Duties Summary

This position is located in the Food and Nutrition Service (FNS), Human Resources Division. FNS serves as the Nation's first line of defense against hunger. Through the agency's nutrition assistance programs, FNS provides children and needy families' access to food and a more healthful lifestyle.


Responsibilities
• Serves as a consultant and advisor for all Title 5 Compensation programs, Federal Labor/Employment laws, Pay and Leave Administration, and Payroll/Timecard Processing systems.
• Provides advanced expertise, advice and counsel to management officials and employees on the interpretation and application of laws, regulations, and policies.
• Monitors legislative and regulatory changes in pay and leave administration in order to identify required changes in policy, regulation, or procedures, and prepares agency-wide guidance and policy documents.
• Performs a wide variety of advanced administrative functions such as advising employees on payroll regulations and serving as payroll coordinator, coordinating and resolving pay problems with employees and other payroll staff.
• Advises on and coordinates Family Medical Leave Act/Federal Paid Maternity Leave programs for the Agency. Administers the Voluntary Leave Transfer Program, Voluntary Leave Transfer Bank, and Emergency Leave Transfer program accounts.
• Identifies and resolves complex time and attendance problems, which result from corrective actions related to back pay, settlements, grievances, congressional inquiries, and complicated time reporting procedures.
• Performs WebTA HR Administration functions including oversight and processing of timecards using master timekeeper/master supervisor/administrator roles as required; and management and oversight of timekeeper and certifier authorizations/approvals.
Travel Required

Occasional travel - You may be expected to travel occassionally for this position.

Supervisory status

No

Promotion Potential

13

• Job family (Series)

  0201 Human Resources Management

  Similar jobs
  • Human Resources Specialists
  • Specialists, Human Resources

• Requirements

  Requirements Conditions of Employment
  • You must be a US Citizen or US National.
  • Males born after 12/31/1959 must be Selective Service registered or exempt.
  • Successful completion of one year probationary period, unless previously served.
  • Subject to one year supervisory/managerial probationary period unless prior service is creditable. New USDA supervisors must successfully complete all components of the required training program before the end of their probationary period.
  • Direct Deposit: Per Public Law 104-134 all Federal employees are required to have federal payments made by direct deposit to their financial institution.
  • Successfully pass the E-Verify employment verification check. To learn more about E-Verify, including your rights and responsibilities, visit https://www.e-verify.gov/.
  • Subject to satisfactory adjudication of background investigation and/or fingerprint check.
  Qualifications To qualify for the GS-13 level, your resume must clearly demonstrate that you have one full year of specialized experience comparable in difficulty and responsibility to at least the GS-12 level in the federal service. Example of qualifying experience include the following types of tasks performed on a regular and recurring basis:
  • Interpreting, implementing, and applying laws, regulations, procedures, and practices related to a full range of Human Resources including pay and leave administration and compensation flexibilities.
  • Performs a wide variety of advanced administrative functions such as advising employees on payroll regulations and serving as payroll coordinator, coordinating and resolving pay problems with employees and other payroll staff.
  • Communicating Human Resources policy to stakeholders by providing briefings for all audiences including executives, management officials and employees.
  Applicants must meet all qualifications and eligibility requirements by the closing date of the announcement including time-in-grade restrictions, specialized experience and/or education, as defined below.
  
  Time in grade: Under competitive merit promotion procedures, any individual who is currently holding, or who has held within the previous 52 weeks, a General Schedule position under non-temporary appointment in the competitive or excepted service, must meet "time-in-grade" requirements (have served 52 weeks at the next lower grade of the grade for which you are applying). You must include an SF-50 (you may need to submit more than one) that supports meeting this requirement with your application package. Applicants must have one year of specialized experience at the GS-12 level for consideration at the GS-13 level.
  
  Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Education

  There is no substitution of education for this position at this grade level.

  Additional information
  • Career Transition Assistance Plan (CTAP), Reemployment Priority List (RPL), or Interagency Career Transition Assistance Plan (ICTAP): Visit the OPM website for information on how to apply as a CTAP, RPL, or ICTAP eligible. To exercise selection priority for this vacancy, CTAP/RPL/ICTAP candidates must meet the basic eligibility requirements and all selective factors. CTAP/ICTAP candidates must be rated and determined to be well qualified (or above) based on an evaluation of the competencies listed in the How You Will Be Evaluated section. When assessed through a score-based category rating method, CTAP/ICTAP applicants must receive a rating of at least 85 out of a possible 100.
  • Veterans who are preference eligible or who have been separated from the armed forces under honorable conditions after three years or more of continuous active service are eligible for consideration under the Veteran's Employment Opportunity Act (VEOA).
  • Farm Service Agency (FSA) County Employees: Permanent County employees without prior Federal tenure who are selected for a Civil Service position under Public Law 105-277 will be given a career-conditional appointment and must serve a 1-year probationary period.
  • For more information on applying under special hiring authorities such as 30 percent disabled veterans, certain military spouses, Schedule A Disabled, etc., explore the different Hiring Paths on the USAJOBS website.
  • Land Management Workforce Flexibility Act (LMWFA) provides current or former temporary or term employees of federal land management agencies opportunity to compete for permanent competitive service positions. Individuals must have more than 24 months of service without a break between appointments of two or more years. Service must be in the competitive service and have been at a successful level of performance or better. Refer to PUBLIC LAW 114-47-AUG. 7, 2015 for more information.
    
  How You Will Be Evaluated

  You will be evaluated for this job based on how well you meet the qualifications above.

  You will be evaluated based on your qualifications for this position as evidenced by the experience, education, and training you described in your application package, as well as the responses to the Assessment Questionnaire to determine the degree to which you possess the knowledge, skills, abilities and competencies listed below:

  • Technical Credibility - Understands and appropriately applies principles, procedures, requirements, regulations, and policies related to specialized expertise.
  • Compensation - Knowledge of compensation concepts, principles, and practices, including pay and leave administration and compensation flexibilities.
  • Database Administration - Knowledge of the principles, methods, and tools for automating, developing, implementing, or administering database systems.
  • Customer Service (*) - Works with clients and customers (that is, any individuals who use or receive the services or products that your work unit produces, including the general public, individuals who work in the agency, other agencies, or organizations outside the Government) to assess their needs, provide information or assistance, resolve their problems, or satisfy their expectations; knows about available products and services; is committed to providing quality products and services.
  Your application, including the online Assessment Questionnaire, will be reviewed to determine if you meet (a) minimum qualification requirements and (b) the resume supports the answers provided to the job-specific questions. Your resume must clearly support your responses to all the questions addressing experience and education relevant to this position. Applicants who meet the minimum qualification requirements and are determined to be among the best qualified candidates will be referred to the hiring manager for consideration. Noncompetitive candidates and applicants under some special hiring authorities need only meet minimum qualifications to be referred.
  
  Note: If after reviewing your resume and/or supporting documentation, a determination is made that you have inflated your qualifications and or experience, your score may be adjusted to more accurately reflect your abilities, or you may be found ineligible. Please follow all instructions carefully. Errors or omissions may affect your rating. Providing inaccurate information on Federal documents could be grounds for non-selection or disciplinary action up to including removal from the Federal service.
  
  Clicking the link below will present a preview of the application form; i.e. the online questionnaire. The application form link below will only provide a preview and does not initiate the application process. To initiate the online application process, click the "Apply" button to the right.
  
  To view the application form, visit: https://apply.usastaffing.gov/ViewQuestionnaire/10946866
  
  Background checks and security clearance Security clearance

  Other

  Drug test required

  No

  Position sensitivity and risk

  Moderate Risk (MR)

  Trust determination process

  Credentialing, Suitability/Fitness

• Required Documents

  Required Documents

  The following documents are required for your applicant package to be complete. Our office cannot be responsible for incompatible software, your system failure, etc. Encrypted documents will not be accepted. Failure to submit required, legible documents may result in loss of consideration.

