The Enviva team is driven by our shared vision for a renewable energy future. We are a fast-growing, purpose-driven, global energy company specializing in delivering sustainable wood bioenergy solutions. We are the world’s largest producer of sustainable wood pellets, which provide a low-carbon alternative to fossil fuels.

At Enviva, we care about people, forests, and climate change. Together, we serve our customers with the professionalism of a global leader and the entrepreneurial spirit of a company that is redefining the future of renewable energy today.

Enviva is growing fast, and with that growth comes opportunities to advance your career and have an impact on a global scale. As leaders in a developing industry, we take on tough challenges and set and achieve bold goals. Whether you are seeking a role at one of our plants, ports, or corporate offices, you will find opportunities to leverage your skills and reach your full potential.

Reporting to Compensation Manager the role will be a key member of the Total Rewards team responsible for day-to-day administration and communication of Enviva’s Compensation programs that support of our pay for performance philosophy. The Compensation Analyst will be responsible for administering base pay and short-term incentive plans and will provide analytical expertise, guidance and interpretation of Compensation policies.

Responsibilities

• Supports development, implementation and administration of compensation programs inclusive of base pay and short-term incentive programs, pay structure administration, compliance (minimum wage, FLSA, etc.) and reporting.
• Partners with Talent Acquisition, HR Operations and broader Enviva teams to consult on day to day Compensation matters. Conducts job evaluations, handles requests on market data research (new hire offers, promotions, etc.) and recommends compensation actions.
• Assists in project management and delivery of annual merit and short-term incentive programs, adheres to set timeliness and budgets.
• Engages and acts as main point of contact with 3rd party vendors for compensation data, systems and services. Responsible for compensation surveys and practices & trends questionnaire submissions. Analyzes obtained results to ensure Enviva maintains competitive market positioning.
• Prepares compensation analysis and reporting to identify trends and patterns in compensation practices and make recommendations for plan changes and/or improvements.
• Consults and educates Human Capital teams regarding compensation policy, compensation projects and initiatives. Prepares Compensation communications/training materials.
• Works on other Compensation projects as assigned.

Qualifications

• Bachelor’s degree in Business, Finance, Human Resources Management or a related field preferred.
• 3 years of Compensation experience. Functional knowledge of relevant federal and state regulations affecting compensation programs (minimum wage laws, FLSA, etc).
• Functional knowledge of Human Capital business processes and impact of Compensation on such (HRIS, payroll, benefits, etc.)
• Experience with HR Technologies such as HRIS systems and market pricing tools (UKG Pro (formerly UltiPro) and CompAnalyst are a plus).
• Advanced level Excel user with strong data management and analytical skills required. Ability to use functions such as vlookup and pivot tables on a daily basis.
• Ability to work independently, prioritize activities, and self-manage work focus and time for optimal results.
• Strong attention to details.
• Ability to research and analyze sensitive data while maintaining objectivity and confidentiality at all times.
• Excellent verbal and written communication, interpersonal, and organizational skills.
• Ability to build and maintain positive and productive working relationships with team members at all levels of the organization.
• Project Management skills.
• Experience with international markets a plus.

Preferred Qualifications - What Will Set You Apart

• CCP certification (or progress towards) preferred.

Travel requirements

• Ability to travel up to 10% to local sites

EEO Statement

Enviva is dedicated to the principles of equal employment opportunity (EEO) in any term, condition or privilege of employment. Enviva does not discriminate against applicants or employees on the basis of race, color, creed, religion, sex, national origin, age, physical or mental disability, ancestry, marital status, sexual orientation, gender identity or expression, veteran status, uniform service member, genetic information or any other status protected by law. Enviva complies with applicable state and local laws governing nondiscrimination in employment in every location in which we operate.

Job Summary (General Responsibilities):

Manage the global compensation function including base pay practices, bonus program development and administration, and long-term incentive rewards such as stock option plans. Plan, develop, and implement new and revised compensation programs, policies, and procedures, including the performance review and merit-rating programs, to be responsive to the Company’s goals and competitive practices. Conduct regular reviews of compensation programs to ensure internal equity, external competitiveness, and legal compliance. Partner with Senior People Technology Analyst and Compensation & People Technology Analyst to identify and troubleshoot any Human Capital Management (HCM) issues or errors that may occur and work with the various teams to resolve.

Specific responsibilities include:

• Responsible for the management and administration of the global base pay practices, bonus programs, merit increases, and stock option grants.
• Responsible for the review and implementation of new and revised compensation programs, policies, procedures, in order to be responsive to the Company's goals and compensation objectives.
• Actively participate in the development of a corporate compensation philosophy.
• Lead the efforts to integrate the compensation programs of Belkin, FIT, Linksys, Phyn, and any future merged/acquired programs.
• Develop and participate in compensation surveys to analyze the Company’s competitive position.
• Monitor the effectiveness of existing compensation policies and guidelines. Recommend revisions and/or new plans that drive the business forward, are cost-effective, and are consistent with compensation trends.
• Ensure compensation programs are consistently administered and in compliance with federal and state laws governing both compensation and benefits practices.
• Review offer packages and proposed salary adjustments to ensure they are market competitive and conform to internal guidelines and make recommendations for corrective or alternative actions to resolve compensation-related issues.
• Partner with People teams, finance, and business leaders globally to implement programs and to ensure compensation plans enforce a pay-for-performance culture.
• Supervise and develop Compensation & People Technology Analyst.
• Partner with Compensation & People Technology Analyst to develop techniques for compiling, preparing, and presenting compensation data to internal partners and business leaders.
• Provide direction to People team and business leaders on the creation of job family and function matrices that provide broad overviews of differing roles and responsibilities that exist for each job level.
• Review job descriptions and propose or confirm job structure/hierarchy, base salary, bonus compensation, compliance, and FLSA exemptions.
• Recommend salary structure ranges and merit increase budgets in advance of annual performance review cycle.
• Actively seek out process improvements to ensure effective execution of complex processes and solutions, including HCM (Workday).
• Partner with global People team to understand and roll out HRIS process improvements, including documentation, testing, and training.
• Participate in testing and roll out of HCM (Workday) releases and updates.
• Supervise the maintenance of salary databases, including evaluating vendors, reviewing contracts, and submitting annual data as required.
• Fulfill responsibilities under ISO 9001 and 14001; understand and fully support IS0 system.
• Comply with Health and Safety requirements of Belkin.
• Maintain a safe and clean work environment.
• Understand and follow Company rules and regulations.
• Perform all other duties as assigned and required.

Education and Experience Requirements:

• Bachelor’s degree or equivalent in business, finance, human resources, or related field.
• Master’s degree a plus.
• Six to eight years of progressive experience in compensation within a large professional services or corporate environment.
• Comprehensive understanding of elements of compensation including bonus and stock option plan administration.
• Knowledge of government regulations as they apply to base and incentive compensation programs and policies.
• Experience implementing and managing compensation structures and pay policies (e.g., relocation guidelines).
• Strong verbal and written communication, presentation, negotiation, and facilitation skills with experience working with senior-level leadership.
• Proven problem solving, mathematical, and statistical skills.
• HRIS familiarity with Workday, ADP, or other human resources, operational, or business systems (e.g., Oracle, Business Objects).
• High level of proficiency in Microsoft Office applications including Excel (including vlookups, formulas, pivot tables and charts), PowerPoint, Word and Outlook.
• Ability to deal with change and proactively form productive working relationships.
• Ability to coordinate and influence other functions globally.

We’ve got big collaborative spaces for your big ideas, so bring an open mind and leave your suit in the closet. We all are committed to creating unique and rewarding consumer experiences. Everyone is interested in succeeding – for the team, for themselves and for the business. Cross-functionally and across the company, everyone has common goals and aspires to be their best.

You will learn something new or at least look at things differently every day. There are so many smart and creative people around that you’ll be motivated to pursue the ideal.

Team spirit is infectious. Belkin is an extremely open workplace, where communication is essential. Not every idea will be accepted, but you’ll be asked for your point of view. Innovation thrives on multiple and varied levels. At Belkin we challenge conventional wisdom and refuse to accept that something cannot be done.

We are committed to diversity. Belkin is an Equal Opportunity and Affirmative Action Employer M/F/D/V. We maintain a drug-free workplace.

All candidates applying for a job in the EMEA region, please review the Applicant Privacy notice

Position Summary

The Compensation Analyst is responsible for supporting the day-to-day administration of the Offerpad agent commissions program and various incentive plans for eligible employees nationwide. This role will also be responsible for providing support in the design, development and administration of compensation programs. The Compensation Analyst will perform a variety of technical and analytical analysis, driving operational process improvements in the commission plan administration, compensation, biweekly payouts, monthly incentive calculations and improving the scalability of our agent commission program.

Essential Functions

• Manage the end-to-end process of the biweekly commission administration, including ensuring data is accurate prior to commission calculations, the payout process, manual adjustments, and approval process.
• Update the commissions system (Power BI) with actual results, individual quotas, employee information, and compensation plan information.
• Partner with Finance, Payroll and Sales Operations to ensure accuracy of data, calculations and timely commission payments.
• Provide ongoing support in resolving commission calculation-related inquiries and exceptions with the sales teams.
• Maintain proper documentation of the commissions processes and related controls. Develop and maintain incentive documents.
• Model proposed compensation plan scenarios to forecast financial impacts.
• Support the management and calculation of monthly incentive plans, policies and processes.
• Perform any ad-hoc reporting requests as they arise, such as pay modeling, and analysis of historical or future trends.
• Support the financial accrual process for monthly commission estimates. Provide data or ad hoc reporting to Finance as needed for incentive bonus accruals.
• Participate in a variety of HR and compensation related projects, including ad-hoc studies, projects and analysis.
• Assist in the development, implementation, and administration of the company’s compensation programs, including job evaluations and salary survey participation that support the company’s business strategy.
• Support the compensation team in general compensation management.
• Ensure all compensation methodologies, policies, procedures and governance are followed.

Minimum Qualifications

• Bachelor’s Degree preferred preferably in Finance or Accounting, or equivalent business experience.
• 3-5 years of experience in an analyst role (e.g., sales, forecast, or compensation).
• Previous experience working on sales compensation administration and commission sales.
• Advanced skills and knowledge of Excel and SQL/Power BI experience a plus.
• Strong knowledge of incentive compensation systems.
• Highly detailed oriented with strong analytical and organizational skills.
• Strong attention to detail with focus on quality control
• Ability to manage multiple tasks by effective prioritization and timely response.
• Proven analytical skills to effectively analyze data and create meaningful, understandable models, reports, metrics, and charts.
• Strong written and verbal communication skills
• Ability to work collaboratively and supportively with management to achieve business objectives.
• Ability to multi-task and work in a deadline driven environment.

Preferred Qualifications

• Previous real estate experience a plus

It’s simple: We’re here to help. We help people by providing the best way to buy and sell a home. Period. If you’re passionate about helping people, too, in an environment where every day matters, where you’ll thrive on innovation, collaboration and recognition for your inspiring ideas and be rewarded for your results, then welcome home to Offerpad!

We're a fast-growing, fast-moving, compassionate customer-obsessed team of like-minded business disruptors who are continually challenging and changing the way traditional real estate works. We’re all about homes, not houses. Since 2015, we’ve grown from an entrepreneurial upstart in three markets to an industry-leading technology innovator with more than 500 happy humans working together to help customers in 900+ cities and towns across the country. As we continue to grow and expand, our goal remains the same: Make the process as seamless and stress-less as possible to help them move freely and enjoy the best customer experience available.

While we work hard to serve our customers – we have a 95% customer satisfaction rating and 84% Net Promoter Score - we also work hard at taking care of one another. We’re family here, we work hard but we have a lot of fun. Our culture is one of inclusivity and support, one that values results, nourishes creativity and relishes - and rewards - each other’s success.

If home is where your heart is and making people happy is your passion, we welcome you to join our team of intrepid innovators, technology gurus, real estate experts and all-around great people at Offerpad! Check our current job postings below to see everything we have to offer!

Offerpad can offer you:

• Competitive compensation
• The opportunity to make a difference in a fast-growing, startup environment
• Strong, collaborative team culture
• Benefits, including medical, dental and vision coverage, 401(k)
• Mileage reimbursement (where applicable for role)
• 11 paid holidays a year
• Flexible PTO
  

• Competitive compensation
• The opportunity to make a difference in a fast-growing, startup environment
• Strong, collaborative team culture
• Benefits, including medical, dental and vision coverage, 401(k)
• Mileage reimbursement (where applicable for role)
• 11 paid holidays a year
• Flexible PTO

• Extensive knowledge of benefits and compensation programs, policies, procedures, and applicable legislation.
• Develop and evolve an organization’s pay scale and structure.
• Determine competitive wage rates and change as necessary.
• Work with managers to help develop promotion and retention strategies for existing employees.
• Ensure that the company’s pay scale complies with changing state and federal laws and regulations.
• Experience managing benefits and compensation in a Human Resources Information System (HRIS).
• Excellent communication and organizational skills.
• Strong people and project management skills.
• Strong analytical, problem-solving, and decision-making skills.
• Monitors the performance evaluation program and revises as necessary.
• Evaluating and modifying existing compensation and benefits programs, policies, and procedures.
• Developing and implementing new compensation and benefits programs, policies, and procedures.
• Ensuring all programs, policies, and procedures comply with current legislation.
• Communicating with third-party services to negotiate benefit plans and resolve benefit-related issues.
• Supporting the HR team with recruitment and talent management activities.
• Developing incentive, employee wellness, and performance management programs.
• Preparing budgets, reports, and presentations.
• Performs benefits administration to include claims resolution, change reporting, approving invoices for payment and communicating benefit information to employees, and working with insurance brokers to offer the best benefits at the lowest possible rates.
• Participates in administrative staff meetings and attends other meetings and seminars.
• Maintains human resource information system records and compiles reports from the database for benefits and compensation.
• Collect and analyze human resources data and make recommendations for changes to management.
• Ability to travel less than 5% of the time to our other locations
• Additional responsibilities as assigned

• Ability to prioritize and organize workflow
• Excellent verbal and written communication skills
• Able to multi-task
• Attention to detail
• Known for working well with all levels of managers, staff, clients, and vendors
• Able to handle sensitive documents in a very confidential manner
• Demonstrated analytical and critical thinking skills
• Able to take initiative and execute assigned tasks in a timely and flawless manner
• Strong teamwork acumen with a profound ability to work under extreme pressure
• Prepare and run HR metrics reports
• Proficiency in MS Office.
• Strong passion for working in a fast-paced and result-oriented environment
• Exceptional interpersonal skills
• Committed to providing excellent customer service at all times

Division:Eskenazi Health

Sub-Division: Hospital

Req ID: 8786

Schedule: Full Time

Shift: Days

Eskenazi Health serves as the public hospital division of the Health & Hospital Corporation of Marion County. Physicians provide a comprehensive range of primary and specialty care services at the 327-bed hospital and outpatient facilities both on and off of the Eskenazi Health downtown campus as well as at 10 Eskenazi Health Center sites located throughout Indianapolis.

The Compensation Analyst studies and analyzes external market data and assists in preparing job descriptions. Participates in various compensation surveys. Assists in the administration of various compensation programs. Assists with various audits within the department. Assists Compensation/HRIS Manager and Compensation Consultant on various projects.

• Participates in salary surveys, analyzes market data and trends to ensure market competitiveness. Compile data for compensation survey submissions
• Assists with developing and editing job descriptions assuring compliance with various standards and regulations; reviews and updates job descriptions upon request
• Track compensation metrics for human resources dashboard. Maintains HR metrics, and other requested data while working directly with the HRIS team.
• Maintain and audit job titles, job codes, and other job related attributes in the HRIS system
• Maintains centralized job description database by uploading new descriptions and removing duplicates and outdated material
• Maintain compensation inbox ensuring inquiries and requests are addressed timely
• Assists with market pricing schedule as needed
• Supports organization by researching and responding to questions, interpreting policies, and otherwise assisting with compensation-related issues
• Assists with conducting job evaluations for new positions to determine appropriate salary grade; evaluates and analyzes market data, determines FLSA status, and maintains appropriate documentation regarding the review
• Assists in the annual performance appraisal preparation and process
• Assist with career path development, helping to clarify the growth in jobs from one level to another based on responsibilities, scope, impact, required skills and knowledge
• Participates with strategic and routine projects of varying scales including system enhancements and implementations of new releases
• Assists Talent Acquisition team with matters and inquiries pertaining to compensation guidelines and practices
• Works closely with HRIS Analyst and Consultants with data entered into SuccessFactors and coordinates data processing of workflows and testing of system changes
• Addresses and troubleshoots HRIS configuration issues and data file feeds.
• Works closely with Talent Acquisition in determining appropriate pay for non-exempt new hire and transfer positions.
• Assists Talent Acquisition team with matters and inquiries pertaining to compensation guidelines and practices
  

Bachelor's degree in Human Resources, Business Administration or related field with a minimum of two (2) years’ human resources experience required; OR Three (3) years of experience in Human Resources, with demonstrable knowledge of Compensation and HRIS systems and processes in healthcare may be accepted in lieu of degree.

• Market pricing and survey submission experience strongly preferred
• PHR, SHRM-CP, or CCP is preferred

Accredited by The Joint Commission and named one of the nation’s 150 best places to work by Becker’s Hospital Review for four consecutive years and Forbes list of best places to work for women, and Forbes list of America’s best midsize employers’ Eskenazi Health’s programs have received national recognition while also offering new health care opportunities to the local community. As the sponsoring hospital for Indianapolis Emergency Medical Services, the city’s primary EMS provider, Eskenazi Health is also home to the first adult Level I trauma center in Indiana, the only verified adult burn center in Indiana, the first community mental health center in Indiana and the Eskenazi Health Center Primary Care – Center of Excellence in Women’s Health, just to name a few.

The Manager of Compensation and Benefits works with the Director of Total Rewards and other members of the P&O team as a strategic business partner while managing and coordinating Compensation and Benefits functions for Husqvarna Group North America business units.
In addition to the day-to-day management function, the role is responsible for overseeing design, development, recommendation and implementation of total compensation programs which control costs, are market competitive, and improve efficiency to attract and retain qualified employees. Responsibilities also include, but are not limited to ensuring compensation and benefits programs are in compliance with applicable regulations, reviewing and revising policies and procedures, and collaborating with HRIS and payroll while championing efficiency and employee engagement improvements.

Essential Duties:

• Lead administration of US and Canadian employee benefits plans and programs such as retirement, medical, life, short and long term disability, etc.
• Assess, develop and implement employee benefits programs on an enterprise-wide basis which impact employees across various levels (executive, exempt/non-exempt, hourly etc.).
• Monitor benefits usage and trends and recommend plan changes as appropriate to ensure the benefits programs are competitive, cost effective, engaging and consistent with corporate goals and perceived as valuable to employees.
• Evaluate and compare existing company benefits with those of other employers by analyzing competitor plans and employee surveys to develop specific recommendations for review by the leadership team.
• Solicit and analyze vendor RFPs, and then make recommendations to leadership.
• Analyze benefit cost data and make recommendations to leadership regarding employee pricing.
• Collaborate with Husqvarna Counsel on regulatory documentation, contracts and communication materials.
• Assure compliance with provisions of Employee Retirement Income Security Act.
• Participate as a member of the 401(k) Investment Committee.

• Oversee the administration of the base salary program to ensure internal and external equity.
• Plan, develop and implement new and revised compensation programs, policies, guidelines and procedures recommending plan revision as well as new plans which are cost effective and consistent with compensation trends and corporate objectives.
• Advise on pay decisions, policy and guideline interpretation and job architecture including the design of creative solutions to specific compensation-related programs.
• Lead all efforts related to the development and ongoing management of job descriptions, pricing and communication efforts.
• Identify and provide guidance in the participation of applicable industry surveys.
• Oversee annual merit increase, STI and LTI processes and advise on out-of-cycle increases.
• Develop an effective communication approach to ensure compensation programs are fully understood by all.
• Keep apprised of US, Canadian, Province, State and local compensation regulations to ensure compliance.

• Collaborate with Payroll team to ensure seamless payroll administration of benefit deductions.
• Collaborate with HRIS team to ensure data integrity and vendor integration with corporate HRIS platforms.
• Collaborate with P&O partners to ensure clear employee communications, excellent customer service and efficient benefits processing.
• Oversee STD and LTD operations, acting as liaison between P&O partners, Payroll, HRIS and disability vendors.
• Assist with testing and implementation of HRIS system upgrades and maintenance.

• A Bachelor’s degree is required, Master’s degree is preferred.
• 6+ years of broad based benefits and compensation experience and at least 2 years in a managerial position
• Knowledge, understanding, and application of Federal and State employment laws: ERISA, FLMA, FLSA, EEO, etc. required
• Demonstrated experience leading benefits and compensation design changes from concept to execution
• Expertise in the design, development, implementation, and administration of all types of compensation and benefits programs affecting executive, sales, exempt and non-exempt employees.
• Strong organizational, problem -solving, and analytical skills
• Strong interpersonal skills as well as strategic and creative thinking and strong consultative skills
• Ability to interact with all levels within organization
• Excellent written and oral communication skills
• Proven ability to handle multiple projects and meet deadlines

Desired

• Experience with Canadian compensation and benefits
• Experience working with Workday HRIS system
• Experience in HRIS / Payroll / Benefits / Compensation integrations
• Current PHR/SPHR; CEBS or equivalent

#LI-Post

The specific responsibilities include but are not limited to:

• 
  Partner with Finance and HR colleagues to advise the business helping to ensure that J.P. Morgan Chase remains at the forefront of practice on compensation issues
• Provide counsel to HR professionals and business managers about compensation decisions; interpret and apply policies, often in complex situations
• Help to design and implement overall comp strategy for clients, and influencing / articulating to senior management
• Provide strategic support, partnership, and recommendations of appropriate compensation structure for various projects
• Provide end-to-end annual compensation planning and administration support for the business
• Develop a comprehensive understanding of business issues and priorities; effectively analyze and diagnose issues; provide clear advice and recommendations to help partners make informed and sound comp-related decisions.
• Review and approval of offer packages to ensure competitiveness and compliance with corporate governance guidelines
• Participate in compensation surveys; perform independent analysis of internal and external benchmarking data to support compensation needs. Investigate and communicate compensation best practices
• Actively participate and/or lead life of business-wide projects
• Leverage firm-wide resources to achieve desired outcomes efficiently and with consistency across lines of business, where appropriate
• Support the discussion surrounding the evolving regulatory environment and its impact on compensation practices and helps design and implement revised policies and procedures as appropriate

• 6 - 9 years relative HR and/or compensation experience
• Prior experience in financial services is highly preferred but not required
• Strong analytical, mathematical, and data/information management skills
• Proven consulting skills; ability to drive business goals through HR / Compensation strategies and to address issues / devise solutions with creativity and innovation
• Ability to work collaboratively and to cultivate and sustain strong partnerships with internal and external clients and colleagues
• Strong planning and project management skills
• Exceptional systems skills; Business Objects and Web intelligence / Desktop Intelligence skills preferred. Advanced MS Excel skills required.
• Ability to drive and sustain operational excellence and to develop controls
• Desire to work in a fast-paced, constantly evolving environment; ability to work well under pressure and to manage multiple priorities

We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. In accordance with applicable law, we make reasonable accommodations for applicants' and employees' religious practices and beliefs, as well as any mental health or physical disability needs.

Equal Opportunity Employer/Disability/Veterans

ARKANSAS CHILDREN'S IS AN EQUAL OPPORTUNITY EMPLOYER. ALL QUALIFIED APPLICANTS WILL RECEIVE CONSIDERATION FOR EMPLOYMENT WITHOUT REGARD TO RACE, COLOR, RELIGION, SEX, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION, NATIONAL ORIGIN, AGE, DISABILITY, PROTECTED VETERAN STATUS OR ANY OTHER CHARACTERISTIC PROTECTED BY FEDERAL, STATE, OR LOCAL LAWS.

CURRENT EMPLOYEES: Please apply via the internal career site by logging into your Workday Account ( https://www.myworkday.com/archildrens/ )and search the "Find Jobs" report.

Work Shift:

Time Type:

Department:

1. Administer Company compensation programs.

2. Conduct research into compensation related issues including regulations, market information, common practices, etc.

3. Administer job documentation program to ensure the establishment of essential duties and create valid selection criteria and FLSA exemption status and compliance with other regulations.

4. Completion of salary surveys.

5. Market pricing of standard jobs to establish an external value and assign to internal pay structure.

6. Respond to compensation inquiries from employees, managers and other HR employees.

7. Perform any other related duties as required or assigned.

The Compensation and Benefits Analyst works with the Manager of Compensation and Benefits and other members of the P&O team overseeing holistic Compensation and Benefits functions for Husqvarna Group North America business units. Additionally the role will contribute to the design, development, recommendation and implementation of total rewards programs. Responsibilities also include, but are not limited to ensuring compensation and benefits programs are in compliance with applicable regulations, reviewing and revising policies and procedures, and collaborating with HRIS and payroll while championing efficiency and employee engagement improvements.

• Analyzes compensation and benefits reporting.
• Acts as Liaison for all P&O groups at manufacturing locations, championing or overseeing delegation of benefits-related business and compensation plan implementation
• Maintains relationships with benefits vendors and broker to ensure seamless customer service for employees.
• Acts as a super user for Benefits system, entering data and reporting upon request.
• Serve on Benefits Appeals Committee and Retirement committee..
• Initiates corrective action to Benefits platform data when necessary.
• Makes recommendations to management when benefit system upgrades or benefit changes are required.
• Administers annual Merit and Bonus processes.
• Implements Job Architecture updates as assigned
• Provides professional expertise on benefits and compensation best practices.
• Work closely with HRIS and Payroll to ensure compensation, benefit and platform integration data are consistently up to date.
• Lead efforts for successful annual enrollment

• 
  2-4 year degree in a related field or equivalent experience
• 2 or more years of experience in Compensation administration
• 2 or more years of experience in Benefits administration.
• Strong analytical skills with demonstrated experience in compensation and benefits
• PHR or similar credentials preferred
• Experience administering and deep knowledge of Workday preferred
• Experience working with multiple divisions within an organization

#LI-Post

Do you have a Compensation and Benefits tax background with experience in Executive Compensation, Qualified Plans, Employment Taxes, or a related practice area? Would you like to join Deloitte's Compensation and Benefits team in our Washington National Tax (WNT) practice, helping to drive both our national tax strategy and being on the leading edge of tax legislation and policy? If this excites you and you are convinced you can work at this level, we have the opportunity for you!

Work you'll do

As a Manager in our National Tax practice, you will work with specialists to analyze and resolve highly complex tax issues faced by multinational corporations. You will help clients assess tax positions and planning with a solutions-oriented focus in a fast-paced environment, often driven by legislative and regulatory changes and mergers and acquisitions activity.

The Team

Deloitte Tax's WNT professionals offer unique insight into the many factors affecting taxation, from the tax policies that drive federal tax legislation, to understanding the technical nuances that may create compliance exposure. Professionals in the WNT practice are a select group of specialists whose knowledge, skills, and experience are integral to understanding technical issues. Deloitte Tax's WNT professionals work closely with the local office tax professionals and clients to evaluate complicated issues and help manage risk in today's increasingly sophisticated business world.

In today's world, compensation and benefits (including executive compensation, retirement plans, and health and welfare plans), employment taxes, and global mobility tax services, play a strategic role in helping a business attract and retain top-performing employees. Our team offers highly integrated, high-value advice to Tax and Human Resources professionals charged with developing and managing compensation and benefits plans that are meaningful and cost effective, designed to meet corporate objectives, and deliver employee satisfaction. From addressing concerns about the changing health plan rules, to assisting with mergers and acquisitions, to analyzing the merits of a stock option plan versus other equity plans, our professionals help clients consider tax solutions according to their circumstances.

Learn more about Deloitte Tax.

Qualifications

• A bachelor's degree in a relevant field
• 4+ years' experience in a consulting environment
• Limited Sponsorship may be available

Preferred:

• An advanced degree
• Strong analytical abilities
• Excellent oral and written communication skills

A career in our Workday Human Capital practice, within Workday Consulting services, will provide you with the opportunity to help our clients leverage Workday technology as a tool to enhance and unify Human Resources, talent management, and finance. We focus on understanding the forces shaping their business and developing industry tailored solutions that support our clients through the entire lifecycle of the Workday implementation.In joining, you’ll be a part of a team that helps our clients reinvent the way they process human capital management and drive change across their businesses. Acting as a true business partner, we get to know their business and human capital processes so that we can zero in on bringing them strategic value through productivity and business effectiveness improvements with Workday.

To really stand out and make us fit for the future in a constantly changing world, each and every one of us at PwC needs to be an authentic and inclusive leader, at all grades/levels and in all lines of service. To help us achieve this we have the PwC Professional; our global leadership development framework. It gives us a single set of expectations across our lines, geographies and career paths, and provides transparency on the skills we need as individuals to be successful and progress in our careers, now and in the future.

As a Senior Associate, you'll work as part of a team of problem solvers, helping to solve complex business issues from strategy to execution. PwC Professional skills and responsibilities for this management level include but are not limited to:

• Use feedback and reflection to develop self awareness, personal strengths and address development areas.

• Delegate to others to provide stretch opportunities and coach to help deliver results.

• Develop new ideas and propose innovative solutions to problems.

• Use a broad range of tools and techniques to extract insights from from current trends in business area.

• Review your work and that of others for quality, accuracy and relevance.

• Share relevant thought leadership.

• Use straightforward communication, in a structured way, when influencing others.

• Able to read situations and modify behavior to build quality, diverse relationships.

• Uphold the firm's code of ethics and business conduct.

Job Requirements and Preferences:

Basic Qualifications:

Minimum Degree Required: Bachelor Degree

Minimum Years of Experience: 2 year(s) This role requires 2 years for experience implementing Workday

Certification(s) Required: Workday Services functional certification and/or engagement manager certification

Preferred Qualifications:

Degree Preferred: Master Degree

Preferred Fields of Study:
Business Administration/Management, Human Resources Management, Organizational Management, Computer and Information Science

Preferred Knowledge/Skills:

Demonstrates thorough abilities and/or a proven record of success in assisting large employers with improving the performance of their HR organization including improving the delivery of HR services, implementing HR technologies, aligning HR strategy and people strategies with business strategies, streamlining and standardizing HR policies, practices and processes, transforming the HR organization to be more effective in managing human capital and supporting the business units.

• Demonstrates thorough abilities and/or a proven record of success in completing at least one full Workday implementation.
• Demonstrates thorough abilities and/or a proven record of success in gathering business requirements.
• Demonstrates thorough abilities and/or a proven record of success in Workday capabilities.
• Demonstrates thorough abilities and/or a proven record of success in configuring and optimizing multiple Workday modules such as Payroll, Recruiting, Talent Management, Compensation or Benefits.

Demonstrates thorough abilities and/or a proven record of success to learn and perform in functional and technical capacities, which includes the following areas:

• Utilizing system application implementations and software configurations;
• Utilizing PC applications (i.e. Microsoft Word, Excel, PowerPoint and Project) and business levels of fluency in multiple languages to write, communicate, facilitate, and present cogently, emphasizing the ability to effectively capture clients' needs and understand their systems enough to be able to translate those needs into system functionality; and,
• Producing deliverables within a diverse, fast paced environment, collaborate effectively across teams, and juggle multiple projects and initiatives simultaneously.

All qualified applicants will receive consideration for employment at PwC without regard to race; creed; color; religion; national origin; sex; age; disability; sexual orientation; gender identity or expression; genetic predisposition or carrier status; veteran, marital, or citizenship status; or any other status protected by law. PwC is proud to be an affirmative action and equal opportunity employer.

For positions based in San Francisco, consideration of qualified candidates with arrest and conviction records will be in a manner consistent with the San Francisco Fair Chance Ordinance.

For positions in Colorado, visit the following link for information related to Colorado's Equal Pay for Equal Work Act: https://pwc.to/coloradoadvisoryseniorassociate.

• Analytical and problem-solving skills
• Research skills and great attention to detail
• Working knowledge of Microsoft Excel software application
• Oral and written communication skills, as well as the ability to interact with internal/external individuals within a diverse environment
• Ability to maintain confidentiality in all work performed
• Prepare accurate reports and presentations independently
• Organizational skills, to include the ability to prioritize projects and meet established or anticipated deadlines
• Ability to follow instructions and work independently in the completion of assigned tasks
• Keyboarding skills; working knowledge of MS Word software applications
• Familiarity with Human Resources Information Systems (HRIS)
• Familiarity with FLSA compliance guidelines
  

• Bachelor's degree and compensation, human resources or related experience

• A combination of education and related experience, which demonstrates the ability to perform the essential functions of the position.
  

• Bachelor's Degree in Human Resources or Business Administration
• Compensation experience to include having conducted market analyses, classifying jobs, participating in salary surveys, and job description writing experience
• PHR/SPHR/SHRM-CP/SHRM-SCP/CCP certification

Qualio is a remote tech startup that is the first cloud quality management software for the entire Life Sciences ecosystem. Medical device and pharmaceutical companies need a secure and scalable quality management system with the flexibility to support their evolving needs. Qualio meets that challenge by cutting through the complexity to optimize and automate critical quality processes.

Qualio is seeking a talented and driven Compensation Manager to join the People Team. This role is pivotal to Qualio's success as we grow, and will focus on how we attract and retain talent from a competitive global market. This role will champion our compensation philosophy by leading our compensation strategy and driving its execution end to end. The Compensation Manager will work closely with the Head of People, our Senior Team, and our managers think strategically about compensation at Qualio, using a data-first approach.

As part of our team, your core responsibilities will be:

• Lead in the design, implementation, and administration of our global compensation
• Take leadership on compensation decisions and strategy, influencing and driving decisions
• Lead market analysis efforts and job profile insights for new and existing roles in partnership with recruiting
• Partner with People Ops and management to develop effective promotion and retention strategies
• Ensure accurate and relevant salary survey data to deliver on our compensation philosophy
• Evaluate existing pay practices while providing recommendations and executing plans for changes.
• Educate managers and employees on our compensation programs through communications and trainings

• You have 5+ years of relevant compensation experience, including a strong emphasis on global compensation administration across fixed and variable cash and equity compensation
• You demonstrate a bias towards action in driving continuous, iterative improvement
• You have strong analytical and creative problem-solving skills including statistical analysis and modeling, along with experience evaluating and managing online salary management tools
• You understand the legal environment across geographies and help guarantee adherence with all applicable employment laws
• You are a persuasive and clear communicator, leading change through strong interpersonal skills across all levels and functions
• You are flexible and creative, comfortable with ambiguity, organized, and detail-oriented
• Prior experience working in a startup a plus

In addition to playing an important role in building Qualio, you'll receive:

• Competitive salary
• Matching 401k
• Medical, Dental, and Vision Benefits
• Unlimited PTO policy
• Company allowance for home office supplies
• Opportunity to make a difference through helping life-saving products get to market

Overview of Position

The Sr. Compensation Consultant role is a client-facing position responsible for managing compensation programs in support of multiple business units. Incumbent serves as the subject matter expert to the HR Business Partners, leadership team, recruiters and line managers on compensation topics. The Consultant develops solutions and action plans against global and local strategies for base, incentive, reward and recognition programs and partners with fellow Compensation peers in the Compensation Center of Expertise (COE) Enterprise/Architecture arena as well as HR Operations to execute against the strategies and action plans.

What will be my duties and responsibilities in this job?

Strategic Compensation Partner:

• Develop a deep understanding of the business unit including the business model and strategy, talent objectives and compensation practices for the jobs in the business.
• Provide leadership and consultations with client groups by developing solutions and action plans against global and local strategies for base, incentive, reward and recognition programs.
• Drive the implementation of compensation programs within the assigned business units. Ensures the BU strategic and operational initiatives are aligned with the Company’s Compensation philosophy and strategy.
• Train HR leaders and managers on existing pay programs and the use of related software tools.

Compensation Consultant:

• Deliver program content to client groups, via virtual training solutions and staff meetings to educate HRBPs and Business leaders on program content, strategies and charts of authority.
• Deliver the annual compensation review process through consultations with businesses and HRBPs – by providing guidance to the HRBPs and line managers as needed to ensure the accurate, timely and seamless execution of these initiatives.
• Provide recommendations and input to Compensation leaders in regards to the Company’s enterprise wide global/local compensation plans, programs and processes such as the base pay, annual and long term equity as well as reward/recognition. Provide recommendations on harmonization of plans, integration or slotting of plans; including design alternatives if new plans are needed.
• Proactively stay abreast of Industry and geographic market trends that may have an impact on the Company’s ability to attract and retain talent; partnering with HRBPs, the Consultant conducts market research, monitors compensation.

