HRIS & Compensation Mgr

Human Resources Bala Cynwyd, Pennsylvania


Compensation & HRIS Manager


Job Summary:

The HRIS & Compensation Manager plays a key role in the planning, implementation and maintenance of GBLI’s Human Resources Information Systems and Applications as well as the overall compensation process as it relates to Total Rewards for GBLI. This role supports business processes and continuity by ensuring system compliance, efficiency and functionality. The individual will consistently seek new ways of automating and streamlining processes to be more efficient and creating moments that matter through the entire employee life cycle.  The selected candidate will oversee base salary and incentive programs, job evaluations and salary survey participation and procurement as well as work closely with business leaders on developing and updating job descriptions and collaborate with HR team members and serve as the compensation subject matter expert.


Job Duties:



  • Develop innovative solutions in the areas of HR technology, HR service delivery, and HR data analytics to meet needs of the organization and ensure outstanding operational excellence
  • Manages the development, installation, testing, and modification of HRIS systems
  • Testing, report creation and analysis, issue resolution, as well as guidance and instruction to the organization partners as it relates to HRIS knowledge in support of Human Resource functions
  • Develops and maintains standard reports or queries and creates custom queries on an ad hoc basis
  • Establishes procedures for updating, validating, and correcting employee records or other related HR data.
  • Liaises HR and IT as well as 3rd party vendors; identifies and understands business processes and translates them into system functional requirements
  • Maintains enterprise information standards by adhering to enterprise standards; conferring with information technology specialists
  • Ensures system integration functionality, including review of integration specifications and development suggestions, troubleshooting integration issues, and executing system audits for validation and compliance
  • Provides production support as an escalation point including, but not limited to, researching and resolving system or integration issues, unexpected results or process flaws; recommends solutions or alternate methods to meet requirements
  • Provides human resources information and reports by collecting, analyzing, and summarizing data and trends; designing and preparing reports and dashboards
  • Maintains systems security and reporting access, includes submitting requests, understanding role based security and system security triggers
  • Identifies HRIS solution requirements by conferring with unit managers and operators; analyzing processes and operations; clarifying solution objectives; establishing specifications
  • Verifies HRIS solutions by developing and completing tests; supervising new roll-outs and be responsible for coordination of SOX audits with the Internal Audit team
  • Understands the HR business processes supported by the HR systems.



  • Optimize GBLI’s total rewards strategy and ensure that is fully aligned with the strategic plan, motivates performance, is market competitive, fiscally responsible, and supports the attraction and retention of high-performing talent
  • Design and implement total rewards processes including executive compensation and company-wide incentive compensation programs; that align to our mission and values
  • Design impactful reward/recognition programs to meet changing business and talent needs
  • Conducting job evaluation and market pricing surveys to ensure compliance to federal and state law and ensuring GBLI is fair and competitive in the marketplace
  • Monitor the effectiveness of existing compensation policies, guidelines and procedures, recommend plan revisions, as well as new programs as necessary in support of strategic goals
  • Develop a comprehensive internal total rewards education strategy to support employees understanding of the value of their total rewards package
  • Oversee compensation related vendor relationships, negotiating services and managing costs.
  • Partner with the recruiting team on developing offers that are competitive and equitable
  • Collaborate with IT and finance teams to identify technology, process and system improvements and identify any existing gaps
  • Provides advice on pay decisions, variable pay strategy, policy and guideline interpretation
  • Recommend pay grade to business lines and HR Business partners ensuring internal equity
  • Reviews changes to business line variable pay plans; work with assigned business groups to ensure plans are market competitive
  • Performs FLSA exemption tests to ensure compliance with federal and state law
  • Maintain audit trail
  • Utilizes the HRIS system to run compensation related reports and extract data for analysis
  • Review compensation data changes in HRIS system for accuracy and approve for payroll processing
  • Maintains and administers compensation guidelines for internal compensation practices
  • Develops, reviews, and recommends appropriate changes to compensation related policies
  • Works on special projects as assigned



  • BA/BS in related field;
  • Minimum of 10+ years of experience in HRIS and compensation and with a focus on an innovative, fast-growing workforce
  • SHRM-CP preferred



  • Frequent independent judgments are essential.
  • Comprehensive knowledge of the field’s concepts and principles.
  • Ability to lead and direct the work of other employees as needed
  • Experience implementing change in a dynamic environment
  • Strong presentation and executive engagement skills - demonstrated ability to prepare and present materials in a clear and concise manner
  • Financial acumen; the ability to understand the short- and long-term financial impact of compensation practices, and ability to prepare or supervise the preparation of relevant financial data
  • Innovative and creative problem-solving is an absolute essential, including the ability to change directions quickly based on new or changing information



  • Ability to foster teamwork
  • Management skills
  • Analytical thinking skills
  • Ability to identify and seek needed information/research skills
  • Ability to drive strategic direction
  • Oral and written communication skills
  • Detail oriented
  • Ability to meet deadlines


Global Indemnity Group celebrates and supports differences.  We are committed to creating a diverse and inclusive environment for our employees, customers and communities we serve.  Qualified applicants will receive consideration for employment without regard to their age, race, religion, national origin, gender, sexual orientation, gender identity, protected veteran status or disability.



Global Indemnity Group celebrates and supports differences. We are committed to creating a diverse and inclusive environment for our employees, customers and communities we serve. Qualified applicants will receive consideration for employment without regard to their age, race, religion, national origin, gender, sexual orientation, gender identity, protected veteran status or disability.