  • Resume that includes: 1) personal information such as name, address, contact information; 2) education; 3) detailed work experience related to this position as described in the major duties including work schedule, hours worked per week, dates of employment; title, series, grade (if applicable); 4) other qualifications.
  • If education is required or being used to qualify, you must submit a copy of your college transcripts. An unofficial copy is sufficient with the application if it includes your name and the necessary course information; however, if you are selected, official transcripts will be required prior to entering on duty. Education must have been successfully obtained from an accredited school, college or university. If any education was completed at a foreign institute, you must submit with your application evidence that the institute was appropriately accredited by an accrediting body recognized by the U.S. Department of Education as equivalent to U.S. education standards. There are private organizations that specialize in this evaluation and a fee is normally associated with this service. For a list of private organizations that evaluate education, visit the NACES website. All transcripts must be in English or include an English translation.
  • Current and former Federal employees:
    • Most recent non-award Notification of Personnel Action (SF-50) showing you are/were in the competitive service, highest grade held (or promotion potential) on a permanent basis, position title, series and grade AND
    • Most recent performance appraisal (dated within 18 months) showing the official rating of record, signed by a supervisor, or statement why the performance appraisal is unavailable. A performance plan is not an acceptable substitute.
  • Current permanent FSA County employees must submit your most recent non-award Notification of Personnel Action (SF-50) showing your highest grade or promotion potential held on a permanent basis, position title, series and grade AND most recent performance appraisal (dated within 18 months).
  • Veteran Hiring Authorities: VEOA and 30% Disabled Veterans: DD214, Certificate of Release from Active Duty, that shows dates of service and discharge under honorable conditions. If currently on active duty you must submit a certification of expected discharge or release from active duty service under honorable conditions not later than 120 days after the date the certification is submitted. Veteran's preference must be verified prior to appointment.
  • If claiming 10-point veteran's preference you must provide the DD214 or certification requirements (see above bullet), plus the proof of entitlement of this preference as listed on the SF-15 Application for 10-point Veterans' Preference. The SF-15 should be included but is not required. Failure to submit these documents could result in the determination that there is insufficient documentation to support your claim for 10-point preference.
  • Land Management Workforce Flexibility Act: Copies of Notification of Personnel Action(s) (SF-50) showing the employee served in eligible appointment(s) for a period(s) of more than 24 mos w/o a break between appointments of two+ years. Include initial hire actions, extensions, conversions and separation SF-50s for each period. Submit performance rating(s) showing acceptable performance for each period counted towards eligibility signed by supervisor(s). If documentation does not exist for one or more periods, submit a statement from supervisor(s) indicating acceptable performance. Applicants who do not have performance documentation for any period shall provide a reason why the documentation is not available and statement that performance for all periods was at an acceptable level.
  • Schedule A, Persons with Disabilities Appointment: Letter from a physician, local, state or federal rehabilitation office citing eligibility under 5 CFR 213.3102 (u).
  • Surplus or displaced employees eligible for CTAP, RPL, or ICTAP priority must provide: proof of eligibility (RIF separation notice, notice of proposed removal for declining a transfer of function or directed reassignment to another commuting area, notice of disability annuity termination), SF-50 documenting separation (as applicable), and your most recent SF-50 noting position, grade level, and duty location with your application per 5 CFR 330.
  • If claiming eligibility under a special hiring authority or an interchange agreement with another merit system not listed above, see the requirements for that authority and submit the required supporting documentation. Go to: USAJOBS Hiring Path for Special Authorities or Special Hiring Authority for more information.

• Benefits

  Benefits

  A career with the U.S. Government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Learn more about federal benefits.

  Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time, or intermittent. Contact the hiring agency for more information on the specific benefits offered.

• Career transition (CTAP, ICTAP, RPL)

  Federal employees who meet the definition of a "surplus" or "displaced" employee.

• Family of overseas employees

  Family members of a federal employee or uniformed service member who is, or was, working overseas.

• Federal employees - Competitive service

  Current or former competitive service federal employees.

• Individuals with disabilities
• Land & base management

  Certain current or former term or temporary federal employees of a land or base management agency.

• Military spouses
• Native Americans

  Native Americans or Alaskan Natives with a tribal affiliation.

• Peace Corps & AmeriCorps Vista
• Special authorities

  Individuals eligible under a special authority not listed above, but defined in the federal hiring regulations.

• Veterans

Current permanent federal employees with competitive status; Land Management Workforce Flexibility Act, CTAP/RPL/ICTAP and VEOA eligibles; 30 percent or More Disabled Veterans; Certain Former Overseas and Foreign Service Employees; Military Spouses; Interchange Agreement and Other Miscellaneous Authorities; People with Disabilities; Peace Corps and VISTA, Reinstatement, and Native Americans.

The Senior Compensation Analyst, with limited direction, works on special compensation projects on a part-time basis. Serves as a subject matter expert on compensation-related projects and provides analytical support and project management in the delivery of compensation solutions.

Job Duties: • Administer compensation programs including: job analysis and evaluation, maintaining/enhancing salary grade infrastructure, annual merit cycle, executive pay analysis, and incentive plans. • Participate in the development, review, implementation, and administration of new/revised compensation programs with limited supervision. • Responsible for completing moderately complex compensation projects with little or no supervision/guidance. • Assist with any required communication and change management related to the administration of current plans or the revision or creation of new compensation programs. • Responsible for generating accurate and timely reports as requested. Participates in modeling and costing of a variety of programs as well as the year-end calculation processes. • Support internal business leaders by researching and responding to questions, interpreting policies, and otherwise assisting with compensation-related issues. Position Requirements: • Bachelor's degree in Business Administration, Human Resources, or related field. • Five (5) years of varied compensation experience. • Certified Compensation Professional highly preferred. • Advanced Excel proficiency required. • Highly proficient with Microsoft Office Suite • Analytical and problem solving skills • Excellent communication and interpersonal skills • Ability to manage multiple tasks at the same time

• Paid time off including vacation days, sick days and holidays
• Medical, dental & vision insurance
• Maternity and Paternity Leave
• 401(k) plan with company match
• Flexible spending accounts
• Life insurance
• Disability benefits
• Stock Purchase Plan
• Team Member purchase discounts

• Reviews and audits key data points and workflow completion in IGP
• Reviews and audits cost projections through use of policy review, reading of suppliers tables (ORC, AirInc, Mercer, etc), internet lookup, and logical application of knowledge
• Work with Operations and Client to determine accurate payroll start and end dates to ensure accuracy in payroll communications with Client home and host payroll contacts
• Accurately calculate balance sheet items through review of policy, assignment letter, provider tables, and information as received from Client payroll.
• Follow established payroll calendar to successfully meet deliverables for sharing newly created balance sheets, updated balance sheets and end of assignment notification with Client payroll contacts and Operations
• Process requests for adjustments from Client and Operations to incorporate into timely reporting to payroll and accurate reflection on balance sheet
• Timely reconciliation of balance sheet process items with both home and host payrolls with ability to remedy discrepancies in a professional, timely and accurate manner
• Maintain detailed tracking of activities to ensure processed prescribed metrics can be reported on in a timely manner
• Maintenance of IACS related fields in IGP such as end of Cost Projection, Balance Sheet, Yearend services
• Participate in IACS team meetings and cross departmental meetings, conference calls, and training as needed
• Other duties as assigned

• Bachelor's Degree in Accounting/Finance or an Associate Degree with relevant experience preferred
• 3+ years of expatriate administration experience preferred
• Knowledge of FAR regulations and experience participating in DCAA audits a plus
• Able to breakdown complex issues and problems into manageable components
• Understand, document and train process flows in a high volume environment
• Computer literacy in Microsoft Office environment and financial applications; experience with AssignmentPro preferred
• Ability to multi-task and complete projects with limited supervision
• Excellent communications skills (verbal and written)
• Demonstrated organization skills and ability to prioritize responsibilities to meet deadlines
• Flexibility to adapt to procedural enhancements and modifications, as well as ability to assist in updating operation instructions to reflect these enhancements
• Detail oriented and strong problem solving skills
• Excellent customer service skills

• Competitive salary and incentive plans
• Workplace flexibility for a balanced work/life approach
• Comprehensive benefits packages and wellness program
• Generous company-paid vacation days and holiday time
• Challenging, collaborative, diverse corporate culture
• Ongoing opportunities for learning and career development

• Respond to requests for market review and pricing of new and existing jobs, ensuring internal and external equity and appropriate FLSA status.
• Assign positions to the proper pay grades and job codes based upon results of job analysis.
• Work with HR Business Partners and Management to understand and define positions; conduct position analysis interviews with various department leaders to create accurate position descriptions.
• Provide consultation and service to Management and HR Business Partners regarding market trends, position, classifications, and application of compensation programs, policies, and guidelines.
• Respond to various salary surveys annually with accurate information by posted deadlines. Create a streamlined approach to storing and retrieving standard/repetitive data required annually for surveys.
• Assist with administration of all incentive related programs, including performance management, merit, bonus, and equity.
• Maintain and run periodic as well as ad-hoc reports on compensation-related data from the HRIS system. Conduct regular audits to ensure accuracy of data. Respond to data requests and use Excel to manipulate data for analysis.
• Conduct periodic internal salary analysis to ensure market competitiveness.
• Assist Global Compensation Director with on-going projects, project timelines, presentations, communication materials, policies, etc.
• Assist with design, implementation, communication, and administration of new incentive plans and recognition and rewards programs.
• Remain up-to-date on federal and state regulations and educates employees and HR staff as necessary.
• Perform additional duties as assigned.

• Mastery in PC skills including Excel, Word, and PowerPoint
• Exceptional Excel skills, including the use of pivot tables, vlookups, graphing, formulas and functions
• Strong mathematics skills and analytical ability
• Ability to analyze complex data and develop sound recommendations and solutions
• Strong communication skills; both oral and written
• Prior experience administering performance based management systems
• Experience in managing data within an HRIS systems and using reporting systems
• Excellent planning and follow-up skills required; ability to multi-task in a fast-paced environment
• Ability to solve practical problems and carry out responsibilities under general supervision
• Ability to organize workload for effective implementation
• Strong customer and results orientation
• Ability to function as an effective team member and interact effectively at all levels with sensitivity to cultural diversity
• Ability to adapt as the external environment and organization evolves

• 5 years of professional level compensation experience in the design and administration of compensation programs, job leveling systems, salary survey participation and analysis, bonus design and administration, and merit design and administration.
• Experience advising management on FLSA exemption requirements as well as other federal and state statutes

• Bachelor’s degree in Business Administration, Finance, Human Resources, or a related field

• Master’s degree/MBA
• Experience with Mercer and IBM/Kenexa market pricing tools
• Experience with Oracle Fusion HRIS
• Experience with Success Factors Performance Management