Compliance Consultant:

• Advise HRBPs and business leaders on the company's chart of authority/delegation of authority matters in accordance with compensation guidelines, policies and practices to optimize how compensation tools can support the talent objectives of their business.

• Protect employer liabilities via Equal Pay Act, Civil Rights Act while reviewing - review exceptions submitted by business leaders and respond with review and approvals, or, declines

• Provide job matches and mapping against existing job descriptions and surveys to ensure proper leveling of jobs in the new
  Career Framework environment.

What are the requirements needed for this position?

• 6+ years’ experience in all aspects of analysis and management of broad-based employee compensation programs
• Advanced Excel skills (Pivot Tables, V-Lookup, Advanced Formulas)

What other skills/experience would be helpful to have?

• CCP(Certified Compensation Professional) ideal
• Experience working in the healthcare industry and/or a technology related business a plus
• International Compensation experience helpful

Join our team today where we are creating a better coordinated, increasingly collaborative, and more efficient healthcare system!

Equal Opportunity/Affirmative Action Statement

Change Healthcare is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, genetic information, national origin, disability, or veteran status. To read more about employment discrimination protections under federal law, read EEO is the Law at https://www.eeoc.gov/employers/eeo-law-poster and the supplemental information at https://www.dol.gov/ofccp/regs/compliance/posters/pdf/OFCCP_EEO_Supplement_Final_JRF_QA_508c.pdf.

If you need a reasonable accommodation to assist with your application for employment, please contact us by sending an email to applyaccommodations@changehealthcare.com with "Applicant requesting reasonable accommodation" as the subject. Resumes or CVs submitted to this email box will not be accepted.

• The HR Compensation position manages the compensation function for the organization.
• Plans, develops and implements new and revised compensation programs, policies, procedures, in order to be responsive to company's goals and competitive practices.
• Assures thorough audits, reports and personal contact that company compensation programs are consistently administered in compliance with company policies and government regulations.
• Design company compensation program: salary bands, pay grades, pay philosophy, annual wage surveys, etc.
• Tie performance to the compensation programs and work with management on Rewards & Recognition (i.e. Merit, Bonus). Conduct disparate treatment analysis. Facilitate compliance and regulatory matters under Compensation.
• Provide Salary Recommendations for new hires, transfers
• Manage Performance Management, Job Description, Succession Planning & Development Process.
• 5-7 years in Human Resources - Compensation/Benefits Manager
• Finance background preferred
• Strong interpersonal skills in dealing with top management
• Mathematical aptitude, analysis skills and ability to communicate effectively orally and in writing.

Stryker is one of the world’s leading medical technology companies and, together with our customers, is driven to make healthcare better. We offer innovative products and services in Orthopaedics, Medical and Surgical, and Neurotechnology and Spine that help improve patient and hospital outcomes. We are proud to be named one of the World’s Best Workplaces and a Best Workplace for Diversity by Fortune Magazine. Learn more about our award-winning organization by visiting stryker.com

This professional will be a key member of Stryker's Global Compensation team, and will work with Total Rewards, contributing to the design, development, implementation and management of compensation programs for key business groups, and will partner closely with human resources and business leadership.

This professional may work remotely.

Essential Duties and Responsibilities:

• Primary responsibility for broad-based compensation while providing advisory services for sales compensation, stock plan administration, and executive compensation.
• Oversees, coordinates and conducts the application of compensation policy and procedures for assigned area including CAR (Common Annual Review); Job evaluation using GJF (Global Job Framework); Promotions; New hire offers, transfers, etc.
• Conducts compensation analysis to consult with HR and Business Leadership to support strategic decision making within assigned area.
• Liaisons and assists HR Operations team in compensation systems and process needs for the Company.
• Studies and analyzes compensation practices and job evaluations ensure competitive pay practices and compliance with FLSA and EEOC standards.
• Coordinates with compensation resources in different divisions/regions to assure consistent application of compensation policy and procedure.
• Provides compensation analysis, consulting and advise to HR business partners on compensation issues as needed.
• Working with the Total Reward Department leadership contributes to the design and development of corporate wide compensation policy and procedures.
• Coordinates the communication and training of compensation policies as necessary.
• Working with the appropriate COE, support stock administration and executive pay, as applicable.
• Work to harmonize policies and practices of applicable integrated acquisitions.
• Other duties as assigned.

Education and Special Trainings:

• Bachelor’s degree in business or related area.
• Certified Compensation Professional CCP (preferred).

Qualifications and Experience:

• Minimum of 8 years' experience with an emphasis in compensation design, administration and management.
• Experience in international compensation, sales compensation, stock plan administration, and executive compensation is preferred

Physical and Mental Requirements:

• Strong project management skills.
• Attention to detail.
• Excel spreadsheet skills.
• Ability to teach and train others.
• Basic working knowledge of IT systems and technology.
• Good communication skills that can build strong and trusting relationships.
• High integrity in handling confidential information.
• #LI-Remote

Be sure to have them submit you as a referral prior to applying for this position. Learn more about our employee referral program.

Job Description:

Ferguson is looking for a Compensation Analyst to join the Compensation Team in Operational Excellence, responsible for implementing and administering the organization’s compensation programs. This position reports to the Senior Compensation Manager

Please Note: The Corporate Offices are in Newport News, VA and most of the team is based there. However, we are open to candidates that are currently living in the surrounding areas that are open to an in office/remote work schedule (2-3 days a week). For the right candidate, we are open to this being a full-time remote position.

Responsibilities:

• Administers the company's compensation programs in accordance with established practices, ensuring employees receive fair and appropriate compensation for their position

• Administers the company's variable pay programs including commissions, bonus and SPIF payouts

• Reviews compensation changes in individual wages and salaries for conformance to company guidelines

• Conducts market analysis of groups or individuals within the company to ensure market competitiveness

• Prepares job descriptions based on job responsibility questionnaires and personal interviews

• Provides compensation recommendations for internal candidates and external hires to Human Resource Business Partners

• Assists in the acquisition process to help ensure compensation conformance.

• Assists with administration of the annual compensation processes, including the merit increase and bonus processes

• Collects and analyzes data regarding the company's compensation policies and prepare reports to advise managers

• Produces reporting and analytics for commission and associated metrics

• Assists with improving the compensation processes, focusing on improving efficiency, reducing exceptions and automating processes.

Qualifications:

• 3-5 years of broad-based compensation experience required

• 2-4 years of sales compensation experience preferred

• Ability to engage effectively with all levels of the organization

• Effective at influencing, facilitating, and problem-solving

• Experience with Workday preferred

• Experience with Xaclty Incent preferred

• Experience with commission programs, SPIFs

• Experience in prioritization of deliverables and tasks

• Knowledge of Microsoft Office software (Outlook, Word, Excel, PowerPoint, Access, etc.)

• Has obtained or working towards PHR, SPHR, SHRM-CP or CCP preferred

Personal Qualifications/Attributes:

• Commitment to and passion for excellence

• Ability to understand challenges or underlying concerns, share ideas and work cross-functionally

• Drive to prioritize and deliver

• Problem-solving and learning mindset

• Positive, team-oriented attitude

• Excellent attention to detail

The Company is an equal opportunity employer as well as a government contractor that shall abide by the requirements of 41 CFR 60-300.5(a), which prohibits discrimination against qualified protected Veterans and the requirements of 41 CFR 60-741.5(A), which prohibits discrimination against qualified individuals on the basis of disability.

• Hire, develop, manage, and support the work of team-members to meet business expectations.
• Recommend changes to and new proposals for compensation programs based on the assessment of company needs and prevailing market practices.
• Responsible for the management of Global and Regional compensation projects including the annual compensation process for merit, bonus and equity recommendations including the consolidation of materials for management review and approval.
• Responsible for the development of compensation communication materials to HR management, the general employee population, and to Executive management.
• Responsible for compensation budget recommendations to meet business needs and support the strategic direction of the company. This includes understanding the full cost impact all the compensation programs have on the overall company budget.
• Research and identify compensation thought leadership and market best practices with the intent to implement changes that align with ZB’s compensation philosophy
• Focus on continuous improvement across all areas of compensation
• Advise HR and other management regarding the application of sound compensation principles and practices that support the company’s Total Rewards philosophy and strategy
• Oversee compliance with legal requirements associated with compensation plans including but not limited to: Local and State laws, FLSA, EEO and Affirmative Action
• Develop, implement, and maintain tools to advance, document, analyze, and report information as it relates to the compensation programs.
• Prepare responses and develop presentations for management requests regarding employee compensation as well as the research and formation of compensation proposals such as job and salary structures, incentive plans, career paths, etc.
• Contribute to the formulation of general compensation and general HR and Total Rewards department plans, objectives and strategies.
• Develops and implements special projects as assigned

• Working knowledge of HRIS (preferably SAP and Success Factors).
• Ability to manage external vendors and build relationships with internal clients at all levels of the organization.
• Strong organization and analytical skills.
• Ability to deal effectively with all levels of employees on highly confidential information.
• Functional knowledge of all compensation practices.
• Ability to manage one’s own time while coordinating multiple concurrent projects.
• Ability to manage in a fast pace environment.

• CCP designation preferred.

JOB REQUISITION

LOCATION

JOB DESCRIPTION

Robert Half is seeking a Director, Compensation to manage the overall planning and execution of the global compensation life cycle at Robert Half. Provide both global tactical and strategic support to ensure Robert Half's compensation programs are competitive, sustainable and have impact on Robert Half's short-term and long-term strategic goals and align to Robert Half's compensation philosophy. Direct report of Global VP Compensation.

Specific responsibilities include:

• The Director, Compensation is responsible for the assessment and effectiveness of compensation design, development, implementation, communication, and administration of employee compensation programs for Robert Half Corporate and Protiviti, our global consulting firm, as well as responsibility for all compensation activities and materials.
• Acts as an internal consultant providing support directly to department heads and senior management to ensure the current and future application of sound compensation practices. Manage compensation communication and training in conjunction with HR Business Partners. Directs the salary increase and bonus process.
• Designs, implements and effectively administers the company philosophy and approach to compensation.
• Evaluates and makes enhancements to company compensation programs, plans and incentive structures to drive desired behaviors and improve on links of individual performance to company performance.
• Keeps abreast of best practices / industry trends and continually reviews compensation processes, procedures, and systems.
• Continually evaluates effectiveness and accuracy of salary ranges and creates course of action to make them a more prominent and effective tool used by the company.
• Manages compensation design projects in support of the Company's business objectives.
• Provides expertise, consultation and compensation solutions to department, business leaders and HR on compensation strategies, pay equity, and industry trends/best practices to help achieve business objectives.
• Ensures HR Business Partners and Recruiting receive the training, resources and knowledge to resolve escalated compensation issues and effectively address unique situations.
• Provides counsel and recommendations on job offers, organizational changes, retention concerns, and related questions.
• Provides expert advice on market and internal equity position of individuals or groups.
• Accrues bonuses / incentives with accounting on a monthly/quarterly basis.
• Ensures compensation programs comply with legal and other regulations.
• Selects, trains, develops, and provides coaching and leadership to a high performing compensation team.
  

Qualifications:

• BA/BS degree in business or HR related area preferred. MA/MS degree preferred. CCP preferred but not required.
• 10+ years progressive experience in designing and leading compensation programs with proven team leadership.
• Experience in an international company highly desirable.
• Highly proficient in MS Office (Word, Excel, PowerPoint, Project, Outlook)
• Based on assigned programs, compensation management system experience may be required or preferred. Demonstrated experience working in/with:
  • a HRMS system (creating queries, troubleshooting) preferably with Workday.
  • troubleshooting systems with multiple integration points.
  • system implementations.
• Human resources, CCP, project management, and/or system administration training or certification preferred.
• Exceptional experience in designing and implementing various types of base and bonus programs.
• Proficiency in MS Office products with a very strong proficiency in MS Excel and PowerPoint
• Knowledge of database software, tools, and usage, including Workday
• Exceptional leadership / mentoring abilities
• Excellent verbal and written communication skills. Must be able to present possible solutions in a clear, concise format to senior leaders. Strong presentation skills are required.
• Ability to effectively develop and lead a high performing team.
• Ability to persuade and influence diverse audiences and manage through adversity with tact and political acumen
• Ability to drive multiple projects simultaneously with a track record of excellent results in a dynamic environment with competing priorities
• Strong problem solving and organizational skills

At Robert Half, there’s more to us than what we do. Learn about our values and what it’s like to work for the largest specialized staffing firm in the world at our San Ramon, California, Corporate Services office. Take a look at roberthalf.com/corporate-office-video .

Follow us on Twitter @RH_Corp_Jobs for Robert Half Corporate Services job openings and career and workplace news!

Robert Half International Inc. is an Equal Opportunity Employer. M/F/Disability/Veteran

As part of Robert Half’s Corporate Services facility employment process, any offer of employment is contingent upon successful completion of a background check.

Robert Half is committed to being an equal employment employer offering opportunities to all job seekers, including individuals with disabilities. If you believe you need a reasonable accommodation in order to search for a job opening or to apply for a position, please contact us by sending an email to corporaterecruiting@roberthalf.com for assistance.

In your email please include the following:

• The specific accommodation requested to complete the employment application.
• The location(s) (city, state) to which you would like to apply.

To apply:

You may apply for this position by email or regular mail. Please send your cover letter and resume to:

By email:

corporaterecruiting@roberthalf.com

By mail:

Corporate Staffing

Robert Half

2613 Camino Ramon

San Ramon, CA 94583-9128

JOB LOCATION

ADDITIONAL LOCATION

Sr. Compensation & HR Analyst

MCAP at a Glance

Joining MCAP means you will be a part of our diverse workforce of highly talented individuals who are recognized for their expertise and success! At MCAP, your professional expertise, commitment to teamwork and passion for service excellence are recognized and rewarded with competitive total rewards offering, a career with continuous learning and development (formal & informal training), and exciting opportunities in a dynamic, entrepreneurial environment.

The Role

Reporting to the Sr. Director, Total Rewards & Technology, you will support the administration and communication of all compensation and benefit programs. You will provide subject matter expertise in market research, benchmarking, variable compensation, and benefits administration. You will oversee and have responsibility for the analytics and reporting requirements across all of HR.

Key Responsibilities

• Leads the administration of annual compensation salary and bonus review process

• Maintains total rewards SOPs and compensation and benefits plan documentation

• Responsible for preparing monthly, quarterly and annual reports, metrics and analytics related to headcount, engagement, turnover, absenteeism, talent acquisition, etc.

• Develop business unit specific and total company dashboards on workforce metrics for HR and internal stakeholders.

• Supports compensation benchmarking (internal equity, external competitiveness), and completes compensation and benefits surveys

• Develops compensation and benefits communications, presentations, training, and education materials to facilitate employee engagement and enhance knowledge and understanding related to compensation practices, employee benefits, and total rewards programs

• Conducts research and analysis of market data in the design and delivery of current or new compensation programs to align with our pay for performance philosophy

• Research of total rewards best practices and recommending opportunities to adjust our programs

• Acts as the compensation and benefits SME for HR technology initiatives, including testing, analysis and implementation of new or enhanced functionality and systems

What You Bring To The Team

Education/Experience

• University or college degree in Human Resources or related discipline

• Certified Compensation Profession (CCP) designation is an asset

• 5-7 years of experience managing compensation, benefits and HR analytics programs and processes

Skills/Knowledge

• Previous experience leading the annual compensation cycle and benefits administration

• Previous experience reviewing compensation practices, market data, and benchmarking

• Previous experience compiling HR and Corporate analytics (headcount reporting, bonus accruals, and variance reporting)

• Previous experience developing metrics, data modelling, and budget analysis

• Previous experience using HR Technologies for reporting, process optimization, and communication enhancement

• Previous experience developing total rewards communications, training materials, and employee/leaders presentations

• Strong Excel skills (formulas, macros, pivot tables, charts) and other MS office software

• Strong knowledge and experience implementing variable compensation programs, developing pay ranges, benchmarking to market, and reviewing total rewards programs

• Self directed and demonstrates initiative

• Knowledge of the principles, concepts, standards, methods and techniques of compensation and HR business metrics and analytics—including the interpretation of metrics

If this sounds like you and you are looking to be a part of one of Canada’s largest independent mortgage finance companies in Canada, then we want to hear from you!

Be A Part Of Something Great

MCAP is an independent mortgage financing company with over $111 billion in assets under management providing mortgage solutions for residential and commercial properties. Founded in 1981, MCAP originates, trades, securitizes and services mortgages in offices across Canada. MCAP originates residential mortgages exclusively through the mortgage broker channel as we believe that a professional mortgage broker is a consumer's best option and MCAP actively promotes the services of mortgage brokers across the country. MCAP is also a leader in the Canadian residential construction lending market with over 25 years in the business. Our teams of dedicated professionals serve a variety of developer, construction and lender clients across Canada.

Position #: req952

Employment Status: Permanent Full Time

Location: Toronto; Ontario

Number Of Openings: 1

Department: Human Resources

Internal Job Title:

The above information in this description has been designed to indicate the general nature and level of work performed by employees in the position. It is not designated to contain a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.

MCAP provides equal opportunities for all applicants and is committed to fostering an inclusive, accessible environment, where all employees feel valued, respected and supported throughout the recruitment and employment process. If you require accommodation, we will work with you to meet your needs.

Friday, May 7, 2021

When an application is selected for review, typically, only applicants who indicate the relevant education and experience requirements, as indicated in the job description for the position, may be considered for job openings. Please FULLY complete the application, answer questions completely, honestly and to the best of your ability. Please also upload a copy of your resume (when available). Those applicants requiring accommodation to the application and/or interview process should contact a representative of the Human Resources Department at the applicable location.

We appreciate your interest in employment opportunities with The Salvation Army!

Other details

• Job Family

  TX-EXEMPT

• Job Function

  Human Resources

• Pay Type

  Salary

• Travel Required

  Yes

• Required Education

  Bachelor’s Degree

The Tax & ERISA team of Hunton Andrews Kurth LLP seeks an associate with at least five years of law firm experience in employee benefits and executive compensation. The ideal candidate will have a strong academic record, exceptional analytical and writing skills and desire to be part of a nationally recognized and collegially practice, working in all areas of employee benefits and executive compensation. This position can be filled in our Austin, Dallas, Houston or Washington, DC office. Licensure in the jurisdiction to which a candidate is applying is preferred, but not necessarily a requirement for excellent applicants who are willing to become licensed in the particular jurisdiction. EEO/drug-free workplace/E-Verify participant/Female/Minority/Veteran/Disability.

Job #02635 (If you wish to submit an application, this number will be necessary for your online submission.)

If you have questions about this position or the application process, please contact Leslie Masterson, Regional Senior Manager of Lawyer Recruiting and Development, for the Washington, DC office.

If you require accommodation or assistance to complete the online application process, please contact Heidi Leathers, Senior Manager of Lawyer Recruiting and Law School Initiatives, +1 214 871 4672, and 1445 Ross Avenue, Suite 3700, Dallas, TX 75202-2799. When you contact Heidi Leathers, please identify the type of accommodation or assistance you are requesting. We will assist you promptly.

Open to Search Firm Submissions: Yes, if a valid fee agreement is in place.

Description

The Sr. Compensation and Benefits Manager manages the day-to-day compensation and benefits-related activities. The Sr. Manager works closely with other HR staff and the organization leaders to review and update existing benefits and compensation policies and ensure the organization complies with existing legislation. She/he develops and implements the reward strategy, including salary benchmarking, pension arrangements, benefits management, and annual compensation events such as bonus and salary review. The Sr. Manager will stay abreast of trends in the US and international markets, network with other compensations and benefits professionals, and provide thought leadership regarding progressive practices to attract and retain the right talent. The Sr. Manager regularly evaluates competitor compensation and benefits packages, contributes to the design of compensation and benefits philosophy and programs, monitors the payroll interface to ensure compliance and data integrity, and manages third-party HR vendor resources such as brokers and consultants. The manager also develops and delivers programs to educate the managers, executives, leaders, and employees on programs and processes throughout the year and reinforces company culture in compensation and benefits programs. In addition, she/he manages and oversees the organization's Human Resource Management System (HRMS). The position will report to the Vice President – Human Resources and works closely with the global HR team, and across the organization. The Sr. Compensation and Benefits Manager will be expected to have supervisory duties.

REQUIRED EDUCATION AND EXPERIENCE

• Bachelor’s Degree in Human Resources, Psychology or relevant degree + 12 years working in human resources, and two (2) years of compensation experience, or
• Masters’ Degree in Human Resources, Psychology or relevant degree + 10 years working in human resources,
• Six (6) years of experience managing in Compensation and Benefits required.
• Six (6) years of experience in implementing an HRMS required, including the configuring, maintaining, upgrading and troubleshooting of various HRMS applications that include payroll, recruiting and benefits.
• Five (5) years of supervision experience.

PREFERRED EDUCATION AND EXPERIENCE

• Two (2) years administrator experience with UKG Pro (former UltiPro)
• Proficient in French and/or Spanish (written and oral)
• CCP, SHRM-SCP, SHRM-CP, SPHR or PHR certification
• Demonstrated experience working across a variety of cultures and international business experience.

KNOWLEDGE AND SKILLS

• Knowledge of all federal, state and local regulations and compliance requirements related to employee compensation.
• Strong analytical skills and ability to interpret and communicate data.
• Excellent customer service skills including understanding users’ needs, offering solutions and following up to ensure end user success.
• Initiative and drive to continuously improve processes and systems.
• Solid project management skills including attention to detail, highly organized.
• Strong problem-solving skills
• Proven ability to work effectively in teams and with individuals at all levels within an organization; understanding of cultural contexts and international work experience preferred.
• Experience managing several tasks and priorities and exercise independent working; a self-starter.
• Extensive knowledge of HR process, procedures and policies
• Strong facilitation and communication skills
• Benefits management
• Compensation management

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)

Glossier is seeking a driven, self-motivated Sr. Manager, Compensation to scale our global total compensation practices and support our dynamic and rapidly growing team. This individual will define and drive best-in-class compensation strategies and help develop enhanced, scalable HR processes, partnering closely with senior leaders and People team members. This individual will report to the Director of People Operations.

• Develop and administer global compensation programs, including annual salary planning process, promotion and equity cycles.
• Research, and lead the implementation and management of new compensation programs, policies, and procedures, including salary compensation and short and long-term incentive programs.
• Consult on and resolve complex compensation questions and topics, providing compensation expertise and advice to HR Business Partners, Recruiters, and senior leaders based on our pay philosophy, best practices, and internal and external data.
• Evaluate jobs for exemption status, internal pay equity, and external competitiveness.
• Lead the administration of compensation adjustments and drive process improvements related to the annual and mid-year performance review cycles.
• Prepare Comp Committee materials and recommendations and present them to business leaders. Develop and deliver compensation tools and reports to support the business.
• Challenge yourself to improve existing programs to drive desired business results, better serve our employees, and support scalability.

• Keep up with compensation trends and compliance by completing survey submissions, conducting ongoing data analysis, and networking internally and externally. Manage all benchmarking activities and data review.
• Perform deep internal analysis and research best practices to ensure pay equality and align with our pay philosophy and best compensation practices. Develop strategic solutions and present findings to leadership.
• Lead the design and implementation of all necessary tools, systems, and processes to support compensation management and administration.
• Maintain compensation infrastructure within our current HRIS, ADP Lifion.
• Support audits related to compensation controls.
• Develop recommendations for annual structure and budget adjustments to maintain internal and external pay equity and best practices.
  

• Minimum of 5 years of progressive experience in compensation/total rewards; should include design, development, and implementation of executive, equity, and incentive programs
• Advanced proficiency in Excel and/or Google Sheets
• Ability to be extremely detail oriented, while also aligning with the big picture.
• Strong analytical and quantitative skills, and a track record for executing and auditing work
• Experience communicating with senior management and cross functional partners
• Previous experience at a high-growth startup a plus

Glossier is a beauty company that lives in NYC, is sold on the internet, and promotes a skincare first philosophy that celebrates beauty in real life.

We are an Equal Employment Opportunity ("EEO") Employer. It has been and will continue to be a fundamental policy of Glossier not to discriminate on the basis of race, color, creed, religion, gender, gender identity, pregnancy, marital status, partnership status, domestic violence victim status, sexual orientation, age, national origin, alienage or citizenship status, veteran or military status, disability, medical condition, genetic information, caregiver status, unemployment status or any other characteristic prohibited by federal, state and/or local laws. This policy applies to all aspects of employment, including hiring, promotion, demotion, compensation, training, working conditions, transfer, job assignment, benefits, layoff, and termination.

Last Updated: November 25, 2019

This Global Job Applicant Privacy Policy ("Policy") describes how Glossier, Inc. and our subsidiaries and affiliates (collectively, "Glossier," "we" and/or "our") collect, use, disclose, transfer and store (collectively, "process") personal information about you in connection with our recruitment activities.

While this Policy is intended to describe the broadest range of our processing activities globally, those activities may be more limited in some jurisdictions based on local laws. For example, the laws of a particular country may limit the types of personal information we can collect or the manner in which we use that information. In those instances, we adjust our internal policies and practices to reflect the requirements of local law. The data controller in each case will be the Glossier entity to which the applicant submits his or her application, as specified below.

I. APPLICABILITY OF OTHER POLICIES

This Policy does not cover our processing of information collected from you as a Glossier customer or as a visitor to Glossier-affiliated websites. To learn more about Glossier's data collection practices in these cases, please see our Glossier Privacy Policy.

II. INFORMATION WE COLLECT

We collect information in connection with your application to work with us, the categories of personal information we may process about you include:

• Information you provide on our application forms, including full name, telephone number, personal email address, gender, location, availability, employment history (including whether you have previously worked for Glossier), qualifications, references, LinkedIn profile and website (if provided voluntarily), work authorization status, and how you heard about the job;

• Information you provide to us in your resumé, cover letter and any other files you choose to upload or share with us regarding your qualifications, such as design portfolios;
• Information you provide to us during an interview or that we collect through the recruitment process (g. work authorization status, willingness to relocate, salary expectations, type of employment contract, interview notes, results of any assessment);
• Reference information and/or information received from background checks if you are offered a job (where applicable), including information provided by third parties such as past employers, educational institutions and references; and
• Information about your educational and professional background from publicly available sources, including online, that we believe is relevant to your application (g. your LinkedIn profile).

Your decision to apply for a position and provide your personal information to us is voluntary. We will tell you if information is required to move forward with your application.

Sensitive Information: In certain countries, where permitted by law and on a voluntary basis, we may ask questions about race or ethnicity, veteran status and disabilities for specific purposes, such as to accommodate a disability or illness and to comply with legal obligations relating to diversity and anti-discrimination. You are entirely free to decide whether or not to provide such information and your application will not be affected either way. Except as specifically requested, we ask that you avoid submitting information which may qualify as sensitive information under applicable law, including race, religion, ethnicity, nationality, age, gender identity, sexual life or sexual orientation, medical or health information, genetic or biometric data, political opinions, political party or trade union membership and judicial data such as criminal records.

Information About Others: If you provide us with personal information of a reference or any other individual as part of your application, it is your responsibility to obtain consent from that individual prior to providing such information to us.

III. HOW WE COLLECT YOUR INFORMATION

Most of the personal data we process is obtained directly from you, such as when you submit a job application or when we conduct a phone or in-person interview. We may also receive information about you from other sources, such as from your named references, persons who referred you for a position, from background checks (if applicable), recruiting agencies, third party recruitment sources and websites and publicly available sources such as your LinkedIn profile.

When you visit our sites, including our Careers webpage, we collect certain information automatically. To collect this information, we may use cookies, web beacons, and similar technologies. A "cookie" is a text file that websites send to a visitor's computer or other internet-connected device to uniquely identify the visitor's browser or to store information or settings in the browser. A "web beacon," also known as a pixel tag or clear GIF, is used to transmit information back to a web server. We may also collect information about your online activities over time and across third-party websites. The information we collect automatically may include:

• URLs that refer visitors to our websites;
• Search terms used to reach our websites;
• Details about the devices that are used to access our websites (such as IP address, browser information, device information, and operating system information);
• Details about your interaction with our websites (such as the date, time, length of stay, and specific pages accessed during your visits to our websites, and which emails you may have opened); and
• Usage information (such as the number and frequency of visitors to our websites).

We may associate this information with your Glossier account if you have one, the device you use to connect to our Services, or email or social media accounts that you use to engage with Glossier.

For more information about how we use cookies click here.

IV. HOW WE USE YOUR INFORMATION

We use your personal information to evaluate a potential employment relationship with you and for other business purposes. Such uses include:

• Assessment of your skills, qualifications, and suitability for the role;
• Communication with you about the recruitment process;
• Verification of your information and completion of reference and/or background checks (where applicable) if we offer you a position;
• Retention of records related to our hiring processes, including a record of the name of unsuccessful applicants, the date of their application and the reason that their application was not successful, in order to streamline future hiring processes;
• Legal and compliance purposes, such as responding to suspected fraud, security incidents, or other illegal activity, protecting Glossier's and others' rights and property, exercising a legal claim, cooperating with law enforcement investigations and complying with applicable laws, regulations, legal processes or governmental requests;
• Other uses with your consent, which you may withdraw at any time; and
• Other legitimate interests, including our interests in considering candidates for current and future employment opportunities and in managing and improving our recruitment and hiring process.

If we hire you, information we collect in connection with your application will become part of your employment record and used to manage the onboarding process and for other employment-related purposes in accordance with our internal employee privacy policy.

V. WHO MAY HAVE ACCESS TO YOUR INFORMATION

Within Glossier: We may disclose your personal data to Glossier personnel and affiliates who need to know the information, including personnel in the recruiting, human resources and information technology departments, and in the department responsible for the position for which you are applying.

Third-Party Service Providers: We may use third party service providers acting on Glossier's behalf to perform some of the services described above. For example, we share certain information with service providers who facilitate our applicant tracking system, video interviews, travel booking and expenses, reporting and analytics and verification/background checking services. We also may share information about you with recruitment agencies working with us in relation to your recruitment as well as with our professional advisors, including accountants, auditors, lawyers, insurers and bankers. These service providers may change over time, but we will always use trusted service providers who we require to take appropriate security measures to protect your personal information in line with our policies. We only permit them to process your personal information for specified purposes and, as appropriate, in accordance with our instructions and the provisions of this Policy and applicable law.

Other Third Parties: In certain limited circumstance, we share and/or are obligated to share your personal information with other third parties, including (a) to comply with our obligations, to protect the rights and property of Glossier, our customers and the public, to cooperate with law enforcement investigations, and to detect and respond to suspected illegal activity and threats to the health or safety of any person or of our systems or services; (b) in connection with, or during negotiations of, any merger, joint venture, sale of company assets, financing, or acquisition of all or a portion of our business, assets or stock by another company (including in connection with any bankruptcy or similar proceedings); and/or (c) with your consent and at your direction.

We may also share aggregated or de-identified information, which cannot reasonably be used to identify you.

IV. DATA RETENTION

If your application for employment is unsuccessful (or you withdraw from the process or decline our offer), we will retain your information for a reasonable period of time beyond the end of the application process for the purposes described above, including complying with our legal obligations, resolving disputes and as necessary for our legitimate interests, such as to consider you for other current and future employment opportunities at Glossier. If you do not want us to contact you regarding other roles, please contact recruiting@glossier.com. After this period, we will securely destroy your personal information in accordance with applicable laws and regulations.

If your application for employment is successful, personal information gathered during the recruitment process will be retained during your employment in accordance with our internal employee privacy policy and retention policies.

VII. YOUR RIGHTS

You may have certain rights under U.S. and international privacy laws in relation to your personal information. This may include the right to access, rectify, port or erase certain personal information we have about you. You may also have the right to object to and restrict certain processing of your data. Certain information may be exempt from such requests pursuant to applicable data protection laws. You can contact privacy@glossier.com to exercise your rights in relation to your personal information. We will respond to your request consistent with applicable law.

VIII. CALIFORNIA RESIDENTS

If you are a California resident, the California Consumer Privacy Act ("CCPA") requires us to disclose the following information with respect to our collection and use of personal information.

Categories of Personal Information Collected: Over the preceding 12 months, we have collected the following categories of personal information: (1) identifiers, (2) characteristics of protected classifications under California or U.S. law, (3) internet or other electronic activity information, (4) audio, electronic, visual, thermal, olfactory, or similar information, (5) professional or employment-related information, (6) education information, (7) inferences, and (8) other information that identifies, relates, to, describes, or is otherwise reasonably capable of being associated with you. For examples of the precise data points we collect, please see "Information We Collect" [link] above.

Business Purposes for Collecting and Disclosing Information: We collect each category of personal information for the business purposes in the "How We Use Your Information" section above.

IX. EUROPEAN RESIDENTS

If European privacy laws apply to you, our processing of personal information for the purposes mentioned above is based on the following legal grounds:

• As necessary to evaluate and potentially enter into an employment relationship with you;
• With your consent, which you may withdraw at any time;
• To comply with our legal obligations;
• Where necessary to protect your vital interests or those of others; and
• For our (or others') legitimate interests, including our interests in considering candidates for current and future employment opportunities and in managing and improving our recruitment and hiring process, unless those interests are overridden by your interests or fundamental rights and freedoms.

We will only use your personal information for the purposes for which we collected it, unless we reasonably consider that we need to use it for another reason and that reason is compatible with the original purpose. If we need to use personal information for an unrelated purpose, we will notify the relevant individual and we will explain the legal basis which allows us to do so. Where the collection or processing of personal information is based on your consent, you may withdraw your consent at any time to the extent permitted by applicable law.

X. INTERNATIONAL DATA TRANSFERS

Due to the global nature of our business, Glossier may transfer your personal information across international borders, consistent with applicable data protection laws, including to the U.S., Canada and European Economic Area ("EEA"). Where personal information is transferred within Glossier to countries outside of the EEA that are not recognized as providing an adequate level of protection under European privacy laws, we do so through a series of intercompany agreements that implement the Standard Contractual Clauses authorized under European privacy laws. We also use a variety of safeguards to ensure that your personal information is adequately protected when processed by our third-party service providers operating in the U.S. or another country outside of the EEA including by signing EU standard contractual clauses or verifying the recipient adheres to the EU-U.S. Privacy Shield and Swiss-U.S. Privacy Shield Framework. You may request additional information concerning such safeguards from the Privacy team by contacting privacy@glossier.com.

XI. SECURITY

Glossier is committed to protecting the security of your personal information and ensuring a level of security appropriate to the risk our data processing presents. Taking into account the costs of implementation, the sensitivity of the data and nature of the data processing, Glossier has implemented organizational, technical and administrative measures to prevent the unauthorized access, destruction, loss, alteration or misuse of personal information.

XII. DATA CONTROLLER

If you apply to a position in the U.S., Glossier, Inc. will be the data controller of your personal information. If you reside in the United Kingdom or EEA, or apply to a position in the EEA, Phase EU Limited will be the data controller. If you reside in Canada, or apply to a position in Canada, Glossier Canada, Inc. will be the data controller.

XIII. CONTACTING GLOSSIER

If you have questions or concerns regarding this Policy, please contact us using the information provided below.

Glossier, Inc. Phase EU Limited

233 Spring Street 5 New Street Square

East 10th Floor London EC 4A 3TW

New York, NY 10012 United Kingdom

United States

Attn: Legal Attn: Legal
privacy@glossier.com privacy@glossier.com

If European privacy laws apply to you and you have a concern about our processing of personal information that we are not able to resolve, you have the right to lodge a complaint with the relevant data privacy authority (this may be linked to where you reside, work or the place of any alleged infringement). For contact details of the relevant Data Protection Authority, please see http://ec.europa.eu/justice/data-protection/article-29/structure/data-protection-authorities/index_en.htm.

XIV. POLICY UPDATES

We may change this Policy from time to time. The effective date of this Policy is noted in the header at the top of this page. If we make changes to this Policy that have a material impact on your rights with respect to how we process your personal information, we will post the revised version here and use other methods, as appropriate, to notify you. By continuing the recruitment process after those changes become effective, you agree to be bound by the revised Policy.

