Mortgage Incentive Compensation Lead
- Job ID
- Date posted
Purpose of JobWe are currently seeking a talented Mortgage Incentive Compensation Lead for the San Antonio, TX Office or 100% Remote Work Environment.
This individual contributor role leads the design, assessment, implementation and/or administration of total compensation programs, practices and policies. Ensures alignment with the total rewards philosophy and HR strategy. Provides guidance and solutions (Executive and/or Non-Executive) covering a wide range of compensation areas including salary structure, base pay administration, short-term and long-term incentive pay administration, and salary guidance. Partners with HR Business Partners regarding administration and management of compensation programs.
USAA knows what it means to serve. We facilitate the financial security of millions of U.S. military members and their families. This singular mission requires a dedication to innovative thinking at every level.
We embrace a robust veteran workforce and encourage veterans and veteran spouses to apply.
Identifies and manages existing and emerging risks that stem from business activities and the job role.
Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled.
Follows written risk and compliance policies, standards, and procedures for business activities.
Provides expert knowledge and guidance in the design, assessment, implementation and/or administration of compensation programs, practices and policies (Executive and/or Non Executive).
Directs the analysis of organizational trends, market data, and industry practices to identify root causes and address compensation issues.
Applies advanced principles, theories and concepts to determine optimal solutions.
Advises senior leadership and HR Business Partners on compensation programs, practices and policies (Executive and/or Non-Executive) to ensure market competitiveness, strategic alignment and legal compliance.
Consults with HR and business stakeholders.
Provides guidance, oversight, and communication on compensation programs, practices and policies as well as the total rewards philosophy and strategy.
Monitors the work of less experienced peers and team members and provides feedback and coaching as needed.
Serves as a primary resource for escalated issues of an unusual nature.
Leads and motivates cross-functional team members in designing business solutions for compensation projects and initiatives with an enterprise-wide impact.
Manages the development and implementation of systems and processes which support compensation projects and initiatives.
Develops learning resources and conducts training to educate management and employees on compensation-related programs, practices and policies, ensuring compliance with legal standards and strategic alignment.
When you apply for this position, you will be required to answer some initial questions. This will take approximately 5 minutes. Once you begin the questions you will not be able to finish them at a later time and you will not be able to change your responses.
Bachelor's Degree OR 4 additional years of related experience beyond the minimum required may be substituted in lieu of a degree (12 years required experience without a degree).
8 or more years of relevant work experience in compensation discipline, or related experience in HR, Finance, or business sales operations to include general business consulting/analysis experience or business management experience, and developing knowledge of relevant compensation and/or HR laws.
Subject-matter-expert knowledge of Microsoft Office products and other software to be used to develop analysis, charts, and/or supporting documentation.
Compensation Management: Knowledge of and ability to design, implement and evaluate compensation programs, policies and processes within an organization.
Salary Planning: Knowledge of salary planning tools and methods, job evaluation techniques, and market salary trends; ability to design and implement salary programs.
Executive Benefits Programs: Knowledge of executive benefits programs, processes, issues and considerations; ability to design and implement special benefits programs targeted at an organization's executives.
HR (Policies, Standards and Procedures): Knowledge of and ability to uphold the organization's and industry's standards, procedures and policies regarding human resources management.
HR Legal and Regulatory Environment: Knowledge of federal, state and local laws and ability to advise on laws and regulations affecting HR practices.
Analytical Thinking: Knowledge of techniques and tools that promote effective analysis and the ability to determine the root cause of organizational problems and create alternative solutions that resolve the problems in the best interest of the business.
Knowledge of federal laws, rules, and regulations to include:
Federal and state fair employment practices laws including Equal Pay Acts and other nondiscrimination laws
Federal contractor and affirmative action laws and regulations such as Executive Order 11246
If supporting variable pay program: REG Z, SafeAct
If supporting Executive Rewards programs: knowledge of Interagency Guidance on Sound Compensation Policies (75 FR 36395) and Internal Revenue Code requirements applicable to executive compensation
Experience leading/management of Incentive Plan Design and implementation.
Experience leading system implementation of Incentive Plan calculations.
Mortgage or banking industry experience.
IBM Varicent Incentive Compensation Management system experience.
Strong Project Management Experience.
Experience with developing and delivering presentations to senior executives.
Strong business leader and stake holder partnership relationship management skills.
USAA has an effective process for assessing market data and establishing ranges to ensure we remain competitive. You are paid within the salary range based on your experience and market position. The salary range for this position is: $117,600.00 – 211,700.00*.
Employees may be eligible for pay incentives based on overall corporate and individual performance or at the discretion of the USAA Board of Directors.
*Geographical Differential: Geographic pay differential is additional pay provided to eligible employees working in locations where market pay levels are above the national average.
Shift premium will be addressed on an individual basis for applicable roles that are consistently scheduled for non-core hours.
At USAA our employees enjoy best-in-class benefits to support their physical, financial, and emotional wellness. These benefits include comprehensive medical, dental and vision plans, 401(k), pension, life insurance, parental benefits, adoption assistance, paid time off program with paid holidays plus 16 paid volunteer hours, and various wellness programs. Additionally, our career path planning and continuing education assists employees with their professional goals.
Please click on the link below for more details.
Relocation assistance is not available for this position.