• Responsible for day-to-day administration of compensation plans and policy documentation
• Completes third party market and salary survey submissions; manages internal survey library
• Analyzes internal and external salary and wage data, completes job evaluations, and recommends pay ranges and job titles in accordance with established company structure and guidelines
• Completes total compensation and base pay increase proposal reviews to ensure alignment with company policies, guidelines, internal and external competitiveness, and to ensure compliance with applicable legal and fiscal regulations
• Drafts and coordinates communication of compensation messaging and announcements related to annual salary and wage planning, routine compensation analyses, and related initiatives
• Coordinates communication of compensation information to human resources, managers, and employees
• Prepares and maintains company-wide job description records; develops and maintains job description reference library
• Generates routine audit reports and analyzes data to ensure compliance with applicable policies. Compiles recommendations and submits to manager
• Designs and maintains compensation and benefit dashboards. Assists in completing a variety of compensation and benefit data analyses, program usage and effectiveness reviews
• Provides input into the design of new programs; develops associated policy and procedures documentation and other supporting communications
• May participate in compilation of due diligence data in support of merger and acquisition initiatives

• Perform other duties as required

• Bachelor’s degree in Business Administration or Human Resources
• CCP or similar certification preferrred
• PHR certification preferred
• 3+ years of broad based compensation experience including participation in annual planning, analysis and processes
• Prior Compensation Analyst experience strongly preferred
• Proficient with MS Office Word, Excel and PowerPoint, and HRIS systems
• Outstanding people skills
• Excellent communication skills, both verbal and written
• Proficient with compensation research and data analysis
• Strong problem-solving skills

• Ability to consistently communicate a clear understanding of patient/client expectations and adapt as appropriate to exceed their needs
• Ability to focus attention on determining what can be done to make progress
• Ability to develop personally and professionally
• Ability to collaborate to achieve a common goal
• Demonstrated event planning expertise
• Ability to work independently
• Demonstrated ability to manage multiple projects

• Ability to read, write and speak English proficiently

• Specific vision requirements include the ability to see at close range, distance vision, peripheral vision, depth perception, and the ability to adjust focus
• While performing the duties of this job, the employee is regularly required to talk and hear
• Possess the ability to fulfill any office activities normally expected in an office setting, to include, but not limited to: remaining seated for periods of time to perform computer based work, participating in filing activity, lifting and carrying office supplies (paper reams, mail, etc.)
• Frequently required to stand, walk, sit, use hands to feel, and reach with hand and arms
• Occasionally lift and/or move up to 20-25 pounds
• Fine hand manipulation (keyboarding)
• Local travel required

• Internal office
• The noise level in the work environment is usually low

The HRIS & Compensation Analyst is responsible for supporting the company’s HR technology including system maintenance, project/process improvements and report writing. The primary focus of this role is to continue to develop and refine our human resources software. This position is hands-on and requires strong knowledge of Human Resources Information Systems, preferably ADP Workforce Now platform. The Analyst will serve as a technical point of contact and the subject matter expert ensuring operational effectiveness, data integrity, testing of system changes, and analyzing data flows for process improvement opportunities.

The HRIS and Compensation Analyst will also perform activities related to the development, implementation and administration of the organization’s compensation programs.

The HRIS & Compensation Analyst will be responsible for the following:

HRIS:

• Ensure accuracy and integrity of all HRIS data. Perform group data updates, exports, imports, clean-ups, and troubleshoot any data discrepancies.
• Support ongoing HRIS upgrades, testing, enhancements, and other technical projects as assigned.
• Own design and rollout of new system features and implementations.
• Design standard and customized reports.
• Maintain system roles and access rights for employee/manager/admin end users.
• Work with external vendors to ensure employee data integrity for various benefits including Health and Welfare, HSA, FSA, & Retirement Accounts.
• Assist with system needs and considerations during annual Open Enrollment and throughout the year.
• Collaborate with IT and Finance functions, to ensure data accuracy and reporting requirements.
• Serve as a power user and system administrator updating changes, constructing back-end settings, end user set up, maintenance and audits of role-based security.
• Maintain and update organizational charts and coordinate publication of materials on the intranet. Update and maintain reporting relationships in Human Resources Information System by tracking associate job changes in a timely manner.

Compensation:

• Conduct job evaluations for new and current positions and assist in the writing of job descriptions. Evaluate position, conduct market price analyses, assess FLSA exemption status and recommend pay grade assignment. Maintains job description documentation and related records.
• Maintain a solid foundation of HR compensation practices and knowledge to evaluate implications and develop strategies to be in alignment with identified goals.
• Participate in wage and salary surveys to determine trends. Prepare annual reports on compensation including salary master guide and ad hoc reports.
• Under the guidance of the supervisor, complete specific projects which may include; job leveling, salary range design, annual salary planning or human resources information system data analysis.
• Coordinate the Performance Management Process (PMP) including communication, tracking, review and data reporting.
• Manage quarterly and annual incentive bonus payments accurately within pre-determined deadlines; produce payroll files for payment of variable compensation.
• Manage compensation programs and processes to include annual budgeting process.
• Provide guidance to management throughout the organization regarding their compensation needs.
• Coordinate custom reports related to compensation data.
• Assist with other projects and activities as requested.

Key Competencies:

• Strong analytical and problem-solving skills
• Proficient at analyzing data, building reporting, and making recommendations based on data and trends
• Excellent organizational skills and ability to multitask in a fast-paced, dynamic environment
• Excellent interpersonal skills, with the ability to communicate effectively with management and cross-functional teams, for both technical and non-technical audiences
• Exceptional time management skills

Skills and Qualifications:

• BA/BS degree or equivalent in HR, Finance, Business or related degree
• Minimum of 3 years related experience in related field
• Advanced skills in Excel (index functions, array formulas, advanced formulas, etc.) and overall proficiency in MS Office suite, including Access Database or related
• Detail-oriented with a high level of accuracy
• Creative and innovative team player with a positive approach and a focus on business issues
• Strong interpersonal and relationship building skills
• Prior Human Resources experience required
• Financial service experience preferred

The Bank of Marin is a growing public company with career advancement opportunities. We offer competitive compensation and comprehensive benefit programs including medical, dental, vision, 401K, profit sharing and employee stock ownership plans, tuition reimbursement, and an employee volunteer program.

Manager of Physician Compensation

Be a part of a world-class academic healthcare system, UChicago Medicine, as our Manager of Physician Compensation, UCM Care Network for the Finance-Operations division. Here, you will be tasked with working with leadership on physician compensation design, implementation, and ongoing administration to refine and establish competitive compensation policies. The manager will drive analytics of this work to assemble compensation packages and related incentive programs. We are interested in a transformational change agent that can collaborate effectively with other leadership across our enterprise and directly impact the financial success of our healthcare system as we continue to grow in the greater Chicago community.

It is important for the manager to develop analytical materials that enable enterprise-wide constituents to gain consensus on physician compensation philosophy and desired strategy. The Care Network Manager of Physician Compensation will perform quantitative and qualitative analysis of healthcare and financial data to support program management for all roles in care delivery. This includes analyzing compensation plans of existing businesses and provide summary for leadership review. The Care Network Manager of Physician Compensation will be able to provide recommendations on compensation model and metrics that incent physician productivity and performance and aligns with the organizational and financial objectives of the business as well as maintains a competitive position relative to the market The Manager will also perform monthly and annual physician incentive calculations to ensure integrity and alignment with approved compensation contracts.

The Manager of Physician Compensation must be a strong communicator and comfortable working with a broad audience and presenting information during smaller meetings and committee discussions. Strong relationship building skills and confidentiality with sensitive information are critical. A successful Care Network Manager of Physician Compensation will be good at making financial and compensation related topics simple to digests.

• Bachelor's degree in Accounting or Finance. Equivalent additional experience may substitute for educational / certification requirements.
• Minimum five years’ experience in a progressively responsible analytical position in a health care or comparable environment required.
• Experience with hospital physician compensation analytics and governance, academic hospital experience a plus
• Advanced computer skills required including knowledge and proficiency with spreadsheet and database programs.
• Able to articulate issues and defend positions in a professional and substantive manner.
• Excellent written and oral communication skills essential.

• BA
• EPIC clarity certification is a plus

________

Bring your career to the next level at a hospital that is thriving; from patient satisfaction to employee engagement, we are at the Forefront of Medicine. Take advantage of all we have to offer and #BringYourPassiontotheForefront.

• Audits incoming Physician Input Notification forms (changes to physician personnel records) for completeness and compliance with Partnership Agreement/Rules and Regulations.
• Reviews, processes and calculates various salary actions such as salary increases, special increases, status and rate changes approved by the Board of Directors/Medical Directors.
• Audits personnel/compensation-related data elements, statistics, presentations, and correspondence to physician managers, physicians and area payroll coordinators.
• Audits incoming direct deposit forms for completeness, accuracy and compliance with system requirements.
• Resolves direct deposit problems with various financial institutions.
• Processes confidential payroll for physicians.
• Ensures accuracy of checks generated; works closely with physicians to resolve salary issues.
• Ensures accurate processing of garnishments, tax levies and subpoena requests.
• Generates, audits and distributes reports on a regular basis.
• Maintains accuracy of systems data and assists in cleaning up discrepancies.
• Identifies new codes and ensures that system tables are updated.
• Prepares spreadsheets with statistical data for senior managers.

• Minimum two (2) years of clerical experience.

• High School Diploma or General Education Development (GED) required.

• N/A

• Knowledge of software packages such as Microsoft Word, Excel, etc.
• Ability to perform arithmetic calculations accurately.
• Proven customer service skills and ability to interact with all levels of customers.
• Good verbal and written communication skills.
• Must be able to work in a Labor/Management Partnership environment.

• Associate's degree preferred.

Job Description Summary

Job Description

Work Environment This position works in an office environment.

Physical Demands This position requires the ability to sit or stand in a stationary manner for long periods of time with enough manual dexterity to perform work that is heavily key stroke dependen t

Expected Hours of Work Is generally required to be available to work during business hours. May be required to work, on occasion, nights and weekends to meet deadlines.