Job Summary

Responsible for the day-to-day management of the compensation department. Assists in the development and administration of compensation programs and policies designed to attract, motivate, reward, and retain the most qualified employees. Provides guidance to staff members on complex compensation issues. Leads various entity and systemwide projects as required.

Minimum Qualifications

Education/Training:

Bachelor's degree in Human Resources, Business or related field, or an equivalent combination of education and related experience.

Experience:

5 years progressively responsible compensation experience, preferably in a health care environment.

License/Cert/Reg:

SHRM-SCP, SHRM-CP, SPHR, PHR or CCP certification preferred.

Knowledge, Skills & Abilities:

Expert knowledge of compensation systems, principles of wage and salary administration and market pricing methodology. Strong knowledge of Federal and State laws governing wage and salary administration. Demonstrated ability to solve a full range of complex problems. Advanced working knowledge of Microsoft Word, Excel, and Access software applications. Working knowledge of market- pricing and salary planning software strongly preferred. Knowledge of performance management software preferred. Excellent verbal and written communication skills.

Primary Duties and Responsibilities

• Leads special projects, as required, from initiation through closure. Provides analytical and project management support on compensation-related projects, i.e. new business acquisitions, conversions to PeopleSoft and Talent Manager (Success Factors) systems, and system-wide initiatives. Advises on best practices throughout the organization.

• Provides guidance to compensation team members, human resources, and leadership on complex compensation issues. Assists in training, orienting, and developing department staff. Assists in developing, administering, and maintaining compensation policies. Serves as consultant to HR and department leaders in designing and implementing special pay programs (productivity bonuses, premiums, etc.). Interprets and explains compensation-related policies and practices to HR business partners and leadership.

• Identifies opportunities for and implements process improvement. Acts on behalf of Compensation Director in his/her absence.

• Ensures adherence to department policies, procedures, quality standards, and safety standards. Complies with governmental and accreditation regulations.

• Functions as administrator for the PayFactors market-pricing system to include designing reports, partnering with HRT on changes to PeopleSoft interface, managing user security, and ensuring that new market data is loaded in a timely manner.

• Regularly audits associates’ compensation-related data to ensure alignment to established pay policies, practices, salary ranges, and FLSA status. Consults with HR on the appropriate action to correct discrepancies and ensure compliance.

• Ensures integrity of job code, structure and related data maintained in PeopleSoft and internal databases. Manages compensation content in MyHR, including regularly updating job code listings. Manages user access to compensation information on public drives, e.g. hiring targets.

• Ensures job descriptions are published and up to date in the applicant tracking system and other public repositories. Monitors libraries for missing job descriptions, identifying and resolving issues as quickly as possible. Grants HR partners system access to job description libraries.

• Monitors trends in the market, including legislative and regulatory issues, through membership in professional organizations, networking, research and review of published surveys and reports. Recommends modifications to ensure programs continue to align with best practices and MedStar’s compensation philosophy.

• Oversees the participation in salary surveys conducted by third party vendors to ensure data is accurately reported and that survey results are secured in a continuous and timely manner.

• Takes a lead role in the annual merit and market process, which includes but is not limited to market pricing each job, making recommendations for change, conducting cost analysis, producing reports and presentations, and implementing approved increases.

• Collaborates with HR business partners across various entities to ensure market-competitiveness and internal equity from a system-wide perspective. Reviews requests for new and revised positions. Evaluates jobs based upon market analysis and internal comparisons. Determines grade designations and FLSA classifications; assigns job codes and titles. Conducts internal equity studies and makes recommendations for salary adjustments. Prepares and presents cost analysis of recommendations. Develops regional hiring guidelines for key positions.

• Collaborates with Payroll, HRT and ERP team members to design and implement system changes required for new/revised policies, pay practices and earnings codes.

• Participates in meetings and on committees and represents the department and hospital in community outreach efforts. Participates in multi-disciplinary quality and service improvement teams.

• Performs other duties as assigned.

If you are motivated to succeed and can see yourself in this role, please complete our application. We will follow up with you on the next steps in the interview process.

Our associates are a strategic advantage for us who are making a difference at Littelfuse. Join our team and make a difference every day!

Compensation Manager

Reporting to the Global Compensation Manager, the Compensation Manager is responsible for managing a small team of compensation associates to administer compensation programs to meet Littelfuse compensation goals. This person will manage processes, vendors and budgets to ensure compliance with Littelfuse compensation strategies. Manages work activities, monitors status of projects, and serves as an escalation point for questions. Ensures compliance with local government requirements and regulations.

About the Job:

• Partners with the business, HR leaders and regional compensation partners globally applying compensation expertise to solve complex business problems that meet business needs while supporting the company’s compensation strategy.
• Administers global job framework by conducting job analysis and evaluation, job description development and market pricing to ensure internal equity is maintained. Formulates recommendations regarding development of company’s global salary structures, FLSA exemptions, job revisions and organizational structures.

• Responsible for the management, oversight and administration of the company’s year-end merit and bonus programs.

• Oversees participation in salary surveys to ensure compensation programs are market competitive.

• Perform deep analysis on effectiveness and competitiveness of existing compensation programs and model potential impact of alternatives.

• May lead and/or participate in compensation projects that involve development and/or re-design of existing compensation programs.

About You:

• Bachelor or university degree in Human Resources, Business or related field .

• 7-10 years of experience in a compensation role

• Experience working in a Global Role a plus

• Management experience. (2 years +) .

• Advanced knowledge in MS Office and HRIS systems. (Workday a plus)

• High level of verbal and written communication skills.

We Offer:

• The possibility to work in exciting and challenging industry.
• To develop you professionally and to expand your knowledge through cross-functional collaboration and training experiences.

Our associates are a strategic advantage for us who are making a difference at Littelfuse. Join our team and make a difference every day!

In this role, you have the opportunity to

Regularly interact with senior business managers to identify strategies, develop new plans, enhance existing plans and identify incentive compensation issues. You will also orchestrate the incentive plan design process for assigned organizations and execute the following process steps:

• Fact Finding & Competitive Strategy Review

• Assessment of Plan Performance

• Facilitation of Strategy Discussions & Plan Design linkages

• Support Program Guideline Preparation (Quotas, Territory Assignment, Crediting)

• Program Modeling & Costing

• Reporting & System Requirement Development

• Implementation & Communication

Construct plan communication collateral and plan frameworks, including component descriptions, rate tables, pay curves and associated terms and conditions. Assesses the feasibility of plan designs and implementation requirements.

You are responsible for (but not limited to)

• Performs complex analysis of sales and service performance information to determine whether the plans have contributed to the achievement of sales goals and objectives

• Develops performance indicators in order to measure ROI

• Collaborates with Finance to determines plan costs

• Builds and maintains strong relationships with various levels of senior service and sales management to continuously improve the outcomes of the design cycle

• Works with Philips North America management to define incentive eligible roles and metrics, identify sales crediting schemes, establish work flow processes and develop reporting needed to support programs

• Works closely with Sales Operations, Finance, and Legal to administer the plan and ensure the accurate payout of incentives and commissions

• Compiles pay information for submission to published survey vendors; analyzes competitive pay data to determine the market position of incentive eligible sales and service positions

• Acts as a subject matter expert in interpreting competitive pay information

• Collaborates with IT and other functions as required to develop data capture and reporting capabilities for assessing plan effectiveness

• Provides definition and documentation of compensation plan requirements and implementation strategies

• Proactively performs ad hoc analysis.

• Collaborates with Sales Operations to create communication tools that promote understanding of plan design objectives, mechanics and desired behaviors

• Facilitates communication regarding incentive policies, processes and cross-functional issues

• Develops appropriate materials and participates in meetings to support field sales management on all communications regarding incentive plan topics

• Contributes to incentive policy development and implementation

• Works with the Commissions team and external vendors to ensure accurate configuration and implementation of plan designs

• Creates initial design documentation for developers and engages in ongoing discussions with Commissions and system development personnel throughout the implementation process.

• Other related job duties as assigned

To succeed in this role, you should have the following skills and experience

• A Bachelor’s degree in Business Administration, Finance, Economics or related quantitative discipline or an equivalent combination of education, training or experience.

• 3+ years of business experience collecting, analyzing and presenting financial or operational data to support management decision making

• Ability to influence executive leadership in selecting appropriate metrics to reinforce the achievement of business goals & objectives

• Strong project management, organizational and presentation skills

• Proficient in the use of Microsoft Office applications

• Experience with Anaplan or other incentive pay management systems would be a plus

• Familiarity with statistical techniques used in compensation

• Working knowledge of sales data tracking systems, decision support tools, and information management processes and methodologies

In return, we offer you

We offer you a dynamic working environment in an innovative business, which offers you excellent opportunities to further develop and fully exploit your talents. This job comes with a competitive salary, excellent benefits and up-to-date training.

US work authorization is a precondition of employment. The company will not consider candidates who require sponsorship for a work-authorized visa.

Why should you join Philips?

Working at Philips is more than a job. It’s a calling to create a healthier society through meaningful work, focused on improving 3 billion lives a year by delivering innovative solutions across the health continuum. Our people experience a variety of unexpected moments when their lives and careers come together in meaningful ways.

To find out more about what it’s like working for Philips at a personal level, visit the Working at Philips page on our career website, where you can read stories from our employee blog. Once there, you can also learn about our recruitment process, or find answers to some of the frequently asked questions.

Philips is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex (including pregnancy), sexual orientation, gender identity, national origin, genetic information, creed, citizenship, disability, and protected veteran or marital status.

As an equal opportunity employer, Philips is committed to a diverse workforce. In order to ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veterans' Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants that require accommodation in the job application process may contact 888-367-7223, option 5, for assistance.

#LI-PH1

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Position Code

5841

Location

US

Posted Date

5/7/2021

Day Shift

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Night Shift

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Rotating Shift

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Evenings

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Status

Regular Full-Time

Department

HS HRD Compensation

• 
  Partner with department leadership and HR Managers and Directors to support compensation processes by performing data analyses, modeling and costing.
  

• Evaluates the organization's jobs, documenting responsibilities and requirements in job descriptions. Assist in maintenance and administration of compensation management tools.
  

• Use data visualization to turn complex data into simple and easy to understand narratives for senior business leaders and HR stakeholders. Assist in developing compensation solutions to help meet organizational talent needs.

• 
  Assist with the development of compensation training and presentation materials.

• 
  Contributes organizational data to, and analyzes results of, compensation surveys.
  

• Conducts market analysis of company jobs to determine competitive positioning of the organization’s pay programs.
  

• Participates in annual salary administration programs, including salary structure creation and maintenance and development of salary increase budgets.
  

• Participates in administration of annual performance management program.

Bachelor's degree in human resources, finance, accounting or related field or equivalent. Master's degree in human resources, finance, accounting, or related field.

Three years of experience administering compensation programs.

Demonstrated knowledge in using Microsoft Excel.

Certified Compensation Professional (CCP), PHR or SCP.

Job Description Summary

Job Description

• Oversee and develop/design, implement, and administer compensation processes and programs including: market pricing, survey participation, annual salary and bonus review processes, base salary structure development, variable pay programs (sales and non-sales), etc.
• Partner with the business to implement the Oxford compensation governance practices (comp matrix) and ensure they are in place and working. Work closely with HR leadership and Executive Leadership in reviewing design changes, associated costs, analysis/impacts and implementation of plans
• Design, develop, implement and maintain the enterprise job and salary range structures. Oversee and manage the enterprise job evaluation process and maintain the job library.
• Monitor the effectiveness of the enterprise pay programs. Provide recommendations for changes or enhancements as needed through trend analysis, cost benefit analysis, key performance indicators and market intelligence
• Manage the selection process, implementation and administration of compensation management tools such as Pay Factors and AON CG Pro for executive compensation. Develop and deliver training for system users.
• Work with VP, HR in the design, administration and communication of executive compensation, including base, variable, deferred and long-term incentive programs.
• Develop effective relationships with internal resources (e.g., legal, finance, accounting, tax, etc.), and business group HR at all organizational and geographic levels within the enterprise to support and deliver timely, targeted, cost effective and coordinated compensation/rewards solutions.
• Act as an internal consultant on compensation program design and issues globally. Manage ad hoc requests relating to all areas of compensation strategy and design.
• Develop effective relationships with external vendors/consultants and manage them to deliver timely, targeted and cost-effective compensation/reward solutions.
• Oversee and manage the enterprise’s financial benefits including, but not limited to, the Retirement Savings Plan (401k), the Employee Stock Purchase Plan, and the Deferred Compensation Plan (DCP).
• Develop and document severance recommendations, release agreement documents, and log and process executed release agreements and severance payments.
• Administer and maintain the WorkDay compensation set-up (e.g., compensation eligibility rules, salary ranges, bonus plans, etc.) and associated processes.
• Mentor HR team on issues related to compensation.

Experience and Skills

• BS degree in Business, Human Resources or a related field or equivalent work experience. CCP, GRP. ACCP, or CECP certification preferred.
• Generally 10+ years within the Compensation and/or related Human Resources function with 4+ years executive compensation experience including understanding of equity-based compensation and short-term incentives.
• Excellent computer skills with proficiency in Microsoft Word and advanced capabilities in Excel, Power BI or similar data reporting/analysis tools,
• Excellent understanding of data integrity and analysis and able to easily manipulate data between multiple tables and various software.
• Excellent business acumen with the ability to research and identify problems, solve complex problems and develop solutions, conduct analysis independently and in collaboration with others, and build support for new programs and plans.
• Strategic thinker who can manage long term and short-term projects.
• Ability to interact with and influence others effectively - within HR, at the executive level, and cross-functionally.
• Demonstrated ability to balance strategic and operational tasks with strong organizational and time management skills.
• Ability to work independently, manage multiple tasks, set priorities.
• Excellent oral and written communication skills.
• Excellent knowledge of HR legal and regulatory environment and compensation/HR systems.

Oxford Industries is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristics protected by law.

Oxford Industries participates in E-Verify. Details in English and Spanish . Right to Work Statement in English and Spanish .

Bachelor Degree in Human Resource Management, Business, Industrial / Organizational Psychology or related field, plus a minimum of three years professional experience in human resources, two of which must have been in compensation, including the development and administration of compensation programs, job analysis, job evaluation methods, performance appraisal, and various analytical and statistical techniques; or an equivalent combination of closely related education, training, and experience. Skilled in the use of Human Resource Information Systems such as Workday or Peoplesoft, and Microsoft business applications required. Possession of Certified Compensation Professional (CCP) designation a plus. A valid Florida Driver's License is required.

VALID DRIVER LICENSE FROM ANY STATE MUST BE PRESENTED AT TIME OF INTERVIEW. FLORIDA DRIVER LICENSE MUST BE PRESENTED WITHIN 30 DAYS OF EMPLOYMENT.

City of Orlando Benefits

Vitesco Technologies is a leading international developer and manufacturer of state-of-the-art powertrain technologies for sustainable mobility. With smart system solutions and components for electric, hybrid and internal combustion drivetrains, Vitesco Technologies makes mobility clean, efficient and affordable.

Job Description :

Working Time: Full time

Your Contact Partner: Daniel Cable

EEO / AA / Disabled / Protected Veteran Employer. Continental offers equal employment opportunities to all qualified individuals, without regard to unlawful consideration to race, color, sex, sexual orientation, gender identity, age, religion, national origin, disability, veteran status, or any other status protected by applicable law. In addition, as a federal contractor, Continental complies with government regulations, including affirmative action responsibilities, where they apply. To be considered, you must apply for a specific position for which Continental has a current posted job opening. Qualifying applications will be considered only for the specific opening(s) to which you apply. If you would like to be considered for additional or future job openings, we encourage you to reapply for other opportunities as they become available. Further, Continental provides reasonable accommodations to qualified individuals with a disability. If you need assistance in the application process, please reply to Careers@conti-na.com or contact US Recruiting at 248.209.7425. This telephone line and email address are reserved solely for job seekers with disabilities requesting accessibility assistance or an accommodation in the job application process. Please do not call about the status of your job application, if you do not require accessibility assistance or an accommodation. Messages left for other purposes, such as following up on an application or non-disability related technical issues, will not receive a call back.

Vitesco Technologies is a leading international developer and manufacturer of state-of-the-art powertrain technologies for sustainable mobility. With smart system solutions and components for electric, hybrid and internal combustion vehicles, Vitesco Technologies makes mobility clean, efficient and affordable. The product range includes electric drives, electronic control units, sensors and actuators, and exhaust-gas aftertreatment solutions. In 2020, Vitesco Technologies recorded sales of around 8 billion Euros and employs almost 40,000 people at around 50 locations worldwide. Vitesco Technologies is headquartered in Regensburg, Germany.

Nearest Major Market: Detroit

RevZilla is dedicated to providing new and experienced riders with world-class expertise, innovation, community, service, and support.

RevZilla is a multi-million dollar online destination for premium motorcycle apparel, parts and accessories. Utilizing proprietary technology developed by RevZilla’s Founders, we continue to drive new and innovative approaches to online commerce.

RevZilla is proud to be a part of the Comoto Family of Brands, which also includes Cycle Gear, J&P Cycles and Rever. America’s largest and fastest growing omni-channel platform in the powersports aftermarket-products industry, Comoto’s mission is to serve the rider, fuel the industry, and inspire the community.

As an innovative, people-first department, our mission is simple: We are culture champions, strategic partners, employee advocates, and leadership allies. The Comoto Human Resources Team focuses on providing a positive employee experience while aligning our engagement and retention efforts with the overarching strategic blueprint that guides the development of the Comotosphere. We operate with a high level of trust, thoughtful guidance, and a strong sense of community.

Comoto's first ever Compensation and Benefits Specialist will have the unique opportunity to evaluate our existing programs then build out a best in class pay structure and benefits portfolio that will serve our growing national team, you will be own everything from research through education and administration. The Talent Team mission focuses on a never-ending dedication to attracting, developing, and retaining a superior workforce and our Compensation and Benefits Specialist will have a direct impact on ensuring we're attracting the best employees while staying both competitive and compliant.

You will know if this is the right opportunity for you if you have experience administering compensation and benefit programs, if you've utilized ADP or similar (we're using ADP Workforce Now and ADP Compensation Management), if you geek out on compliance and have a strong working knowledge of ACA, COBRA, HIPAA, and ERISA. Additionally you're probably a people person, you like to understand what motivates and inspires people to bring their whole self to their work, and you put that into action through your research and delivery of benefits programs that support them. If this has you enthusiastically nodding your head, then we want you to apply.

Our first ever Compensation and Benefits Specialist will focus on the following core pillars:

Compensation

• Process wage and salary changes resulting from merit increases, promotions, bonus plan administration, or other job changes
• Compare compensation plans, job classifications, and salaries through our compensation data management system
• Maintain the organization’s pay structure and update as necessary
• Research compensation trends and comp analysis surveys
• Evaluate compensation policies and make recommendations based on data analyses
• Ensure that all pay practices comply with state and federal laws and regulations

Benefits

• Administer various employee benefit programs such as medical, dental, vision, life and accident insurance, and 401(k)
  • Own all aspects of employee benefit data; ensure timely and accurate processing of enrollments and updates
  • Facilitate benefits orientation for newly eligible employees
  • Facilitate annual 401k audit
  • Facilitate Annual Open Enrollment
• Conducts benefits orientation meetings
• Partner with Comoto’s benefits providers and brokers to develop a thorough understanding of all company benefit programs to provide ongoing support to team members
• Manage the monthly billing process, audit, and resolve administrative discrepancies with benefit carriers
• Own all aspects of ACA administration and ensure compliance with current legislation

Job Analysis

• Partner with Talent Acquisition team to write job descriptions
• Determine position classifications
• Prepare and update salary ranges for the company
• Make recommendations to managers regarding job descriptions, salaries, and classifications

Our First Ever Compensation and Benefits Specialist Has:

• 3-5 years of experience administering compensation and benefit programs required
• 3-5 years of professional HR experience
• Experience utilizing ADP Workforce Now and ADP Compensation Management tool a plus
• PHR or SHRM-CP is a nice to have
• The demonstrated ability to handle privy and confidential information
• Strong leadership skills demonstrating both initiative and the ability to effectively communicate new ideas, provide education to employees, and collaborate with other members of the Comoto team

All your information will be kept confidential according to EEO guidelines.

Working at West means having an opportunity to work by the side of our patients and customers, our global team members and the communities in which we operate – which all help contribute to a Healthier World.

At West, we are by the side of patients. The work we do impacts patients’ lives each and every day – our products are a critical part of healthcare delivery and we are proud of the role we play to improve patient health. We work by the side of our team members. We come together as one global team to deliver for our customers and help them address their challenges. We are a diverse, close-knit community of professionals, where everyone has a voice and opportunity to learn and grow through mutual trust and respect. With a 95 year plus history, we have a track record for success, which includes reported sales of $2.14B in 2020. We serve by the side of our community. Giving back is in our DNA—our team members across more than 50 sites globally are involved with hundreds of charities that have special meaning to them through our West Without Borders team member-led giving program.

Responsible for the overall administration of West’s long-term equity incentives and employee stock purchase program, with the opportunity to expand into executive and broader compensation program support. In this role, you will also assist with the overall planning and administration of executive compensation programs at the Officer and Board of Director level, long-term equity incentives and deferred compensation. As part of the Total Rewards team, you will contribute to the development and evaluation of West’s compensation programs to enhance our ability to attract, engage and retain team members while ensuring alignment with our Total Rewards philosophy, best practices, business strategies, and financial objectives. This position reports to the Director Enterprise Compensation and works closely with HR Business Partners at sites across the region, Finance, Legal, external vendors and the broader global Total Rewards team.

Essential Duties and Responsibilities:
Stock Plan Administration:

• Manage the day-to-day administration of the company’s stock plans globally; ensuring that all new grants, equity transactions, cancellations, expirations, and exercises (including tax withholding) are accurately processed, settled, and reconciled in a timely manner
• Assist with system and process enhancements and automation for the company’s equity and ESPP program, including HRIS / payroll and vendor interfaces
• Administer West’s global ESPP plan, including enrollment, contribution changes, purchase of shares, ESPP limits and refund, and reporting and education material development
• Respond to employee inquires and coordinating with internal teams and vendors as appropriate to resolve issues
• Work closely with Legal to ensure timely filing of Section 16 reports (Form 3, 4 and 5), maintain insider trading windows, and section 16 officers trade restrictions in the equity system
• Maintenance of stock plan documentation for both internal and SOX compliance

Executive Compensation:

• Assist with ongoing review and development of global grant guidelines and share utilization
• Assist with the preparation of the Annual Proxy statement
• Contribute to the development of HR and team member education regarding executive compensation
• Liaison with Finance, Audit and Legal to ensure compliance with regulatory reporting requirements
• Complete executive-level survey participation
• Active participant in the HRIS systems enhancement process as it pertains to Compensation
• As part of the global process, assist with the annual compensation planning process, including merit and bonuses
• Assist in administering West’s reward and recognition programs as needed
• Other duties as assigned

Basic Qualifications:

• Bachelor’s degree in related field
• 3-5 years of experience in Equity Administration or Executive Compensation

Preferred Knowledge, Skills and Abilities:

• Plan administration (equity programs) desired
• Certified Equity Professional Certification (CEP) a plus
• Global experience or desire to work in a global organization
• Advanced Excel skills
• Strong attention to detail; excellent analytical and problem-solving skills.
• Excellent interpersonal skills with the ability to communicate with various levels and functions within the organization, develop relationships, influence in a matrix organization, active listening
• Must be flexible and able to work in a fast-paced environment with changing priorities.
• Must be able to work independently and also be a strong team player.

West is an equal opportunity employer and we value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sex, gender identity, sexual orientation, age, marital status, veteran status, or disability status. If you have a special need that requires accommodation in order to apply to West, please send an email to kimberley.eby@westpharma.com. Where permitted by law, an offer of employment with West Pharmaceutical Services, or any of its subsidiary or affiliate companies, is contingent upon the satisfactory completion of background screening and/or a pre-employment drug screening.

Abbott is a global healthcare leader that helps people live more fully at all stages of life. Our portfolio of life-changing technologies spans the spectrum of healthcare, with leading businesses and products in diagnostics, medical devices, nutritionals, and branded generic medicines. Our 109,000 colleagues serve people in more than 160 countries.

As the Sr. Manager of Compensation Consulting, the incumbent will provide compensation subject matter expertise for one of Abbott’s key operating divisions. Primary responsibilities include:

• Consult with Business HR (BHR), Area/local Compensation & Benefits colleagues, Practice Centers, and Global HR Services to provide guidance on compensation philosophy, policies and best practices. Develop and deliver compensation training to BHR, TA and other HR areas.

• Lead internal/external data analysis, interpret findings, develop and present proposals/recommendations to senior leadership, Practice Centers, BHR.

• Provide project management and oversight for assigned annual compensation programs. Develop and manage project plans and timetables in collaboration with Business HR, Practice Centers, Area Directors and the Service Center. Identify and agree on service levels, delivery standards and project deliverables/metrics.

• Lead compensation program design, communication, and implementation and provide design expertise in various program areas.

• Provide direction and guidance to Compensation Specialists/Analysts within Practice Center (nonsupervisory).

Required Qualifications:

• Bachelor’s degree in HR, Business Administration, or relevant field

• 8+ years compensation analytical/consulting experience

• 10+ years overall HR including project/program management experience

• Demonstrated ability to work independently, manage priorities and project timelines, anticipate needs and determine next steps.

• Advanced skills with Microsoft Office and project management tools.

• Demonstrated ability to work through teams and interact at all organizational levels including key stakeholders and senior management.

• In-depth knowledge of rewards theory, trends, best practices, laws/regulations.

• Demonstrated excellence in organizational and time management, problem-solving, influencing, communication, and analytical skills.

Preferred:

• Master’s degree (or MBA) in HR, Project Management, or relevant field

• Certified Compensation Professional (CCP) designation

• External compensation consulting experience

• Experience designing compensation plans and market pricing/benchmarking

• Experience with large, global organization

MV Transportation is seeking a Director of Compensation and Benefits, who will be responsible for the overall design, implementation, communication, and administration of the company's compensation and benefits programs. He/she ensures that compensation and benefit programs support the company's strategic objectives and meet all legal requirements. This person will also lead the company's compensation and benefits team. This role provides strategic consultation services to the labor relations team during negotiations of collective bargaining agreements and to the business development team with regards to benefits planning and projection for new locations.

Talent Requirements:

• Bachelor's degree required
• Certified Employee Benefits Specialist (CEBS) designation strongly preferred
• Eight (8) + years of relevant work experience
• Advanced Excel skills
• Working knowledge of HR information systems
• Thorough understanding of health plan funding methods
• Thorough and up-to-date understanding of ERISA, ACA, FLSA, and other compensation/benefits compliance requirements
• Understanding of retirement plan design, executive compensation, incentive plans, and stock option plans

Communication Skills

• Ability to effectively communicate with executive management and board of directors
• Exceptional verbal communication skills
• Excellent written communication skills

Analytical Skills

• Superior problem-solving ability
• Ability to analyze qualitative data
• Exceptional analytical, statistical, quantitative, and deduction skills

Team Skills and Customer Orientation

• Ability to build relationships and work well across functions
• Demonstrates strong customer service orientation

Time and Project Management

• Ability to lead and manage large-scale projects
• Must be able to manage multiple assignments simultaneously and have strong organizational skills
• Effective time management skills and ability to meet deadlines

Business Acumen and Skills

• Understanding of business processes and basic corporate finance, management, and accounting principles
• Demonstrates cross-functional expertise and the ability to thrive in a highly complex environment
• Ability to meet personal and team monthly, quarterly, and annual financial goals
• Ability to successfully negotiate and close a deal
• Demonstrates strategic thinking with an entrepreneurial spirit

Leadership Skills

• Demonstrates superior judgment
• Demonstrated leadership capabilities, including people development/coaching, objective setting, and measurement skills

Behavioral Traits

• Demonstrates the capacity to manage changing priorities and ambiguity while remaining calm and controlled
• Maintains direction and focus through proactive planning and organized approaches to work
• Demonstrated poise and grace under pressure
• Communicates a "can do" attitude and positive outlook, minimizing negative behaviors
• Demonstrates initiative and resourcefulness

During the course of employment, employees may receive and have access to confidential information. All employees are expected to respect and maintain the confidentiality of non-public customer and business records and any other information that MV classifies as confidential.

MV Transportation is committed to as policy of Equal Employment Opportunity and will not discriminate against an applicant or employee on the basis of race, color, religion, creed, national origin or ancestry, sex, physical or mental disability, veteran or military status, genetic information or any other legally recognized protected basis under federal, state or local laws, regulations or ordinances. The information collected by this application is solely to determine suitability for employment, verify identity and maintain employment statistics on applicants.

Where permissible under applicable state and local law, applicants may be subject to a pre-employment drug test and background check after receiving a conditional offer of employment.

Dentsu is a modern marketing solutions company. Our mission is to help clients navigate, progress and thrive in a world of change. Businesses rely on our integrated network of agencies and specialized practices to champion meaningful progress through creative, media, commerce, data and technology. Part of Dentsu Group, our global network comprises 66,000 diverse people in 143 countries, who are dedicated to teaming for growth and good. Some of our award-winning agencies include 360i, Carat, dentsumcgarrybowen, DEG, dentsuX, iProspect and Merkle. Follow us on Twitter @DentsuUSA and visit dentsu.com/us.

We are champions for meaningful progress and we strive to be a force for good—for our people, for our clients, for the industry and for our society. We keep our people at the center, creating space for growth, understanding and learning so they can thrive. We embed diversity, in our mindset, in our solutions and in our teams to empower an inclusive, equitable and culturally fluent environment. Building this culture within our teams makes us better collaborators with each other and with our clients, driving better outcomes for all

We're looking for an experienced Compensation professional to join our dentsu Americas Rewards Team. You will have the opportunity to put in place and work on market competitive, internally equitable and fiscally responsible rewards programs to help us attract, retain and reward our talent across the Americas. This client-facing role will partner with HRBPs and Business Leaders to consult and advise on compensation matters to help meet strategic business goals by managing compensation programs, analyzing data, developing compensation proposals and collaborating with partners to put together recommendations for the business.

• Drive dentsu’s compensation philosophy and programs for your business areas.
• Build a consultative and collaborative relationship with HRBPs, recruiters, HR Ops and business leaders on compensation programs and initiatives.
• Manipulate and analyze data sets to distill insights, convey findings and make recommendations.
• Research best practices and trends and perform analysis on effectiveness, competitiveness and fairness of existing programs.
• Build and deliver compensation-related training and education materials to your client teams.
• Work on core compensation projects and continually look to improve internal processes to meet the needs of stakeholders (compensation policies, new hires, promotions, transfers, recognition programs, annual salary review, pay parity, market benchmarking, pay guidelines)

• BA/BS degree and/or 5+ years of experience in compensation, preferably with experience in a fast-paced environment
• Top notch analytical skills to utilize metrics and tools to gain insights, break down a problem to identify the root cause and explain your findings to help your leaders make the best business decisions
• Advanced Excel skills and process documentation skills with great attention to detail
• A collaborator and influencer that is adaptable and partners well across HR and the Business to help attract and retain top talent
• Understanding of HRIS systems (Workday) workflows and reporting

Our benefits:

• Comprehensive healthcare plans
• FTO and family leave
• Generous holiday schedule
• 401k

Employees from diverse or underrepresented backgrounds encouraged to apply.
Dentsu (the "Company") is committed to a policy of Equal Employment Opportunity and will not discriminate against an applicant or employee of the Company, on the basis of age, sex, sexual orientation, race, color, creed, religion, ethnicity, national origin, alienage or citizenship, disability, marital status, veteran or military status, genetic information, or any other legally-recognized protected basis under federal, state or local laws, regulations or ordinances. Applicants with disabilities may be entitled to reasonable accommodation under the terms of the Americans with Disabilities Act and/or certain state or local laws. A reasonable accommodation is a change in the way things are normally done that will ensure an equal employment opportunity without imposing an undue hardship on the Company. Please contact recruiting@dentsuaegis.com if you need assistance completing any forms or to otherwise participate in the application process or to request or discuss an accommodation in connection with a job at the Company to which you are applying.

• Participates in the design, development, and implementation of compensation models, employee recognition/reward programs, and initiatives that support organization effectiveness strategies by conducting research, drafting content and correspondence for new and/or revised structures, programs, or initiatives.
• Participates in compensation and best practice benchmarking surveys for employees, management and executives including short term and long term incentive programs, and deferred compensation plans; provides reports on compensation market trends through research and analysis of formal and informal salary surveys, and other third party vendors/research methods ensuring competitive positioning and internal equity.
• Designs/develops sales incentive plans and commission-based programs in collaboration with HR Business Partners and Leaders. Performs modeling and costing analysis of sales compensation –related data in collaboration with Finance and Business Leaders to monitor and evaluate sales plans. Ensures incentives and commissions are paid in accordance with plan provisions.
• Participates in organizational design activities, completes job evaluations on new or reclassified roles, reviews benchmark market data, and makes recommendations for salary range and job classification and ensures applicable changes are applied to salary ranges.
• Assists HR Business Partners in the development of position profiles including soliciting feedback/input, editing, verbiage for conformity to standards, reviewing job content for job leveling/grading.
• In collaboration with HR team members, leads and administers the annual compensation planning process including analyzing and modeling/costing scenarios, develops processes, tools, guidelines communications, etc. Conducts final review and analysis of all company- wide recommendations, ensuring approvals are received.
• Oversees the administration and reviews specific company reward & recognition programs including responsibility for evaluating and reporting nominations and awards, managing program vendors and consultants.
• In partnership with HR team members, develops and implements education/awareness, training, or job aids to support the company’s compensation, reward, and recognition activities.
• Evaluates current and new total reward programs; recommends changes or enhancements to support business goals, increasing efficiencies and employee satisfaction.
• Develops and maintains relationships with HR Business Partners to ensure solutions support to business units.
• Stays up-to-date and takes initiative with compensation trends within and outside the industry to identify and adapt changes to current processes to minimize and/or avoid exposure to potential risks
• Develop HRIS/HRMS reports, SQL queries and create spreadsheets using MS Excel
• Display a high degree of confidentiality and professional judgment.

• Bachelor’s degree in Human Resources, Business Administration or a related field or an equivalent combination of education and experience
• 6+ years of experience in Compensation and financial analysis with increasing levels of responsibility
• Certified Compensation Professional (CCP) designation strongly preferred.
• Expert level with Excel and PowerPoint.
• Superior attention to detail and accuracy, excellent problem solving, analytical and research skills.
• Proven organizational skills, including balancing multiple responsibilities, and effectively meeting deadlines. Able to work independently and in a team environment; works collaboratively.
• Excellent written and oral communication skills. Ability to effectively communicate with all levels in organization. Able to deliver presentations to both small and large groups.
• Critical thinking and problem-solving skills
• Sound knowledge of concepts, principles and practices of compensation rewards/recognition and HCM platforms.

• An inspiring career that benefits both you and your community
• Competitive compensation packages with bonus opportunity
• Full Medical/Dental/Vision benefits with minimal eligibility waiting period
• Generous 401(k) with 3% Safe Harbor and 5% employer match
• Discounts on loan products
• Tuition Reimbursement
• Onsite Fitness Center at HQ and rewards for healthy habits
• Close proximity to BART, restaurants and shopping

• Business Strategy - Develops and executes complex strategies that support the compensation philosophy. Monitors all compensation programs, policies, and processes for continued alignment with business and strategic goals. Collaborates with executive level management to ensure developed solutions meet current and future business needs.
• Compensation Planning - Designs compensation structures and oversees the creation of variable compensation plans. Provides leadership and oversight to planning efforts. Acts as pricing expert and resource to senior management, executives, and wider business units on all aspects of compensation.
• Program Management - Evaluates, implements, and manages enterprise-wide compensation programs, ensuring compliance with legal and regulatory requirements. Directs program delivery and communication with senior leadership and executives. Responsible for the success and performance of key incentive initiatives. Oversees projects associated with change management activities.
• Managerial Functions - Establishes and monitors expectations to achieve company and department goals. Makes appropriate changes to policies, procedures, and efficiencies in order to meet objectives. Manages the performance, training, and evaluation of assigned staff. Maximizes team achievements by providing professional development.

