JOB BOARD: VP-Compensation Manager-First Niagara

About First Niagara Financial Group:  As a result of the Harleysville merger on April 9, 2010, First Niagara Financial Group, Inc., through its wholly owned subsidiary, First Niagara Bank, N.A., has $20 billion in assets, 255 branches and $14 billion in deposits.  First Niagara Bank is a community-oriented bank providing financial services to individuals, families and businesses across Upstate New York and Pennsylvania. For more information and to apply, visit www.fnfg.com.

REQUIRED SKILLS:

1. Experience working with job evaluation, salary surveys and market pricing. 
2. Knowledge of compensation principles of base and variable pay programs.
3. Strong analytical and communication skills.
4. Ability to handle highly confidential and sensitive information.
5. Ability to handle multiple priorities.
6. Superior problem solving skills - must be resourceful and creative with solutions
7. Strong attention to detail
8. Strong computer proficiencies
9. Strong quantitative, analytical, and problem solving skills
10. Strong negotiation skills and the demonstrated ability to interact with all levels of employees and management
Required Experience:
1. Bachelor's Degree is required.   Major in the area of Finance, Business, Human Resources or a related field is preferred. 
2. 8 years of experience in compensation, 5 or more years managing compensation systems
3. CCP certification preferred.

ESSENTIAL FUNCTIONS

1. Provide consultation to management in conjunction with HR Colleagues regarding market trends, job classifications, and application of compensation programs, policies, and guidelines.
2. Conduct job evaluations; work with HR and management to understand and define the role; conduct job analysis interviews with various department leaders to create accurate job descriptions.
3. Analyze survey data during the annual compensation structure update process to identify issues and determine actions.
4. Evaluate effectiveness of current structures and determine plan modifications necessary to incent behavior in support of strategic objectives.
5. Develop process and timeline for Annual Compensation Review.
6. Participate in reviews requests for new or revised job classifications.
7. Provide on-going consulting support to HR business partners and recruiters on promotions, adjustments, and new hire offers.
8. Assume responsibility for the design, modeling and implementation of commission plans to meet performance objectives within our sales and retail operations.
9. Assume responsibility for the design, modeling and implementation of incentive plans to that align with the business initiatives.
10. Ensure compliance with all federal, state, and local compensation laws and regulations.
11. Provide exceptional customer service to internal and external customers in all matters pertaining to compensation.
12. Responsible for educating HR team and the business units supported on compensation programs and policies, including designing and enhancing new and existing communications and training materials.