Travel N/A

Education and Experience A Bachelor’s degree or equivalent experience in Human Resources, Finance, Statistics, or related field. Three years’ experience in compensation program management or related compensation administration . Experience with HRIS platforms required. Experience with Workday preferred. Experience implementing/administering compensation management systems and salary planning systems preferred. Experience with organizations with a large proportion of non-exempt employees required.

Additional Job Description

High proficiency in Microsoft Office (Word, Excel, and PowerPoint) particularly Excel with experience using pivot tables, formulas, filters, charts, etc. Strong analytic & reporting skills with keen attention to detail. Strong organizational and time management skills and an ability to prioritize and perform multiple task assignments and consistently meet daily, weekly and monthly deadlines. Requires intermediate working and practical knowledge of a wide variety or Compensation techniques, theory, practice, methods, programs and plans including federal, state and local regulatory requirements (FLSA, overtime, etc.), annual processes, etc.

Benefits

Sonesta recognizes that benefits play a vital role in helping ensure the health and financial security of employees and their families. We offer a variety of benefits to our employees including:

• Health Benefits (Health & Dental Insurance)
• 401(k) Retirement Plan
• Vacation
• Sonesta Hotels & Other Outlets Discounts
• Paid Holidays
• Sick Days
• Educational Assistance
• Employee Recognition Programs
• Newborn & Adopted Child Leave
• Spousal & Domestic Partner Leave
• Life Insurance
• Short Term Disability
• Long term Disability
• Employee Referral Program
• Credit Union
• Direct Deposit
• Employee Activities & Events

Upon submitting your application, please ensure you complete a full application in addition to attaching a resume. Incomplete applications received will not be considered.

Kraft Heinz, The Company

As one of the world’s largest food and beverage companies, we are proud to spark joy around mealtimes with a global portfolio of more than 200 brands. Some are iconic master brands like Heinz, Kraft and Planters. Others are fast growing new sensations that defy status quo like DEVOUR and Primal Kitchen. No matter the brand, we are united under one vision To Be the Best Food Company, Growing a Better World . Bringing this vision to life are our 36,000+ teammates around the world, making food people love.

Together, we help provide meals to those in need through our global partnership and commitment with Rise Against Hunger. And we also stand committed to sustainability, and the health of our planet and its people.

Every day, we are transforming the food industry with bold thinking and unprecedented results. If you’re passionate like us - and ready to create the future, build on a storied legacy, and participate as a conscientious global citizen - there’s one thing to do join us.

Our Culture of Ownership, Meritocracy and Collaboration

We’re not afraid to think differently. Embrace new ideas. Dream big. It all comes down to the way we empower our people to own their work. It’s true Our employees are our competitive advantage.

As part of the Kraft Heinz family you’re supported to grow and achieve. You’re recognized and rewarded for outstanding performance at every level. You’re given the opportunity to leave your mark and build legacies. But you won’t do it alone. This is where our values and teamwork thrives and collaborative spirit fuels every day.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Administer all participant equity plan transactions in an accurate and timely manner.
• Process new grants, distributions/exercises and cancellations for restricted stock units, stock options and performance share units.
• Review vesting details prior to distributions for annual and quarterly grants in coordination with finance and UBS team.
• Create product IDs, grant load file and communications details for new grants.
• Serve as daily contact for UBS in resolving equity data record and participant issues and monitor UBS processing and service requests to confirm correct completion of actions.
• Maintain equity records in excel for tracking grant recommendations and reporting to executive management.
• Ensure compliance of local reporting requirements for China SAFE, UK sub plan and other non-US special handling. Stay current on legislative developments and adjust administration process as needed.
• Partner with finance and payroll to calculate and collect payroll tax information due for retirement eligible participants. Track year over year changes in tax rules for update in UBS.
• Act as equity administration resource to Compensation Leaders and HR team. Respond to participant inquiries and ad hoc requests.
• Assist with annual equity budgeting process and track spend against budget.
• Update changes in UBS for preclearance/blackout, plan documents and grant agreements.
• Review quarterly dividend records and recalculate them for distribution into participant accounts.
• Participate on special projects for global equity compliance and corporate actions as needed.

QUALIFICATIONS:

• BS or BA Degree required (concentration in Finance/Economics/HR preferred)
• Certified Equity Professional designation preferred
• 5+ years of experience in equity plan administration, preferably in large global company
• Advanced proficiency in excel and online equity record keeping system (UBS)
• Strong quantitative, analytical and problem-solving skills
• Ability to keep information confidential, work independently and balance multiple priorities
• Work effectively in a lean, decentralized, complex and fast paced environment
• High attention to detail and sense of urgency
• Must be organized and possess strong time and project management skills
• Strong communication and interpersonal skills

Join our team! As a global leader in providing title insurance, settlement services and risk solutions for real estate transactions, First American (NYSE: FAF) is an ideal place to build your career. We have been entrusted with helping our customers achieve and protect their dream of homeownership since 1889. We believe that our people are the key to the company’s continued success, and we invest in diverse talents and backgrounds and empower our teams to achieve more than they could anywhere else. First American has created an award-winning culture and has been named to the Fortune 100 Best Companies to Work For® list for the fifth consecutive year and to more than 50 regional Best Places to Work lists. For more information, please visit www.careers.firstam.com

Partner with divisional HR and business managers for compensation planning including job definition, market pricing, pay adjustments, merit delivery, sales compensation and variable plan design and delivery. Develop and introduce corporate driven compensation infrastructure throughout the company for consistent, compliant, business-driven practices.

Essential Functions

• Collaborate with HR to review proposed salary recommendations and job classifications to provide guidance and recommendations to business leaders. Recommend corrective or alternative actions to resolve compensation-related issues
• Manage the merit increase and annual bonus processes
• Develop sales incentive plans in partnership with HR and Sales Executives
• Participate in the design and modeling of new or revised variable pay plans
• Manage divisional job classification structure and market pricing
• Provide training and coaching to HR and management on compensation philosophy and strategy, including FLSA compliance
• Produce monthly/quarterly/annual HR metric reports and analyze compensation data from various systems
• May administer and/or manage compensation programs such as ESPP; deferred compensation plans; process stock award grants, lapses, stock option exercises, reporting, and withholding of related payroll taxes; and work with third-party administrator to maintain and ensure the accuracy and integrity of equity data in the recordkeeping system

Knowledge and Skills/Technology Used

• Advanced skills in Excel, Word, Power Point, Access and other reporting writing software
• High level knowledge of Compensation practices and principles, pay laws and regulations
• Extensive FLSA knowledge
• Broad understanding and experience with incentive compensation, processes and programs
• Ability to manage confidential data
• Strong organizational skills and proven ability to successfully manage multiple projects and deadlines
• Attention to detail and ability to produce accurate and quality work

Typical Education

• Bachelor’s Degree or equivalent combination of education and experience
• Certified Compensation Professional (CCP) preferred

Typical Range of Experience

• 5-7 years compensation experience in multi-state environment, preferably in financial services and/or with public company compensation
• Sales incentive plan development and administration experience a plus

First American invests in its employees' development and well-being, empowers them to provide superior customer service and encourages them to serve the communities where they live and work. First American is committed to diversity and inclusion. We are an equal opportunity employer. For more information about our Company and our dedication to putting People First, check out firstam.com/careers.

The purpose of this position is to provide analytical and operational support to the benefits and compensation function. The incumbent will have the ability to perform mathematical calculations in computing rates, premiums and adjustments ensuring that benefit and compensation program is competitive and equitable so that the company attracts and retains talent. The Analyst will specialize in benefit and compensation laws as well has a deep understanding of the labor market competitiveness. Will also develop, maintains and administers the company’s salary administration process and various compensation programs including variable compensation.

The analyst partners with management to ensure job descriptions are current, relevant and accurate. This position is also responsible for assuring thorough audits, reports and personal contact that company compensation programs are consistently administered in compliance with company policies and government regulations.

Key Responsibilities:

• Collaborates with leadership and human resources on a variety of projects, including incentive program implementation, analysis, budgeting, and implementation of new programs, equity elections, benefits analysis, and workforce planning.
• Responsible for providing various analyses in support of key organizations within the Company.
• Works in a team environment as a key member of the Silfex Human Resources Department.
• Manage stock grant list and equity usage.
• Maintain survey provider relationships and subscription renewals, participate in compensation surveys, perform survey job matching, and conduct ad-hoc benchmarking and market research as needed.
• Assist with the annual competitive analysis for total compensation review.
• Assist with monthly and annual headcount ratio analysis.
• Analyze internal and external compensation data. Prepare analysis, data modeling, and costing in support of salary increase budget, promotion budget and salary range development.
• Support the annual focal program administration, including system configuration, testing and executing the delivery of our compensation programs.
• Contribute to various other projects and initiatives pertaining to global total reward programs and practices.
• Administer benefit and compensation plans, supporting testing and data validation for benefit and compensation business processes and be a subject matter expert in benefits, leave of absence, and compensation.
• Serve as a liaison for leave of absence – tracking all activity and monitoring claims.

To be successful, the person filling this position will:

• Exhibit strong judgment, sound decision-making, and the ability to set or adjust priorities as the business environment demands.
• Operate with a sense of urgency, bias for action, and possess an authentic desire to thrive in a complex organization.
• Be team oriented and role model leadership skills.
• Think; Customer, Company, Individual. Be a highly analytical thinker and problem solver. Be attentive to detail, extremely organized, curious and driven by the desire to do the right thing.
• Exhibit strong project and time management skills, with the ability to manage multiple projects to closure, effectively and efficiently.