• Minimum 5 years of people management experience.
• Compensation Program Design and Governance experience.
• Experience with Broad-Based Compensation and Executive Compensation plans.
• Proven ability to drive strategic direction.
• Management skills.
• Analytical skills – business.
• Business acumen / knowledge.
• Communication skills – verbal.
• Partnerships and collaboration.

• Financial Services experience strongly preferred.
• Certified Compensation Professional (CCP)

Take your next career step at ABB with a global team that is energizing the transformation of society and industry to achieve a more productive, sustainable future.

At ABB, we have the clear goal of driving diversity and inclusion across all dimensions: gender, LGBTQ+, abilities, ethnicity and generations. Together, we are embarking on a journey where each and every one of us, individually and collectively, welcomes and celebrates individual differences.

Our mission Human Resources (HR) is to help ABB stand out when it comes to our people - from leadership, performance and talent management to rewards and career opportunity. In all that we do, we seek to create competitive advantage by dedicating resources to attracting, developing and retaining talented individuals who are customer-focused, collaborative, innovative and driven.

The role reports to the Senior Manager, Compensation and benefits (C&B) and is located in Cary, North Carolina. As a Compensation Analyst, you will be supporting the Human Resources (HR) function in the implementation and delivery of compensation programs and processes within a shared service environment at ABB.

• Perform individual and systemic benchmarking processes and compensation analyses to ensure compensation competitiveness in the job market.
• Lead and/or support annual processes such as merit or short-term incentive processes. Partner with internal stakeholders to ensure data and system readiness to deliver such processes.
• Evaluate compensation shared service process effectiveness, identify and recommend process improvements, and oversee execution.
• Support the development and modeling of salary ranges.
• Perform Job Evaluations as needed for assigned groups, including Global Grading. Ensure Fair Labor Standards Act (FLSA) compliance.
• Develop compensation metrics, reports and tools to inform compensation program decisions and analyze business outcomes.
• Perform periodic analyses to maintain the integrity and compliance of compensation programs.
• Partner with HR Business Partners and leaders to provide appropriate guidance regarding pay decisions and the interpretation of policies and guidelines.
• Participate in annual compensation surveys.
• Ensure compensation data is maintained correctly in ABB systems.
• Create materials to effectively communicate compensation programs, policies and practices to employees and leaders.

• Bachelor’s Degree and minimum of 5 years of experience in compensation OR;
• Masters Degree and minimum of 3 years of experience in compensation.
• Candidates must already have a work authorization that would permit them to work for ABB in the US.
• Excellent analytical and mathematics skills.
• Proficiency in Microsoft Office suite including advanced Excel skills Significant experience working with HR technology, data and reporting.
• Familiar with current concepts, laws and practices in compensation administration.
• Ability to work independently and meet tight deadlines.
• Must be results oriented with the ability to handle multiple projects and shifting priorities.
• Strong organizational skills with exceptional attention to detail.
• Experience with Hay job evaluation methodology.

We look forward to receiving your application. If you want to discover more about ABB, take another look at our website www.abb.com.

Equal Employment Opportunity and Affirmative Action at ABB

ABB is an Equal Employment Opportunity (EEO) and Affirmative Action Employer encouraging diversity in the workplace.

All qualified applicants will receive consideration for employment without regard to their race, creed, color, ancestry, religion, sex, national origin, citizen status, age, sexual orientation, gender identity, disability, marital status, family medical leave status, or protected veterans status. For more information regarding your (EEO) rights as an applicant, please visit the following websites:
http://www1.eeoc.gov/employers/upload/eeoc_self_print_poster.pdf
http://www1.eeoc.gov/employers/poster.cfm. http://www.dol.gov/ofccp/regs/compliance/posters/pdf/OFCCP_EEO_Supplement_Final_JRF_QA_508c.pdf

As an Equal Employment Opportunity and Affirmative Action Employer, applicants may request to review the Affirmative Action Plan of a particular ABB facility between the hours of 9:00 A.M. - 5:00 P.M. EST Monday through Friday by contacting an ABB HR Representative at 1-888-694-7762.

Protected veterans and qualified individuals with a disability may request a reasonable accommodation if you are unable or limited in your ability to use or access ABB's career site as a result of your disability. You may request reasonable accommodations by calling an ABB HR Representative at 1-888-694-7762 or by sending an email to US-AskHR@abb.com. Resumes and applications will not be accepted in this manner.

The Compensation Manager will manage the compensation function for the organization. Directs the development and application of job descriptions, evaluations, grading, and pricing in order to determine and record job factors and convert job worth into monetary values. Works directly with management at all levels to guide compensation decisions in accordance with established guidelines. Develops salary planning and forecasting for salary adjustments that are aligned with financial objectives.

Ensures that compensation programs are consistently administered in compliance with internal policies and government regulations . This position will report to the Senoir Director of Total Rewards.

Essential Functions:

• Additional miscellaneous duties and responsibilities, as may be assigned from time to time by employee's supervisor.

• Advises/educates HR business partners, recruiters, and managers on salary determination decisions that are aligned with the organization's compensation philosophy and salary administration guidelines.

• Sought out by management to make recommendations on compensation issues regarding associate recruitment and retention. This position has high visibility within the organization and will be expected to develop solutions/alternatives to resolve complex compensation issues.

• Ensures consistent application of salary administration and pay practices.

• Provides guidance to compensation analyst on grading, pricing, and compensation analyses, including market trends, internal equity, and cost impact.

• Develops and delivers educational communications for management at various levels regarding on all forms of compensation, both direct and indirect.

• Develops and manages compensation program and incentive plans to enhance the organization's ability to attract and retain talent.

• Manages annual performance appraisal and performance management processes.

• Manages budget expenditures and participates in salary planning/budget planning processes.

• Monitors the effectiveness of existing compensation practices and recommends changes that are cost-effective and consistent with compensation trends and business objectives.

• Develops techniques for compiling, preparing and presenting data.

• Oversees the participation in salary surveys and monitors salary survey data to ensure objectives are achieved.

• Ensures compliance with federal, state and local compensation laws and regulations.

• Manages system administration for data input, system design and implementation for Total Rewards Systems, Performance Management, Salary Administration and Market Pricing systems.

Requirements:

Bachelor's degree required

5 plus years of compensation experience required

Experience over seeing compensation for a organization in multiple locations preferred

Compensation experience within a Health Care system preferred

Certification in PHR, SPHR, or CCP preferred.

• Category: Human Resources
• Location: Falls Church, Virginia
• US Citizenship Required for this Position: Yes
• Clearance Type: None
• Telecommute: Yes – May Consider Full Time Teleworking for this position
• Shift: 1st Shift
• Travel Required: Yes, 10 % of the Time
• Positions Available: 1
  

• Leading the Annual Compensation Review process and training for the enterprise in partnership with sector compensation, human resources and organization effectiveness teams
• Leading the enterprise project planning and execution of NG incentive programs
• Development and delivery of compensation training, resources and communications in support of business and HR strategies
• Collaborating with the sectors to ensure strong change management for compensation-related initiatives and/or updates
• Consulting with compensation colleagues and HR partners to provide guidance on total compensation solutions
• Assisting with the administration of Northrop Grumman’s compensation framework and philosophy across all functions and levels within the organization
• Developing reoccurring and ad-hoc compensation reports or analytics
• Supporting compensation system implementations, upgrades and conversions using standard system requirements and test scripts
• Participating in annual compensation surveys and market pricing analysis
• Assist in other enterprise-wide change management, program initiatives or data analysis where appropriate

• Demonstrated experience in project management and coordination across multiple departments for large, complex initiatives
• Ability to multi-task, prioritize based on business needs, and work well within a fast-paced, project-focused environment
• Demonstrated experience supporting change management activities associated with large-scale initiatives
• Strong analytical and quantitative skills with advanced knowledge and experience with Microsoft Excel
• Ability to clearly communicate complex data and information using effective presentation skills and techniques
• Ability to work independently but also collaborate within a team environment

• Bachelor’s Degree in Human Resources, Business Management or related field of study with a minimum of 6 years of relevant experience; OR Master’s Degree in Human Resources or related field of study with a minimum of 4 years of relevant experience

• Certified Compensation Professional or progress towards certification
• Working knowledge of Workday business processes and functionality
• Experience utilizing the SharePoint platform
• Previous experience in a large government contracting environment

Job ID: 280371

CRH's Americas Materials, a division of CRH, is the leading vertically integrated supplier of aggregates, cement, asphalt, ready mixed concrete and paving and construction services in North America. Our operations span North America with 24,100 employees at close to 1,300 locations in 44 US States and 6 Canadian provinces.

Position Overview

The Human Resources Assistant/Compensation Analyst will provide administrative support for learning and development, benefits, compensation, and other areas within the West Division HR Team in support of business objectives. The individual must maintain a high standard of confidentiality, communicate effectively, be extremely organized and self-driven.

• Assists Human Resources with administrative responsibilities and special projects, including compilation of data, data analysis and report preparation/generation.
• Coordinate and support functions involving Total Reward Statements, compensation analysis, market data/surveys and merit/bonus processes.
• Assist with data maintenance in compensation system and working with the team on improving collection and reporting the data.
• Manage and maintain cross border travel program for employees.
• Champion Human Resources initiatives as well as serve on Division/special project teams as needed.
• Participate in evaluating, monitoring, organizing and producing training programs on multiple platforms to ensure success.
• Lead or facilitate Human Resources training and/or leadership training on occasion.
• Proactively and creatively look for opportunities for HR best practices/efficiencies.
• Advise on HR laws and internal policies for compliance, consistency and efficiency.
• Assist in recruiting activities such as position posting, advertising, personnel documentation, background checks, E-Verify, references, training and on-boarding orientation.
• Provide outstanding customer service and HR support to all employees to achieve compliance with all HR policies and procedures.
• Assists with other duties and projects as assigned.

Work Requirements

• 
  Must be 18 years in age or older.
• Must pass a drug screen and criminal background check.
• Must have a high level of customer service for both internal and external customers.
• Adherence to safety requirements and procedures as outlined in the Safety Manual.
• Willingness to work in a team environment and assist co-workers or supervisors with other duties as required.
• Adherence to federal, state and local regulations.

Qualifications:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education/Experience

• 
  Bachelor’s degree in Human Resources, Business Administration or related discipline AND/OR at least two (2) years’ experience in Human Resources.
• Experience in Compensation Analysis is preferred.
• Experience in a construction environment is preferred.
• Experience in creating and presenting training on various HR related topics..
• PHR/SPHR desired.
• Knowledge of applicable state and federal regulations.
• MS Office (Word, Excel, PowerPoint) and HRIS proficient. Intermediate to skilled level proficiency in Excel.
• Exceptional customer relations skills a must along with the ability to build relationships with all levels of employees.
• Ability to work remotely and be able to be effective in a virtual environment.
• Must be a proven self-starter with a strong sense of urgency and work ethic.
• Excellent communication skills, both verbal and written. Must have the ability to communicate effectively with all levels of management.
• Strong computer and analytical skills

Knowledge/Skill Requirements

• 
  Knowledge of human resources policies and procedures.
• Highly effective oral and written communication skills required.
• Ability to operate office equipment including, but not limited to: computers, copiers, ten key adding machine, printers, etc.
• Proficiency of MS Excel and Word applications required.
• Ability to analyze issues independently.
• Ability to perform under deadline pressure.
• Ability to understand and follow complex verbal and written instructions.
• Ability to meet attendance schedule with dependability and consistency.
• Ability to maintain the highest level of integrity, professionalism, fairness and confidentiality in all aspects of job performance.

Physical Requirements

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

• 
  Able to stand, walk, use hands and fingers to manipulate objects, talk and hear.
• Vision abilities (with correction) include close, distance, peripheral, depth, and the ability to adjust focus.
• The employee is frequently required to sit, stand and walk for extended periods of time.

Work Environment

• 
  Standard office environment.
• Tempo is fast-paced with deadlines.
• The noise level in some areas of the work environment may be moderate.

What CRH Americas Offers You

• 
  A culture that values opportunity for growth, development and internal promotion
• Highly competitive base pay
• Comprehensive medical, dental and disability benefits programs
• Group retirement savings program
• Health and wellness programs

About CRH Americas

CRH Americas has a long and proud heritage as one of North America’s largest corporations. We are a proud reflection of the hundreds of family businesses, local and regional companies and mid to large sized enterprises that together form the CRH Americas family. CRH Americas operates with a decentralized, diversified structure, letting you work in a small company environment while having the career opportunities of a large enterprise.

CRH Americas is a great place to grow! If you’re up for a rewarding challenge, we invite you to take the first step and apply today! Please complete your online application and profile which will be sent directly to the appropriate Hiring Manager. Thank you for your interest in the CRH Americas family!

CRH's Americas Materials is an Affirmative Action and Equal Opportunity Employer.

EOE/Vet/Disability-If you want to know more, please click on this link.

Mentor Worldwide LLC is recruiting for a Senior Analyst Compensation & Execution, located in Irvine, CA.

Mentor Worldwide LLC, part of the Johnson & Johnson Medical Device Companies, is currently seeking a Marketing Manager, US Commercial Marketing to be based in Irvine, CA. Mentor is a leading supplier of breast implants in the global aesthetic market. The company develops, manufactures, and markets innovative, science-based products for surgical and non-surgical medical procedures that allow breast surgery patients to improve their quality of life. The company is focused on two strategic areas: breast reconstruction and breast augmentation. MENTOR® is the only manufacturer whose silicone breast implants are made in the U.S.A. For over 20 years, more than 5 million women have chosen MENTOR® Breast Implants.

The Senior Analyst, Compensation & Execution is responsible for providing wide range of business support including analysis and project management required to enable business decision support and incentive compensation program administration. This role plays critical role in assisting commercial leadership in providing direction in development of sales incentive solutions and field sales quota planning. Collaborate with US Field Leadership team, HR and Finance business partners to create and drive fact-based recommendations, influence key compensation decisions, and provide analytical support and direction in the area of sales quota planning and allocation. This individual is also responsible for executing approved compensation program and ensuring compliance to Sarbanes-Oxley (SOX), Health Care Compliance (HCC), Human Resources (HR) policies and other requirements relating to compensation processes and administration.

Key Responsibilities:

Under limited supervision and in accordance with all applicable federal, state and local laws/regulations and Johnson & Johnson procedures and guidelines, this position’s responsibilities may include:

• Support the development and refinement of information required to provide meaningful insights and assessment of incentive compensation program effectiveness. May independently lead, plan, design and support compensation planning.
• Commission plan administration ensuring accurate commission calculations.
• Development and delivery of compensation-related communications for assigned business units.
• Setting metrics and other reporting requirements around sales incentive programs including monthly commissions, rankings, awards, contests, and other incentives.
• Make recommendations on US Sales Quota allocation based on analyses and sales trends; get input from Field Leadership and Finance to finalize sales quota.
• Responsible for design and coordination of all field sales commission reporting.
• Work with MD Commercial Operations Strategic Planning & Deployment team for strategic field planning solutions. Support ongoing development and implementation of commercial deployment strategies
• Works with minimal direction to scope and manage projects to support business needs.
• Supports business-focused initiatives, projects, and operations.
• Supports Compensation Plan Governance committee, ensuring any exceptions to the policies and/or approved programs are reviewed and approved by appropriate management level.
• Supports research and preparation of governance information.
• Supports benchmarking of program competitiveness.
• Partner with IT to ensure all analytics systems are updated to support the needs of the business
• Responsible for communicating business related issues or opportunities to next management level.
• Partner with Commercial Leadership to prepare and present business reviews at Commercial Leadership and Key Business Review Meetings
• Develop and continuously improve commission processes and reports
• Ensure Company compliance to Sarbanes Oxley requirements & Internal Controls as it relates to compensation planning and payments. Ensures all commissions processes are executed in a compliant manner and any commissions related Standard Operating Procedures (SOPs) are up to date.
• Responsible for ensuring personal and company compliance with all federal, state, local and company regulations, policies, and procedures
• Performs other duties assigned as needed

Education:

• BS or BA in business, marketing, statistics, mathematics, or related field is required.
• MBA or MS is preferred.

Experience and Skills:

Required:

• A minimum of 4 years of progressive work experience required.
• Preferably minimum of 2 years in a compensation administration or related role
• A proven track record of working in a matrix environment where a high degree of collaboration is needed
• Proven strong analytical skills (advanced Excel) is required
• Leadership skills and conviction to do the right thing
• Strong collaboration and communication skills
• Ability to work independently with minimal supervision
• Excellent written, oral and presentation skills required (intermediate Word, Outlook and PowerPoint)
• Ability to manage conflicting priorities and meet deadlines
• Ability to present detailed data in a clear and concise manner
• Strong organizational skills and the ability to manage complexity
• Excellent interpersonal and negotiating skills
• Demonstrated success in creative problem solving and team partnership is required

Preferred:

• Experience in medical device or healthcare field
• Prior analyst experience in sales, marketing, or finance

Domestic travel is estimated at less than 10%.

Johnson & Johnson is an Affirmative Action and Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, or protected veteran status and will not be discriminated against on the basis of disability.]

As a Director of Compensation, Market Intelligence for the compensation strategy team, you will lead compensation market data intelligence and communications for the Fidelity Enterprise. Fidelity is an industry leader in market data best practices to ensure our associates are paid competitively to the external market. This position plays a critical leadership role as our compensation team works with senior leaders to analyze market data to inform the appropriate total pay package for our roles at Fidelity. The role is primarily focused on:

• Leading Fidelity’s compensation market data end-to-end process and developing cross-enterprise consultative market analytics and insight based on business needs

• Being responsible for the design and delivery of Fidelity’s compensation communications and enterprise training programs in partnership with communication, performance, and development teams

As a member of Fidelity’s compensation team, you will work with – and learn from – the best people in the industry as you help drive and support our compensation philosophy and programs.

• You will partner across the compensation team and with other HR teams to develop cohesive communications and processes to support Fidelity’s pay programs.

• You will represent Fidelity externally and handle the relationships with our survey vendors to ensure the market intelligence needs are addressed.

• The strategy team drives improvement and simplification of Fidelity’s pay programs, and you will lead high priority initiatives of the Compensation function including market data strategy, process, and communications.

• Bachelors or equivalent; 8+ years of experience in compensation and/or finance/business preferred

• Deep experience with market data process including benchmarking positions, delivering competitive pay analytics, and building relationships with 3rd party survey vendors.

• Optimally handle concurrent programs, processes, and initiatives collaborating with and influencing a wide range of partners and have a track record to think end-to-end about the work to be implemented and delivered in a timely manner.

• Have expertise with the full spectrum of approaches and tools used for compensation-related market research, modeling, and analysis.

• Have deep analytical skills with an ability to break down complex questions / data into well-structured analyses and synthesize key points.

• Validated specialist with Microsoft Excel analysis and experience with compensation applications.

• Have the expertise, confidence, and skill to develop and deliver formal and informal reports presentations and communications to audiences of all levels of the organization both verbally and in writing.

• Passion for building consultative partnerships and collaborating with compensation leadership, HR, communications, performance, and senior leaders.

We have the flexibility to hire at either a Senior Manager or Director level based on skill and experience level.

At Fidelity, we are focused on making our financial expertise broadly accessible and effective in helping people live the lives they want. We are a privately held company that places a high degree of value in creating and nurturing a work environment that attracts the best talent and reflects our commitment to our associates. We are proud of our diverse and inclusive workplace where we respect and value our associates for their unique perspectives and experiences. Find your Fidelity at fidelitycareers.com.

Fidelity Investments is an equal opportunity employer.

Fidelity will reasonably accommodate applicants with disabilities who need adjustments to participate in the application or interview process. To initiate a request for an accommodation, contact the HR Leave of Absence/Accommodation Team by sending an email to accommodations @fmr.com, or by calling 800-835-5099, prompt 2, option 2.

Senior Analyst, Compensation (21014728)
Description

THE OPPORTUNITY

The Senior Analyst, Compensation is responsible for providing tactical and strategic insight and support in the development, implementation, and administration of Chipotle's compensation programs for all Restaurant Support Center (RSC) employees and Restaurant Operations leadership.

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WHAT YOU'LL DO

• Supports the development of a cohesive compensation framework and strategy by performing extensive external and internal data analyses.
• Conducts job analysis and evaluations to determine appropriate level, grade, FLSA status and salary range for RSC and Restaurant Ops positions.
• Maintains all compensation administration software, including Workday Compensation Module and Market Pay; ensures proper configuration of compensation planning process and continually audits internal data to ensure integrity and accuracy of system.
• Audits and maintains a comprehensive job profile catalogue including job titles, codes, descriptions, levels, and other job profile attributes.
• Provides ongoing analysis and support to ensure competitiveness, cost effectiveness, and equity of all compensation programs.
• Supports the annual compensation planning process by partnering with internal stakeholders to ensure data and system readiness to deliver the process.
• Acts as internal consultant/advisor to managers and other HR staff by providing recommendations and guidance to People Experience Partners on all compensation related matters.
• Participates in external market surveys and manages survey management tool to effectively administer compensation programs.
• Create materials to effectively communicate compensation programs, policies and practices to employees and leaders.
• Performs other ad hoc analyses as necessary in support of the development, administration, and implementation of various compensation programs.
• Ensure compliance with all federal and state laws regarding compensation.

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WHAT YOU'LL BRING TO THE TABLE

• Bachelor's Degree (BA/BS) in Business, Mathematics, Human Resources or related field from 4-year college or university.
• 3-5 years progressive experience in compensation.
• Advanced written and verbal communication skills.
  Advanced analytical and quantitative skills with proficiency in Excel, Word, and Powerpoint.
  Working knowledge of compensation program design and development with familiarity with federal and state legislation regarding compensation practices.
• CCP, CEP preferred.
• Workday experience and knowledge is highly preferred

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ABOUT CHIPOTLE
Chipotle Mexican Grill, Inc. (NYSE: CMG) is cultivating a better world by serving responsibly sourced, classically-cooked, real food with wholesome ingredients without artificial colors, flavors or preservatives. Chipotle had over 2,750 restaurants as of December 31, 2020, in the United States, Canada, the United Kingdom, France and Germany and is the only restaurant company of its size that owns and operates all its restaurants. With nearly 88,000 employees passionate about providing a great guest experience, Chipotle is a longtime leader and innovator in the food industry. Chipotle is committed to making its food more accessible to everyone while continuing to be a brand with a demonstrated purpose as it leads the way in digital, technology and sustainable business practices. Steve Ells, founder, first opened Chipotle with a single restaurant in Denver, Colorado in 1993. For more information or to place an order online, visit WWW.CHIPOTLE.COM.

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CULTIVATING A BETTER WORLD

Food served fast doesn't have to be a typical fast food experience. Chipotle has always done things differently, both in and out of our restaurants. We're changing the face of fast food, starting conversations, and directly supporting efforts to shift the future of farming and food. We hope you'll join us as we continue to learn, evolve, and shape what comes next on our mission to make better food accessible to everyone.

Primary Location: California - Newport Beach - 9998 - 610 Newport Office-(09998)

Work Location:
9998 - 610 Newport Office-(09998)
610 Newport Center Drive
Newport Beach 92660

• Looking for an opportunity to grow as a HR professional?
• Excited about contributing to decisions that have a statewide impact?
• Receptive to new ideas?

• Fostering an environment of diversity, equity and inclusion. We strive to hire, cultivate and retain a competitive workforce that reflects the communities we serve.
• Encouraging a healthy life/work balance by offering flexible/alternative work schedules, wellness activities, mobile arrangements and teleworking opportunities.
• Making strides in modernizing our work environment by thinking outside the cubicle and providing workspaces that promote creative collaboration, drive efficiency, and best suit the important work we do.
• Offering an Infants at Work Program to promote parent and infant bonding, parental well-being and healthy infant development. Depending upon job duties, work location and supervisor approval, eligible employees who are new mothers, fathers or legal guardians can bring their infant (six weeks to six months) when returning to work.

What will you be doing?

• Maintaining the statewide exempt management service structure by analyzing agency requests to establish, revise and/or compensate exempt jobs.
• Analyzing and developing sound recommendations on state agency and higher education institution classification and compensation proposals. Proposals can include Washington general service job class revisions or establishments and assignment pay, premium pay, or special pay requests.
• Presenting facts and recommendations on proposals to the State HR and OFM management.
• Collaborating and working closely with senior-level human resource specialists and managers of state agencies, higher education institutions and other public jurisdictions on classification and compensation issues.
• Providing expertise and consultation to labor relations negotiators and OFM budget staff regarding agency-initiated classification and compensation proposals, union-initiated proposals, collective bargaining negotiations and/or decision packages.
• Representing State HR by participating in or leading statewide project teams to implement priority initiatives or workforce infrastructure changes, such as the Washington Management Service or information technology professional structure.
• Providing classification and compensation training to HR professionals such as position allocation training, Washington Management Service train-the-trainer, and IT position evaluation training.

Required

• Bachelor's degree in business, human resources, finance or related field from an accredited college or university whose accreditation is recognized by the U.S. Department of Education and the Council for Higher Education Accreditation (CHEA).
• Two years of progressively responsible professional human resource experience.
• One year of professional experience in the analysis, design and administration of classification and pay structures.

• A minimum of one year of professional experience in the following areas (experience may be concurrent with requirement noted above):
  • Demonstrated strong analytical skills with proven experience in solving problems by identifying and implementing solutions.
  • Professional experience analyzing detailed data to develop hypotheses, draw conclusions and formulate recommendations.
  • Demonstrated ability to engage a wide variety of stakeholders at all levels to build a business case for implementing a solution or change.

• Two years of senior level professional experience as a HR generalist.
• Experience working with Human Resource Information Systems (HRIS).
• HR certification such as PHR, SPHR, IPMA-CP or IPMA-CS.
• Specialized compensation training and/or professional compensation certification such as CCP (Certified Compensation Professional) or equivalent.
• Knowledge of government regulations applicable to classification and compensation.

Application Process

The top candidates will be contacted directly to interview for this position. Because the selection will be based on information you provide, it is in your best interest to identify the knowledge, skills and abilities that address the required and desirable qualifications described above.

Interested? We would love to hear from you! Click "Apply" to submit your application and include the following:

• 
  A letter of interest describing specific qualifications.
• A current resume detailing applicable experience and education.
• A list of at least three professional references with current telephone numbers (either in the online application or as an attachment).

The Senior Compensation Consultant is accountable for performing advanced compensation project work, including job evaluation, work design, compensation administration and program and policy development, salary adjustment projects, pay plan maintenance, and analysis and data preparation to support incentive plan designs.

Requirements:

• Initiates, plans and completes compensation projects to support customer initiatives.
• Participates in or leads special projects with customer or HR partners related to job evaluation, position descriptions, market analysis, organizational structure analysis, pay for performance initiatives or related compensation issues.
• Advises management personnel regarding effective use of pay plan policy, practices and tools, and develops recommendations for new ones as required.
• Partners with Information Technology and HRIS organization to promote accuracy of data reporting, and ensure accuracy in payouts of bonus and incentive plans.
• Prepares cost analysis associated with pay adjustments or pay program initiatives.
• Utilizes specialized software to create reports and maintain information on market analysis and pay structures. Solves problems related to data integrity.
• Participates in the training of new supervisors and managers to learn how to use the pay plan tools available.
• Maintains pay tables and salary structure data, presents information as required.
• Assists with survey submission as needed.
• Performs other duties as assigned.
• Demonstrates components of I CARE Values Statement
• Follows all safety rules while on the job and reports safety issues as they arise.

Qualifications:

HR Compensation Consultant

Job Code: 1909

Position Summary:

The Compensation Consultant administers system wide compensation programs, policies and procedures, ensures compliance with federal and state legal regulations, and provides guidance as a consultant to management across the system for compensation and total rewards issues.

INTEGRIS Health is an Equal Opportunity/Affirmative Action Employer.

Essential Functions:

• Develops and administers system compensation programs, policies and procedures to ensure that INTEGRIS is competitive with external job markets

• Designs and conducts compensation surveys and responds to compensation surveys conducted by other third party organizations

• Designs and develops salary structures, salary ranges and special pay differentials utilizing compensation theories and job market trends

• Conducts compensation reviews including market pricing, salary grade and salary adjustments, internal salary administration audits, and trend analyses

• Reviews, revises and approves job descriptions

• Provides system compensation and total rewards guidance and counsel including consulting services for all entities.

• Reports to management on the probable affects of change requests and job market trends

• Participates in planning, designing, and communicating INTEGRIS Health Total Rewards, including orientations, annual benefit enrollments, and total rewards promotional events

Accountability:

The Compensation Consultant reports to the System Manager Human Resources.

Required Physical Demands (Subject to Reasonable Accommodation):

This position may have additional or varied physical demand and/or respiratory fit test requirements. Please consult the Physical Demands Project SharePoint site or contact Risk Management/Employee Health for additional information.

Environmental Conditions:

Many issues are controversial and require frequent conflict resolution. At times, pressure to meet deadlines may create stressful situations.

All applicants will receive consideration regardless of membership in any protected status as defined by applicable state or federal law, including protected veteran or disability status.

Qualifications:

• 
  Bachelors degree in Business, Human Resource Management or related degree or 4 years compensation experience

• 2 years compensation, finance, or statistic/quantitative analysis experience

• Knowledge and application of compensation and employment laws, including FLSA, Equal Pay Act, and wage and salary

• Knowledge of Total Rewards best practices, trends, and related employment issues preferred

• Knowledge of Microsoft Office and PeopleSoft

• Must be able to communicate effectively in English

• This job requires the incumbents to operate a INTEGRIS-owned vehicle OR personal vehicle (non INTEGRIS-owned) and therefore must have a current Oklahoma State Drivers License as well as a driving record which is acceptable to our insurance carrier.

A Great Opportunity Awaits a Great Person! Be part of a corporate HR team which shares a common goal of providing great tools, resources, and support for our nationwide-network of subsidiary HR professionals. Our collaborative team is excited to welcome you as a key partner focused on compensation administration, incentive plan design, and a variety of compensation focused projects and consulting. This hands-on analyst / specialist role offers opportunities for learning, growth, and career development within the compensation specialty and the HR field! It is a great opportunity for someone with 5+ years compensation experience. HR generalist experience helpful.

If you are a motivated, go-to HR professional with a desire to expand your compensation specialty yet also work in a generalist team environment, we would love to speak with you! Exceptional Microsoft Excel skills, strong organizational skills, writing skills, great interpersonal and team attributes, and tech savviness are all a must. Understanding of business and financial information to inform compensation related work is a plus!

HomeServices of America - Who We Are: We are our companies. Our family of brokerage, mortgage, title and escrow, insurance, corporate relocation and franchise operations share the guiding principles of honesty, integrity, and commitment to delivering the best homeownership services in the nation. We offer a friendly and professional team environment within a small corporate group, while supporting nearly 6,500 employees in our national family of companies, including local leader Edina Realty. We are proud to be a Berkshire Hathaway affiliate!

Equal Employment Opportunity Employer

Job Number:

3174297

DESCRIPTION

Ability to make decisions to resolve client issues and concerns Ability to develop and maintain client relationships Ability to participate in sales presentations and identify sales opportunities

Associates will apply a high-level of equity compensation expertise to proactively manage an assigned base of Corporate Clients, acting as a Client advocate and partner, delivering a high-level of stock plan administration services Day to day activities will include, but is not limited to: Updating Equity Edge and Stock Plans on a daily basis based upon data updates received from assigned Clients (e.g. new hires, terminations, etc.), participant transactions, etc. Ensuring all participant stock plan transactions are correctly processed and settled in a timely manner (ESPP Purchases, ESPP sales, Option Exercises, SWAPS, Reloads, Option Grants etc.) Surveys and tracking of Disqualifying Dispositions Valuation Reporting, Section 16 Insider Reporting & Client-specific custom processes (e.g. custom reports, scripts, etc.) Monthly balancing of Client plans Managing Client inquiries and requests in a timely and professional manner Knowledge of data flows between interfacing systems Coordinating with various teams (e.g. Operations, Account Management, Product Development, etc.) to deliver industry leading solutions for Equity Compensation Support Services

ORGANIZATION

At least 2 - 5 years of equity compensation administration and prior B2B experience

Ability to manage moderate level of assigned clients (number and/or complexity) Knowledge of the brokerage industry Experience with global equity plans, complex plans such as restricted stock units/awards, swaps/reloads, performance vesting/awards, Project Management skills Passed department CEE exam (within 3 months of hiring) CEP Designation (designation must be obtained within Corporate Services Group’s policy)

The deadline to apply for this opportunity is May 18, 2021.

Role: Responsible for management, administration, development and implementation of compensation and benefit programs at the credit union in order to recruit and retain a talented workforce. Responsible for facilitating the coordination of all compensation and benefits programs to support and align with business objectives and strategy. Works directly with the Vice President Human Resources to support company compensation and benefits objectives.

Essential Functions and Responsibilities:

• Directs the Credit Union's compensation and benefits programs, ensuring consistent administration and all established policies, procedure, and legal regulations are followed. Participates in developing and administers incentive programs. Provides advice to Credit Union managers and makes recommendations for pay decisions, pay structures, policy interpretation and job evaluations.
• Influences return of people investment through compensation and benefits strategies that attract and retain high quality employees, achieve the desired behavioral and performance outcomes and help achieve the goals of the credit union.
• Develops and executes communications regarding compensation and benefits plans/policies to educate the employee population about both the content and the value of the programs being provided. Develops training as needed and provides necessary communication to regularly build employee knowledge on how to be an effective consumer of healthcare. Answers employee questions regarding pay and benefits.
• Provides supervisory oversight for the Payroll Specialist and Benefits Coordinator. Ensures appropriate training is provided to maintain current knowledge of functions. Serves as backup for payroll processing.
• Serves on the Employee Benefits Committee and functions as the liaison between the Committee, providers and brokers. Evaluates, reviews, and provides recommendations on vendors for benefits programs including 401(k), health insurance, wellness, etc. and makes recommendations for continuing or canceling contracts as appropriate.
• Oversees open enrollment periods. Notifies employees and coordinates meetings with insurance representatives. Oversees audits of benefit plans and timekeeping systems.
• Conducts research, participates in salary surveys, and ensures that Credit Union positions are compensated in line with current market standards. Provides support for internal/external surveys and audits, identifying potential problems and providing relevant recommendations to management.
• Establishes and maintains professional relationships with outside consultants, trade professionals, auditors, and external contacts. Coordinates and distributes SPDs and SMMs. Attends professional meetings and seminars to stay abreast of industry trends and professional certification.
• Keeps apprised of federal, state and local compensation and benefits laws and regulations in order to ensure compliance. Manages all aspects of ACA compliance and reporting. Makes recommendations to management accordingly.
• Administers the Employee Assistance Program (EAP) and acts as the liaison between the EAP provider and the credit union.
• Performs other related duties as assigned.

Experience: Five or more years of experience in compensation and/or benefits management is required. Experience with UKG/UltiPro is preferred.

Education: Bachelor's degree in Human Resources Management, Business Administration, or a related field is required, or an equivalent combination of education and related experience. PHR/SPHR certification preferred.

Other skills required:

• Proficiency in Microsoft Office systems and and Google Workspace.
• Solid understanding of employee benefits plan designs, laws, practices and strategies.
• Excellent analytical and organizational skills.
• Excellent written and verbal communication skills with the ability to communicate clearly with individuals at all levels.
• Strong leadership, critical thinking and decision-making skills.
• Demonstrated ability to apply a broad range of knowledge to the day-to-day administration of compensation and benefits programs.
• Understanding of competitive advantage and ability to develop a strategically designed approach to the creation of compensation and benefits programs.
• Ability to work independently and as a team player.
• Ability to prioritize demands from multiple projects and tasks.

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)

The Total Compensation manager will lead the benefits and classification teams in support of a comprehensive total compensation and benefits program for W&M and VIMS. The Total Compensation Manager will work with a team of benefits specialists to ensure compliance with our state and agency specific benefits programs, compliance with state and federal laws, and work with HR leadership to review and communicate new benefit options. As part of the total compensation program, the Total Compensation Manager will work with the class/comp analyst(s) on effective implementation of our class/comp program and overall total rewards strategy.

• Bachelor’s degree in human resource management or a related field; or equivalent, relevant experience.

• Significant experience designing, managing, and overseeing benefits programs.

• Experience with classification and compensation programs.

