Vice President of Compensation and Benefits

As a thought-leader and best-in-class provider in education, wellness, youth development, and community-building, The YMCA of Metro Atlanta is one of the oldest and most essential non-profits serving in Atlanta. Today, we’re looking for you to join us as we carry out our mission to positively impact lives and communities across the state.  At the Y, we’re an association of like-minded people (staff, volunteers, and members), on the forefront of a movement to ensure that everyone -- especially children -- experience an equal opportunity to reach their full potential. In the course of a year, we provide more than 3,000 children, ages 6 weeks through Pre-K with high-quality literacy and STEAM-infused learning; give 58,000 youth and teens access to sports, aquatics, day and resident camps, teen leadership development programs, and employment opportunities; provide over 200,000 members with programs, services, and facilities to enjoy connection and maintain wellness regardless of age; and engage over 25,000 volunteers and donors from across Atlanta to share in the gift of supporting their communities. NATURE AND SCOPE:   Reporting to the Chief People and Culture Officer (CPCO) the Vice President of Compensation and Benefits will lead, build, implement, administer and communicate the Y’s comprehensive compensation programs, benefit plans, and employee rewards that attract, engage, and retain a high-performing, diverse workforce. The ideal candidate will be a strategic and dynamic leader who will align total rewards strategies with organizational goals and a community-serving mindset, ensuring employees feel valued and motivated to contribute their best work. The role leads a team of two.  RESPONSIBILITIES (including, but not limited to):   Develop and execute a comprehensive total rewards strategy aligned with the organization’s mission, vision, values, and talent strategy.  Partner with the CPCO, executive leadership, and key stakeholders to design and manage programs that support the attraction and retention of diverse, top-tier talent.  Monitor market trends, best practices, and legal requirements in compensation, benefits, and rewards to inform strategy and maintain competitiveness and compliance.  Design and administer salary structures, job classifications, and incentive programs that reflect market competitiveness and internal equity.  Create, maintain, and administer compensation strategies, balancing nonprofit budgetary constraints with the need to attract and retain top leadership talent.  Lead and execute executive pay strategy, administration and compliance with nonprofit best practices and IRS regulations, avoiding intermediate sanctions, and in collaboration with the CPCO, CEO, and board compensation committee.  Maintain proper documentation and approval workflows to support all compensation decisions.  Recommend and administer pay scales for Union employees in partnership with business leader, finance, legal, and HR.   Collaborate with finance, business leaders and senior leadership for workforce planning and position management including but not limited to projecting compensation, benefits, and rewards expenses for workforce growth scenarios and competiveness.  Create and update financial models to support budgeting and executive compensation.   Conduct regular benchmarking and market analyses to assess the organization's pay position, recommend adjustments as needed, and implement approved changes.   Identify and submit compensation surveys to benchmark an organization’s competitive pay practices.  Lead, manage, and execute compensation, benefits, and reward survey submissions and ongoing job market-pricing efforts.   Oversee, manage, and communicate salary review processes, including but not limited to merit increases, promotions, pay adjustments and COLA.  Actively lead, communicate and manage compensation structures that meet the compliance requirements of federal grants (e.g., allowable salary caps, cost principles, performance standards)  Prepare, manage and execute documentation and systems for internal and external audits related to grant-funded compensation in partnership with the governance and audit team.  For federally funded positions, monitor and act to ensure payroll and benefits budgets adhere to grant requirements and guidelines.  Build, manage, and communicate pay best practices including but not limited to benchmarking, salary structures, salary administration, position management, and workforce planning.  Collaborate with Talent Acquisition and HR partners to monitor, consult, and ensure accurate role alignment, with pay equity based on established salary administration structure and guidelines.  Consult and communicate with all levels of leaders across the organizations on all pay related decisions.   Provide consultation to hiring managers and executives on compensation and benefits related matters.  Create and facilitate presentations suitable for executive level and hiring managers to include recommendations on salary administration, pay practices, workforce analytics focused on compensation, and pay equity.  Build, document, communicate and train on best practices in analytics and compensation processes with Workday HCM.   Own and manage job profiles and salary structures within Workday to ensure data accuracy and compliance to salary structure and administration guidelines.  Develop and facilitate compensation and benefits training for Hiring Manager.  Develop and deliver compensation workforce analytics.  Assess and implement compensation technology including systems for compensation planning, market pricing, and employee data management.   Lead and deliver ongoing and ad hoc compensation-related initiatives/projects.   Ensure compliance with all regulatory requirements, such as FLSA, ERISA, ACA, IRS, DOL, and other applicable laws.  Lead the design, implementation, administration, and communication of employee