure internal equity. Prepare cost analysis and pay grade recommendations. Maintain reports and summaries of results. Participate in audits to ensure adherence to compensation programs, policies, guidelines and regulatory requirements. Perform employee equity review and analysis as needed if concern of inequity is present.
Handle issues with typically large scope, higher levels of complexity, sensitivity and/or visibility with the organization.May be asked to lead team or represent Compensation on system wide initiatives. Serve on committees as necessary as the compensation subject matter expert.
Bachelor’s degree in Human Resources, Finance, Business Administration or related field
Certified Compensation Professional and/or SHRM/SPHR certification designation preferred.
Master’s degree in Human Resources, Business, or Organizational Management preferred.
5+ of increasingly complex compensation experience including data collection and analysis, working knowledge of compensation systems, job evaluation methodology, and principals of wage/salary administration.
Demonstrated experience interpreting and applying wage & hour laws, and FLSA classifications
Requisition ID 11714
Company C&S Wholesale Grocers, Inc.
Category Human Resources