• Experience and skill managing benefit vendor relationships.

• Excellent interpersonal, written, and oral communication skills.

• Supervisory experience and/or experience as a team leader.

• Analytical skills.

• Detail and deadline oriented.

• Experience with and ability to utilize Microsoft Office software.

• Familiarity with payroll regulations, IRS code, FLSA, ERISA, FMLA, and other related state and Federal laws and regulations.

• CEBS, CPP, and/or HRCI or SHRM certification strongly preferred.

• Experience with establishing and managing retirement plans strongly preferred.

• Experience establishing a class and compensation structure is a plus.

Position is subject and may require additional hours beyond the typical work week to meet the business needs.

William & Mary values diversity and invites applications from underrepresented groups who will enrich the research, teaching and service missions of the university. The university is an Equal Opportunity/Affirmative Action employer and encourages applications from women, minorities, protected veterans, and individuals with disabilities.

William & Mary is committed to providing a safe campus community. W&M conducts background investigations for applicants being considered for employment. Background investigations include reference checks, a criminal history record check, and when appropriate, a financial (credit) report or driving history check.

William & Mary offers our employees a full array of benefits including retirement, health insurance with options for expanded dental and vision along with group and optional life insurance with coverage for spouse and children, flexible spending accounts, and an EAP (Employee Assistance Program).

Swedish Match North America LLC, a manufacturer and market leader of well-known tobacco products, non-tobacco ZYN pouch products, as well as complementary products, is currently seeking a Director of Compensation and Benefits for our US Division office located in Richmond, Virginia.

Swedish Match was named on the list of "Top Workplaces" in Richmond for 2015-2021 as published by the Richmond Times Dispatch.

The Director, Compensation & Benefits is responsible for the design, implementation, and ongoing evaluation of SMNA benefit and compensation programs including health, welfare, various retirement, and executive compensation in a non-union and union environment. Works with senior management to ensure programs support the organization's business objectives.

Responsibilities:

• Provides leadership to the payroll and benefits team. Works with team members to deliver on the compensation and benefit programs responsibilities described below.
• Works closely with and serves as backup to the VP, Human Resources & Administration.
• Overall responsibility of compensation programs, including base salary, short-term and long-term incentive plans, and executive compensation programs.
• Identifies and implements benefit and compensation initiatives in order to maintain overall costs.
• Designs, develops, recommends, and implements 3-5 year strategies in areas of responsibility.
• Leads the management of relationships and performance with brokers, vendors, auditors, consultants, and regulatory agencies. Leads the process for vendor proposals & negotiations and evaluation of vendor performance including feedback and recommendations for changes.
• Serves as key member of the negotiating team for economic initiatives.
• Executes effective communication plans to ensure consistent and timely dissemination of information. Prepares and presents informational seminars and trainings.
• Stay abreast of trends and identify opportunities for program changes.
• Serves as Secretary to the Benefits Committee and Pension Committee. Creates presentations and recommendations for benefit plan changes. Writes, maintains and obtains approval for minutes related to each meeting. Tracks and implements changes approved by the committees.
• Manages Workers Compensation and Auto program and provisions to include renewal of coverage. Works with broker in evaluation of claim management strategies.
• Oversees absence and disability programs. Serves as point of contact for complex, escalated Leave of Absence / FMLA / ADA accommodation reviews.
• Policy administration, interpretation and implementation of special provisions outside of the plan.
• Overall responsibility for operating budgets and spend for all benefit plans.
• Administers executive Survivor Income Benefit plan.
• Lead for international assignments, partnering with outside counsel, to assist with VISA applications, renewals and other aspects of immigration.
• Ensures compliance with applicable state and federal regulations.
• Overall responsibility to ensure legal compliance and administration of payroll.
• Responsible for annual review and approval of all SSAE-18 Reports and Bridge Letters by appropriate personnel within scope of responsibility. Complementary Entity User Controls (CEUC) provided in the SSAE-18 reports will be reviewed and confirmed. Each individual CEUC will be documented and signed-off on by management. These reviews and approvals are subject to testing by an independent service auditor and any exceptions noted.
• Acts as the HIPAA Privacy Officer for the Company.
• Evaluates and integrates new acquisitions into SMNA's benefit programs, actively participates in due diligence process.
• Performs special projects and other tasks as requested by the Vice President of Human Resources & Administration.

Experience: Seven to ten years employee benefits experience at a senior administrator level. Experience in plan design and administration and analysis.

Skills: Strong analytical, written and verbal communication and PC proficiency (including Microsoft Word and Excel) skills. Excellent interpersonal and customer service skills. Ability to promote benefit decision making with a commitment toward diversity, inclusion and belonging and a willingness to prioritize and foster SMNA's commitment to valuing differences of race, ethnicity, age, sex, gender identity, sexual orientation, religion, ability and socio-economic circumstances. 

Specialized Knowledge: Strong knowledge of employee benefit programs with a focus on self-insured plans and knowledge of current insurance industry practices for group medical, dental, life, long-term disability. Retirement and executive compensation programs. Union negotiations. ERISA, HIPAA and other governmental regulations as they apply to employee benefit plans. ADP experience.

Other: Must be detail-oriented, technically strong and able to manage multiple complex tasks simultaneously.

Benefits:
Swedish Match offers highly competitive salaries, flexible benefits program, medical, dental and vision, bonding leave, life insurance, tuition reimbursement, adoption assistance, 401(k), paid vacation, 11 paid holidays and more!

An Equal Opportunity Employer M/F/DISABILITY/VET

• Acts as subject matter expert in all payroll processes. Assists Team Lead/Manager in conducting various training with Payroll Administrators and branches.
• Responsible for leading the daily payroll processing functions for a large multi-state payroll department.
• Assists in providing guidance, work direction and prioritization of daily workload for Payroll staff. Resolves Payroll issues escalated above the Specialist level.
• Works cooperatively and jointly with the Manager to ensure the Payroll team provides quality customer service.
• Reviews payroll output for accuracy and timeliness.
• Investigates questionable data from branches and takes corrective action, when necessary. Assists team members, branch Payroll/HR, managers/supervisors in answering/resolving payroll related questions or problems. Brings questions/concerns to the attention of Manager, in approval of special pay request.
• Prepares and balances payroll runs per compliance requirements, as required. Validates payroll entries to ensure compliance and that proper controls are followed.
• Processes off-cycle payments, manual checks, voids, stop pays, direct deposit reversals, overpayments, death payments, separation agreements, and payroll adjustments as necessary.
• Maintains relationship with pay card vendor. Ensures that vendor maintains branch pay card inventory and replenishments stock when appropriate. Funds special pays, reconciles accounts and maintains acceptable balance.
• Coordinates and participates in activities supporting payroll related audits and requests of payroll related information from our Legal Department as well as outside agencies.
• Assists Payroll & Benefits Accountant and Manager in preparing and processing quarter and year-end annual tax reconciliation, including preparation of employee W-2’s and employer tax returns.
• Participates in process improvement teams; evaluates current processes and procedures, identify opportunities for improvement, develop new processes / procedures, implement and assess the impact of change.
• Conducts audits to validate internal controls to ensure accuracy and compliance with policies, practices, and regulations related to payroll.

We are a global company of thinkers, designers, and doers. Freeman partners with our clients to build a connection with their customers by creating brand experiences that are seamless, innovative, and immersive. From strategy, creative, and digital to logistics and event technology, our teams place the client at the center, helping them connect to people in meaningful and personal ways. What makes us unique is our collaborative culture, intuitive knowledge, global perspective, and personalized approach developed from our 90-year legacy as an industry leader. Freeman connects people to a universe of opportunities that create a spark, build understanding, and inspire action.

The Compensation Analyst is responsible for the research, design, and implementation of total compensation programs for U.S. and global entities within Freeman. This position works with managerial staff to develop internal comparisons and external market data related to new and existing jobs within the company. The Compensation Analyst ensures compliance with local, state, federal and international laws governing compensation practices. This position actively participates in the design, analysis, administration, analysis and communication of compensation programs.

Compensation

• Ensures consistent, equitable, and market reflective application of company compensation philosophy while balancing unique regional and company specific regulations and practices
• Participates in local and national salary surveys and analyzes results to determine organization's market position relative to other companies
• Partners with all levels of management to write, review, and revise job descriptions. Researches unique jobs using the internet, job posting sites, and market survey resources
• Conducts market analysis to determine appropriate salary level according to internal compensation guidelines external market comparisons
• Develops salary structures and recommendations to adjust salary structures in response to changing organizational needs and market competitiveness
• Reviews proposals for new or revised FLSA classifications to determine appropriate status
• Administers the annual merit and bonus process to ensure compliance with pay for performance
• Works closely with the HR managers and recruiters to resolve compensation related issues in the field or corporate offices
• Reviews proposed salary and bonus actions to ensure compliance with established guidelines and policies and to ensure internal equity
• Researches country-specific compensation practices and programs using a combination of external consultants and third-party survey sources
• Works closely with human resources, finance, payroll, sales, and operations (at all Freeman companies) to design and administer compensation programs
• Uses analytical and quantitative techniques to prepare regular, periodic analyses of pay practices, compensation actions, raises, promotions, etc.
• Monitors compliance with local, state/province, federal and international laws governing minimum wage, exemption tests, and all compensation related issues

Technology / Systems

• Supports effective usage of existing and new systems by participating in SAP upgrades, maintenance of data, and evaluation of existing processes for automation
• Collaborates with HRIS/IT on system improvement or development projects that directly or indirectly support Compensation's strategic and tactical objectives
• Audits job, position, and grade level data within SAP to ensure accuracy, state worker’s compensation compliance and /federal EEO compliance
• Provides technical and analytical support through the use of sharepoint sites, microsoft applications, Success Factors and SAP

Miscellaneous

• Works with the payroll, benefits and IT teams to design and develop annual static Total Rewards Statements for the prior year and to develop virtual Total Rewards Statements for the current year
• Prepares and delivers presentations to management on compensation related matters
• Serves as consultant on major compensation programs/initiatives, working closely with leaders in other departments and companies within Freeman
• Performs other duties as assigned

• Bachelors Degree is required
• (2) two or more years of Compensation experience in a large company with multple locations and states is required; international experience preferred
• Expert-skill level for Microsoft Office applications: MS Excel, MS Access, MS Word, MS PowerPoint, MS Outlook, and MS SharePoint
• Experience with Success Factors is preferred
• Experience in compensation design, development and administration preferred

At Freeman, our commitment to diversity and inclusion is helping us to create not only a great place to work, but also an environment where our employees, our customers and our communities around the world can reach their goals and connect with each other. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status and other characteristic protected by federal, state or local laws.

WHO WE ARE

Michael Baker International is a leading provider of architectural, engineering and consulting services, including design, planning, environmental, construction and program management. The company provides its comprehensive range of services and solutions to support U.S. federal, state, and municipal governments, foreign allied governments, and a wide range of commercial clients. Michael Baker’s more than 3,000 employees across nearly 100 locations are committed to a culture of innovation, collaboration and technological advancement to help solve challenges for clients and communities throughout the country. To learn more, visit https://mbakerintl.com/.

CORPORATE/FUNCTIONAL PRACTICE

Michael Baker International understands that people require choices in where they want to begin to build a sustainable future. For more than 80 years, Michael Baker International has maintained an entrepreneurial work environment that fosters great careers, which ultimately has brought great success to the organization. Michael Baker offers many opportunities to help you grow professionally to build your career. Whether it is in Finance, IT, Human Resources, Technology, Communications, Proposal Production, Legal or our National Practice and Market segments, take your next step with us and help make a difference in the lives of those you work with and those we serve.

DESCRIPTION

The Compensation Analyst II consults on a wide range of compensation programs, policies and procedures. Provides support for internal clients in relation to compensation related issues and initiatives.

ESSENTIAL DUTIES

• Analyzes current compensation programs, policies and practices; assesses for effectiveness and makes recommendations for improvement.
• Assists with job evaluations/re-evaluations for new and existing positions, completes market and FLSA analysis; communicates results to stakeholders.
• Administers companywide incentive plans
• Ensures job descriptions and documentation are accurate and maintained within the appropriate systems.
• Participates in compensation and rewards surveys; analyzes results and makes recommendations on salary structure, job grades, and compensation programs to ensure market competitiveness.
• Ensures accuracy of compensation information in HRIS system, including entering and maintaining job codes, salary structures and location modifiers.
• Assists with the annual merit increase process.
• Prepares statistics, creates reports, identifies trends and prepares summary of analysis to management as it relates to compensation data.
• Ensures compliance with state and federal regulations related to compensation programs; assists with audits and required federal filings.

PROFESSIONAL REQUIREMENTS

• Bachelor’s degree in Business, Finance, Human Resources or related field.
• Minimum 2-5 years of demonstrated experience in a related compensation role.
• Proficiency in MSOffice suite; advanced excel skills strongly preferred.
• Excellent communication skills: ability to explain complex and confidential information at various levels within the company.
• Ability to thrive in a fast-paced environment, handling multiple tasks and changing priorities, while maintaining attention to detail and excellent client service.

PREFERRED

• CCP/progress toward CCP certification strongly preferred.
• Project management skills preferred.

MICHAEL BAKER INTERNATIONAL EEO STATEMENT

Michael Baker International is proud to be an Affirmative Action/Equal Opportunity Employer. Michael Baker International provides equal employment opportunity for all persons, in all facets of employment. Michael Baker International maintains a drug-free workplace and performs pre-employment substance abuse testing and background checks. We encourage all qualified applicants to apply for any open position for which they feel they are qualified and all will receive consideration for employment without regard to race, color, religion, age, gender, sexual orientation, gender identity, national origin, citizenship status, marital status, genetic information, disability, protected veteran status or any other legally protected status.

EEO is the Law. Applicants to and employees of Michael Baker International are protected under Federal law from discrimination.

Description

PSECU, a high-tech, progressive financial institution with more than $7 billion in assets, is seeking a Compensation Analyst. This position manages all aspects of the compensation program, including policies, and procedures. Policies and programs that support workflow efficiency, compliance with government regulations, and information support to credit union management are formulated and effectuated at this level.

Benefits: We offer competitive salary, excellent benefits and great work environment. Along with excellent medical and retirement programs and a generous leave package, our workplace offers tuition reimbursement.

Employee Type: Full-time

Starting Minimum Salary: $57,905/yr.- $86,858/yr., Commensurate with experience.

Schedule: Monday-Friday 9am-5pm

Candidate must be bondable and credit worthy.

DUTIES AND ACCOUNTABILITIES - Essential for this position

• Be an internal subject-matter expert and advise on compensation issues including base pay structures, incentive plans and other compensation policies and programs.

• Perform moderately complex analyses incorporating internal data, external market data and compensation practices. Provide input and data to assist in the preparation of materials and presentations for compensation reviews.

• Assist in the study and analysis of compensation survey results. Provide market data analysis by position and assist in recommending changes to maintain organization’s competitive position in the marketplace.

• Perform job/position evaluations to assess jobs and their respective duties and align to the appropriate grade, salary structure and classification. Ensure all positions are classified appropriately according to Fair Labor Standards Act (FLSA) and globally equivalent regulations.

• Support the implementation of compensation programs, including incentive programs, base pay structures and merit programs.

• Analyze the performance of the compensation processes and procedures and provide recommendations for improvement.

• Acts as point person with survey representatives, participates in benchmarking surveys of compensation and practices, and analyzes results. Generates reports of survey results from third-party survey websites. Analyzes market data on an annual basis to determine market trends.

• Reviews employee salary position relative to new market data and recommend market adjustments, as appropriate.

• Assists in the development of the merit pay delivery system and guidelines, designed to provide periodic base pay increases to credit union employees, based upon performance. Reviews and provides recommendations regarding individual or departmental merit increases.

• Works with cross-functional project teams to develop new career structures that align with our peer market data and address client needs.

• Educates client managers and employees about compensation philosophy, pay for performance, etc.

• Participates in annual compensation program planning and recommends process improvements

• Administers compensation in compliance with applicable laws and regulations such as FLSA, Title VII, Equal Pay Act, Americans with Disability Act, etc.

• Through conformance to the Credit Union’s pay philosophy, ensures that the design and delivery of compensation programs enhance the Credit Union’s ability to recruit and retain qualified employees.

• Consistent with the Credit Union’s culture and values, works independently or with third party consultants to develop, implement and administer incentive plans, as authorized by credit union senior leadership.

• Develops and generates standardized HRIS reports for compensation, compliance, and performance management.

DUTIES AND ACCOUNTABILITIES - Essential for all PSECU Management:

• Knowledge - Maintain required knowledge, skills and abilities in assigned area of expertise, including the laws, standards, fundamentals, methods, procedures, and techniques required for job. Maintain up-to-date knowledge of PSECU’s Collective Bargaining Unit Agreement, processes, related business processes, and the business world outside PSECU. Maintain knowledge PSECU’s goals, culture, philosophy, products and services, bylaws, policies, and internal practices.

• Workflow Management - Manage time effectively; meet deadlines; and produce quality work requiring little or no review. Manage high volume of work assignments.

• Judgment - Exercise good judgment and appropriate decision making within scope of job.

• Communication - Effectively communicate with audience appropriate content and detail both verbally and in writing.

• Relationship Management - Maintain strong and effective interpersonal skills and effective working relationships with all stakeholders, both internal and external. Demonstrate PSECUs Operating Principles of PRIDE (Partnership, Reliability, Improvement, Dedication, and Ethics).

• Proficiency with Microsoft Office.

• Maintain regular and consistent attendance as required for acceptable performance and accountabilities of this position.

• Maintain confidentiality, in particular with credit union account information, as well as other information designated as confidential.

• Responsible for the establishment and ongoing maintenance of an effective system of internal control within the scope of assigned job responsibilities.

• Must meet creditworthiness standards.

• Notify Human Resources in writing if convicted of a misdemeanor or felony involving dishonesty, breach of trust or violation of the Pennsylvania Credit Union Code (17 Pa. S. C. A. 101 et seq.) during the course of employment with PSECU.

DUTIES AND ACCOUNTABILITIES - Non-essential:

• Perform other duties and responsibilities as assigned.

OTHER:

• This position may be advertised in the public media.

• Appointment to this position is not subject to the terms of the Collective Bargaining Agreement.

• Applicant may be required to complete one or more employment assessments and/or testing.

• This position may be subject to telephone monitoring to assure quality member communications.

• Reasonable accommodation may be made to enable a qualified individual with a disability or disabilities to perform the essential duties and responsibilities of the job.

MINIMUM EXPERIENCE AND EDUCATION:

Bachelor’s degree in Human Resources, Business, or related field; and

Minimum three to five years Compensation and Human Resources experience; or

Any equivalent combination of experience and education.

CCP, PHR, or SPHR certification preferred

Qualifications

Education

Required

Experience

Required

Licenses & Certifications

Preferred

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)

• Provide expertise on all compensation programs globally, including base pay, incentive compensation, rewards and recognition practices, and performance management programs and systems
• Partner with leaders in Stock Administration, Finance, and Legal to run our Employee Equity programs
• Partner with leaders in Talent Management to run our Annual Salary and Incentive review processes
• Manage 2-3 Compensation team members, and provide matrix leadership support to the HR Help Desk team
• Own and maintain global job descriptions in a legally compliant manner (ADA and FLSA considerations)
• Manage global compensation market pricing and benchmarking efforts, including identification of benchmarking solutions and participation in surveys
• Perform research on emerging trends, issues, and best practices in compensation, using analytics to help enhance programs, process, or incumbent-level concerns
• Manage and monitor approved annual budgets and processes approved by Lucid’s senior leaders and/or Board
• Develop strategies and approaches for how best to align and how best to differentiate across different employee groups at Lucid Motors
• Communicate and influence with compelling writing skills and visual skills to engage partners and managers on compensation topics

• 10-12+ years’ experience in Compensation team leadership
• 5+ years of people management
• Experience designing and rolling out compensation programs in Canada, EU, and APAC
• Experience establishing and overseeing external third-party relationships
• Excellent verbal and written communication skills
• Excellent executive presence
• Excellent analytical skills (Excel) and presentation skills (PPT)
• Strong project management skills
• Ability to manage multiple projects and day-to-day operations concurrently
• Excellent understanding of relevant and emerging U.S. compensation regulations
• Private and public company experience preferred
• Degree in Human Resources Management, Organizational Psychology, Finance, or relevant field, or equivalent experience preferred
• Certified Compensation Professional (CCP) or similar certification preferred
• Executive and Board Compensation experience preferred but not required

• Serve as compensation point of contact for HRBPs and leaders for the Company providing proactive support and guidance on compensation needs and processes
• Develop compensation proposals for newly promoted and newly hired employees.
• Conduct ad-hoc data analyses and projects to include pay equity analyses, salary survey submissions, FLSA reviews, among others
• Collaborate with HR business partners in the creation of consistent job families and job leveling process
• Actively participate in the successfully implementation and management of compensation activities including annual compensation planning cycle
• Maintain a working knowledge of federal and state legislation and labor contracts that may affect compensation policies
• Assist with the preparation of Compensation Committee materials

• 8+ years of relevant Compensation experience in a diverse business environment
• Bachelor’s degree - Human Resources, Finance, Mathematics, Economics, Accounting, or Business degree preferred, or equivalent work experience
• Consulting experience a plus
• Thorough understanding of compensation practices and trends
• Exceptional quantitative skills with a commitment to accuracy and details
• Strong analytical, project management and presentation skills
• Advanced Excel knowledge; Microsoft Access experience a plus
• Strong interpersonal, written and verbal communication skills
• Ability to multi-task and prioritize workload
• Strong aptitude for research, analysis and data management
• Ability to set priorities and manage multiple assignments
• Ability to work in a flexible, often ambiguous environment

We’re looking for talented professionals, anywhere in the United States, to join us in bringing smart money management and payment solutions to everyone’s fingertips.

“Too many Americans struggle to access their money, are paying too much for financial products, and are negatively impacted by the lack of solutions designed to suit their needs. GO2bank is built to be the go-to destination for seamless, affordable, useful banking – combining the security, stability, and experience of an FDIC-insured bank with the innovation and agility of a leading fin-tech.” – Dan Henry, CEO

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JOB DESCRIPTION

Summary

The Total Rewards Analyst will be responsible of managing all broad-based compensation and immigration policies and programs. This position will partner with employees, managers, and senior leadership to provide guidance on compensation changes, job adjustments and immigration.

Responsibilities

• Performs support activities to develop, implement and administer compensation policies and programs.
• Reviews proposed salary adjustments and promotions.
• Reviews requests for new or revised classifications to determine appropriate salary grade assignment.
• Formulates recommendations regarding development of company salary structure, FLSA exemptions, job revisions and organizational structures.
• Reviews existing and proposed statutory requirements governing compensation administration and recommends appropriate courses of action.
• Implements and executes mobility programs and services supporting employee short- and long-term transfers, assignments, country entry and domestic or international relocation.
• Advises managers on mobility policies and practices; gathers and completes required information and applications for processing.
• Facilitates immigration status applications and employment authorization for employees and candidates.
• Serves as partner and point of contact with counsel, government agencies and third-party vendors providing immigration, relocation and mobility support.
• Assists in communicating relocation packages; answers questions and resolves issues from employees.
• Stays current with laws, regulations and procedures.

Requirements

• Minimum 3+ years’ experience in a: compensation, analytics or mobility/immigration role
• Bachelor’s degree required
• Strong Excel skills required
• Ability to be successful in a time-sensitive and fast-paced environment, handle multiple requests and ensure deadlines are met
• Effectively communicate and influence individuals at all levels
• Solid analytical skills and attention to detail which result in sound decisions, solutions and recommendations
• Must possess excellent interpersonal, time-management, and organizational skills
• Stay abreast of industry standards, monitors and reviews best practices, and makes changes as necessary

POSITION TYPE

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Green Dot promotes diversity and provides equal opportunity for all applicants and employees. We are dedicated to building a company that represents a variety of backgrounds, perspectives, and skills. We believe that the more inclusive we are, the better our work (and work environment) will be for everyone. Additionally, Green Dot provides reasonable accommodations for candidates on request and respects applicants' privacy rights.

Compensation and Benefits Manager

Seeking Human Resources Manager responsible for Benefits and Compensation matters for a global, multi-jurisdictional offshore services company, reporting directly to the global Director of Human Resources and direct access to upper-level management teams.

General HR Manager Responsibilities

• Participate in developing global Department goals and objectives

• Perform full range of managerial responsibilities

• Draft and update job descriptions for onshore and offshore positions

• Draft, review and update personnel policies and procedures

• Maintain EEOC annual reporting

• Manage unemployment claims

• Work with the company’s internal and external auditors on a variety of matters

• HR support on various company teams and initiatives, including emergency response

Benefit Responsibilities

• Administer comprehensive employee benefit program, including life, disability, and health plans, 401(k) plan, personal savings plan, employee stock purchase plan and deferred compensation programs

• Help maintain company’s competitive position with benefits, by evaluating and comparing existing company benefits with those of other employers

• Maintain and track benefit census data

• Act as ranking member to report ERISA and IRS- ACA compliance programs; ensure compliance with applicable government regulations; ensure timeliness and accuracy of required reporting and fees

• Serve as primary contact for plan vendors and third-party administrators; coordinate transfer of data to external contacts for services

• Evaluate and revise internal processes to reduce costs and increase efficiency

• Annual review of US-based benefit plans, and coordination among other jurisdictions (UK, Brazil, Singapore)

• Work with broker to prepare annual employee census, to select appropriate benefits carriers; advise with respect to changes in coverage as appropriate

• Work with actuaries with respect to medical reserve accounts

• Reconcile benefits accounting and ensure benefits accounts are properly funded

Compensation Responsibilities

• Advise management on pay decisions for onshore and offshore positions, policy and guideline interpretation, and job evaluation, including the design of creative solutions to specific compensation-related programs

• Audit compensation plan for potential areas of equal employment or diversity problems and report issues to director of HR and the Legal department

• Manage the administration of direct compensation (non-executive, exempt and nonexempt compensation programs) for corporate staff, including the processing, recording and reporting of compensation-related actions related to salaried employees

• Keep apprised of federal, state and local compensation laws and regulations, and conduct audits including FLSA audits, to ensure company compliance

• Prepare and present to management annual salary review and short-term incentive calculations

• Conduct non-executive salary surveys, participate in compensation surveys, perform market research, analyze data, and formulate recommendations regarding the organization's salary structures

• Review current, and anticipates future, compensation trends

• Prepare global compensation statistical reports for executive management, and provide hire/term reports to senior management

  
  

• Prepare ad-hoc reporting as requested

• Works directly with Legal Department, including in connection with the company's Long-Term Incentive Bonus program, compensation communications, providing assistance with annual Proxy Statement, and employee litigation

HRIS Management Responsibilities

• Load mass pay changes into Oracle.

• Run ad-hoc reports as needed

• Maintain regular reports for the HR group

• Monitor all Oracle workflows and determine approval or rejection for Oracle entry of pay changes, transfers, promotions, etc.

• Conduct regular audits to maintain data integrity

• Annual Disaster Recovery Testing

• Annual Testing for year-end patches for Oracle

• Provide global assistance with the Oracle annual reviews with IT Department

General Skills

• Highest levels of professionalism, integrity, judgment and confidentiality

• Excellent managerial, communication, interpersonal, relationship building, consulting, teamwork skills

• Proficiency in Oracle systems

• Knowledge of: ERISA, COBRA, HIPAA, FMLA, ADA and other similar state specific leave laws.

• Ability to prioritize, multi-task and meet deadlines for a global organization in a fast-paced environment.

• Excellent attention to detail to ensure data integrity

POSITION INFORMATION: The Compensation Manger is responsible for the management of a university comprehensive compensation structure.

ESSENTIAL DUTIES:

• Serves as a compensation expert to include but not limited to classification, consultation, data analysis, policy interpretation, compliance, and training.

• Consults with departments on staffing, workflows, reorganizations, exemption status determinations, position descriptions, classifications, and salary administration.

• Interprets University policies and procedures and State and Federal laws.

• Advises on compliance regarding compensation matters, partnering with other Human Resources functional areas and University departments.

• Provides work leadership to other Compensation Analysts.

• Leads and participates in complex compensation and special projects.

• Conducts salary surveys or special compensation studies for external benchmarking and performs data analyses.

• Prepares management summaries, reports, and queries.

• Makes recommendations regarding base salary, hiring ranges, supplemental payments and appropriate grade assignment.

• Participates in spot surveys from other institutions.

• Leads compensation educational training on position descriptions, Fair Labor Standards Act compliance and timekeeping.

• May present Compensation information to internal and external programs.

• Maintains position management, job titles, job codes, and pay information in PeopleSoft system.

• Reviews and approves personnel actions.

• Performs various duties as needed to successfully fulfill the function of the position.

• Knowledge of and skills in job analysis and writing job specifications/descriptions
• Ability to multitask
• Analytical skills
• Access Database experience
• Ability to build and manipulate spreadsheets
• Ability to collect and analyze data
• Advanced problem solving techniques
• Proficient in Microsoft Office (Word, Outlook, Excel, and PowerPoint)
• Detail oriented for accuracy of data and information
• Highly organized and ability to handle multiple projects and deadlines
• Ability to communicate well and build rapport with students, faculty and staff

JOB DESCRIPTION HELP

BioLegend develops world-class, cutting-edge antibodies and reagents for biomedical research, manufactured in our state-of-the-art facility in San Diego, CA. Our mission is to accelerate research and discovery by providing the highest quality products at an outstanding value, along with superior customer service and technical support. Our product expertise covers a diverse set of research areas including Immunology, Neuroscience, Cancer, Stem cells, and Cell Biology.

Essential Functions

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Benefits

• Serve as primary contact for benefit information for all associates, ensuring they understand their benefit programs and are able to use them to full advantage.
• Design and implement benefits information programs inclusive of new hire orientation, annual open enrollment, health and wellness fair and periodic benefit updates via avenues such as the company intranet, LegendNet.
• Administer all elements of BioLegend’s benefit program: timely bill review, new hire and open enrollment, file feeds, reporting and system configuration.
• In partnership with the management team, develop relevant health and welfare programs as needed and annually including core offering and potential voluntary programs as supported by employee demand.
• Administers employee insurance programs including life, disability, and health insurance plans.
• Administers employee savings plans that may include the company’s 401(k) plan, personal savings plans, and deferred compensation programs.
• Advises and informs employees of changes and developments related to benefits including eligibility, coverage, and provisions.
• Facilitates accurate and timely delivery of employer contributions and employee payroll deductions to carriers, plan administrators, or other appropriate service providers.
• Completes records, reporting, and other documentation required by federal, state, and provider rules, regulations, and policies.
• Conducts employee surveys, census, and other research and demographic efforts required to collect accurate quotes from benefit providers.
• Identifies and selects carriers and plans based on quotes, available benefits, and prior experience in consultation with brokers and BioLegend management team.

• Monitors administrators and insurance carrier reports to ensure the organizations compliance with plan requirements.
• Ensures the organizations and plans compliance with the applicable provisions of COBRA, HIPAA, and ERISA.

Compensation

• Researches and compares incentive compensation plans offered by demographically comparable organizations; assesses competitor plans and makes recommendations for enhancements or improvements required to keep the organizations plans competitive and effective.
• Performs annual benchmarking analysis for presentation to management.
• Participates in annual Radford compensation survey and quarterly key trends data collection.
• Maintains knowledge of economic conditions, labor market, and other factors related to ensuring the organization provides competitive and reasonable benefits and compensation scales and structures.
• Maintains knowledge of trends, developments, and best practices in compensation and benefits administration.
• Administers the annual salary planning process via the HR system.
• Performs other related duties as assigned.

Other

• Maintain and administer timekeeping system
• Serve as a primary for UKGPro business Intelligence reports
• Assist in developing new procedures and policies to continually improve efficiency of the HR department and organization as a whole, and to improve employee experience
• Ensure legal compliance of HR state and federal regulations and applicable employment laws, and update policies and/or procedures as required.
• Provide expertise employee relations matters such as leave of absence administration, employee handbook and policies and investigations.

iACT Competencies

• innovate – Be better, keep improving, be more efficient, creative, and be in the forefront of development
• Aspire – Have desire, purpose, and ambition challenging ourselves to push the limits and reach new heights
• Collaborate – Foster teamwork, common goals, selflessness, communication and mutual support
• Transform – Adapt, learn, re-invent and change for future development and growth

Minimum Qualifications – Education and Experience

• Excellent verbal and written communication skills.
• Extensive knowledge of employee benefits and compensation.
• Strong analytical and problem-solving skills.
• Excellent time management skills with a proven ability to meet deadlines.
• Thorough knowledge of COBRA, HIPAA, and ERISA requirements.
• HRIS experience required (specifically UltiPro or UKG a strong advantage)
• HR systems report writing (specifically Business Intelligence, IBM Cognos or UKGPro People Analytics a strong advantage)
• Proficient with Microsoft Office Suite or related software.

Preferred Qualifications – Education and Experience

• Bachelor’s degree in Human Resources, Business, Finance, or related required.
• Five years of experience administering compensation or benefits programs required.
• SHRM-CP or SHRM-SCP or similar certification preferred.
• Experience in one or more other areas such as HRIS administration (UKG – UltiPro a plus), Business Intelligence reporting, compensation administration, employee survey administration or employee engagement programs
• UKG – UltiPro a plus.

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)

The Senior Manager Incentive Compensation (IC) role will be responsible for designing, administering and supporting the field incentive compensation plan for the Alzheimer’s Disease franchise. This dynamic role requires attention to detail, analytical, project management and interpersonal skills. In this high visibility position, the individual will work with field and franchise leadership to develop sales and objective based compensation plans.

Essential functions of the job include:

• Lead quarterly incentive compensation design and planning
• Manage day to day communication and administration of field incentive compensation plans
• Accountable for annual base incentive compensation and contest budget
• Lead partnership with HR supporting annual performance management, promotion, awards, and recognition process
• LI-SR6

The ideal candidate will have a track record for:

• High Analytical Horsepower / Skillset
• Strong Project / Deliverable Management
• Ability to connect incentive plans with business strategies
• High Customer-Orientation capable of managing negative feedback
• Ability to communicate details clearly
• Cross-Functional Collaboration and Project Management
• Dealing Well with Ambiguity / Intensity
• Executive Presence
• Advanced Strategic Thinking
• Advanced Deliverable Management

Experience Required

• Preference to past pharma/biotech incentive compensation, field sales or cross-functional commercial experience
• Solid understanding of commercial business and industry standard datasets – 867 specialty distributor, script (IMS), Patient (Specialty Pharmacies), and Managed Care (Symphony).
• Strong analytical and quantitative skill set, including Excel and PowerPoint skills
• Excellent strategic thinking capabilities with ability to synthesize large amounts of information and logically structure PowerPoint deliverables
• Strong communication and project management skills
• Driven, highly self-motivated, confident, high-energy, and bright individual
• Strong computer aptitude and ability to learn systems quickly

Education:

BS/BA Degree required

The Senior Manager Incentive Compensation (IC) role will be responsible for designing, administering and supporting the field incentive compensation plan for the Alzheimer’s Disease franchise.

American Plastics, a private equity-backed leading injection molded plastics manufacturer specializing in Retail Storage, Janitorial, Food Service and Cleaning products is looking for a Benefits & Compensation Coordinator

Responsibilities for this position include:

Benefits:

• Assist employees needing enrollment or changes to current benefit selections, ensure documents are reviewed and completed prior to entering changes
• Review weekly payroll registers for accuracy of benefit deductions
• Respond and process court ordered medical child support orders
• Monthly, support the Director of Benefits with auditing of benefit carrier invoices
• Provide site support for benefits meetings to new hire employees and annual enrollment as needed
• Support the Director of Benefits in leave compliance and tracking

Compensation:

• Review multiple-site timesheets for accuracy
• Perform confirmations for multiple sites to ensure timesheets are processed accurately on a weekly basis
• Provide necessary payroll documentation to corporate payroll for processing on a weekly basis
• Monitor, research, resolve and respond to employee payroll concerns
• Tracking of all employee referrals, providing notice to corporate payroll for processing
• Maintain partnerships with site Human Resources team to stay current on newly hired employees and terminations, to assist with accurate reporting to corporate payroll

General:

• Assist with drafting and updating HR documents and correspondence
• Maintain HR filing system and ensure personnel files contain necessary information
• Conduct HR related research as assigned
• Assist with other projects and administrative duties as assigned

• Degree in Human Resources or related field
• Knowledge of Paylocity a plus
• High level of attention to detail
• Very strong verbal and written communication skills
• Excellent analytical and organizational skills with the ability to maintain multiple projects
• Possesses a high level of integrity and sensitivity to confidential information

If you are interested in joining the American Plastics team and want to work in a fast-paced, progressive environment, we want to hear from you. We offer a competitive salary & benefits package including medical/dental, 401k and paid vacation.