Essential Requirements:

• Bachelor’s degree in Business, HR or related field with a minimum of 5 years relevant experience in the Compensation function or other relevant experience utilizing analytical skills, such as in the Finance function; MBA preferred
• Competence in the analysis of data; Broad-based compensation programs experience; global compensation experience preferred
• Highly proficient with desktop software, including Microsoft Word, PowerPoint, and specifically Excel; demonstrated ability to effectively utilize HRIS, ERP and web-based tools
• Excellent customer service skills and strong work ethic; ability to interface effectively with employees across cultures
• Demonstrated verbal and written communication skills required; demonstrated attention to detail; ability to translate analyses into concise and clear management reports/presentations
• Demonstrated progressive compensation analytical experience, preferably in the high technology industry
• A passion for accuracy with a sense of urgency
• Strong spreadsheet skills in analyzing large quantities of data
• Displays integrity and ethics in handling confidential information.

Physical Demands:

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job the employee is regularly required to stand and use hands to finger, handle, or feel. The employee is frequently required to reach with hands and arms. The employee is occasionally required to walk; sit; climb or balance; stoop, kneel, crouch, or crawl and; talk or hear.

The employee is occasionally required to lift up to 30 pounds. The employee regularly is required to lift up to 10 pounds. The vision requirements include close vision, distance vision, peripheral vision, depth perception and ability to adjust focus.

While performing the duties of this job the employee is frequently exposed to work near moving mechanical parts and fumes or airborne particles. The employee is occasionally exposed to wet and/or humid conditions. The noise level in the environment is moderate.

Description

• Manage the day-to-day administration of equity compensation programs, including the issuance of equity awards, monitoring of stock option exercises and execution of equity award vestings.
• Prepare and maintain procedural documents for all equity administration processes, including SOX controls and audits; comprehensive understanding of Federal laws and regulations related to equity compensation.
• Play an integral role in the year end compensation process by driving the compilation of accurate cash and equity comp reporting.
• Assists in the implementation and delivery of compensation programs, including cash / total compensation, bonuses, sales & long-term incentives, commissions, etc. ensuring specific Reward requirements are identified.
• Consults on Reward related matters of varying complexity including equity buyout evaluations, market assessments and internal equity reviews, etc. Provides recommendations based on expertise, knowledge and experience including rationale and possible alternatives. May refer most complex matters to Management.

Qualifications

• 2+ years of experience in a public company

• Advanced MS Excel skills & MS PowerPoint skills required.

• Familiarity with financial statements and financial terminology.

• Finance degree or background preferred.

• Strong project management skills.

Together, we can beat cancer.

Help us attract and motivate the world’s best talent to achieve our vision of a world without fear of cancer. Reporting to the Director of Compensation, the Compensation Manager is responsible for managing global compensation programs and consulting with assigned client groups on their compensation needs. Leads annual rewards process and manages off-cycle compensation requests. Manages and communicates incentive plans. Provides regular counsel and recommendations to client groups. Analyzes competitive data for target labor markets and recommends solutions to compensation challenges. Evaluates new jobs and develops global salary ranges. Assesses and makes recommendations to leadership on compensation programs and practices.

Responsibilities

• Manage annual rewards process for base pay, bonus and equity rewards. Lead cross-functional team to establish global budgets, develop guidelines and tools, prepare communication materials, develop and deliver education for HR and management, analyze and counsel management on recommendations, and prepare executive presentations.
• Manage company bonus plans; may partner with Finance and Sales Operations on sales incentive plans. Conduct market assessments to evaluate competitiveness of target incentives, pay mix and total target cash. Present business case for any recommended changes.
• Manage Varian’s employee recognition program to ensure delivery of a meaningful program that aligns with our values.
• Provide compensation expertise and support to management, HR business partners and talent acquisition teams. Advise client groups on company’s compensation philosophy, practices, and programs. Conduct competitive pay assessments, evaluate jobs, and consult with the business on their compensation needs.
• Ensure effective communication/promotion of the company's compensation programs and practices to HR, management, employees & candidates globally.
• Provide compensation support for cross-functional HR projects, such as M&A activity and HR systems implementations.
• May develop and update global salary ranges, job codes, grades, bonus targets, etc.; partner with HR Operations to ensure accuracy and integrity of compensation data in HRIS and identify process improvement opportunities.
• Actively support HR team members and cross-functional partners and look for opportunities to improve processes, policies, and service levels.
• Ensure compliance with local/federal compensation requirements and statutes.

Job Requirements

• Bachelor's Degree or equivalent and 5-8+ years related experience; global experience in a medical device or high-tech environment highly desired.
• Proactive team member with strong customer service orientation, excellent attention to detail and follow through.
• Ability to balance competing priorities in a fast-paced environment; strong sense of urgency in driving projects to completion.
• Excellent analytical, organizational and project management skills with strong interpersonal and written/verbal communication skills.
• Advanced Excel plus strong Word and PowerPoint skills; experience with Workday HRMS and compensation modules a plus.
• Strong knowledge of compensation/employment laws.
• Ability to handle confidential employee information with discretion and good judgment.

#LI-CORP1

Fighting cancer calls for big ideas.

We envision a world without fear of cancer. Achieving this vision takes dedication and commitment from all of us, every single day. That's why we celebrate and value the distinctly beautiful and intersectional identities of each of our employees. We are a mirror of our patient-base, which allows us to innovate. Big ideas come from everywhere, and the best ideas are fostered by our unique individual experiences. At Varian, we encourage you to bring your whole self to work and believe your bold and authentic perspective will help to power more victories over cancer.

#TogetherWeFight

Responsibilities:

• Review and calculate sales commission amounts payable on a monthly and year-end basis
• Assist in the development, updating and modeling of annual incentive compensation plans
• Compile, analyze and distribute periodic transactional and summary compensation data
• Initiates monthly and periodic compensation and position change business processes (e.g., changes to base pay)
• Performs compensation evaluation and analysis (e.g., job analysis, evaluation, classification, and benchmark job review)
• Assist in the compilation of salary data for compensation surveys and the subsequent analysis (e.g., analyzing market data to assess the organization's competitive position)
• Respond to inquiries regarding compensation related matters
• Perform other compensation and human resources related duties as assigned
• Acts as Workday expert with regard to security and compensation business process configurations
• Assists with the standardization and documentation of compensation processes

Qualifications :

• 4 year degree or equivalent work experience; high school diploma required
• Workday experience preferred
• Union experience preferred
• Excellent analytical and problem solving skills
• Strong verbal and written communication skills
• Excellent organizational and multi-tasking skills
• Strong detail orientation
• Computer skills including advanced Microsoft Excel skills
• Can handle sensitive information with the highest degree of integrity and confidentiality
• Personal Attributes: Attention to Detail, Commitment / Dependability, Efficiency, Integrity, Problem Solving

This job description is intended to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required for the position. Ziegler Inc. will reasonably accommodate the known disabilities of qualified disabled individuals.

Twitter is what’s happening and what people are talking about right now. For us, life's not about a job, it's about purpose. We believe real change starts with conversation. Here, your voice matters. Come as you are and together we'll do what's right (not what's easy) to serve the public conversation.

We are looking for someone who has demonstrated and is comfortable at working on the details as they are on the big picture. In this role you will provide research, thought leadership in the areas of executive compensation strategies and programs, participate in the design of our performance-based compensation programs, and can use data to drive meaningful results. The ideal person for this role must be flexible enough to provide the thought leadership and analytic skills to garner necessary support from stakeholders at all levels as well as across the organizations.

What you'll do:

• Perform research and develop insights on executive compensation programs

• Develop external relationships to build the muscle awareness of latest trends, best practices, and regulations regarding executive compensation

• Provide consulting services to key stakeholders related to hires and promotions of executive talent

• Participate in the preparation of content for the quarterly meetings with the board's compensation committee

• Partner with head of people analytics to develop data driven insights on the effectiveness of our executive compensation and performance-based compensation programs

• Partner with head of compensation operations to drive implementation of executive compensation programs and performance-based compensation programs

• 10+ years of progressive broad-based and executive compensation experience

• Experience using platforms such as SEC EDGAR, Equilar, NASPP, Radford Network

• Successful track record of partnering and developing deep working relationships with all levels of clients and stakeholders

• Ability to engage and communicate effectively depending on the audience

• Proven experience in leveraging data to drive decision making

• Experience preparing and communicating materials for Senior Management, Compensation Committee meetings, and relevant disclosure materials (e.g. CD&A)

• Ability to comprehend financial concepts and interpreting financial data

Diversity makes us a better organization and team. We can be weird and messy sometimes, but that is what makes us - us. So, bring your whole self, flaws, mistakes, everything that makes you - you!

Together, we will solve our hardest problems. Just come to be challenged, learn, and thrive!

We are committed to an inclusive and diverse Twitter. Twitter is an equal opportunity employer. We do not discriminate based on race, ethnicity, color, ancestry, national origin, religion, sex, sexual orientation, gender identity, age, disability, veteran, genetic information, marital status or any other legally protected status.

