Sr. HRBP (Compensation and PM) Position Available In New York, New York

Sr. HRBP (Compensation and PM) 4.3 4.3 out of 5 stars New York, NY 10175 • Hybrid work Senior HR Business Partner –

Compensation and Performance Management Location:

Atlanta, Los Angeles, New York City, San Francisco, Washington

D.C. ADP

Job Code:

SRHRBPCAPM

Reports To:

Director, Human Resources Exemption Status:

Exempt Salary Range:

$ 13 0,000 to $150,000 Annually

THE COMPANY

The Low Income Investment Fund is a non-profit Community Development Financial Institution (CDFI) that mobilizes capital and partners to achieve opportunity, equity and wellbeing for people and communities. LIIF innovates financial solutions to create more equitable outcomes for all by building and preserving affordable homes, quality educational opportunities from early childhood through higher education, health clinics, healthy food retail and community facilities. In this way, LIIF provides a bridge between private capital markets and communities. LIIF’s headquarters is in San Francisco and has offices in Los Angeles, New York, Atlanta, and Washington

D.C. REPORTING RELATIONSHIPS

This position reports to the Director, Human Resources.

JOB SUMMARY

The Senior HR Business Partner – Compensation and Performance Management at LIIF plays a strategic and operational role in developing, managing, and administering competitive compensation programs aligned with the organization’s mission-driven culture and business objectives. This position is responsible for evaluating, designing, and implementing compensation structures, salary benchmarking, incentive programs, and compliance with applicable laws and internal equity standards. The role collaborates closely with HR, Finance, and senior leadership to ensure compensation practices attract, retain, and motivate top talent while maintaining alignment with LIIF’s values of equity, inclusion, and social impact. The role will proactively identify emerging workforce trends, recommend innovative rewards and recognition programs, and leverage data-driven insights to continuously evolve the total rewards strategy to meet the organization’s evolving needs.

KEY RESPONSIBILITIES

Compensation:

Research and recommend forward-thinking total rewards strategies, including compensation structures, bonus plans, and other incentives, that are closely aligned with business objectives, employee performance, and market competitiveness. Recommend equitable and competitive compensation frameworks that drive organizational performance and enhance talent retention. Analyzes market data from surveys, comparing internal salaries to external market rates. Conducts job audits and job classifications. Evaluates roles using systems like point-factor or market pricing methodologies. Use market insights, pay equity analysis, and data-driven benchmarking to ensure that compensation strategies are adaptable, fair, and aligned with industry trends. Collaborate with Finance to optimize compensation budgets, ensuring sustainability and alignment with business priorities. Analyzes pay trends and produces dashboards; tracks compensation KPIs (e.g., compa-ratios, cost of labor vs cost of living). Process and administer salary increases (promotions, COLA, etc.) and bonus recommendations to ensure delivery of award changes on a timely basis. Works with the CPO and/or DHR to obtain the necessary approvals. Ensures compliance with laws governing FLSA, EPA, and State/Local pay transparency laws.

Performance Management:

Lead the development and implementation of performance management processes to support a high-performance culture, driving alignment with organizational goals through effective goal setting, regular feedback (including mid-year and annual), and robust development frameworks. Conducts training and lectures managers and employees on best practices for performance evaluations and career development conversations. Identify opportunities for continuous improvement in performance management frameworks to enhance employee effectiveness. In partnership with the

Director, HR:

Research and recommend leadership development programs to ensure a continuous pipeline of leadership talent that is aligned with the company’s strategic vision. Foster a culture of accountability, continuous learning, and growth through coaching and mentoring initiatives that enhance individual and team performance.

Rewards and Recognition:

Research and recommend a comprehensive employee recognition program that strategically aligns with organizational goals and values, reinforcing a culture of performance excellence and accountability. Recommend innovative and differentiated reward systems that enhance retention, motivation, and employee satisfaction, ensuring these systems are aligned with both business objectives and employee expectations. Partner with managers to ensure that recognition programs are consistently and meaningfully executed across the organization, recognizing outstanding performance, contributions, and positive behaviors at all levels. Ensure alignment between reward and recognition strategies and the organization’s DEIAB initiatives, driving inclusivity and a sense of belonging for all employees through recognition and rewards that honor diverse contributions and promote equitable opportunities. Utilize data and feedback to continuously evaluate and improve recognition programs, ensuring they remain impactful, engaging, and aligned with business needs.