The Compensation Analyst & HR Business Partner will research job requirements and evaluate job positions to ensure the company is competitive in the areas of salaries and employee benefits. They will also partner with the assigned business groups as the HR business partner for employee relations, training and development, benefits and standard generalist type duties and responsibilities.

Duties/Responsibilities:

HRBP:

• Manage employee relations for assigned business units (Promotions, Expectations, PIP’s, Investigations, etc)
• Work with T&D to develop career paths, level ups and successions plans for assigned business unites
• Support recruitment for assigned business units (means participating in interviews from HR soft skills and cultural fit analysis
• Onboarding of new employees – shared responsibility with other HRBP’s this is rotated monthly
• Assist with benefits questions and leave of absence for assigned business units
• Prepare and maintain job descriptions for positions within assigned business unit; ensures descriptions accurately reflect the work being performed by incumbents.
• Interviews and surveys employees and managers to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job.

Compensation Analyst:

• Align pay practices to best practices and corporate compensation philosophy
• Ensure benchmark grades are up to date and accurate in Paylocity
• Prepare compensation analysis by role
• Growing and overseeing company remuneration policies and programs.
• Analyzing and interpreting company's remuneration programs.
• Reviewing wide range of relevant compensation data to ensure company's remuneration policies are competitive.
• Contributing company data to compensation surveys.
• Predicting future trends to steer company in a positive direction.
• Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.
• Benchmarks jobs against survey data and other market intelligence to determine competitive compensation ranges for each position.
• Prepares and maintains job classifications and salary scales.
• Prepares and presents summary reports of job analysis and compensation analysis information.
• Gathers data from market-based compensation surveys; uses spreadsheet and data analysis techniques to assess results and market trends.
• Evaluates and implements job analysis instruments and materials.
• Conducts data and cost analyses to be used in employee negotiations and collective bargaining agreements.
• Plans and communicates preferred methods and best practices for hiring, training, compensating, and evaluating employees.
• Advises management on applicable state and federal employment regulations, benefits and compensation policies, human resource procedures, and collective agreements.
• Performs other related duties as assigned.

• Extensive knowledge of quantitative and qualitative research methods.
• Extensive knowledge of human resource laws, regulations and best practices.
• Excellent written and verbal communication skills.
• Excellent organizational and time management skills.
• Proficient with Microsoft Office Suite or similar software.

• Bachelor’s degree in Human Resources or related field, preferred
• Two - Five years of experience as a compensation analyst required.
• Insurance Industry experience, preferred
• SHRM-CP or SHRM-SCP preferred.

JOB DESCRIPTION:

Summary of Job Scope and Expectations:

The Senior Compensation/Finance Analyst position is responsible for assisting in the development, implementation, and administration of the company’s Operations compensation programs. This position administers the Operations bonuses, the performance evaluation process and the merit pay program. The position also works on improving Operations bonus processes, including automation and preparing presentations to leadership on proposed changes to the Operations bonus programs. The Senior Compensation/Finance Analyst will perform benchmarking analysis and provide financial & people analytics.

Essential functions:
The essential functions in this job description are not all-inclusive of this job’s duties and responsibilities. Reliable and dependable attendance is required.

• Assists in the development, implementation, and administration of the company’s Operations base pay program. Supports the Operations focal point compensation review process. Conducts compensation analyses to assist in updating the Operations base pay structure.
• Administers the Operations bonus programs and contributes to enhancing their design. Participates in preparing presentations on proposed changes to the bonus programs for leadership to achieve more effective program design.
• Assists in enhancing the Operations compensation processes. Works with IS on automating the Operations bonus process and implementing reporting systems & dashboard reporting.
• Assists in updating the Operations base pay structure on an annual basis based on the results of competitive analyses using specialized chain restaurant survey. Administers base pay increases for Operations management associates.
• Assists with the preparation of communications on Operations compensation administration guidelines for distribution to associates to ensure understanding and appreciation of the company’s compensation and pay increase program.
• Conducts ad hoc analysis and provides metrics, analytics, & recommendations on the compensation and bonus programs.
• Conducts market research to ensure minimum wage compliance with state and federal requirements. Assists the Compensation Team in updating pay rates when new minimum wage laws go into effect.
• Monitors compensation trends and best practices, formulating recommendations for changes to compensation programs to reflect the most effective practices or to create most efficient processes.

• Bachelor’s degree required; CCP certification or equivalent preferred.
• Minimum five years of experience in HR or Finance, with at least three years in Compensation preferred.
• Successful completion of annual store training.

KNOWLEDGE, SKILLS, AND ABILITIES:

• Strong knowledge of compensation and total rewards
• Strong analytical and research skills
• Computer proficiency, including Microsoft Office Suite, with strong ability to use Excel for analysis and proficiency with PowerPoint for presentations
• Ability to handle confidential and sensitive information
• Strong communication, listening, presentation, and assessment skills
• Strong relationship building skills and ability to partner with management and associates
• Ability to provide effective training on compensation and related HR processes and programs
• Ability to demonstrate and teach Panda’s Mission, Values, and Culture

The Compensation Specialist will be an integral part of the Compensation and Benefits team. Reporting to the Senior Manager of Compensation, this role will assist in benchmarking, planning and administering compensation programs across the organization. This role will collaborate closely with cross-functional HR and business teams to design and execute job analysis, variable incentive plan creation, and administration. The ideal candidate will be detail oriented, have excellent communication and interpersonal skills, and able to lend a hand in all areas as needed.

ESSENTIAL FUNCTIONS

• Collaborates with management and in personnel-related planning and decision-making, including the analysis and review of job classification and reclassification requests
• Aids in the planning, development, coordination, facilitation, administration, and reporting of the annual salary review program for employees and in the implementation of compensation programs and policies
• Design, develop and ensure accurate and timely compensation reports and analytics, including compensation accounting
• Collaborate with management and people operations in determining appropriate incentives and rewards for positions and specific team members across the organization
• Maintain and administer appropriate processing of companywide variable compensation
• Ensure variable compensation supports, incentivizes and drives results for key company metrics and objectives
• Maintain systems and necessary documentation related to team member compensation
• Other duties as assigned

POSITION QUALIFICATIONS

Competency Statement(s)

• Analytical Skills - Ability to use thinking and reasoning to solve a problem
• Communication, Oral - Ability to communicate effectively with others using the spoken word.
• Communication, Written - Ability to communicate in writing clearly and concisely.
• Decision Making - Ability to make critical decisions while following company procedures.
• Interpersonal - Ability to get along well with a variety of personalities and individuals.
• Problem Solving - Ability to find a solution for or to deal proactively with work-related problems.
• Relationship Building - Ability to effectively build relationships with customers and co-workers.

Education and Experience

• BA or BS in Business Administration, Finance, Accounting, Economics, or a related field
• 2+ years of professional experience in Compensation, Human Resources, Finance, Accounting, or similarly applicable field
• HRIS experience with ADP, Ultipro or Workday preferred
• Experience using pivot tables and advanced Excel formulas
• Experience building complex Excel files to conduct analysis

SKILLS & ABILITIES

• Knowledge of and proficiency in quality improvement tools and processes
• Demonstrates strong verbal, written and interpersonal skills
• Ability to work independently with minimal supervision or with a team a must
• Must be self-motivated and possess superior time management skills
• Demonstrated software skills to include proficiency in Microsoft Office: Excel, Outlook and Word
• Must have proven experience dealing with conflict management
• Excellent people management skills
• Public speaking skills
• Familiarity with Medicare/Medicaid and private Non-Emergency Medical Transportation

Computer Skills

• Proficient in Microsoft Word, Outlook; with advanced knowledge of Microsoft Excel
• Ability to learn proprietary software system

PHYSICAL DEMANDS

• Able to sit at and work on a computer for periods of time
• Able to use the phone for periods of time
• Able to lift up to 10 pounds and reach/bend to retrieve items in cabinets and shelves
• Ability to speak, hear and see for the assigned work day
• Repetitive key stroke/data entry for the assigned work day
• Ability to ambulate as needed for the assigned work day

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The noise level in the primary work environment is usually loud.

We value our team members and realize the importance of benefits for you and your family.

ModivCare offers a comprehensive benefits package to include the following:

• Medical, Dental, and Vision insurance
• Medical, Dental, and Vision insurance
• Employer Paid Basic Life Insurance and AD&D
• Voluntary Life Insurance (Employee/Spouse/Child)
• Health Care and Dependent Care Flexible Spending Accounts
• Pre-Tax and Post -Tax Commuter and Parking Benefits
• 401(k) Retirement Savings Plan with Company Match
• Paid Time Off
• Paid Parental Leave
• Short-Term and Long-Term Disability
• Tuition Reimbursement
• Employee Discounts (retail, hotel, food, restaurants, car rental and much more!!)

Salary: $45,917 - $61,222 annually

Job Description:

L3Harris is seeking a detail-oriented Specialist to assist in the execution of its total rewards plans, reporting to the Senior Manager of Equity Compensation at CHQ. This individual will apply a high-level of expertise to proactively administer L3Harris total reward plans, including equity compensation, broad-based compensation, global mobility and rewards & recognition, including, but not limited to, the following responsibilities:

Job Responsibilities:

Equity Compensation

• Complete ongoing reconciliation of equity data and equity administration recordkeeping at Fidelity
• Create and analyze “what happens when” equity scenarios upon request from internal stakeholders, including the L3Harris Compensation Council segment representatives; assist with automation of equity scenario planning
• Review daily equity transactions related to terminations and option exercises
• Flawlessly execute deliverables related to timely file loads and vendor data feeds, ensuring seamless integration with internal systems/stakeholders to correctly reflect employee data and equity details
• Assist with the issuance of annual and off-cycle grants, including the distribution of award documents and monitoring of grant acceptance
• Compile, analyze, and prepare Proxy related information and tables
• Administer quiet periods, blackouts, preclearance trading and 10b5-1 plans
• Maintain SOX compliance and internal documentation for SOX controls and other audit requirements/support documentation
• Develop ad hoc, monthly, quarterly and annual reporting to support public filings (e.g., Form 3, Form 4, share reconciliation, etc.)
• Interact with Transfer Agent (ComputerShare) to execute: 401(k) share repurchasing; LHX share repurchasing; shares outstanding funding letters; and share plan balancing
• Oversee dividend payment process
• Assist with the Board of Directors deferred equity program execution
• Review and respond to e-mails sent to Equity Team inbox
• Assist with root-cause analysis, as needed, and make recommendations for and assist with resolution

Broad-based Compensation

• Assist the CHQ Broad-based Compensation team to ensure consistent, equitable, and market reflective application of company compensation philosophy while balancing unique regional and company-specific regulations and practices
• Apply quantitative compensation analyses, data mining, and the presentation of data to help inform, influence, support, and execute L3Harris business decisions, including preparation and summary results of the annual salary planning process
• Analyze trends in L3Harris compensation practices, such as pay position and pay equity, and build intelligence through reporting, offering recommendations and assistance with implementing changes
• Ability to make independent decisions and recommendations based on compensation principles and philosophy
• Assist with completion of survey participation and subsequent uploading to MarketPay database
• Assist with root-cause analysis, as needed, and make recommendations for and assist with resolution

Mobility

• Assist the CHQ Global Mobility team with the implementation and execution of mobility programs and services supporting employee short- and long-term transfers, assignments, and domestic or international relocation
• Design and prepare management reports to support administration of mobility programs, including the preparation of quarterly global mobility spend reporting
• Contribute thought leadership for domestic and international mobility programs, such as best practice reviews, trends, benchmarking, gap assessments and policy change recommendations
• Assist with root-cause analysis, as needed, and make recommendations for and assist with resolution
• Update standard work documents, as needed

Rewards & Recognition

• Assist the CHQ Rewards & Recognition team with the implementation and execution of programs and services to recognize, inspire, share and engage L3Harris employees
• Design and prepare management reports to support administration of reward & recognition programs, including the preparation of quarterly spend reporting
• Update standard work documents, as needed

• Conduct benchmarking exercises and assist with RFPs related to reward & recognition programs and service providers
• Assist with root-cause analysis, as needed, and make recommendations for and assist with resolution

General

• Strong written and verbal communication skills, including the ability to effectively communicate technical information to varying audiences
• Collaborate with internal stakeholders and functional areas, including accounting, payroll, tax, legal and other compensation partners/leadership
• Develop and maintain standard work documents
• Timely resolve employee issues or concerns, as appropriate
• Perform other responsibilities and complete various projects within compensation, global mobility, and award recognition programs, as assigned

Qualifications:

• Bachelor's Degree required in Accounting, Finance or related field of study and 4 years of prior relevant experience, or a Graduate Degree with 2 years of prior related experience
• 2 years or more of experience in a global equity compensation environment

Preferred Qualifications:

• Experience with Fidelity Stock Plan Services platform
• Experience in U.S. public company equity compensation administration, including global equity plans, complex plans containing performance share awards, restricted stock unit awards, stock options, etc.
• Advanced Excel, financial, analytical, and presentation skills

As the Senior Compensation Analyst, you will:

Maintain compensation components of the HRIS and develops reports as requested.

Requires:

The ability to prioritize and respond appropriately to requests for PRN assistance and/or meetings, pay close attention to details, and meet established deadlines, frequently producing a high level of mental/visual fatigue (51-80% of work time).

As a Compensation Analyst you will:

• 
  Assist in the analysis, design and administration of the Sheppard Pratt compensation programs.
  


• Evaluate jobs, determine pay grades, participate in compensation surveys, and perform employee pay analyses.
  


• Ensure requests for pay adjustments comply with Sheppard Pratt's compensation policies, processes and practices.
  


• Provide consultation to recruiters and program managers for pay rates and pay equity review; serve as the in-house compensation expert for all levels of the organization.
  


• Maintain compensation components of the HRIS, as assigned, and develops reports as requested.

Requires:

• 
  Bachelor's degree in Human Resource Management, Business Administration, or related field; CCP or HRCI/SHRM certification may be substituted for degree. CCP, HRCI or SHRM certification preferred.
• 
  3 years' compensation analyst experience, preferably in a healthcare, nonprofit or education environment; must possess:
• 
  excellent verbal and written communication skills;
• 
  comprehensive knowledge of human resource laws, regulations and best practices;
• 
  extensive knowledge of quantitative and qualitative research methods;
• 
  excellent organizational and time management skills;
• 
  proficiency with Microsoft Office Suite or similar software;
• 
  proven attention to detail and accuracy in maintaining data, files and systems.

About the role:

Clarabridge's Finance team is looking for a hands-on, action-oriented Senior Compensation Analyst to provide operational support and collaborate organization-wide to ensure efficient and timely operations of the Sales Compensation function. Reporting to the VP, Financial Planning & Analysis, the Senior Compensation Analyst is both a strong individual contributor and team player meeting critical deadlines in a fast-paced environment.

What you'll do:

• Administer global data input but not limited to draw, MBO, quarterly commission bonus, and SPIFF payouts
• Preparing payout statement process within commissions application and analysis, as needed
• Ensure timely routing of electronic distribution and acceptance of global yearly comp plans, policy, and quarterly sales certification letter
• Produce reporting & analysis for commission and associated metrics
• Maintain and refine commission-related data within SFDC
• Collaborate with the Sales Ops team on the full cycle of the sales compensation process requirements on changes and updates throughout the year
• Coordinate the implementation of our annual sales comp plans, manage/reconcile large data sets, and assist with UAT testing, as needed
• Excellent written and verbal interactive skills, including the ability to interact effectively with management, team, peers, cross-functional teams, and business partners
• Sales commissions software experience a must; CaptivateIQ experience a plus
• Capable to quickly adapt to new technologies and process improvement changes
• Customer service attitude with a readiness to take on challenges in a rapidly-growing dynamic environment
• Ability to manage time and schedule to assist with ad hoc projects, as needed

About you:

• You have a minimum of 3 years of experience with sales compensation process within the technology industry
• You have very strong Microsoft Excel skills, SFDC, sales commission software, analytical skills
• You are highly organized and have a strong attention to detail
• You have sharp financial acumen and an appetite for developing new skills
• You've processed commissions for high-tech companies before and love the fast-paced atmosphere
• Bachelor's degree in Accounting, Finance or related discipline preferred
• Excellent communication skills (verbal and written)
• Strong interpersonal and organizational skills and able to work well with a team
• Self-starter who is action and detail oriented and possesses a strong sense of urgency
• Ability to comfortably work in an intensely deadline-oriented environment

sr. compensation analyst

Now Brewing – sr. compensation analyst! #tobeapartner

From the beginning, Starbucks set out to be a different kind of company. One that not only celebrated coffee and its rich tradition, but that also brought a feeling of connection. We are known for developing and supporting partners who share this passion and are guided by their service to others.
“We built the Starbucks brand first with our people, not with consumers. Because we believed the best way to meet and exceed the expectations of our customers was to hire and train great people,
we invested in employees.”
– Howard Schultz, CEO, Starbucks Coffee Company

As a Starbucks sr. compensation analyst, you will contribute to Starbucks success by supporting the implementation and administration of complex compensation programs that are competitive and support the Company's business and strategic plans. Models and acts in accordance with Starbucks guiding principles.

• Applies in-depth understanding of compensation principles, company policy, and labor market compensation trends to support the administration of partner compensation programs
• Provide strong compensation support to both retail and nonretail teams
• Lead the administration of business unit incentive plans in partnership with cross functional teams. Manages complex situations and questions that impact incentive plan process.
• Provide partner pay recommendations by compiling, analyzing and interpreting data to validate internal equity and external competitiveness
• Serve as subject matter expert on compensation data within HRIS environment and proactively manage and update store, compensation, and partner data to support accurate administration of compensation programs
• Run analytics to proactively assess function or market level compensation health and conduct ad-hoc analyses related to compensation. Draws themes and trends from data analysis and effectively represents data in charts and graphs.
• Build and update compensation tools and resources and own maintenance of compensation intranet sites
• Develops costing models to assess the financial impact of compensation investments and support analysis of investment decisions
• Support Starbucks Rewards Planning cycles and Annual Hourly Increase Program
• Assist with market pricing and job family reviews
• Perform compensation data audits ensuring strong data hygiene

• Three or more years of implementation and administration of compensation plans
• Ability to communicate clearly and concisely, both orally and in writing
• Strong analytical and project management skills, ability to make recommendations based on data
• Ability to effectively manage competing priorities; receiving general instruction and guidance while using independent discretion to resolve a variety of moderate to complex issues
• Highly detailed driven with emphasis on accuracy, coupled with the ability to see the broader picture.
• Solid consultation skills and the ability to seek out information and provide quality advice.
• Proficiency in Microsoft Word and PowerPoint and advanced knowledge with Microsoft Excel

Let us give you the opportunity to be part of something bigger than yourself. It’s time for you to #beapartner. Apply today!

Our purpose, to improve customers’ lives by making healthcare work better, is far from ordinary. And so are our employees. Working at Premera means you have the opportunity to drive real change by transforming healthcare.

To better serve our customers, we’re creating a culture that promotes employee growth, collaborative innovation, and inspired leadership. We are committed to creating an environment where employees can do their best work and where best-in-class talent comes, stays, and thrives!

The Senior Compensation Consultant plays an important role in shaping Premera's growth and transformation by providing guidance and counsel on Compensation issues to the organization. The incumbent in this position is responsible for the design, implementation, administration, and revision of compensation and performance review programs to attract, retain, and motivate all employees or groups of employees. This position works collaboratively with their client group(s) and works with all levels including Senior Leadership Team and Executive Leadership Team members focusing on the delivery of design, market competitiveness analysis, and reporting of base and variable compensation plans and programs.

As a key member of the Total Rewards team, the Senior Compensation Consultant provides HR leadership and consultation to influence the organization to operate in alignment with Premera's Purpose and Values, while supporting the improvement of organizational performance. The Senior Compensation Consultant is a strong business and systems thinker, requires independent judgment and decisiveness, and has the expert ability to analyze and synthesize data in order to provide solutions that get results.

What you will do:

• Design, implement and continuously improves compensation programs and processes that are a vehicle to attract, motivate and retain highly productive associates.
• Identify key compensation trends, issues and opportunities, outlines strategic alternatives and recommends action plans to assigned clients, management or executives that support Premera's Pay for Performance Philosophy.
• Provide guidance to the business and develops creative solutions on a variety of total compensation issues including the setting of appropriate pay levels, base pay, annual incentive pay (may include sales or executive compensation) and other rewards.
• Partner closely with management and other HR expert teams on design, policy development, guidelines, and implementation of key compensation programs.
• Design and provide strategic consulting on compensation plans and programs that support business goals; actively participates in rollout of company-wide HR initiatives and programs.
• Ensure effective management and maintenance of current plans, systems and tools, including but not limited to; participating in assigned salary surveys, evaluating jobs using established systems, determining pay grade assignments, FLSA status, etc., maintaining the company's salary grades and job classification structures within HR systems and tools and analyzing pay practices ensuring timeliness, accuracy and compliance with all applicable legal standards.
• Proactively maintain a high level of business knowledge of client group(s), Premera and the industry.
• Represent Total Rewards leadership to assigned clients, management or executives and modes Premera's values.

What you will bring:

• Bachelor’s degree in business administration, accounting, human resources management or four years’ work experience.
• Eight years’ experience in progressive business environment, including five years’ experience in compensation as an analyst with financial analysis, business analysis, data analytics or reporting responsibilities.
  

• Medical, vision and dental coverage
• Life and disability insurance
• Retirement programs (401K employer match and pension plan)
• Wellness incentives, onsite services, a discount program and more
• Tuition assistance for undergraduate and graduate degrees
• Generous Paid Time Off to reenergize
• Free parking
  

Premera is an equal opportunity/affirmative action employer. Premera seeks to attract and retain the most qualified individuals without regard to race, color, religion, sex, national origin, age, disability, marital status, veteran status, gender or gender identity, sexual orientation, genetic information or any other protected characteristic under applicable law.

If you need an accommodation to apply online for positions at Premera, please contact Premera Human Resources via email at careers@premera.com or via phone at 425-918-4785.

About USAA

USAA knows what it means to serve. We facilitate the financial security of millions of U.S. military members and their families. This singular mission requires a dedication to innovative thinking at every level.

USAA Careers – World Class Benefits (31 seconds)

Primary Responsibilities:

• Supports the implementation and administration of compensation programs, practices and policies (Executive and/or Non Executive).
• Researches organizational trends, market data, and industry practices.
• Assists with the design, development and assessment of compensation initiatives as needed.
• Assists HR and business stakeholders to resolve issues with existing compensation programs, practices and policies.
• Identifies appropriate issues for escalation.
• Oversees data entry of compensation related information to appropriate databases and system resources, including HRIS and Case/Knowledge Management System.
• Ensures accuracy and quality of data processed.
• Administers compensation survey data and maintains database of job and survey related information.
• Supports compensation projects and initiatives and serves on cross-functional teams.
• Assists key stakeholders with the development and implementation of systems and processes which support compensation programs.
• Conducts training to educate management and employees on compensation-related programs, practices and policies, ensuring compliance with legal standards and strategic alignment.

When you apply for this position, you will be required to answer some initial questions. This will take approximately 5 minutes. Once you begin the questions you will not be able to finish them at a later time and you will not be able to change your responses.

Minimum Requirements:

• Bachelor's degree required. (OR 4 additional years of related experience beyond the minimum experience required may be substituted in lieu of a degree.)
• 2 or more years relevant work experience in compensation discipline, or related experience in HR, Finance, or business sales operations to include general business consulting/analysis experience or business management experience, and developing knowledge of relevant compensation and/or HR laws.
• Developing knowledge of Microsoft Office products and other software to be used to develop analysis, charts, and/or supporting documentation.

Preferred Experience:

• Education: Bachelors in Mathematics, Statistics, Physics, Computer Science, Analytics, Information Systems or related fields.
• Systems: Microsoft Access, Excel, Tableau (BI tools), Workday.
• Languages: SQL, VBA, Power Pivot.
• Skills: Compensation knowledge (salary structure, base pay administration, short-term and long-term incentive pay administration), data analysis, process automation, adhoc reporting, tell a story through data and communicate effectively with partners/leadership, database systems & architecture, structured & unstructured data, connect data/metrics to business metrics/results.
• Experience in financial services or consulting industry.

The above description reflects the details considered necessary to describe the principal functions of the job and should not be construed as a detailed description of all the work requirements that may be performed in the job.

Compensation:

USAA has an effective process for assessing market data and establishing ranges to ensure we remain competitive. You are paid within the salary range based on your experience and market position. The salary range for this position is: $54,800 - $98,700*( this does not include geographic differential it may be applied based on your work location)

Employees may be eligible for pay incentives based on overall corporate and individual performance or at the discretion of the USAA Board of Directors.

• Geographical Differential: Geographic pay differential is additional pay provided to eligible employees working in locations where market pay levels are above the national average.

Shift premium: will be addressed on an individual-basis for applicable roles that are consistently scheduled for non-core hours.

Benefits:

At USAA our employees enjoy best-in-class benefits to support their physical, financial, and emotional wellness. These benefits include comprehensive medical, dental and vision plans, 401(k), pension, life insurance, parental benefits, adoption assistance, paid time off program with paid holidays plus 16 paid volunteer hours, and various wellness programs. Additionally, our career path planning and continuing education assists employees with their professional goals.

Please click on the link below for more details.

USAA Total Rewards

Relocation assistance is not available for this position.

For Internal Candidates:

Must complete 12 months in current position (from date of hire or date of placement) or must have manager’s approval prior to posting.

Last day for internal candidates to apply to the opening is 5/6/21 by 11:59 pm CST time.

Careers with OptumRx. We're one of the largest and most innovative pharmacy benefits managers in the US, serving more than 12 million people nationwide. Here you’ll fill far more than prescriptions. As a member of one of our pharmacy teams, you’re empowered to be your best and do whatever it takes to help each customer. You'll find unrivaled support and training as well as a wealth of growth and development opportunities driven by your performance and limited only by your imagination. Join us. There's no better place to help people live healthier lives while doing your life's best work.(sm)

The Infusion Compensation Analyst will focus on trend reporting, performance analytics, and communication of OptumRx’s Infusion Pharmacy Sales Team. The analyst will be validating monthly and annual sales compensation; working in collaboration to our finance team regarding compensation; and reviewing the compensation program to ensure the program is meeting the needs of the business on a quarterly basis. This person will be a strategic partner within the business by tracking sales performance vs compensation to ensure correlation is as expected. As the analyst reviews the commission data, they are expected to track trends and provide recommendations based off findings. These recommendations will help enhance the sales compensation programs for future planning to ensure the right behaviors are being completed to meet the business’s goals and objectives.

Primary Responsibilities:

• Develops methods and strategies for assessing large amounts of data
• Understands and examines rep goals and company budget
• Studies trends and develops trending reports for sales leadership
• Creates sales evaluation reports based on collected data
• Presents sales reports to VPs and Sales Leadership
• Suggests enhancements to compensation strategies to improve sales and profitability
• Serves as a consultant for goal setting process
• Leads informational sessions for staff to explain compensation programs and help with Q&A
• Pull and analyze Salesforce.com activity reports and track against sales progress
• Assist with monthly commission review process
• Manage the monthly and annual compensation for Infusion Sales Team
• Hold data team and finance team accountable for hitting timelines/deadlines
• Become the liaison between Finance and the Infusion Pharmacy Sales Team
• Understand the goals set in previous periods and develop goal reporting to ensure future region and zone goal setting is structured and aligns with the main business goals of the Infusion pharmacy

You’ll be rewarded and recognized for your performance in an environment that will challenge you and give you clear direction on what it takes to succeed in your role as well as provide development for other roles you may be interested in.

Required Qualifications:

• Bachelor’s Degree in Business, Business Administration, Finance, Statistics, Mathematics or Accounting or equivalent experience
• 2+ years of experience in business analytics
• Intermediate experience: Microsoft Word, Excel and PowerPoint

Additional Qualifications:

• Experience using Sales Forecasting Software
• Knowledge of the Healthcare market and/or industry analyses
• Previous Sales Compensation Experience
• Salesforce Experience
• Ability to think both analytically and creatively
• Strong problem-solving skills
• Advanced writing skills
• Capable of conducting independent research

UnitedHealth Group is an essential business. The health and safety of our team members is our highest priority, so we are taking a science driven approach to slowly welcome and transition some of our workforce back to the office with many safety protocols in place. We continue to monitor and assess before we confirm the return of each wave, paying specific attention to geography-specific trends. We have taken steps to ensure the safety of our 325,000 team members and their families, providing them with resources and support as they continue to serve the members, patients and customers who depend on us.

You can learn more about all we are doing to fight COVID-19 and support impacted communities: click here .

*All Telecommuters will be required to adhere to UnitedHealth Group’s Telecommuter Policy.

Diversity creates a healthier atmosphere: UnitedHealth Group is an Equal Employment Opportunity / Affirmative Action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, protected veteran status, disability status, sexual orientation, gender identity or expression, marital status, genetic information, or any other characteristic protected by law.

UnitedHealth Group is a drug - free workplace. Candidates are required to pass a drug test before beginning employment.

Keyword: #RPO

Our Global HR team partners with our business leaders to attract, retain, and develop Hilton's most important asset, our Team Members.

What will I be doing?

The Manager, Global Corporate Compensation will help lead and implement our compensation programs for corporate Team Members globally. You will partner with HR and business leaders to deliver pay strategies that enable Hilton’s industry-leading culture. You will help ensure compensation adjustments across the organization are internally and externally equitable, and you will design and prepare compensation-related dashboards and presentations for senior team leaders. This role will report to the Director, Corporate Compensation, and will sit in McLean, VA.

This role requires analytical savvy, sophisticated problem-solving abilities, and a drive to make the highest possible impact. You thrive in a fast-paced environment that calls for you to be resourceful and collaborative. You can step back and assess how to best drive strategic discussion with HR and business partners, recognizing the role that Team Member compensation plays within the broader talent strategy of the organization.

• Actively seek to improve and streamline existing processes and programs, including on and off-cycle guidelines for compensation adjustments and promotions
• Provide consultative compensation services for HR business partners to solve for our talent agenda: attracting, retaining, and progressing top talent
• Develop, analyze and provide cyclical reporting in a clear and concise manner
• Implement measurements of compensation programs to ensure effectiveness, usage, and awareness
• Partner with compensation peers across the Americas (non-US), Asia Pacific (APAC), and Europe, Middle East, and Africa (EMEA) to build compensation solutions that consider regional nuances while aiming for global alignment in compensation approaches
• Review job profiles, internal comparisons, and external market data to evaluate Team Member compensation; make recommendations to HR Partners and management as necessary
• Collaborate with HR, Finance, Legal, and other business partners in implementing compensation policies
• Ensure regulatory compliance, including analysis to support various local and national reporting requirements
• Participate in industry compensation groups to ensure Company's competitive position within the industry
• Work with compensation team leaders on goals to assist in accomplishing department initiatives

What are we looking for?

We believe the success in this role will demonstrate itself through the following attributes and skills:

• Outstanding verbal, visual, and written communicator who will communicate and influence effectively at all levels
• Compelling and insightful storyteller with an understanding of data, who can compile presentations that communicate insights and recommendations
• Problem solver who is flexible and creative in finding solutions for hard problems
• Self-starter who takes initiative, and possesses adaptability to last-minute change

To fulfill this role successfully, you should demonstrate the following minimum qualifications:

• Four (4) years of professional experience
• Three (3) years of compensation, HR, consulting, or strategy experience with a large global population
• Demonstrated proficiency in analytics and presentation tools, including Excel and PowerPoint
• Demonstrated proficiency in producing leadership ready presentations

It would be helpful in this position for you to demonstrate the following preferred qualifications:

• BA/BS Bachelor's Degree and/or Advanced Degree (Masters, Ph.D.)
• Analytics and reporting expertise in advanced, modern tools (e.g., Python, R, Tableau, SAS)
• Industry experience in hospitality or a related field

What is it like working for Hilton?

Hilton is the world’s leading global hospitality company, spanning the lodging sector from luxurious full-service hotels and resorts to extended-stay suites and mid-priced hotels. For over a century, Hilton has offered business and leisure travelers the finest in accommodations, service, amenities, and value. Hilton is dedicated to continuing its tradition of providing exceptional guest experiences across its global brands. Our vision to fill the earth with the light and warmth of hospitality unites us as a team to create remarkable hospitality experiences around the world every day. And, our amazing Team Members are at the heart of it all!

We will ensure that qualified individuals with protected disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions of his or her role, and to receive other benefits and privileges of employment. Please contact us to request an accommodation.

About CDK Global, Inc

CDK Global (NASDAW:CDK) is a leading provider of integrated data and technology solutions to the automative, heavy truck, recreation and heavy equipment industries. Focused on enabling end-to-end, omnichannel retail commerce through open, agnostic technology, CDK Global provides solutions to dealers and orginal equipment manufacturers, serving nearly 15,000 retail locations in North America. CDK solutions connect people with technology by automating and integrating all parts of the dealership and buying process, including the acquisition, sales, financing, insuring, parts supply, repair and maintenace of vehicles. Vist cdkglobal.com.

Compensation Manager

The Compensation Manager is responsible for complex analysis, effective administration, and optimal project management of broad reaching initiatives such as the annual performance evaluation and compensation process. Serves as dedicated liaison providing consultation and compensation solutions to specific business areas.

Position Responsibilities & Essential Functions

• Drive core processes; be brilliant with the basics
• Provide thoughtful compensation solutions, inclusive of job definition, evaluation, and total compensation reviews
• Design and implement effective people manager-centric tools to maximize compensation impact and effectiveness
• Determine, leverage, and communicate metrics which align with our pay for performance driven culture
• Actively challenge existing processes; design and implement integrated solutions across Human Resources

Qualifications & Requirements

• Bachelor’s degree in business administration, human resources, or related field
• 5+ years of compensation program administration experience
• A passion for excellence and innovation with focus on enhancing employee experience
• Promote accountability, transparency, and collaboration
• Strong business acumen and compensation consulting
• Analytical mindset complimented by strong problem-solving skills and detail orientation
• Robust project management

Preferred Attributes

• Workday experience
• CCP Certification
• Sales incentive experience

CDK Global knows you have passions outside of work. You have family, friends, sporting events, and lots of things going on. That’s why we offer a comprehensive benefits package to not only take care of you but your family as well. All of our benefits are effective the first day of employment including 401K matching, paid time off to re-energize, donate your time to volunteer in your community, and tuition reimbursement to name a few.

At CDK, we pride ourselves on having a diverse workforce. We value and celebrate the uniqueness of individuals and the different perspectives they provide. We offer equal opportunity employment regardless of race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability status, age, marital status, or protected veteran status.

We are the global test and automation specialists, powering next-generation technologies through sophisticated solutions. Behind every electronic device you use, Teradyne's test technology ensures your device works right the first time, every time! Our portfolio of automation solutions help manufacturers to develop and deliver products quickly, efficiently and cost-effectively. Together, Teradyne companies deliver manufacturing automation across industries and applications around the world!.

Teradyne is hiring for a Compensation Analyst in our corporate headquarters locatedi in North Reading, MA.

This role is a part of the Semiconductor Division supporting the worldwide sales team. Come join our team!

Responsiblities:

• 
  Oversee and manage worldwide sales incentive and compensation process.
• Working with the sales team to set and track annual sales incentive plans including quota and key sales objectives by sales manager, sales engineer, account and region
• Ensure timely and accurate payment to sales force on a quarterly basis against the plan
• Troubleshoot and resolve any payment issues
• Manage $5-$7M in annual payments against plans
• Benchmark sales incentive program against the industry and peers and proposeimplement any necessary changes
• Identify and implement a software tool to streamline and automate the process

Education:

Bachelors Degree is required.