San Francisco applicants: Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

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

Manager, Compensation - (USA0000WS)

• Administer compensation functions including surveys, survey participation, job evaluations, salary structure development, etc.
• Evaluate position summaries to determine classification and assign an appropriate career band.
• Participate and purchase salary survey data to assist in market pricing company positions.
• Monitor statistics and reports regarding overall market trends for compensation.
• Establish reasonable pay differentials among geographical locations based on market information.
• Assist with the development of guidelines for merit based pay increase while assisting management with recommendations.
• Liaise with managers to develop and implement local compensation strategies appropriate for their business needs and consistent with the company’s overall reward strategy.
• Provide management and HR salary recommendations on hiring, improvement plans, transfers, promotions, pay adjustments, etc.
• Perform audits on the merit, short-term incentive plan and internal equity processes which include planning, preparation, calculation, review, validation, execution and communication.
• Partner with HR Business Partners to advise and influence leaders on the compensation strategy, programs and issues.
  

• Bachelor’s degree in business, human resources or related field or equivalent combination of post high school and work experience.
• Completed or in progress certification in the field of Human Resources (PHR, SPHR, CCP, etc.) certification a plus.
• 5+ years of progressively responsible experience in compensation, financial reporting with exposure to Federal and State employment laws, compensation analysis and enterprise system reporting.
• Proficiency with Microsoft Office products, including Outlook, Excel and Word.
• Familiarity with HRIS enterprise-wide software, compensation planning and design.

• Familiarity with HRIS enterprise-wide software, compensation planning and design.

• Ability to communicate effectively verbally and in writing.
• Ability to mentor, coach, train and supervise employees.
• Ability to identify and/or document existing and new processes as well as evaluate their effectiveness.
• Ability to prioritize, organize and perform multiple work assignments simultaneously while meeting deadlines.
• Ability to develop, improve and streamline processes to meet established goals and objectives.
• Ability to function effectively with, or as part of a team.
• Ability to strategically plan and serve as a catalyst for organizational change, cultivate a shared vision with others, and motivate others to transfer vision into action.
• Ability to effectively manage projects that may vary in nature and scope.
• Ability to interpret and apply related federal, state and local laws, ordinances, rules and regulations related to the administration of human resources.
• Knowledge of government regulations as they apply to compensation base and incentive compensation programs, company policies and operations.

• Demonstrates self-awareness (Our culture thrives on positive intent, which applies to receiving/giving feedback).
• Action-oriented (you figure things out and execute).
• Manage ambiguity (things change so we want to know you can adapt).
• Collaborates (you know five heads are better than one).
• Nimble learning (you’re knowledgeable of a lot of subjects and are not afraid to share and seek new skills and insight).
  

Primary Location: US-FL-JACKSONVILLE

Job: HR

Organization: Crowley USD BU

Schedule: Full-time

Job Posting

Who is Saint Louis University? Founded in 1818, Saint Louis University is one of the nation’s oldest and most prestigious Catholic universities. SLU, which also has a campus in Madrid, Spain, is recognized for world-class academics, life-changing research, compassionate health care, and a strong commitment to faith and service.

All About You

The Senior Compensation Consultant is responsible for working closely with our Human Resources partners to support business leaders through the design, implementation, communication and administration of compensation programs that support our "pay for performance" and "total rewards" compensation philosophy.

• Design, communicate, implement and administer compensation programs, including broad-based and incentive programs.
• Partner with HR partners and business leaders to understand compensation needs. Provide consultation to various topics, including interpretation of compensation programs and practices, job evaluations, job descriptions, job profiles, salary placement, and organizational structure.
• Conduct scheduled and ad-hoc salary reviews and recommend changes to ensure pay remains competitive and internal equity is maintained.
• Assist with the annual university-wide compensation review process including salary, bonus and equity compensation recommendations and approvals.
• Assist with the annual incentive budget and salary increase budget processes.
• Conduct job evaluations and market prices jobs using best practices.
• Lead the research, selection and participation in salary surveys, and ensure maximum ROI.
• Review existing compensation processes and recommend creative ways to enhance efficiencies and consistency.
• Analyze and monitor compensation programs to ensure they are competitive, compliant, cost effective, align with business goals and support the company's compensation strategy.
• Continuously evaluate external labor market conditions to identify market trends and drive sound compensation decisions.
• Partner across functions and lead line of business and/or enterprise wide compensation projects as requested.
• Participate in line of business meetings, serving as the subject matter expert for Total Rewards.
• Responsible for proper FLSA classification in compliance with DOL regulations
• Promote the value of Commerce Bank's Total Rewards programs on a daily basis and through education and awareness initiatives.
• Perform other duties as needed.

• Solid understanding of current compensation best practices and pulse on evolving practices.
• Advanced level ability to accurately research, compile and synthesize information, draw conclusions and recommend solutions.
• Highly collaborative team player who proactively drives process improvements.
• Ability to work across teams and business units to lead discussions, influence and build consensus.
• Strong interpersonal skills, including the ability to work across the organization and interact, influence, negotiate and build trust effectively at all levels of management and peers.
• Strong verbal and written communication skills.
• Strong organizational skills, accuracy and attention to detail.
• Ability to effectively manage a variety of projects.

Minimum Qualifications:

Bachelor's degree in related field, or equivalent combination of education and experience required. 3+ years broad-based compensation experience required. Experience using Workday preferred. PHR and/or CCP certifications preferred.

Function

Saint Louis University is an equal opportunity/affirmative action employer. All qualified candidates will receive consideration for the position applied for without regard to race, color, religion, sex, age, national origin, disability, marital status, sexual orientation, military/veteran status, gender identity, or other non-merit factors. We welcome and encourage applications from minorities, women, protected veterans, and individuals with disabilities (including disabled veterans). If accommodations are needed for completing the application and/or with the interviewing process, please contact Human Resources at 314-977-5847.

Okta is looking for a dynamic Go-To-Market Compensation Manager to join our Total Rewards team. The GTM Compensation Manager will be responsible for managing Okta's global GTM commission and management by objectives (MBO) compensation programs and driving innovative and strategic solutions as Okta continues to grow. This role will partner with the human resources, recruiting, sales operations, finance, and legal teams on design initiatives, compliance, and process improvement.

Job Duties and Responsibilities:

• Partner with sales leadership, sales operations, finance, people, recruiting, and legal teams to align on and be responsible for the development, implementation, and administration of new and existing go-to-market variable plans
• Collaborate with senior leaders to provide strategic recommendations and solutions on compensation plan design and structure
• Ensure compensation plans are effectively supporting the various business goals and strategies
• Manage the quarterly Management by Objectives (MBO) payout process ensuring scores and calculations are captured and paid out in compliance with policy and plans
• Focus on improving standardization, automation, and scalability initiatives to generate a high-level of accuracy and efficiency in the go-to-market compensation programs
• Become the subject matter expert on all go-to-market plans, while also gaining a comprehensive understanding of the sales process and drivers for each business unit we support
• Develop Terms and Conditions for all existing and future go-to-market plans
• Support broad-based compensation initiatives as needed

Required Knowledge, Skills, and Abilities:

• 5+ years experience working with and supporting global go-to-market compensation design
• Experience working with Xactly and Workday preferred
• Experience at a public organization within the Saas, Computer Software or Technology industry preferred

Okta is rethinking the traditional work environment, providing our employees with the flexibility to be their most creative and successful versions of themselves, no matter where they are located. We enable a flexible approach to work, meaning for roles where it makes sense, you can work from the office, or from home, regardless of where you live. Okta invests in the best technologies and provides flexible benefits and collaborative work environments/experiences, empowering employees to work productively in a setting that best and uniquely suits their needs. Find your place at Okta https://www.okta.com/company/careers/.

Okta is an Equal Opportunity Employer.

#LI-AL1

Seeking experienced professional with proven success in salary planning/administration and employee benefits program design/implementation to lead the development and administration of compensation and benefits programs for a 400-person workforce. Applies strong organizational, analytical, and reporting skills to track and manage critical information.

Location: Chester, VT

Requirements

• Experience in compensation planning and design that demonstrates proficiency in compensation concepts, systems, practices, and methodologies
• Extensive experience managing employee benefits, including strategic planning, program design, vendor management, administration, and communications
• Demonstrated application of best practices in compensation and benefits program management
• Proficiency in state and federal employment, benefits and compensation laws
• Strong analytical skills/experience using information management tools
• Bachelor's degree in Human Resources, Business Administration, or related area (CEBS or CCP preferred)

About NewsBank

NewsBank, inc. has been a premier information provider for more than 45 years. Our comprehensive resources meet the diverse research needs of public libraries, colleges and universities, schools, military and government libraries, and professionals around the world.

EEO Minorities/Women/Disabled/Veterans - VEVRAA Federal Contractor

Logistics done differently.

At XPO Logistics, we’re constantly looking for talented individuals at all levels, who can deliver the caliber of service our company requires. As the Senior Manager, Corporate Compensation you will have the responsibility of supporting all corporate functions across the enterprise and will serve as the compensation business partner for all Corporate HR, Recruiting, Finance and Accounting teams. This position will play a key role in developing and producing compensation analyses, managing vendor relationships, leading the annual survey participation process and maintaining and updating the global job architecture technical framework. On our team, you’ll have the support to excel at work, and the resources to build a career you can be proud of.

Pay, benefits and more.

We are eager to attract the best, so we offer competitive compensation and a generous benefits package, including full health insurance (medical, dental and vision), 401(k), life insurance, disability and the opportunity to participate in a company incentive plan.

