Meeting the needs of our growing client base by delivering high quality care is one of our top priorities. As Sr. Manager, Care Pro Compensation Strategy, your goal is to evaluate, design, and implement incentive structures to recruit, reward, and retain Honor’s top performing Care Professionals (caregivers). You will lead cross functional teams across Care Operations, Business Operations, HR, Legal, and Product to develop and implement an approach to Care Pro compensation and benefits that enables Honor to achieve its strategic priorities while effectively managing cost. This role requires a blend of deep analytical skills, strategic thinking, a deep understanding of market trends, and exemplary cross-functional leadership to ensure our organization remains competitive and attractive to top talent.
Responsibilities:
- Design and Strategy: Deploy deep data analysis of Honor’s Care Pro workforce performance, retention, and cost base to design and implement competitive compensation and benefits strategies that align with organizational goals and industry benchmarks. This includes base wage, wage incentive structures, and other financial incentives (e.g., retention and sign-on bonuses).
- Market Research: Deploy market research and data analysis, and lead cross-functional teams to build and regularly update a rich fact base on compensation structure and trends within the Home Instead franchise network and broader industry, as well as Care Pro motivations, personas and behaviors to inform compensation program design.
- Performance Analysis: Regularly analyze ROI and efficacy of incentive structures, such as retention and sign-on bonuses, Lyfts, and benefits, to determine their impact on Care Pro recruitment, retention, and performance. Generate and implement recommendations to balance costs and maximize ROI.
- Workforce Health: Regularly assess market-level workforce health (e.g., supply and demand, performance, and retention) and work with Care leadership to identify and deploy market-level levers.
- Program Implementation: lead cross-functional teams in implementing new or updated compensation and incentive programs. Partner with Business Operations to support the twice-yearly wage review and forecasting cycles. Partner with People Operations to support the twice-yearly benefits eligibility review cycle.
- Compliance: Partner with HR and Legal to ensure compliance with all relevant laws and regulations related to compensation and benefits, including but not limited to wage and hour laws, tax regulations, and reporting requirements.
- Communication and Training: Develop and deliver communication materials, training programs, and resources to educate employees about their compensation and benefits packages.
Qualifications:
- Minimum 8-10 years experience in business analytics, finance, or management consulting
- 5 years experience designing and managing strategic compensation programs
- Experience working with complex data sets to drive insights and program design
- Experience working in high growth and/or late stage startup technology companies preferred
- Demonstrated ability to lead cross-functional teams in designing and building solutions that solve for quality at scale
- Proven ability to develop high-quality relationships and form partnerships with diverse stakeholders
- Excellent interpersonal, verbal and written communication skills
- Ability to be decisive and thrive in an unstructured and fast-paced environment
- Ability to plan and execute on both strategic and tactical level
- Experience working with compensation tools such as Radford, Salary.com, ERI preferred
- Knowledge of employment legislation and regulations preferred