The Compensation Planning & Analysis ("Comp P&A") team leads initiatives across global compensation focused on enhancing the function's reporting and analytics capabilities through streamlining and standardizing processes, scaling best practices across businesses, and partnering across teams to develop and launch self-service reporting tools for clients. This team plays a key part in developing solutions to complex data problems, supporting leadership in the end to end execution of the IC accrual process, and analyzing key metrics to tell the story to senior clients.

This role will be part of the Firmwide Comp P&A Advisory team and an advisor to the Asset & Wealth Management ("AWM") Compensation Executive. This individual will play a key role in developing creative solutions to drive the Firmwide agenda of process standardization and simplification, while ensuring AWM business needs are met. Additionally, this individual will partner closely with the AWM Comp Exec on the execution of the AWM IC accrual process including responsibility for IC modeling, senior leadership presentations, and preparation of CMDC materials.

Key Responsibilities

• Serve as liaison and representative for Comp P&A and AWM Compensation teams to ensure (1) clear and consistent communication, (2) recommendations / solutions support the objectives of both groups, and (3) influence to drive initiatives forward
• Support Firmwide efforts to simplify and standardize the IC accrual processes across compensation, while meeting unique needs of AWM
• Provide AWM Compensation Executive regular updates and insights on IC accrual trends, ensuring key changes, trends, and/or concerns are addressed
• Partner with key stakeholders to automate high impact, client-ready reports and analysis in Business Objects that lead to actionable business insights
• Provide ad-hoc analytics and presentations to support senior management in making strategic key business decisions around comp differentiation, talent retention and potential gaps
• Lead multiple projects end to end - maintain project plans, update and influence key stakeholders, and implementation of change management strategy
• Collaborate with stakeholders across functions at all levels - including understanding and incorporating business needs from compensation managers and HR partners and providing recommendations and presenting the story to compensation leadership team

Experience/Knowledge Required

• Ideally 10 years of Compensation or Finance experience with strong analytical and data/ information management skills with a Bachelor's Degree or comparable work experience
• Statistical or mathematical background preferred
• Ability to influence at all levels
• High level of proficiency with Microsoft applications: Advanced understanding of Excel is required
• Experience with business intelligence and reporting tools such as Business Objects
• Self-initiator, ability to challenge status quo and think outside of the box
• High degree of intellectual curiosity
• Great with presentations and making the key points come alive
• Detail and results oriented with the ability to manage multiple competing priorities all within a fast paced team environment
• Strong project management, analytical, and technical skills
• Strong consulting, interpersonal and communication
• Innovation and creativity to bring new ideas to team

We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. In accordance with applicable law, we make reasonable accommodations for applicants' and employees' religious practices and beliefs, as well as any mental health or physical disability needs.

Equal Opportunity Employer/Disability/Veterans

Application due 2021-05-29

• Human Resources
• Mid-senior level
• New Haven, Connecticut, United States

Are you a Compensation and Benefits professional seeking an exciting new opportunity? ASSA ABLOY, the world-leader in access solutions, is looking for a dynamic individual to join our growing Americas HR team.

Headquartered in New Haven, CT, the Manager, Compensation & Benefits will develop, analyze, implement, communicate and administer competitive total rewards programs specifically around compensation & benefits.

We are an innovative and growth-oriented leader, and this role will play a pivotal role in ensuring we remain competitive in the market for talent, and continue our reputation as a top tier employer. We offer a collaborative environment where your ideas will be welcome, and you will have an opportunity to shape our future!

What you will be doing

The Manager, Compensation & Benefits will assist with the group wide rollout and adoption of a common job-grading platform. You will administer the basic compensation structures in the organization (grading system, etc.) aligned with the corporate culture and the corporate values; and will coordinate compensation processes such as salary planning & incentive schemes development and administration. You will provide advice on salary increase requests and merit increases, and provide data to participate in external surveys. This role will also research and evaluate market pay levels and trends, and develop programs to best attract, retain and engage talent. You will also manage various executive compensation programs.

Working closely with HR leaders, you will determine the long-term strategy for benefits and continuously evaluate all benefits plans to ensure they are cost effective, competitive, and meet the needs of both the company and employees. This will involve research and collaboration with health and welfare brokers and vendors to improve delivery of the benefits function, and to identify and implement benefits to increase employee quality of life. You will work closely with subgroup HR Leaders to align benefit and determine appropriate communication strategy to educate employees on benefit programs and changes.

This position will assist with all federal, state, and local compliance, filings, reports, and audits related to the administration of employee benefit programs, including ERISA. You will ensure all plan documents and Summary Plan Descriptions are complete and updated, 5500 Filings are filed accurately and in a timely manner, discrimination testing has been conducted, and will oversee annual plan audits. In addition, you will act as the primary point of contact for managing relationships with Benefitfocus (customized benefits administration platform).

What we are looking for

To be successful in this role, you should have at least 5 years of HR Compensation/Benefits/HRIS experience including experience working with payroll in multi-state environment. You should enjoy working with a team, but also be able to manage projects autonomously. Additional qualifications include the following:

• 
  Bachelor’s degree or equivalent in Business, Human Resources or similar field. Master’s Degree preferred.
• Experience with ADP EV5, SuccessFactors and/or Benefitfocus are.a plus.
• Previous experience with Mercer or similar structured compensation systems is highly desired.
• Must be experience with self-insured/self-funded plans.
• Excellent analytical skills including advanced spreadsheet capabilities in Excel.
• Leadership and teamwork skills with a sense of urgency. The ability to both manage and assist with compensation related activities.
• Exceptional communication skills both oral and written, with the ability to present complex information in a concise and intelligent manner to both employees and executive teams
• Ability to effectively manage multiple projects and priorities independently.
• Process improvement oriented and the ability to make recommendations and decisions.
• Strong knowledge of job evaluation, market pricing, and variable pay methodologies
• Must be comfortable in both developing strategies and performing hands-on analysis
• Thorough knowledge of U.S. employment and benefit laws and regulations and compliance standards and initiatives under the EEOC, IRS, DOL, OFCCP, OSHA, FLSA, HIPPA, COBRA, and ERISA.
• Applicants must be currently authorized to work in the United States on a full-time basis.
• The office is located in New Haven, CT and it is expected that this role will work from the location daily.

ASSA ABLOY is an Equal Opportunity Employer/Minorities/Females/Disabled/Veterans

We are the ASSA ABLOY Group

Our people have made us the global leader in access solutions. In return, we open doors for them wherever they go. With nearly 50,000 colleagues in more than 70 different countries, we help billions of people experience a more open world. Our innovations make all sorts of spaces – physical and virtual – safer, more secure, and easier to access.

As an employer, we value results – not titles, or backgrounds. We empower our people to build their career around their aspirations and our ambitions – supporting them with regular feedback, training, and development opportunities. Our colleagues think broadly about where they can make the most impact, and we encourage them to grow their role locally, regionally, or even internationally.

As we welcome new people on board, it’s important to us to have diverse, inclusive teams, and we value different perspectives and experiences.

Olathe Health is looking for dedicated and caring professionals to join our system! If you enjoy an environment of team oriented patient care and an excellent staff of co-workers, you have found the right place! Olathe Medical Center, Inc, a 300-bed general acute care facility is currently looking for a Compensation Analyst to join our team.

If you are committed to helping improve the health of our communities in an environment of trust and collaboration, you are welcome to apply online: www.olathehealth.org/Careers

A Brief Overview
The Compensation Analyst assists in the development of, and administers compensation programs, including incentive and retention programs. The Compensation Analyst is responsible to maintain the performance evaluation, job description, and touchpoint process and system; reviews and prepares recommendation on new &/or existing job descriptions, preparing various cost analyses. The Compensation Analyst responds to, and analyzes salary surveys; analyzes and recommends modifications to grades, pay practices and other benefits, ensuring compliance with established laws and regulations.
The Compensation Analyst consults with management and talent acquisition regarding offers to ensure competitiveness while maintaining internal equity, consults with partners and people leaders on organizational design changes and pay practices, and educates associates and managers on salary concerns. The Compensation Analyst maintains various Access databases for Human Resources.

What you will do
Maintains confidentiality at all time.
Supports the Human Resource's strategic role with the organization.
Regularly attends and consistently participates in departmental and team meetings.
Recognizes issues, anticipates problems and proposes efficient and cost effective solutions.

Education Qualifications
4 Year / Bachelors Degree - Minimum
Graduate Degree - Preferred

Experience Qualifications
3 - 5 Years - Minimum
Previous Healthcare Experience - Preferred

Skills and Abilities
Ability to Multi Task and Prioritize - Minimum
Analytical - Minimum
Computer Systems (specify) - Minimum
Customer Relations - Minimum
Grammar/Spelling - Minimum
Mathematical - Minimum
Microsoft Office - Minimum
Operate Office Equipment - Minimum
Organizational - Minimum
Verbal Communication - Minimum

Licenses and Certifications
Certified Compensation Professional (CCP), Professional in Human Resources (PHR), or Certified Professional (SHRM-CP) - Preferred

EEO Employer M/F/Disabled/Vet

#CB

• Develop a strategic benefits plan that includes current and future goals for the benefit plan at IH. This should include a benefit strategy that matches our company strategic goals, a strategic benefit communication plan, and an objective for each of our benefit plans.
• Develops metrics and tracks benefit performance. Is our benefit plan helping us meet our strategic goals?
• Gathers competitive benefit information and presents recommendations on benefits (new, changes, eliminations) to the leadership team
• Plan, develop and/or participate in area and industry surveys. Analyze results of surveys and develop specific recommendations for review by management.
• Develops cost control procedures to assure maximum coverage at the least possible cost to company and employee.
• Negotiates benefits with vendors, maintains a positive working relationship with vendors
• Develop company cost information for new plans and make premium cost share recommendations to management.
• Advises, plans and manages communication with employees about their benefits: eligibility, enrollment process, training, systems, orientation, benefit fairs, etc.. (For example, do you create a ready to roll benefit fair ‘package’ like what marketing does for a company-wide promotion like Oktoberfest? With all the signage, training, give away, etc.)
• Handle benefits inquiries and complaints to ensure quick, equitable, courteous resolution. Maintain contact in person, and by phone or mail, with hospitals, physicians, insurance companies, employees, and beneficiaries to facilitate proper and complete utilization of benefits for all employees.
• Supervise maintenance of enrollment and claims records for all benefits plans.
• Remains current on laws related to benefits and ensures IH compliance with COBRA, ERISA, ACA, and all other applicable laws
• Prepare and execute, with legal consultation, benefits documentation, such as original and amended plan texts, benefit agreements and insurance policies. Instruct insurance carriers, trustees, and other administrative agencies outside the company to effect changes in benefits program. Ensure prompt and accurate compliance.
• Main contact for all benefit audits (401k, HIPAA, etc.)
• Works with vendor partner and is main contact/administrator for all 401K related inquiries and loan/rollovers

• Monitors administrators’ and insurance carriers’ reports to ensure the organization’s compliance with plan requirements.
• Facilitates accurate and timely delivery of employer contributions and employee payroll deductions to carriers, plan administrators, or other appropriate service providers.

• Researches, compares, and advises on incentive compensation plans, including hourly and salary rates and bonus offers, based on demographically comparable organizations; assesses competitors’ plans and makes recommendations for enhancements or improvements required to keep Iron Hill Brewery’s plans competitive and effective.

• Keeps apprised of federal, state, and local compensation laws and regulations to ensure company compliance.
• Analytics: evaluates pay equity to ensure compensation for internal and external equity; and not discriminatory
• Creates annual raise evaluation spreadsheets, raise guidelines, and partners with the Director of Operations Training to establish an appropriate process for evaluating employees for raises
• Ensuring through audits, legal reports, and personal interactions that company compensation programs are consistently administered in compliance with company policies and government regulations.

• Completes records, reporting, and other documentation required by federal, state, and provider rules, regulations, and policies.
• Maintains knowledge of economic conditions, labor market, and other factors related to ensuring the organization provides competitive and reasonable benefits and compensation scales and structures.
• Maintains knowledge of trends, developments, and best practices in compensation and benefits administration.
• Performs other related duties as assigned.

• Bachelor’s degree in Human Resources, Business, Finance, or related required.
• Three years of experience administering compensation or benefits programs required.
• SHRM-CP or SHRM-SCP preferred.
• Excellent verbal and written communication skills.
• Extensive knowledge of employee benefits and compensation.
• Strong analytical and problem-solving skills.
• Excellent time management skills with a proven ability to meet deadlines.
• Thorough knowledge of COBRA, HIPAA, and ERISA requirements.
• Proficient with Microsoft Office Suite or related software.

• Great benefits: Medical, vision and dental insurance
• 401K
• Paid Time Off
• Discounts and Comp Cards for food & beer
• Chance to win a trip to the Great American Beer Festival in Colorado
• Free Homebrewing Supplies (yeast, grains, hops)

About Iron Hill Brewery & Restaurant

Named after the historic Revolutionary War landmark in Delaware, where General George Washington battled the British, Iron Hill is among the most enduringly successful craft brewers in the United States, with over 24 years of award-winning recognition at national and international competitions.

Founded by home brewers Kevin Finn, Mark Edelson and restaurateur Kevin Davies in Newark, DE in 1996, Iron Hill Brewery & Restaurant has blossomed from one restaurant and brewery to 17 locations up and down the East Coast, including Pennsylvania, Delaware, New Jersey, and South Carolina. Each brewery/restaurant has its own scratch kitchen and craft brewery, allowing individual chefs and brewers the creativity to pair the freshest ingredients with the highest quality grains and hops. For 24 years, Iron Hill has incorporated beer in everything we do. Each individual location has its own head brewer. Each location dedicates itself to the freshest ingredients and friendly atmosphere for all age groups – helping change overall perceptions about brewpubs one meal, one pint, one community at a time.

Iron Hill is Growing! We Are Adding These New Locations:

• Atlanta – Perimeter, GA 2021
• Columbia, SC 2021

EOE

EVERFI is the leading education technology innovator that provides learners of all ages education for the real world through scalable digital learning platforms. Founded in 2008, EVERFI is fueled by its Software-as-a-Service (SaaS) subscription model and has certified millions of learners with thousands of partners across 50 states, Canada and Puerto Rico. EVERFI is an industry convener that builds Networks that tackle the toughest social issues. These Networks include the Prescription Drug Safety Network, Campus Prevention Network, and the Financial Capability Network. Some of America's leading CEOs and venture capital firms are EVERFI investors including Amazon founder and CEO Jeff Bezos, Google Chairman Eric Schmidt, Twitter founder Evan Williams, Advance Publications, Rethink Education and Rethink Impact. To learn more about EVERFI visit everfi.com or follow us on Facebook, Instagram, LinkedIn or Twitter @EVERFI.

EVERFI is seeking an experienced Total Rewards professional with a knack for getting things done and passion for serving as a strategic business partner to internal stakeholders on all things compensation related. Our ideal candidate thrives in a very fast-paced, constantly evolving environment who can combine strategic and tactical hands on experience to provide vision and direction around our strategic total rewards program delivery. The ability to develop and lead communication roll out strategy and train key stakeholders is also highly critical to success in this role.

In addition, this person will oversee the operation of our Human Resources Information System and collaborate with internal stakeholders and business unit leaders to manage the system, implement new functionality, enhance our data analytics capabilities, and ensure talent management processes and system tools are set up to operationalize efficiency and optimize people analytics across the organization.

Key Responsibilities:

Total Rewards:

• Act as an internal consultant to the Talent team and business leadership regarding hiring, promotion, review and related compensation activities. Advise on EVERFI's compensation and total rewards philosophy to ensure alignment with business growth. Contribute to the development of policies and processes to provide fair and equitable compensation across EVERFI globally.
• Administer base pay and bonus programs, including annual review and bonus cycle and help refine compensation programs in alignment with EVERFI's goals, vision, and business objectives
• Lead the company through regular benchmarking cycles to analyze and assess market data, industry trends, and best practices to create a competitive reward package
• Maintain the career framework through the job evaluation process, ensuring that positions are evaluated against the established set of criteria and are leveled consistently across the organization
• Partner and strategize with the Talent Acquisition team to develop competitive offers rooted in market data and aligned with our compensation philosophy for new hires and existing employees to scale us to our projected growth
• Lead change management and the rollout of communication plans for compensation programs including compelling manager compensation training
• Develop strategies to drive employee awareness and understanding of all compensation and benefit programs
• Partner with cross functional teams to develop dashboards and analytic models to provide business insights and interpret market or internal trends
• Work with HRIS and IT staff to ensure that the HRIS software system meets compensation needs and is updated to reflect changes to salary structures, and bonus program
• Maintain and apply knowledge related to compliance and government regulations regarding compensation and job classification for all office locations.
• Supervise and implement changes to ensure compliance with global pay regulations
• Supervise a total rewards analyst

HRIS:

• Serve as a functional and technical point of contact for HRIS (UKG). Oversee the daily operation of HRIS and provide guidance and end-user support for system functionality
• Own the development of dashboards and reporting of people analytics for the company
• Identify and recommend opportunities for operational excellence to maximize process and systems efficiencies. Facilitate discussion of business process improvements and recommend related initiatives
• Regularly review and maintain audit reports to ensure data integrity and accuracy
• Ensures system compliance with data security and privacy requirements
• Maintains knowledge of trends and developments in data management and security, HR technology, and HRIS applications.

Requirements:

• Bachelor's degree or equivalent required
• Minimum of 4 years of experience leading total rewards strategy and compensation planning
• Must have a strong knowledge base of broad-based compensation programs (base/bonus/equity), pay for performance, benchmarking/market data, job evaluation, etc.
• Strong working knowledge of HCM platforms, experience with Ultipro/Kronos/UKG and Greenhouse ATS highly preferred
• Excellent analytical skills to effectively analyze data and build meaningful, understandable models, reports and metrics.
• Experience with presenting trends, identifying insights from large sets of data that could be useful for making business decisions
• Ability to develop concise presentations to illustrate and communicate related information
• Advanced Excel skills and process documentation skills
• Excellent attention to detail and strong written and verbal interpersonal skills required
• A team player and a "can do attitude" with the ability to build rapport within and outside the Talent team
• Previous people management and development experience

Work-life, Culture, & Perks:

• Competitive base salary and bonus potential
• 401k program and equity plan
• Comprehensive health care and excellent parental leave benefits
• Flexible PTO and generous holiday schedule
• Casual work environment
• Annual company-wide retreat
• Opportunity to work with talented people who have fun in the workplace

Company Values:

We're looking for future team members who are energized and inspired by our values, as well as people who bring new backgrounds, perspectives, and experiences. At EVERFI, our eight core values are an active part of everything we do:

• Relationships First
• Demand Excellence
• Embrace Diversity of Thought & Drive Change
• Act Like an Owner
• Always Show Up
• Share the Credit
• Require Honesty & Positivity
• Always Ask: "Did I Matter Today?"

EVERFI appreciates your interest in our company as a place of employment. It is EVERFI policy to provide equal opportunity for employment to all qualified employees and applicants, regardless of race, religion, religious affiliation, ancestry, citizenship status, marital status, familial status, sexual orientation, gender identity, color, creed, national origin, sex, age, disability, or veteran status or any other characteristic protected by local, state or federal law. This policy applies to all areas of employment including recruitment, placement, training, transfer, promotion, termination, pay, and other forms of compensation and benefits. EVERFI will provide reasonable accommodations to qualified individuals with disabilities.

World leader in gases, technologies and services for Industry and Health, Air Liquide is present in 80 countries with approximately 66,000 employees and serves more than 3,6 million customers and patients. Oxygen, nitrogen and hydrogen have been at the core of the company’s activities since its creation in 1902. Air Liquide’s ambition is to be the leader in its industry, delivering long-term performance and acting responsibly.

Candidate must have valid employment authorization in the U.S. and must not require visa sponsorship now or in the future. This position is not open for non-immigrant visa sponsorship.

Air Liquide USA LLC is actively seeking a senior level Compensation Analyst. This position will be located in Houston, TX. Operating as part of the HR Total Rewards team, this person will be responsible for day-to-day activities related to compensation, annual merit and bonus administration and project management. In addition to interacting throughout the HR organization, this role will require regular interaction with Air Liquide employees, managers and senior leadership. This position will perform the following (but not limited to) responsibilities:

• Review and approve salary actions for adherence to the organization's pay administration guidelines.
• Evaluate any new or revised jobs for the client groups and determine appropriate salary grade, FLSA classification and/or salary adjustments.
• Resolve compensation issues working with human resources and managers.
• Conduct ongoing analysis to support market pricing and assist company leaders in making informed, competitive compensation decisions.
• Identify and participate in compensation surveys to ensure we have the highest quality market data possible to benchmark our internal pay practices.
• Ensure the effective maintenance, upgrading and data accuracy of the organization's pay systems.
• Work with and support HRIS with various levels of data gathering and reporting (internal and external).
• Participates in review of escalated issues related to pay changes, incentive increases or other compensation related activities.
• Serve as day-to-day US contact for Air Liquide ESPP program; support Shareholder Services in Paris with US employee shareholder matters.
• Collaborates with stakeholders in identifying, developing and implementing programs that address the transformational needs of the organization.
• Develops methods for supporting innovation and change across the organization.

Annual Merit and Bonus (Pay Planning) Administration:

• Conduct analysis to support recommendation of market competitive merit increase budget to senior leadership, prepare and maintain tools and resources for managers to document performance ratings and allocate performance-based merit increases.
• Leads the execution and creation of the annual pay planning project plan and deadlines in collaboration with HRIS and Cluster Compensation teams.
• Develops and communicates annual pay planning procedures to management and employees, to include drafting user guides and related training.
• Assists in developing plan documentation for annual bonus plans.

Documentation of Processes, Procedures and Plans:

• In conjunction with Employee Labor Relations, maintain and update policy and procedure documents for compensation plans, ensuring compliance with all legislative, procedural requirements, and best practices.
• Communicate, analyze and recommend changes to all compensation documentation, policies and practices.
• Evaluate the organization's jobs using job descriptions to determine internal equity, grade assignments, exemption classification compliance and eligibility of variable pay plans.

Project Management:

• Manages key projects according to strategic goals and initiatives.
• Works with Manager and Sr. Director on various compensation related projects such as revamping and improving internal banding, salary structure design and analysis and expanding the market-pricing discipline.
• Other special projects as needed and requested.

• BS / BA in Human Resources, Business or other related field required.
• CCP preferred.
• Must have a minimum of 5+ years of successful, results-oriented experience in compensation, preferably within a corporate compensation department in a global, highly-matrixed organization.
• Experience and comfort working in a fast-paced and empowered environment.
• Ability to multitask in a fast paced environment and act with a sense of urgency.
• Experience in developing and running basic queries and reports from human resources information systems (HRIS).
• Experience with Google suite of products and proficiency with spreadsheet tools and formulas (vlookups, pivot tables, data analysis, charting, etc.).
• Experience partnering with and advising management on all aspects of compensation plans.

Competencies:

• Ability to read and interpret documents such as policies and procedures manuals, job descriptions, and bonus plans.
• Ability to write routine reports and correspondence. Ability to speak effectively before groups of customers or employees of organization
• Analytical and conceptual ability necessary to evaluate internal and external data, balancing the needs of customers and management within budgetary constraints, company guidelines, policies and government regulations.
• Approaches problems in a rational manner using sound strategies that ensure comprehensive understanding and effective resolution.
• Ability to organize own work and perform independently.
• Must possess strong attention to detail.
• Proactive opposed to reactive.
• Free-thinking, innovative, and adaptable attitude toward solutions.
• Must possess the energy and drive to execute under pressure and meet tight deadlines.
• Excellent process & planning, time management, and communication skills.
• Project management (managing initiatives from ideas generation to full execution).
• High level of initiative and desire to continuously improve process and performance.
• Analytical Thinking: Makes Complex Plans or Analyses.
• Expertise: Spreads Expertise on New Concepts.
• Innovation: Does Things New to Organization.
• Conceptual Thinking: Clarifies Complex Data or Situations.

Work Environment:

• The position is an office-based position and occasionally requires work-related travel.

The Director of Compensation, benefits and HRIS will serve as a trusted consultant overseeing the execution of CHR’s compensation & benefits strategy, ensuring the organization remains competitive, equitable and proactive in the design and implementation of compensation & benefits programs.

Responsible for analyzing compensation data within the organization and evaluating job descriptions to determine classifications and salaries. Serves as a subject matter expert for compensation philosophy and market competitiveness. Focuses on benefit and compensation programs that enhance employer retention and recruitment. Responsible for the system design, set-up, integration, adaptation, and administrator oversight of our HR technology platforms as well as the onboarding process for all staff. Responsible for assisting with the administering of all employee benefit plans as well with ongoing work with insurance brokers and plan carriers.

DUTIES & RESPONSIBILITIES:

BENEFITS & ONBOARDING

Oversees administration and development of health-related employee benefit programs, including health insurance, dental insurance, life insurance, short-term disability, long-term disability, and workers compensation programs. Will also oversee benefits related leave, including maternity and leave of absence, ensuring compliance with Federal, State, and Local FMLA laws.

• Administer CHR employee benefit programs and serve as one of the primary contacts with broker.
• Manage annual open enrollment period. Arrange for distribution of materials from carriers and schedules on-site representation by providers.
• Review and revise employee benefit communications annually. Counsel managers and employees on existing benefits.
• Act as a resource to employees regarding benefit questions/issue. Assist employees with benefit paperwork as needed.
• Maintain and expand knowledge and understanding of existing and proposed federal and state laws/regulations affecting human resources management and benefit administration.
• Identify trends that could impact organizational objectives and/or operational resources. Interpret appropriate laws and policies and advise management accordingly.
• Oversees on-boarding and orientation of new employees.
• Ensures that all required documents (licenses, background checks, etc.) are in place before applicants attend orientation.
• Oversees the orientation program for all new employees and ensures they have a positive experience when entering CHR.
• Maintains documentation in compliance with agency and program standards.
• Participates in staff meetings, supervision, trainings and other meetings as assigned.

COMPENSATION, JOB DESIGN & CLASSIFICATION

• Conducts, compiles and presents research, benchmark analysis and modeling to support design of market-competitive compensation programs that align with organizational values, goals and strategies.

• Provide recommendations to Sr. Executives, Management and HR staff on pay decisions and job evaluation, including the design of creative solutions to specific compensation-related issues.
• Develop job design and classification structures, including job level and family structure, to support organized, auditable and sustainable job description information.
• Ensure the integrity and relevance of job descriptions through periodic review against organizational requirements, industry standards, compensation and market relevance.
• Provides thought leadership and program design and implementation on compensation-related policies and initiatives, linking programs to overall compensation philosophy, organizational performance, corporate culture and competitive talent acquisition and retention.
• Conduct periodic audits to identify pay discrepancies and provide recommendations to executive management to change or rectify.

HRIS MANAGEMENT

• Manage CHR’s HRIS technology infrastructure by ensuring high quality program management of HR-related data including sufficient controls and security, and in compliance with regulatory requirements.
• Designs and ensures clear and streamlined business process to capture employee status changes.
• Ensures data sent to/from vendors is accurate and timely, as well as appropriately secure.
• Additional duties as required.

QUALIFICATIONS:

Education: Bachelor’s Degree in Human Resources Management, Business Administration or a related field. Master’s degree preferred.

Experience: Minimum of 8-10+ years of progressive compensation and benefit management experience. Extensive knowledge of benefits and compensation programs, policies, procedures, and applicable legislation. Experience managing and implementing benefits and compensation in a Human Resources Information System (HRIS), including high-level proficiency with relational databases and data reporting. Proven experience designing, maintaining, and communicating market-driven compensation and benefits programs. Proven experience in job design and classification. Strong knowledge of ERISA, IRS and DOL regulations. Prior supervisory experience required.

Licensure/Certification/Registration: CCP, CEBS, PHR, SPHR, SHRM-CP or SHRM-SCP certification preferred.

Training: Continuing education or seminars each year in those areas outlined for improvement on the performance evaluation and/or follow development and improvement plan on performance evaluation. Must maintain an overall fully meets expectations rating on the annual Performance Evaluation.

EEO MINORITIES/WOMEN/DISABLED/VETERANS

Qualifications

Education

Required

Preferred

Experience

Required

MISSION: The Texas Education Agency (TEA) will improve outcomes for all public-school students in the state by providing leadership, guidance, and support to school systems.

POSITION OVERVIEW: The Strategic Compensation Training Specialist will play a critical role in the planning and implementation of House Bill 3’s Teacher Incentive Allotment, which aims to provide a pathway for outstanding Texas teachers to earn six-figure salaries. This role will lead the planning, implementation, and continuous improvement of the team’s professional development. As part of the implementation of the Teacher Incentive Allotment, this individual will play a key role in the ensuring the quality of professional development and training as it pertains to developing a local designation system.

This position reports to the Director of Strategic Compensation.

Please note that a resume is a required attachment for applying to this position. Incomplete applications will not be considered.

Additionally, please be sure to respond to the short answer prompts found in the supplemental questions. These responses should be added in a separate Word or PDF document in the attachments section of the application.

Applicants who are strongly being considered for employment must submit to a national criminal history background check.

ESSENTIAL FUNCTIONS:

• Lead the long-term planning, implementation, and continuous improvement of trainings related to the Teacher Incentive Allotment for districts, ESCs, and technical assistance providers
• Design, source, and train colleagues in adult learning best practices in design and facilitation
• Ensure the cohesive implementation of the adult learning best practices through consistent consultation and feedback of team professional development
• Contribute to the development of a process for evaluating locally developed teacher designation systems
• Support and contribute to other tasks assigned at the division, department, or office level

MINIMUM QUALIFICATIONS:

Education: Graduation from an accredited four-year college or university.

Experience: At least four (4) years of experience in education.

Substitutions: An advanced degree may substitute for two years of required experience.

OTHER QUALIFICATIONS:

• Share the belief that all Texas students can achieve at high levels and are able to succeed in college, career, or the military
• Experience with adult (teacher, campus administration, and district level) professional development design and facilitation
• Knowledge of best practices of adult facilitation and virtual training
• Ability to laterally coach teammates to improve the quality of content and facilitation
• Strong long-term planning and project management skills, including establishing outcomes, determining evaluative measures, and tracking progress
• Highly organized; ability to manage multiple projects at once and meet deadlines
• Meticulous attention to detail with an ability to produce high quality work in a dynamic environment
• Ability to break down complex information into comprehensive parts, ask questions, synthesize and analyze
• Ability to engage in a collaborative, results-oriented team environment
• Excellent written and oral communication skills
• A desire to self-reflect, give/receive feedback and continuously improve
• Proficient in Microsoft PowerPoint, NearPod, Zoom, and other virtual training platforms

As an equal opportunity employer, we hire without consideration to race, religion, color, national origin, age, sex, disability, or veteran status, unless an applicant is entitled to the veteran’s preference.

Additional Military Crosswalk (occupational specialty code) information can be accessed here.

This position requires the applicant to meet Agency standards and criteria which may include passing a pre-employment criminal background check, prior to being offered employment by the Agency.

No phone calls or emails, please. Due to the high volume of applications, we do not accept telephone calls and cannot reply to all email inquiries. Only candidates selected for interview will be contacted.

• Lead the global annual compensation planning and review process and promotion cycles for global/regional services and local office business function roles
• Conduct market analysis and interface with finance in establishing merit, promotion and market adjustment budgets across geographies
• Conduct internal and external data analysis to review and update guidance and policies including creating/updating merit budget, merit matrix, guidance on promotional increases and guidance on market adjustments
• Monitor and report on budget spend and outcomes of comp review cycle
• Partner with HRIS/Workday team to design and enhance the utilization of the comp module for running the compensation review cycle, includes defining requirements for module configuration, testing, training and executing
• Partner with broader HR community on process planning, data integrity and communications
• Conduct compensation administration activities including variable pay calculations (individual performance bonus, profit sharing plans, etc.)
• Create and improve excel tools, charts and communications to support the process across stakeholders

• Lead team in conducting market pricing exercises (e.g., for new roles, promotions, etc.) following established benchmarking strategy and methodology
• Lead larger market review studies to evaluate and compare existing company total compensation programs with competitors through benchmarking, surveys, and other information sources. Analyzes results of surveys and develops specific recommendations
• Develop compensation structures for base and variable pay programs utilizing market data and internal data inputs
• Monitor market trends, including broader economic trends and issues impacting compensation design, competitiveness, and merit/market budget planning
• Serve as expert advisor to HR and leadership regarding market dynamics, trends and implications for Bain talent strategy

• Overarching compensation program design including compensation philosophy, principles and methodologies
• Innovative incentive plan design, revision and process administration/ implementation
• Profit sharing plan design, revision and process administration/ implementation
• Ongoing evaluation of compensation program effectiveness
• Geographic differential pay strategy
• Compensation plan documents
• Communication forums/channels for sharing and maintaining documents and processes with internal stakeholders
• Supporting compensation activities related to organization initiatives such as large-scale organizational change, talent strategy changes, job reevaluations and team alignment and performance to improve business results
• Other special projects as assigned
  

• Bachelor's degree in Human Resources, Business Administration, or related field required
• Minimum of 8 years previous compensation experience in a corporate environment
• Proven knowledge of all forms of compensation including fixed, variable, and deferred, among others and of compensation trends and prevalent practices
• General knowledge of HR and compensation regulatory issues
• Prior leadership and supervisory experience in leading and mentoring a team of compensation or generalist HR professionals
• Strong presentation skills with ability to communicate complex technical information in narrative and visual form that is easily understood
• High level of discretion – ability to deal with highly confidential information appropriately
• Excellent interpersonal, communication, writing and project management skills
• Strong analytical, problem solving and quantitative skills
• Ability to work both independently and as an integral member of various teams
• Expertise in Excel and PowerPoint
• Prior experience with marketing pricing tools
• Knowledge of HRIS (preferably Workday) in defining compensation requirements and running tool functionality for compensation processes

• Master's degree in related field (e.g., HR, Business Administration, Economics, Statistics, etc.)
• Professional services experience and/or global compensation experience preferred
• Experience with SharePoint, MS Teams and Workday preferred
• Global compensation experience, understanding market practices and regulatory requirements in non-US locations

Who we are: Fueled by a fundamental belief that having access to financial services creates opportunity, PayPal (NASDAQ: PYPL) is committed to democratizing financial services and empowering people and businesses to join and thrive in the global economy. Our open digital payments platform gives PayPal’s 375 million active account holders the confidence to connect and transact in new and powerful ways, whether they are online, on a mobile device, in an app, or in person. Through a combination of technological innovation and strategic partnerships, PayPal creates better ways to manage and move money, and offers choice and flexibility when sending payments, paying or getting paid. Available in more than 200 markets around the world, the PayPal platform, including Braintree, Venmo and Xoom enables consumers and merchants to receive money in more than 100 currencies, withdraw funds in 56 currencies and hold balances in their PayPal accounts in 25 currencies.

Job Description Summary: The Global Head of Compensation Strategy serves as a key member of the Compensation and Benefits Team and is responsible for managing global broad-based compensation and other financial initiatives, including global job architecture, salary, short-term incentives, equity incentives, sales incentives, and recognition programs. This role will proactively identify and drive initiatives to improve the company’s compensation programs. This includes designing, implementing, and administering compensation policies, programs, and processes. The Senior Director will partner with HR Business Partners to provide solutions for compensation and broader HR initiatives.

Job Description:

• Provide strategic and operational leadership in the design, implementation, administration, and communication of all compensation programs globally.
• Lead Executive Compensation design and programs.
• Lead and direct the execution of global compensation programs and processes, including offers, expatriate assignments, retention programs, equity awards and severance programs.
• Function as go-to-market arm of the compensation team to effectively plan and manage transition communications and management efforts of programs and projects.
• Champion the company’s compensation philosophy and partner across Human Resources and the business to ensure compensation programs are designed and delivered in alignment with compensation, total rewards, and HR objectives.
• Build strong relationships within and outside of the Total Rewards team and provide consultation and partnership to identify needs and priorities. This may include conducting market research, internal analysis, establishing design principles, building design alternatives, outlining implications through modeling, determining employee and cost impacts, and creating communication and transition plans.
• Provide strategic leadership related to compensation issues and solutions ranging from individual employee recommendations to unique compensation program interventions (e.g., retention programs, one-time payments, off-cycle increases, etc.).
• Lead the Annual Compensation Review and all related work streams. This includes design, resource allocation, project management, and communication planning related to survey participation, market pricing practices, salary structures, budget recommendations and market analysis.
• Lead job architecture.
• Manage the annual market analysis, including involvement in data preparation, data analysis, development and delivery of observations, and recommendations to business leaders.
• Influence the direction and design innovative solutions for compensation programs by understanding the business, anticipating, and diagnosing client needs, and utilizing best practice knowledge.
• Stay abreast of and ensure compliance with legal and market related topics including Equal Pay, minimum wage, living wage and FLSA, time keeping, and all other global and local compensations policies.
• Facilitate leader conversations pertaining to organization and job design to identify and scope work, clarify and articulate accountabilities and develop solutions.
• Lead global mobility policy, practice and processes related to compensation, ensuring effective and efficient movement of company talent globally and delivering appropriate assignment benefits and services.