What you’ll do on a typical day:

• Manage compensation administration for all Corporate functions and provide strategy and thought leadership relating to all compensation matters to all Corporate HR business partners and Corporate and Executive recruiting teams
• Review all compensation changes across Corporate functions submitted by Corporate HRBPs and provide final recommendations based on market data, internal equity, compensation change history and other relevant datapoints
• Partner with HR and recruiting teams on new hire offer proposals and provide compensation
• Monitor the effectiveness of existing compensation policies, guidelines and procedures and provide insights and recommendations to improve compensation programs
• Manage the monthly Corporate bonus accrual process which includes auditing dataset for accuracy, updating based on changes in employee population and compensation, and submitting final amounts to accounting teams to book entries
• Lead the annual survey participation process to ensure timely submission across all compensation teams and regions and manage all survey vendor relationships
• Lead the review and administration of the Quarterly Collections Incentive Plan which includes reviewing quarterly performance to validate incentive payouts, assessing plan effectiveness and recommending changes to Compensation and Finance leadership and developing spot bonus proposals for ramp up periods
• Serve as the primary administrator of MarketPay to ensure the global compensation data library is regularly updated with job matches, employee data, new survey data and turn-key reporting is available as needed
• Manage the Global Compensation SharePoint site and continuously develop and conduct training for HR, Recruiting and People Leaders on compensation administration matters
• Support the monthly department budget reconciliation process and partner with Corporate FP&A to review and adjust department forecast based on current spend, team attrition and project costs
• Manage the global job architecture technical framework in SuccessFactors to ensure business rules are defined for HR Technology teams, backend tables are correctly configured, and effective controls are in place to maintain job architecture continuity
• Conduct annual review of global salary ranges, geo zones and established compensation guidelines and recommend updates based on market data changes, emerging best practices and internal analysis/feedback
• Develop standardized reports analyzing internal compensation trends, gaps and hot spots by reviewing compa-ratios, bonus targets and total cash compensation across employees to support MOR/QOR data submissions
• Conduct ad-hoc analyses and provide support to the global compensation team as needed

What you need to succeed at XPO:

At a minimum, you’ll need:

• Bachelor's degree or equivalent related work or military experience
• 5 years’ industry experience managing corporate compensation programs
• Experience using Microsoft Office products including Word, Outlook and PowerPoint with advanced proficiency creating complex formulas in Excel

It’d be great if you also have:

• Bachelor's or other advanced degree in Business Administration, Human Resources or Finance or other related discipline
• 7+ years related experience
• Experience with SharePoint
• Experience with SuccessFactors
• Demonstrated aptitude for understanding and analyzing large amounts of data from multiple sources

Be part of something big

XPO is a leading provider of cutting-edge supply chain solutions to the most successful companies in the world. We help our customers manage their goods most efficiently using our technology and services. Our greatest strength is our global team – energetic, innovative people of all experience levels and talents who make XPO a great place to work.

We are proud to be an Equal Opportunity/Affirmative Action employer. Qualified applicants will receive consideration for employment without regard to race, sex, disability, veteran or other protected status.

XPO adheres to CDC, OSHA and state and local requirements regarding COVID safety. All employees and visitors are expected to comply with XPO policies which are in place to safeguard our employees and customers.

All applicants who receive a conditional offer of employment may be required to take and pass a pre-employment drug test.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. All employees may be required to perform duties outside of their normal responsibilities from time to time, as needed.

• Performs analysis for base pay and incentive plans including changes in financial forecasts or changes in plan design.
• Designs creative solutions to specific compensation-related programs.
• Formulates pay recommendations for new hires, promotions and merit adjustments.
• Administers and communicates annual direct and incentive compensation programs.
• Creates insightful analysis, reports, and dashboards to improve compensation administration and other strategic efforts.
• Maintains compensation databases.
• Manages and administers the annual merit review and salary adjustment process.

• Bachelor's degree in business administration, statistics, finance or another field that uses quantitative analysis or equivalent related experience.
• 8 or more years of experience in compensation, strategy consulting, sales operations or similar analytical roles
• Strong understanding of FLSA, Equal Pay and other applicable wage laws to ensure compliance
• Extensive knowledge and experience with data analysis
• Advanced Excel skills including tables and graphing, advanced MSAccess or comparable database skills
• Strong communication skills
• Experience supporting corporate business partners
• Canadian compensation experience preferred
• Certified Compensation Professional (CCP) preferred
• SAP experience preferred

Provider Compensation
Full Time
Regular
Day Shift

Rated as one of the Top 25 Best Hospitals to Work for in the U.S., the heart of LMC is our 508-bed modern state-of-the-art facility. Winning the prestigious, "Summit Award" from Press Ganey for outstanding patient satisfaction, "Consumer Choice Award" from the National Research Corporation, all contributing to our reputation for giving our patients the highest quality care. Lexington Medical Center was voted one of South Carolina’s “Best Places to Work” for 2019!

We are located in heart of the Midlands, right outside of Columbia, SC, and one of the most successful integrated healthcare systems in the Southeast. As the third largest employer in the Midlands, we invite you to be a part of our ongoing success and join our LMC Family.

Under the general direction of the Manager of Provider Compensation, facilitates the analysis and development of provider-based compensation arrangements. Performs compensation analysis and fair market value assessments, develops new physician and APP compensation plans and incentives, documents FMV and commercial reasonableness, and provides stakeholders with reporting and analytical tools.

Minimum Education: Bachelor's Degree in Accounting, Health Administration, Mathematics, Finance, Statistics, Business Administration, or related field
Minimum Years of Experience: 2 Years of health care experience (to include at least 1 year of experience in accounting, financial analysis, or provider compensation)
Substitutable Education & Experience (Optional): None.
Required Certifications/Licensure: None.
Required Training: Advanced level proficiency with MS Excel;Proficient in developing complex financial models; Knowledge of statistical techniques and computer applications (i.e. spreadsheets, word processing, and databases) used in compensation management; Knowledge of medical professional billing, including CPT codes, wRVU and billing systems and processes; Experience or course work in compensation plans and/or contracts for physicians and/or APPs

• Monitors contract expiration dates and facilitates processing of related documents to ensure timely execution of agreements.
• Participates in designing, analyzing, and maintaining proposals for provider compensation plans, methodologies, and incentive-based pay programs, analyzes the impacts of compensation model changes, and makes appropriate recommendations.
• Participates in working sessions with stakeholders to obtain necessary information to ensure accurate analysis of compensation models.
• Gathers appropriate market research for assessing fair market value, community need, and commercial reasonableness of provider recruitment and retention.
• Collects and applies benchmark data to analyze productivity measures and coordinates data submissions for annual benchmark surveys.
• Designs, develops, and maintains reporting tools and databases related to physician and APP productivity and compensation.

• Gathers, analyzes, and interprets data to draw conclusions and/or make recommendations that support business objectives and optimize operations.
• Stays cognizant of current challenges and trends in provider compensation and anticipates how these changes impact past, current, and future operations.
• Completes documents required for processing contracts and amendments, coordinating with Compliance, Legal Affairs, and Leadership.
• Performs all other duties as assigned.
  

We are committed to offering quality, cost-effective benefits choices for our employees and their families:

• Day ONE medical, dental and life insurance benefits
• Health care and dependent care flexible spending accounts (FSAs)
• Eligible employees may also enroll in LMC's retirement plans on their date of hire, including the South Carolina State Retirement System (SCRS)
• Supplemental 401(k)
• 457(b) retirement plans
• Free life insurance – equal to 1x salary
• Adoption assistance
• 401(K) Match – LMC matches dollar for dollar up to 6%
• LMC provides its full-time employees short-term disability and long-term disability coverage after 90 days of eligible employment
• 529 College Savings
• Tuition reimbursement
• Student loan forgiveness

Equal Opportunity Employer

It is the policy of LMC to provide equal opportunity of employment for all individuals, and to remain compliant with applicable state and federal laws and regulations. LMC strives to provide a discrimination-free environment, and to recruit, select, on-board, and employ all employees without regard to race, color, religion, sex, age, disability, national origin, veteran status, or pregnancy, childbirth, or related medical conditions, including but not limited to, lactation. LMC endeavors to upgrade and promote employees from within the hospital where possible and consistent with the employee’s desires and abilities and the hospital’s needs.

• Three years in compensation administration
• Bachelor Degree

• Medical, Dental and Vision Insurance
• Paid Vacation, Sick Days and Holidays
• Paid Parental Leave
• Short and Long Term Disability
• 403b/401k Plan
• Flexible Spending Accounts (FSA)
• College Savings Plan
• Fitness Center
• Free Parking
• Life Insurance
• Comprehensive Wellness Program

• Manage our existing total compensation tools, processes and practices to ensure our employees are rewarded competitively, and own the development of new tools, processes and practices
• Play a key role in the annual pay planning cycle
• In partnership with the Total Rewards leader, own, drive and consult on our equity plan program design and deliverables
• Assess market pay trends against business needs, leading compensation efforts that work for our many internal clients and change partners
• Collaborate and take lead on projects and processes that help us proactively manage pay decisions for hiring, retention, and promotion opportunities
• Analyze internal and external data to test and propose new compensation recommendations and projects
• Partner with recruiters, HR business partners, and business leaders when determining pay for new roles or updating benchmarks

• Sharp: You are comfortable working with and integrating large data sets, using Excel and other appropriate tools.
• Concise: You can effectively summarize the data so that others can consume and use it.
• Savvy: You are confident in a range of roles - from analysis projects to answering individuals’ questions about their pay.
• Analytical: You dig in, and find the root causes and suggest and implement solutions.
• Methodical: You think long term in your design and execution to make compensation decisions better and more scalable as our business grows.
• Autonomous Expert: - You know your role and compensation, can assist, take the lead, consult and partner on all things compensation.