Data-Driven HR Strategy and Analytics:

Leverage HR analytics and data insights to make informed, strategic decisions about compensation, employee engagement, and performance management. Regularly track key metrics such as turnover rates, employee satisfaction, and compensation effectiveness, using this data to drive continuous improvement. Provide leadership with actionable insights that influence business strategy, particularly in areas of retention.

Compliance and Strategic Reporting:

Ensure that all compensation and HR policies are compliant with federal, state, and local regulations, while maintaining flexibility to adapt to changing business needs. Prepare and present regular reports on key metrics, strategic initiatives, and progress toward organizational goals, providing actionable recommendations based on data analysis. On occasion, the SHRBP will collaborate with the Chief People Officer (CPO) and Director, HR to design and implement DEIAB initiatives that enhance employee engagement, performance, and retention, while ensuring these initiatives are integrated into business practices and measurable outcomes. Collaborates and partners with other HRBPs to ensure internal alignment of processes. Creates compensation guides and communication plans for managers and employees. Participates in projects that require collaboration with the Director, HR in the design and execution of employee engagement initiatives that are directly linked to business outcomes such as improved productivity, employee satisfaction, and retention.

QUALIFICATIONS

Bachelor’s degree in Human Resources, Business Administration, or a related field. Senior Professional in Human Resources (SPHR), SHRM-SCP, CCP, or equivalent certification preferred Minimum of 5 years of progressive HR experience, with expertise in compensation, performance management, and Total Rewards . Strong analytical skills with experience in compensation benchmarking and data-driven decision-making. Demonstrated ability to lead DEIAB initiatives and foster an inclusive workplace culture. Strong knowledge of employment laws, compliance requirements, and HR analytics. Excellent interpersonal and communication skills, with the ability to influence and build relationships across all levels. Proficiency in HRIS and compensation tools; experience with ADP Workforce NOW or similar platforms required. Experience working in a multi-state, multi-location environment is strongly preferred. Familiarity with Community Development Financial Institutions (CDFI) is a plus. Experience in the nonprofit sector is beneficial.

ADDITIONAL INFORMATION

LIIF offers a hybrid work environment with flexibility to balance in-office and remote work. However, all employees are expected to work on-site at least two (2) days per week. The successful candidate will be expected to travel occasionally for meetings or other Company sponsored events. All Low Income Investment Fund (LIIF) employees must be fully vaccinated against

COVID-19.

In accordance with LIIF’s policies, we provide reasonable accommodations, absent undue hardship, to qualified individuals who cannot get vaccinated against

COVID-19

because of sincerely held religious or medical reasons. If you believe you need an accommodation from the vaccination mandate required by this policy, please notify our Human Resources Department.

HOW TO APPLY

: Please apply with Resume and Cover Letter via our recruitment portal: Recruitment (adp.com) or via email : careers@liifund.org. Notice to

Third Party Recruitment Agencies:

Please note that Low Income Investment Fund does not accept unsolicited resumes from recruiters or employment agencies. In the absence of an executed Recruitment Services Agreement, there will be no obligation to any referral compensation or recruiter fee. In the event a recruiter or agency submits a resume or candidate without an agreement Low Income Investment Fund shall explicitly reserve the right to pursue and hire those candidate(s) without any financial obligation to the recruiter or agency. Any unsolicited resumes, including those submitted to hiring managers, shall be deemed the property of Low Income Investment Fund. We do not accept unsolicited phone calls. Only candidates being considered for a position will be contacted. LIIF, an EOE (Equal Opportunity Employer), believes that diversity ensures excellence. All qualified applicants will receive consideration for employment without regard to race, color, religion, sexual orientation, gender, or national origin. Candidates of diverse backgrounds and with diverse experience are strongly encouraged to apply for this position.