• A Bachelor’s degree in a related field is required. Advanced degree in related field highly desirable.
• Minimum 10 years progressively responsible compensation work spanning a full spectrum of broad-based compensation related issues, including global job architecture, program design and oversight for all components of compensation, including salary, short-term incentives, equity incentives, executive compensation, mobility compensation, sales incentives, and recognition.
• Extensive knowledge of compensation practices and theory including experience in compensation program design.
• Proven track record of complex integration experience in a large, matrixed global public company.
• Proven proficiency in related software and database management.
• Previous experience with global HRIS systems, such as Workday, required.
• Extensive knowledge and understanding of HR programs and connections.
• Excellent interpersonal and consulting skills with the proven ability to build effective partnerships within HR to effectively collaborate and recommend compensation solutions that solve business problems.
• Strong communication including the ability to effectively communicate complex concepts in simple terms to various audiences.
• Strong project management and planning skills including the ability to lead, plan, organize and resource complex assignments.
• Experience with mergers and acquisitions desirable.
• Aptitude to learn quickly and perform well under pressure and in a fast-paced environment.
• Experience leading and supporting global mobility practices.
• Advanced Excel skills and spreadsheet analysis with strong PowerPoint skills with the ability to build audience-specific presentations.
• Exceptional analytical, problem solving and financial modeling skills, with an eye for detail and accuracy.
• Ability to organize and accomplish objectives independently and proactively.
• Ability to deal with ambiguity and develop a course of action.

We're a purpose-driven company whose beliefs are the foundation for how we conduct business every day. We hold ourselves to our One Team Behaviors which demand that we hold the highest ethical standards, to empower an open and diverse workplace, and strive to treat everyone who is touched by our business with dignity and respect. Our employees challenge the status quo, ask questions, and find solutions. We want to break down barriers to financial empowerment. Join us as we change the way the world defines financial freedom.

PayPal provides equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, pregnancy, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, PayPal will provide reasonable accommodations for qualified individuals with disabilities.

Job Title: Senior Compensation Analyst

Job Location: Westminster, Colorado

Job Summary:

For someone who likes a challenge, this position offers the opportunity to leverage their talents in a highly matrixed, fast growing, global company. This position will have a wide variety of responsibilities and will be working with a team that assists the company’s numerous divisions with their pay and rewards systems and corporate initiatives, as well as supporting integration efforts of its merger and acquisition activity.

Key Responsibilities:

• Evaluate positions to ensure internal and external pay equity/consistency across all levels of the organization.

• Determine appropriate levels and placement within salary structures.

• Provide comprehensive analysis of government regulations and company policies to ensure compliance, including minimum wage, FLSA, and pay equity.

• Assist with developing communications on a variety of compensation issues, projects or policies.

• Analyze, interpret, and communicate company compensation policies across all lines of business.

• Assist with administration of Trimble’s annual reward programs, including base pay, bonus, and equity programs.

• Develop and update salary ranges in multiple countries

• Provide consultative services to the business People eXperience (Human Resources) partners on compensation issues within Trimble divisions, and assist with compensation integration efforts when the business acquires new companies

• Provide timely and accurate survey data to global salary surveys to facilitate market analysis.

• Accurately evaluate salary survey results, and develop recommendations on salary structures to ensure a competitive position in the market

• Analyze market trends specific to compensation
  

Skills & Experience Required:

• 5 years experience in Compensation Administration

• Bachelor’s degree in Business, Human Resources or related field required

• Knowledge of market pricing, job analysis/evaluation, and compensation planning

• Excellent MS Excel skills and ability to work with large data sets

• Must be HRIS system savvy,

• Excellent verbal and written communication skills

• Ability to foster relationships and credibility quickly at all levels

• Excellent organizational skills

• Self-motivator with superior attention to detail

• Ability to manage competing priorities

• Demonstrated ability to handle highly sensitive and confidential information

• Results oriented

• Must be flexible in ever changing work environment

Desirable Skills and Experience:

• CCP/PHR/SPHR certification a plus

• Global Compensation exposure/experience

• Experience with sales compensation, including subscription sales.

• Workday exposure/experience

• Google Sheets/Docs/Slides experience

• Minimum 1 year of experience working specifically with sales incentive/commission

Trimble is proud to be an Equal Opportunity and Affirmative Action Employer and considers qualified applicants for employment without regard to race, gender, age, color, religion, national origin, marital status, disability, sexual orientation, status as a covered veteran in accordance with applicable federal, state, and local laws, or any other protected factor. EOE/M/F/V/

Trimble provides the following compensation range and general description of other compensation and benefits that it in good faith believes it might pay and/or offer for this position. This compensation range is based on a full time schedule. Trimble reserves the right to ultimately pay more or less than the posted range and offer additional benefits and other compensation, depending on circumstances not related to an applicant’s sex or other status protected by local, state, or federal law.

Hiring Range:

Bonus Eligible?

Trimble offers comprehensive core benefits that include Medical, Dental, Vision, Life, Disability, Time off plans and retirement plans. Most of our businesses also offer tax savings plans for health, dependent care and commuter expenses as well as Paid Parental Leave and Employee Stock Purchase Plan.

Trimble Inc. is proud to be an Equal Opportunity and Affirmative Action Employer and considers qualified applicants for employment without regard to race, gender, age, color, religion, national origin, marital status, disability, sexual orientation, status as a covered veteran in accordance with applicable federal, state and local laws, or any other protected factor. EOE/M/F/V/D

Are you a seasoned Human Resources professional with a strong technical background in classification and compensation? Do you pride yourself on having strong analytical and project management skills? Do you enjoy working in a collaborative work environment with a focus on teamwork, innovation, and high-impact projects? Do you have a passion for public service? If you can check these boxes, then consider Loudoun County Government's Classification and Compensation Analyst position as the next step in your career.

The Classification and Compensation Analyst supports the development, implementation, and administration of the County's new classification and compensation system, a critical strategic priority for the Board of Supervisors and the County Administrator. Serving as a credible subject-matter expert to County staff, the Classification and Compensation Analyst will support the County's goal of delivering market competitive pay for all County positions and provide data-driven advice and guidance on the County's classification and compensation strategy. This position will report to the Classification and Compensation Manager. Job duties will include:

• Support County departments.
• Coordinate with Workforce Planning to conduct job and salary analyses to determine proper classification and grade.
• Determine salary for new hires.
• Analyze and evaluate reorganizations.
• Analyze internal equity and external competitiveness.
• Resolve pay issues.
• Comply and analyze complex date and prepare reports of analysis.
• Conduct position classification and pay studies.
• Conduct and participate in salary surveys.
• Analyze market data to determine pay and the county's competitive positions.
• Implement and maintain classification and compensation program, policies, and procedures.
• Assist in delivering compensation training.

Loudoun County offers a competitive salary and benefits package to include health, dental, VRS (retirement), annual, personal, and sick leave.

Welcome to the University of North Texas System, or UNT World as we like to call ourselves. UNT World includes the University of North Texas in Denton, the University of North Texas at Dallas and the University of North Texas Health Science Center in Fort Worth. We are the only university system based exclusively in the robust Dallas-Fort Worth region and we are committed to transforming lives and creating economic opportunity through education. We are growing with the DFW region, enrolling a record 47,000+ students across our system and awarding nearly 12,000 degrees each year.

Join the UNT System Human Resources team as we continue our journey to transform the lives of our students through our partnerships and services to the UNT Fort Worth campus. It’s an exciting time in the UNT System, with many current and new HR initiatives on the horizon.

Plans, develops, and implements new and revised compensation programs, policies, and procedures to align with the company’s goals and competitive practices. Acts as a liaison between administration, legal counsel, and/or third parties with regards to financial matters, ensuring the company’s compensation programs are consistently administered in compliance with internal policies and government regulations.

Bachelor’s degree in Business Administration, Human Resources or related field.
Five (5) years of experience in Compensation program administration with 2 of those years including supervisory experience.

Experience in People / HR Analytics with a focus on data analysis, data visualization, and data modeling of human resources and talent acquisition data.
Considerable professional-level experience in compensation management and salary administration, human resource management, policy administration, workforce analytics, statistical
analysis, survey design, and workforce planning.
Strong customer service background including translation of requests into requirements and communication of technical information to a non-technical audience.
Comprehensive knowledge of total compensation management theories and practices; compensation design and methodologies; workforce analytics/data; HRIS systems; and salary
administration practices.
Current knowledge of federal/state regulations related to compensation and total rewards, including thorough knowledge of FLSA regulations.”
Strong analytical, organizational, and problem-solving skills
Experience in project management teams
Team-oriented individual with strong leadership ability
Ability to communicate effectively with diverse populations both verbally and in writing.
Strong interpersonal skills and the ability to develop and maintain effective working relationships.
Ability to work independently and collaboratively as part of multiple teams.
Ability to complete tasks with or without a reasonable accommodation.
Ability to promote a diverse and inclusive work environment
Knowledge of safety and security precautions appropriate to work performed.
Ability to work at a computer during work hours.
Knowledge of Microsoft Office applications.

5 years of experience managing Compensation
CCP preferred

Monday to Friday, 8-5 PM

The University of North Texas System and its component institutions are committed to equal opportunity and comply with all applicable federal and state laws regarding nondiscrimination and affirmative action. The University of North Texas System and its component institutions do not discriminate on the basis of race, color, sex, sexual orientation, gender identity, gender expression, religion, national origin, age, disability, genetic information, or veteran status in its application and admission processes, educational programs and activities, and employment practices.

Consult with client groups, including conducting annual compensation reviews of job levels, benchmarking, updating job descriptions in conjunction with management, performs data analysis and formulates recommendations to ensure competitive, cost-effective and legally
compliant compensation programs and practices.

Identify opportunities for process improvements and introduction of best practices. Conducts market and best practice research to support
compensation decisions and makes program recommendations to ensure competitive pay, retention, and motivation.

Document methodology, assumptions, and decisions on compensation issues to ensure consistency of decisions and coordination with other compensation and human resources colleagues. Ensures an externally competitive and an internally equitable total compensation administration: base, incentives, productivity, quality, extra shifts, extra call, sign-on bonus, relocation allowance, etc.

Leads, manages, coaches, evaluates, and develops a team of professionals to ensure the compensation strategy is implemented effectively and within established budgets. Participate in third party compensation surveys and provides continuous research on peer companies and similar external markets

Assists in developing and operationalizing standards for benchmarking compensation to ensure consistency in methodologies, best practice, and competitiveness. Acts as a liaison between administration, legal counsel, and/or third parties with regards to financial matters impacting compensation.

Responsible for complex analysis, effective administration, and optimal project management of broad reaching initiatives such as the annual performance evaluation and compensation process. Track, report and analyze trends utilizing a system-wide technology. Develop total rewards compensation studies.

Work in partnership with other team members to conduct planned and ad-hoc analyses and data visualizations, complete with insights and recommendations. Pull, organize, clean, and combine structured and unstructured data from various sources. Analyze and report on people metrics on a regular cadence (e.g., weekly, monthly, quarterly, annually), answering descriptive questions as well as making predictions.

Performs other duties as assigned.

• An equivalent combination of education, training and experience sufficient to successfully perform the essential duties of the job may be acceptable in lieu of the education requirements.

Baylor College of Medicine is seeking a Director of Compensation with experience in an Academic Medical Center setting. The Director of Compensation will report to the Executive Director of Compensation and HRIS.

The qualified candidate will have managerial experience, excellent written and verbal communication skills, the ability to leverage technology, and experience handling compensation for both Faculty and Staff level positions.

Direct the implementation of compensation policies and programs by serving as a lead subject matter expert on compensation related issues; interacting proactively with leadership to ensure the implementation of programs align with Baylor College of Medicine’s strategic business and HR imperatives; providing insight and influence on the development of program proposals; overseeing efforts to ensure compliance with state and federal regulations and directing appropriate courses of action; serving as an escalation point for external and internal audits/inquiries; and directing the review and maintenance of compensation matters (e.g., salary structure, FLSA exemptions, incentive/bonus plans).

• Direct the development and execution of compensation analysis plans across the organization by analyzing situations and/or proposals to determine the best strategy; and communicate plans with leadership.
• Oversee non-executive market pricing and analysis by reviewing compensation survey data to determine company's competitive position; participate in salary surveys; assess competitive labor market trends; influence executives and business leadership regarding salary structures and market positioning; and ensure equitable and competitive employee compensation.
• Oversee salary planning and salary range development for the college by reviewing and approving proposed salary adjustments; influence corrective or alternative actions to resolve issues; approve requests for new or revised classifications; establish salary structures; develop the merit salary budgets; ensure the achievement of equitable, competitive, and consistent employee compensation; design and manage incentive and bonus plans; and develop and review compensation policies and practices.
• Direct the development and administration of job descriptions, job evaluations, and salary surveys by ensuring jobs are audited for content; review job descriptions to ensure they reflect job responsibilities, activities, duties, and requirements; and verify job matching and market pricing.
• Plan, develop, implement, and evaluate HR compensation strategies, programs, and policies in partnership with executive HR leadership by developing short- and long-range department goals, programs, and policies; ensure the Compensation department supports and is aligned with business initiatives; influence strategic compensation program design and development; establish and sustain strategic relationships with key stakeholders.
• Supervise, develop, coach and support team members deliver regular compensation support.

• Master’s degree.
• Seven years of relevant experience is required.

• Experience obtained in an academic environment.

Baylor College of Medicine is an Equal Opportunity/Affirmative Action/Equal Access Employer.

6765

CA; CH

Inspired Leaders.

Empowered Teams.

Let your passion for people be the driver of your success.

This position is paying a starting salary between the range of $92,900 - $217,100 and is also bonus eligible. 15% of base salary is the target bonus and 22.5% of base salary is the maximum bonus.

What will you do in this role?

• Sales compensation, annual merit/base compensation, restricted stock, and other special projects.
• Providing leadership and consultation with Sodexo HR VPs and business partners in the development, implementation, maintenance and efficient monitoring of compensation, procedures and strategies.
• This position requires a balance between strategic, best practices expertise and significant, current hands-on experience.

• Salary surveys
• Annual compensation budgets and adjustments
• Job description development
• Maintaining salary grade ranges
• Position control and budgeting
• Ensuring compliance
• Contribute to ATI’s annual merit and promotion review programs

Job Summary

The Compensation and Benefits Manager will be responsible for overseeing the compensation and benefits functions at TTX. Reporting to the Assistant Vice President of HR, the individual will be responsible for ensuring that company compensation and benefit programs are consistently administered in compliance with internal policies and government regulations. Key compensation responsibilities include analyzing compensation data within TTX and evaluating job positions to determine best-in-class job classification and salary. Key benefits responsibilities include administering employee insurance, pension and savings plans and working with insurance brokers and plan carriers to ensure TTX provides market competitive benefits to its workforce.

Primary Responsibilities

• Collaborate and partner with leadership to understand their challenges related to compensation, benefits, and other reward programs and key issues in attracting, motivating and retaining high quality, diverse talent.

• Lead the process for acquiring annual market data and conducting detailed, competitive research, analysis and modeling to ensure internal equity and external competitiveness of compensation programs, including annual increase budgets, competitive assessments of trends and metrics, and financial impact modeling of incentive design scenarios.

• Provide input into the development and implementation of a comprehensive communication strategy for total rewards programs; oversee preparation of annual total rewards statements and annual deferred compensation enrollment for executives.

• Oversee the annual merit award cycle, including Oracle HCM system integration and support the development, implementation and ongoing maintenance of compensation tools and systems that allow managers, associates and HR leaders to manage compensation decisions.

• Lead the annual open enrollment process including working with health and welfare consultant for broker and carrier marketing, plan design, decisions and managing employee communication.

• Develop an innovative and engaging benefits education program that extends beyond open enrollment period to provide a best in class experience for all employees.

• Ensure all plan documents and Summary Plan Descriptions are updated, and stored for accessibility, 5500 Filings are filed accurately and in a timely manner, and oversee annual plan audits.

• Communicate and interface with health and welfare consultant, insurance companies, and third-party benefit plan administrators to facilitate proper and complete utilization of benefits for all associates.

• Monitors the effectiveness of existing compensation practices and recommends changes that are cost-effective and consistent with compensation trends and corporate objectives.
• Provides advice to corporate staff on pay decisions, policy interpretations, and job evaluations.
• Ensure benefit plan compliance with regulations (i.e. ACA, FMLA, etc), lead the development of various strategic initiatives to ensure TTX provides market competitive benefits and compensation package, track and monitor health care spend/budget, and manage/oversee all vendor relationships and associated RFI/RFP and work with third-party services as needed.
• Oversee pension and savings plan administration including working with outside actuaries and auditors on various pension-related matters; reviewing pension benefit calculations and payments; and preparing various monthly reports, recommending actions, and auditing payment records.
• Communicate with third-party services to negotiate benefit plans and resolve benefit-related issues.
• Preparing budgets, reports, and presentations in support of company-wide employee benefit and compensation spend.

Requirements

• “Roll your sleeves up” mentality and flexibility to adapt to a dynamically changing environment

• Ability to quickly build rapport and trust in a collaborative work environment.

• Driven self-starter with a strong attention to detail and ability to operate autonomously.

• Excellent understanding of job evaluation and job analysis systems
• Bachelor's degree in Human Resources Management, Business Administration, Finance or a related field.
• At least three years of experience as a Compensation and Benefits Manager or in a related role.
• Prior experience managing a small team
• Relevant certifications, such as a CCP, CEBS or SHRM certification, preferred.
• Extensive knowledge of benefit and compensation programs, policies, procedures, and applicable legislation.
• Excellent communication and organizational skills.
• Strong people and project management skills.
• Strong analytical, problem-solving, decision-making skills, and ability to interpret and communicate data.
• Computer proficiency and technical aptitude with the ability to use Microsoft products, including Excel. Knowledge of Oracle HCM is a plus.

About:
Macy’s is proudly America’s Department Store. For more than 160 years, Macy’s has served generations at every stage of their lives. Customers come to us for fashion, value and celebration. The Macy’s HR team puts colleagues at the center of everything we do.

Are you passionate about helping people grow and develop? Do you love getting people the resources they need to be successful? With approximately 100,000 employees to support, Macy’s Human Resources offers a variety of options for your HR career - from compensation and benefits to talent acquisition and beyond! You’ll work with a team of collaborative HR professionals responding to the dynamic needs of our business functions.

Job Overview:
The Analyst, Compensation will provide analytic support to the Compensation team and business groups to align compensation programs with business group objectives. Analyst will work with the Compensation team and the respective business partners and will support one or more of the following compensation programs: commission and incentives, salary structures, union contract pay, holiday pay program, merit, labor market data, job evaluations, and program analysis. Perform other duties as assigned. This position is based out of Springdale, OH.

Essential Functions:

• Assist with the implementation and maintenance of assigned compensation programs to support business needs, including commissions and incentives, salary structure analysis, salary changes, job evaluations, labor market data, and program analysis.
• Execute assigned compensation programs timely and accurately.
• Assess, recap, and audit current compensation programs through standard and ad hoc reporting to ensure accuracy and effectiveness.
• Provide sophisticated analytic support to align compensation programs with business and HR strategic objectives.
• Act as a liaison to assigned business group to answer questions, provide relevant information regarding compensation programs, and evaluate relevant compensation programs as requested by business partners. Strong communication with assigned business partners.
• Research and resolve individual and group-wide compensation issues.
• Add value to existing processes by surfacing issues and recommending meaningful improvements and enhancements.
• Provide support to other areas when needed and perform other duties as assigned.
• Regular, dependable attendance & punctuality.

Qualifications and Competencies:

• 4 Year / Bachelor’s Degree Emphasis in Human Resources, Business, Finance or related field preferred
• 1-3 year(s) previous human resources, financial, compensation or related experience preferred
• Excellent written and verbal communication skills. Ability to read, write, and interpret instructional documents such as reports and procedure manuals.
• Practices open and continuous communication, values keeping others informed, effectively presenting information in a clear, concise manner.
• Excellent interpersonal skills with the ability to work across functional lines and at many levels.
• Must be able to work in a fast-paced, collaborative team environment.
• Must have above average mathematical skills, including the ability to compute rates, ratios, and percentages, and the ability to work with mathematical concepts such as probability and statistical inference.
• Must be able to work independently but under minimal supervision.
• Ability to think creatively, strategically, analytically, and technically.
• Ability to work a flexible schedule based on department and Company needs.
• Knowledge of MS Office computer programs are required. Proficient in Microsoft Excel and Word required. Knowledge of Oracle HCM, Microsoft Access, and VBA preferred.

This job description is not all-inclusive, and Macy’s Inc. reserves the right to amend this job description at any time. Macy’s Inc. is an Equal Opportunity Employer and is committed to a diverse and inclusive work environment. Candidates for positions in San Francisco ONLY can review their rights and the Company’s obligations under SFPC Art. 49 here. Candidates for positions in Los Angeles ONLY can review their rights and the Company’s obligations under LA MC Ch. XVIII Art. 9 here. Candidates for positions in Philadelphia ONLY can review their rights and the Company’s obligations under PC Ch. 9-3500 here.

About the Team:

VIZIO is looking for a Senior Manager, Compensation and Benefits to join our HR team at our Irvine, CA headquarters. This is an amazing opportunity to join a team of HR professionals with a continuous focus on providing an enhanced employee experience in an ever-growing, fast-paced environment.

As a part of the Human Resources team, the Senior Manager, Compensation and Benefits will be responsible for designing and managing VIZIO’s Compensation, Equity and Benefits programs. The position will operate at both the strategic and tactical levels to assess and anticipate organizational needs, recommend solutions, and deliver results. This position will be reporting directly into the Vice President of Human Resources.

About You:

• You have minimum 7 years of progressive growth and experience in managing equity plans for a publicly traded company
• You have a Bachelor’s Degree; Area of study: Human resources, Economics and/or Finance
• You are proficient in technologies of MS Office Suite with advanced Excel knowledge
• You have strong quantitative and qualitative analytical skills, and critical thinking
• You have strong project management, organizational and execution skills
• You have the ability to communicate effectively with all levels of the organization
• You are a team player and have the ability to build strong working relationships
• CPP or CEP Certification Preferred
• Bonus: You have prior experience in SAP SuccessFactors, Workday, iCIMS and UltiPro systems

What You Will Do:

• Design and build a compensation philosophy and framework that aligns to VIZIO’s job families and career progressions including grade levels, salary bands and compensation ranges
• Administer equity plans, including processing RSU and option grants, vests, exercises, cancellations, terminations, and ESPP enrollment
• Manage company insider trading policy including auditing trades by senior executives and supporting electronic filing of SEC forms and filings.
• Partner with Sales and FP&A leadership to design, model and track performance against sales incentive programs
• Ensure programs in place to attract, retain, motivate and reward employees while ensuring internal equity and external competitiveness
• Lead the activities related to the benefits, well-being and leave administration such as medical, dental, vision, life, disability, COBRA, LOA, wellness program and other employee benefit offerings
• Manage the annual benefits open enrollment process to ensure all milestones/goals are met
• Manage the annual compensation process to include salary planning, merit budget, adjustments and promotions
• Manage the job evaluation process, identifying the appropriate FLSA classification
• Participate in the annual Radford salary survey and determine other resources to gather benchmark salary data

About VIZIO:

We are Beautifully Simple.

Headquartered in Irvine, California, VIZIO is a leading HDTV brand in America and the #1 Sound Bar Brand in America. VIZIO's mission is to deliver high performance, smarter products with the latest innovations at a significant savings that we can pass along to our consumers. Our loyal following and industry-wide praise continues to grow as we redefine what it means to be smart.

VIZIO, Inc. is an Equal Opportunity Employer committed to diversity in the workplace. All qualified applicants will receive consideration for employment without regards to race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, protected veteran status, or any other basis protected by applicable law, and will not be discriminated against on the basis of disability.

We do not accept unsolicited agency resumes. We will not pay fees to any third-party agency, outside recruiter or firm without a mutually agreed-upon contract and will not be responsible for any agency fees associated with unsolicited resumes. Unsolicited resumes will be considered our property and will be processed accordingly.

Position Summary

Key Responsibilities:

• Owns full life cycle of conducting job analysis, market pricing, evaluation and salary administration to determine appropriate salary grades and pricing for all jobs levels
• Support the annual compensation review cycle, including calculation of merit and bonus payments, preparation of data and system, communication and training to HR Partners and leaders, consolidation of data for approvals, coordination with IT, submission to payroll and distribution of compensation statements
• Partner closely with HR Business Partners and Talent Acquisition teams on proposals for new hire offers, promotions, and salary adjustments
• Conduct market analysis and identify trends of company jobs to determine competitive positioning of the organizations pay programs
• Ensure compliance and reviews job classifications based on scope of responsibility to ensure FLSA compliance.
• Maintain and update SJI’s job architecture structure
• Participate in compensation surveys
• Maintain job library with up-to-date job and comp data
• Administration of the employee recognition program
• Responsible for maintaining compensation systems

Qualifications

• 2+ years of related experience in an analytical function (e.g. compensation analysis, financial planning, strategy) is required
• Proficient in using Excel formulas and functions to gather, analyze and manipulate large data sets.
• Experience modeling data and creating reports.
• Understanding of fundamental concepts, practices and procedures of compensation programs are a plus.
• Knowledgeable of the Fair Labor Standards Act (FSLA) is preferred
• Workday experience or similar HRIS experience is a plus

Skills and Abilities:

• Strong analytical problem solving and strategic thinking skills
• Excellent interpersonal skills
• Advanced Microsoft Office skills and proficient in Excel
• Excellent verbal/written communications skills.
• Strong attention to detail and prioritization of tasks and deliverables.

Explore the Possibilities

If you're looking to make an impact, South Jersey Industries is the perfect place. For interns, college graduates, or experienced professionals, at South Jersey Industries we look for enthusiastic, talented professionals at every level of our enterprise. From call center representatives with excellent people skills to engineers with the vision and expertise to design tomorrow’s energy infrastructure, we know that our people fuel our success. We take pride in recruiting the best talent available for every facet of our business. Explore the possibilities. You'll be sure to find an opportunity that piques your interest.

• We are committed to developing and implementing innovative projects that increase energy efficiency and save clients money
• We provide an opportunity to build a successful and rewarding career in a variety of functional business areas
• We foster individual talents and abilities while promoting the value of teamwork
• Our culture prepares you for a lifetime of learning and professional development

If you're ready to be part of our legacy of hope and innovation, we encourage you to take the first step and explore our current job openings. Your best is waiting to be discovered.

A Brief Overview
The Total Rewards Consultant analyzes, employment structures, benefit programs, and performance incentives for the organization. The Total Rewards Consultant will be an independent expert to provide an excellent rewards and compensation experience for all SHC employees. This position will provide expertise in your area and will work collaboratively with other subject matter experts to provide a more streamlined process for an increased HR customer experience. The Rewards Consultant will also identify opportunities for process improvement, attend trainings, and support special projects in support of HR Services Leadership.

This category includes positions which require a theoretical and conceptual knowledge of the specialization. Problems are typically solved through analysis and strategic thinking. At more senior levels, incumbents may independently manage or administer professional or independent programs, policies and resources.

Recognized organization-wide expert. Has significant impact and influence on organizational policy and program development. Regularly leads projects of critical importance to the organization; these projects carry substantial consequences of success or failure. Directs programs with organization-wide impact (or may have impact beyond the hospital) that include formulating strategies and administering policies, processes and resources. Significant barriers to entry exist at this level. Technical leader with a high degree of knowledge in the overall field and recognized expertise in specific areas; problem-solving frequently requires analysis of unique issues/problems without precedent and/or structure. May manage programs that include formulating strategies and administering policies, processes and resources; functions with a high degree of autonomy.

What you will do

Core Activities for Compensation:

• Analyze, design and administer the organization's compensation program.

• Monitors the effectiveness of existing compensation policies, guidelines and procedures recommending plan revision as well as new plans that are cost-effective and consistent with compensation trends and corporate objectives; coordinates implementation and provides guidance to corporate staff.

• Provides advice on pay decisions, policy and guideline interpretation, and job evaluation, including the design of creative solutions to specific compensation-related programs.

• Administration of direct compensation (executive, exempt and nonexempt cash compensation programs) for staff, recording and reporting of compensation-related actions.

• Develops techniques for compiling, preparing and presenting data.

• Supervises the participation in, conducts and/or purchases exempt and nonexempt salary surveys to ensure corporate compensation objectives are achieved.

• Keeps apprised of federal, state and local compensation laws and regulations to ensure company compliance.

• Assist Managers to create new job description and ascribe Licensure and Education requirements appropriately.

• Create and edit pay ranges and conduct salary surveys to determine market competitiveness.

• Create Personnel Action Forms for compensation related changes.

• Assist Managers to create career ladders and oversee promotions.

BUSINESS ACUMEN

• Strategic Thinking & Business Focus:

• Contributes to shaping the strategies developed in HR.

• Applies understanding of the strategies, policies, and practices within HR.

• Assists with interpreting goals and strategies set by HR and translates the implications to the team.

• Relentlessly curious and challenges the status quo to drive ongoing improvements.

• Proactively reaches out to clients and colleagues to generate solutions before being asked.

• Seeks continuous progress, has an entrepreneurial spirit, and acts on feedback and experience with precision and speed to drive excellence.

• Implements strategies and processes that gather, manage, and properly disseminate information and knowledge.

• Encourages continuous development of skills and capabilities of self and others through sharing, coaching, and training.

• Maintains direct contact with other experts in field at various levels in own function and other divisions.

• Determines target areas to promote organizational excellence.

• Uses expertise to develop sound strategies.

• Consulting:

• Analyzes and facilitates enhancement of the organization's maturity to accept and implement recommendations.

• Builds relationships with key stakeholders and manages the interventions through them.

• Demonstrates comprehensive knowledge of root cause of issues in the organization and skill to develop solutions.

• Identifies change agents and mobilizes them to aid project implementation.

• Influences stakeholders to ensure unhindered implementation of initiatives, both within and outside his/her span of control.

• Performs thorough analysis of data to clearly articulate short and long term impact of initiatives on Stanford Healthcare in terms of metrics and KPIs.

Interpersonal and Leadership:

Collaboration:

• Responds and relates extremely well to people in all positions, initiating and maintaining relationships inside and outside his/her group and field of expertise.

• Builds trust and leads teams, encouraging others to step out of their comfort zones to form new interpersonal relationships.

• Respects those with experience and openly relies on their expertise to benefit the organization.

• Has a knack for diplomacy and fosters goodwill between different groups and functions.

• Relationship Management:

• Establishes long-term business relationships which deliver mutual value that fosters individual and organizational growth.

• Manages one or more defined communication channels and/or stakeholder groups.

• Initiates communications between stakeholders, acting as a single point of contact for defined groups.

• Facilitates open communication and discussion between stakeholders.

• Creates alliances within and across organizations.

• Assumes leadership role as business professional in the SHC HR organization.

• Uses business contacts to market the enterprise.

• Enhances the Stanford Healthcare's presence in the industry.

• Negotiation:

• Actively participates in complex negotiations within business area and across Stanford Healthcare.

• Preserves relationships while negotiating and influencing.

• Architects solutions to satisfy all parties.

• Trusted as unbiased mediator.

Leadership:

• Motivates and leads others towards the achievement of the goals and objectives of SHC HR and Stanford Healthcare.

• Pre-empts any potential obstacles and shapes solutions and behavior to mitigate any issues.

• Implements industry best practices in mentoring and provides resources and tools that lead to increased performance.

• Builds good will and trust and puts the professional and personal objectives of the HR organization foremost.

• Builds trust amongst stakeholders across SHC through open, fair, and transparent communication and decision making, keeping the benefit at the center of the decision making process.

• Communicates in a positive manner that encourages others to perform at the highest level.

• Encourages and exhibits a high sense of creativity that positively impacts SHC HR.

Digital HR Fluency:

Insights Driven Analysis:

• Employee regularly guides others and HR function to look into available data sources and ensure that all potential sources for insights have been considered.

• Employee decisions relevant to role in HR demonstrate proficiency in performing own data analysis to generate insights.

• Champions the use of insights among stakeholders and contacts in the business.

• Proactively seeks to improve data quality and usage.

• Knows how to apply data analytics to guide decisions made in the execution of their role.

• Regularly has conversations with others in SHC HR about data analytics to help drive an organizational culture that regularly uses data analysis to guide decisions.

HR Technical Expertise:

Rewards Management:

• Administers, directs, and reviews employee compensation and benefit programs in line with reward philosophy.

• Evaluates and modifies compensation or benefits policies/plans to ensure that programs are current, competitive and compliant.

• Directs the preparation and distribution of written and verbal communications to inform employees of benefits, compensation, and personnel policies.

• Ensures rewards programs are consistent with company policy and compliant with local country laws.

• Gathers market intelligence data to support compensation and benefits benchmarking.

• Maintains deep understanding of regulatory guidelines relevant to reward.

• Resolves highly complex employee issues related to compensation or benefits.

• Assists in vendor negotiations by providing subject matter expertise and performance/service requirements.

• Develops plans for specific business initiatives with vendors.

• Ensures realization of full benefits to the HR organization from agreements with third parties.

• Negotiates specific cost and scope for vendor services; benchmarks for value.

• Ensures compliance with vendor agreements.

• Manages and tracks vendor issues to resolution.

• Adheres to business process methodology, ensure process meets the needs of the business.

• Identifies process and policy opportunities and improves them.

Education Qualifications

• Bachelor’s degree in a work-related discipline/field from an accredited college or university.

Experience Qualifications

• Twelve (12) years of progressively responsible and directly related work experience.

Required Knowledge, Skills and Abilities

• Deep knowledge of HR programs, policies, and procedures for employee records and compensation.

• Deep knowledge of HR programs, policies, and procedures for benefits at SHC.

• Ability to coach employees and managers on complex issues related to compensation and benefits.

• Demonstrated ability to complete transactions related to Total Rewards.

• Ability to draw on industry, business, and technical knowledge in compensation and benefits to provide excellent service to SHC employees.

• Ability to quickly gain knowledge in additional functional areas to support customer inquiries across the “My Rewards.”

• Ability to work efficiently and effectively while maintaining attention to detail.

• Strong written and verbal communication skills.

• Demonstrated customer-orientation, including ability to diffuse challenging situations and maintain a professional and courteous demeanor and tone.

• Ability to prioritize workload and provide timely follow-up and resolution.

• Skilled in conducting research and using existing knowledge to resolve inquiries/requests.

• Ability to navigate case management and Automatic Call Distributor (ACD)/Interactive Voice Response (IVR) systems.

• Ability to maintain confidentiality of sensitive information.

These principles apply to ALL employees:

SHC Commitment to Providing an Exceptional Patient & Family Experience

Stanford Health Care sets a high standard for delivering value and an exceptional experience for our patients and families. Candidates for employment and existing employees must adopt and execute C-I-CARE standards for all of patients, families and towards each other. C-I-CARE is the foundation of Stanford’s patient-experience and represents a framework for patient-centered interactions. Simply put, we do what it takes to enable and empower patients and families to focus on health, healing and recovery.

You will do this by executing against our three experience pillars, from the patient and family’s perspective:

• Know Me: Anticipate my needs and status to deliver effective care

• Show Me the Way: Guide and prompt my actions to arrive at better outcomes and better health

• Coordinate for Me: Own the complexity of my care through coordination

#LI-RL1

Equal Opportunity Employer Stanford Health Care (SHC) strongly values diversity and is committed to equal opportunity and non-discrimination in all of its policies and practices, including the area of employment. Accordingly, SHC does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity and/or expression, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, or disability, or the perception of any of the above. People of all genders, members of all racial and ethnic groups, people with disabilities, and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements.