Compensation Business Partner

Aspiration is in the business of fighting the climate crisis. We help people and businesses build sustainable impact into what they do every day by making it easy, automated, and powerful -- whether it is in the ways people spend and save their money or the ways businesses engage their customers and employees. The estimated cumulative climate impact of the Aspiration community thus far is the equivalent of taking every car in the state of Wyoming off the road for a year. Aspiration is a certified B Corporation and, in fact, has been named to the “Best for the World” list of the top five percent of highest scored certified B Corporations four years in a row. Aspiration has raised over $250M in funding to date and is growing quickly.

Aspiration Values
Action: We take initiative. We are doers, not bystanders.
Boldness: We don’t tinker, we transform.
Customer-Centered: Our customers are at the core of our business. Delivering for them is our North Star.
Diligence & Dedication: We do what we say we’re going to do, when we say we’re going to do it.
Entrepreneurial: Act like an entrepreneur not an employee, generate results for the company and customers everyday.

What You'll Do

• Demonstrate a high level of expertise on federal, state, and local wage and hour regulations, industry salaries, benefits, and remuneration policies and advise senior members of Aspiration on their respective teams and roles.  
• Benchmark multiple forms of Equity for new positions and Employee lifecycle as a reward and retention strategy.
• Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range and maintains job classifications and salary scales
• Collect, compile, and analyze data and statistics for trends and patterns with attention to recruitment, hiring practices, motivation, turnover, streamlining HR processes, and compliance with employment laws and regulations.
• Based on metrics and analysis, make recommendations for policies and activities to improve the organizational culture including suggestions to attract and hire qualified candidates, to motivate and retain employees, to address staffing issues, and to maintain legal compliance.
• Prepares and presents summary reports of job analysis and compensation analysis information.
• Research employee benefits in similar industries; based on findings, recommends changes or updates to Aspiration’s existing benefits or policies.
• Interviews and surveys employees and managers to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job.
• Prepares and maintains job descriptions for each position and Employee in the organization; ensures descriptions accurately reflect the work being performed by incumbents; tracks Employee job description acknowledgments for new hires, promotions, and transfers.  
• Mapping salary ranges for new positions and integrating within existing salary structure.
• Participating and providing data for compensation and benefit surveys, as required by existing compensation platform and as requested for agreed participation in new surveys.  
• Provide accurate ad-hoc reporting, People and Talent Team monthly dashboards, and other assigned metric reporting by assigned deadlines.
• Customize ADP Dashboards and reports needed for regular business analysis, organizational benchmarking, and tracking.
• Implement and maintain ADP HRIS grades, levels, and rate and range structure using benchmark data.
• May conducts focus groups and /or surveys to collect employee feedback on specific issues or topics related to benefits and compensation.
• Maintain sustained availability and responsiveness to all Employees, Supervisors, and external inquiries during the standard workweek to support our primarily remote work environment.  
• Preparation and filing of annual EEO-1 and DFEH reporting in compliance with respective agency deadlines.   
• Preparation and distribution of Annual Employee compensation statements.   
• Project Manager for annual performance reviews, merit process, and bonus assessment process, with an end goal of implementing electronically and integrating with payroll platform. 
• May be assigned to support or work with insurance brokers to create competitive, cost-effective benefits packages for the organization; facilitate implementation and enrollment for insurance and retirement plans.
• May assist People Team leadership with staffing, recruiting, and departmental budgets.
• Other duties, as necessary and assigned, to support our growing business and team.

What You'll Bring

• Bachelor’s Degree in Human Resources Management, Business Administration, or related field, equivalent experience, or a combination of both.
• HR Certification (SHRM or HRCI).
• CCP (WAW) or similar certification preferred. 
• 8+ years of progressive experience in Human Resources working with multi-state organizations, preferably in banking, financial services, financial technology, or related industries. 
• 5+ years of work experience as a Compensation Analyst.
• Experience working in a publicly traded company is a plus.  
• Thorough understanding of local, state, and federal laws involving employment, HR, and HR policies.
• Proficient in MS Office, strong working knowledge of Word, Power Point and Expert in Excel.
• Extensive knowledge of quantitative and qualitative research methods.
• Robust knowledge and understanding of compensation and payroll/HRIS technology including; but not limited to: Aon|Radford, Comp Analyst, PayScale, ADP WFN Payroll and HRIS Systems.  
• Experienced using compensation benchmarking platforms and market survey data to extrapolate and design competitive salary ranges, equity compensation, short-term and long term incentives, benefits, time off, and additional attractive rewards, incentives, and programs. 
• Ability to successfully work independently, exercise excellent judgement, effectively prioritize work, and thrive in a high growth and team environment.
• Ensures compliance with data privacy regulations and best practices and able to handle confidential information in a discreet, professional manner.
• Robust knowledge and understanding of assessing compensation using various compensation tools, surveys, and platforms. 
• Outstanding professionalism at all times and ability to provide constructive guidance and feedback related to data to the People and Talent Teams. 
• High aptitude of critical thinking, problem solving, judgement, logic, and reasoning skills to identify compensation pay equity gaps, internal pay compression, market rate gaps, and identifying approaches and solutions to areas of opportunity. 
• Excellent written and verbal communication skills and outstanding professionalism with Employees at all levels in the Company.  

What You'll Get

• Making an impact for a company with a mission of transforming the financial industry and the lives of millions
• Competitive salary and equity incentives
• Robust healthcare plans, 401K and unlimited vacation time
• Diverse & inclusive culture

Aspiration is proud to be an ESG company.  We are an equal opportunity workplace and an affirmative action employer. Diversity at Aspiration is not just compliance-driven. Diversity is our compass to drive equitable practices; to celebrate individuality; and to foster the uniqueness within each of us that makes our products, services, and culture better than most. Yes, we are proud to be a DEI company and we encourage everyone, inside and outside of Aspiration, to show up as you are and as you want to be, every day.
This organization participates in E-Verify.  Find more information here!
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