Are you a driven professional wishing to take your career to the next level by representing an innovative and progressive trailblazer? A good career starts with a good company. Come join us at Lamar!
The Compensation Specialist position is responsible for assisting with our company compensation strategy, short-term and long-term incentive analyses, budget planning, and serving as a subject matter consultant to management. This role has the opportunity to deliver a lasting impact on how Lamar attracts, motivates, rewards, and retains top talent.
The ideal candidate for this position will be local to the Baton Rouge metro area, but there is potential for hybrid/remote work in the future.
Where we've come from and where we're going:
Lamar Advertising can be traced back to 1902. More than 100 years later, we are one of the largest and most successful outdoor advertising companies in the world, offering businesses a variety of advertising formats, helping both local and national brands stand out from the competition. We have stayed true to our mission and values. We live by the Golden Rule, and we operate with honesty and integrity in every aspect of our business. Lamar is committed to celebrating our diverse voices and to creating a work environment that reflects the many communities we reach and the clients we serve across the U.S. and Canada.
Want to hear more about Lamar? Check out these videos:
Giving Back Program
What you can expect from us:
Multiple medical plan options
Dental and vision insurance
120 hours of paid time off (PTO) that increases with tenure
401K plan with company contributions for participation
Incentivized wellness program
Professional development opportunities
Recognition and rewards for results
Collaborative teammates with a drive for continuous improvement
Leaders who foster innovation and a fun company culture!
What you will do in the Compensation Specialist role:
Review occupational information including duties, responsibilities, and skills required by each job.
Benchmark roles against external survey data, internal metrics and other intelligence to determine job title mapping, salary structure and market compensation within appropriate geographies.
Determine FLSA and EEO classifications for each position.
Maintain job descriptions, salary structure, compensation grades, and related reporting.
Optimize use of internal/external technology systems to streamline processes, data gathering and reporting.
Provide comp recommendations as needed for new hires, transfers and promotions.
Project manage wage forecasting, merit increase and incentive comp program cycles.
Ensure compliance and educate business units regarding compensation practices, relevant state and federal regulations.
Compile data for external salary survey submissions and conducts comparative analysis.
Effectively communicate to stakeholders verbally and in writing the results of compensation research, evaluations and recommendations.
Serve as a secondary peer reviewer for financial benefit plan offerings (401k, stock).
What we are looking for in YOU:
Bachelor s Degree in Human Resources or related field
2 - 5 years of experience in Human Resources or another applicable field is required
1 - 2 years experience with job analysis, market pricing, equity analysis
Excellent project management, technical, analytical, and data modeling skills
Knowledge of compensation practices, trends, and legal alerts
Strong aptitude for HR information (HRIS) systems navigation, data integrity, and queries
Intermediate knowledge of the Microsoft Excel proficiency (i.e. functions, formulas, charts)
Solid communication and influencing skills, with exceptional attention to detail
Adapts quickly to changing priorities and business needs
Advanced level skill in Microsoft Excel (i.e. pivot tables, conditional formatting, macros)
PHR, CCP, or CEBS certification
Exposure to compensation-specific applications and survey software
2-5 years of demonstrable experience in compensation including program design, market surveys, and business advising
Experience with UKG
Physical Demands and Work Environment
The primary work environment for this position is an office.
The physical demands for this position include light lifting, pushing, reaching, seeing (with a focus on reading and acuity), sitting more than 50% of the time, standing, stooping, talking, turning, and walking.
Nights spent away from home are less than 10%.
Lamar is an EOE/AA: Minorities/Females/Disabled/Protected Veterans or any other State or Federally protected characteristic
Disability Self-Identification: When applying for a job with Lamar, you will be asked to voluntarily self-identify whether you have a disability. Please take a moment to watch this video for clarification on why we're asking for this information!
California Resident Disclaimer: Lamar collects personal information in the ordinary course of considering job applicants. This information may include, for example, name, address, phone number and other contact information, employment history and reference contact information, and any other information provided by an applicant to Lamar. By submitting an application, you consent to the use or sharing of this personal information solely for the purpose of consideration for employment by Lamar. Lamar will not sell this information.
Federal Vaccine Mandate: As a federal contractor, Lamar may be required to comply with federal contractor COVID-19 vaccine mandates depending on the outcome of pending litigation. If these mandates are upheld, at time of hire, all employees would be required a) to submit their vaccination status and b) to submit proof of their vaccination. If an accommodation request is necessary, you will have the opportunity to submit a request after you receive a conditional offer of employment, if selected to fill this role. All accommodation requests are subject to review and could result in a denial
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor s legal duty to furnish information. 41 CFR 60-1.35(c)