• Bachelor’s degree in related fields (graduate degree or MBA a plus)
• 8+ years relevant work experience in Compensation
• Experience supporting and evaluating compensation models and processes
• Experience with Radford, Payscale, other benchmarking surveys and tools
• Strong Excel skills including using advanced features (pivot tables, look-ups, macros a plus); Tableau a plus
• Excellent communication and presentation skills with multiple peer groups and levels of management
• Excellent organizational skills for tracking our data sources, and attention to detail
• Ability to handle multiple projects in a fast-paced environment with ambiguity and changing priorities

• Competitive compensation packages with a salary, bonuses, and stock grants
• Generous benefits, including three weeks of paid vacation, medical, dental, and vision insurance, and fully-paid family leave
• Strong startup culture

Raytheon Missile Defense (RMD) is currently seeking a Compensation professional who will plan, communicate and administer Raytheon Technologies’ Annual Compensation Planning programs to attract and retain top talent globally. As a member of the RMD Human Resources Total Rewards team, you will have an opportunity to participate on project teams and may lead initiatives involving multiple functions and processes that will have an impact at all levels. The consulting Compensation Analyst will require partnerships with HR and cognizant business unit leaders and Enterprise Compensation team to develop pro-active approaches to attract, retain and motivate employees in support of Company and business unit strategies and goals.

The Consulting Compensation Analysts core job responsibilities will include: job analysis, ensuring compliance with job structures, company policies, compensation governance and all federal and state laws; Compile and analyze internal HR data and compensation market surveys to effectively benchmark programs and practices; Work closely with Talent Acquisition, HR, and business unit leaders to establish equitable salary rates within the organization, balancing internal equity, external market, compliance and budget considerations; Lead special projects, collaborate with other HR experts on internal and external audits and serves as a subject matter expert on all other compensation related programs and/or issues impacting business; ensure that compensation programs are properly implemented and executed.



This position can be located in Tucson, AZ or Tewksbury, MA.

Required Skills:

• Minimum of 8 years of professional experience in human resources, benefits, employee relations and preferable direct experience in compensation analysis.
• Experience in compensation fundamentals, salary administration and / or job classification.
• Experience with Job Evaluation, Market Pricing, and analysis of data such as Survey submission and analysis of results.
• Knowledge and understanding of applicable labor laws.
• Demonstrated proficiency with Microsoft Office programs (Excel, Word and/or PowerPoint).

• Experience using PeopleSoft, Workday, SuccessFactors and / or MarketPay.
• Experience with labor unions.
• Certified Compensation Professional (CCP) designation.
• Must be able to work with all levels of the organization and handle high levels of confidentiality.
• Must work well independently and with a team with a high level of responsibility and confidentiality and navigate effectively in matrix environments.
• Excellent team building skills, self-motivated with the ability to multi-task in a fast paced environment.
• Creative problem solver with strong attention to detail, organization, and follow-up skills.
• Must have strong communication skills to include verbal, written, and interpersonal.
• Strong business acumen and understanding of the HR strategic partnership in driving business results.
• Ability to influence and manage change with a passion for HR and a proven track record.
• Experience in the defense industry.
• Familiar with Raytheon Technologies Policies and Procedures.
  

Required Education:

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

This position requires either a U.S. Person or a Non-U.S. Person who is eligible to obtain any required Export Authorization.

Raytheon Technologies is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, age, color, religion, creed, sex, sexual orientation, gender identity, national origin, disability, or protected Veteran status.

Romeo Power is leading the way in e-mobility. We design and manufacture EV battery technology for various electric mobility platforms. We are working hard towards unlocking the full potential of sustainable energy and climate change mitigation.

Position Overview

The Manager of Total Rewards at Romeo Power will be responsible for managing the organization's total rewards programs and policies. This includes the efficient administration and compliance of the company's benefits programs, such as medical, dental, short/long term disability, vision, accidental death/disability, 401(k), and leave of absence as well as the compensation ownership, analysis, and architecture. In this role, you will implement compensation & benefits policies and strategies by providing your subject matter expertise input to develop the compensation and benefits strategy in alignment with the business goals and objectives.

Duties and Responsibilities:

• Leads the administration of employee benefits, while driving additional initiatives that support employee's health and wellness
• Maintains all compensation and benefit plan compliance
• Manage vendor relationship with broker and evaluate competitive trends to recommend enhancements for long term and short-term goals
• Lead the salary grade structure design and implementation
• Contribute to communicating and educating employees on the organization's various compensation and benefit opportunities
• Lead the market assessment requirements, providing HR Business Partners and Talent Acquisition teams subject matter expertise on competitive compensation levels
• Collaborate across the HR team
• Market assessments will evaluate jobs against internal and external benchmarking, ensuring pay and benefit practices are competitive within the industry, compliant with all government requirements, and equitable internally
• Manage 401 (k) plan administration to ensure compliance with ERISA
• Monitor the effectiveness of existing compensation and benefits policies, guidelines, and procedures, providing insights and recommendations which support strategy and objectives
• Lead and support administration of compensation and benefits planning and merit planning process including establishing budgetary guidelines
• Manage the open enrollment process, including employee communication and education
• Manage leave administration

Basic Qualifications:

• Bachelor's Degree and or 7+ years of experience in compensation and benefits including commission plan design and total rewards programs
• Strong analytic ability with advanced knowledge of Excel; mastery of formula-based functions such as v-lookups, data manipulation, and pivot tables
• Knowledge of FMLA, COBRA, ERISA, ADA, Section 125, and all pertinent federal and state regulations, filings, and compliance requirements
• Proven experience as a strong organizational leader including the development and motivation of employees, prioritizing objectives, driving strategic plans, and measuring effectiveness
• Strong business acumen
• Familiarity with compensation and benefit providers and tools
• Knowledge with migration/implementation of HR platforms
• Excellent verbal, written, interpersonal, relationship building, and presentation skills
• Must possess strong organizational and time management skills
• Self-directed but able to be cross-functionally collaborative with employees and teams at all levels
• Demonstrated success in a fast-moving environment, fast-growing technology companies
• Calm in the face of uncertainty; comfortable working in a dynamic environment

We are an equal opportunity employer that values diversity at all levels. All individuals, regardless of personal characteristics, are encouraged to apply.

Romeo Power is a startup company located in Vernon, CA. just south of Downtown L.A. We design, and manufacture EV battery technology for various electric mobility platforms. Several of our talented staff come from Tesla, SpaceX, Faraday Future, Karma and other known unique and powerful companies. We are a group of highly-motivated and extremely talented staff that is set on launching products that will revolutionize the EV battery industry in power density.

Company Scope and Summary

Sarepta Therapeutics, Inc. (NASDAQ: SRPT) is at the forefront of precision genetic medicine, having built a world leading pipeline for the treatment of Duchenne muscular dystrophy (DMD). The Company has expanded its portfolio to include Limb-girdle muscular dystrophy (LGMD) and central nervous system (CNS) disorders across several therapeutic modalities, including RNA, gene therapy and gene editing. For more information, please visit www.sarepta.com .

The Total Rewards team is seeking a Director of Compensation to provide functional and subject matter expertise in support of the design and delivery of the company's Compensation strategy. This individual will contribute to and help execute the strategic planning, development, enhancement, and communication of Sarepta’s global compensation program and will report to the Senior Director of Total Rewards.

Responsibilities

• Oversee and conduct analysis on internal and external salary statistics making recommendations to Talent Acquisition, HR Business Partners and Management based on the information collected.
• Spearhead market data initiatives, preparing competitive benchmarking analysis as required for base, incentive compensation, performance management and equity
• Design and ensure a robust evaluation methodology for job profiles, families and leveling
• Partner with the Commercial team to develop innovative sales incentive and reward programs.
• Monitor the effectiveness of compensation programs, including internal equity and competitive structures, recommending modifications as appropriate.
• Build spreadsheets, analyze market data and perform analysis to support creation of new pay structure and job code system
• Keeps up to date on current market practices and assesses competitiveness of the compensation programs while partnering with the HR team.
• Ensure requests for market adjustments comply with current compensation policy.
• Oversee annual merit, equity and bonus cycle using Workday Advanced Compensation.
• Partner with Workday team to design, build, test and continuously evaluate Workday compensation functionality.
• Ensure programs, processes and timelines are documented and compliant with team strategies, policies and governmental regulations.
• Proactively collaborate with HR Business Partners in program delivery and other projects as assigned.
• Maintain clear understanding of the integration with HR and Finance workstreams (e.g. Equity management) and the downward impact of compensation-related decisions and process changes.
• Foster a culture of change management when new system functionality and process improvement is implemented.

Req uired Qualifications

• Bachelor's Degree or Masters degree preferable in business or finance discipline
• Ten plus years of compensation experience
• Working experience in a fast growing Pharmaceutical/Biotech/Healthcare industry experience strongly preferred
• Professional Certification (CEBS, PHR, SPHR, CCP etc.) preferred but not required
• Familiarity with Radford Biotechnology Surveys and Workday Advanced Compensation highly desirable
• Successful in designing compensation programs for a changing economy and possess thorough knowledge of best practices, policy & legal landscape and trends
• Meticulous attention to detail
• Collaborative mentality
• Ability to thrive in a fast pace, rapidly changing environment
• Strong interpersonal skills and demonstrated ability to communicate effectively, verbally and in writing, across all levels of the organization
• Extensive working knowledge of general business and HR practices with strong understanding of Human Resources programs, processes and data
• Ability to compile, analyze, interpret and present employee information and data accurately with attention to detail and the ability to influence decision making and demonstrate executive presence
• Critical thinker with strong time-management, organization, multi-tasking and prioritization skills to meet deadlines
• Ability to identify and resolve problems in a timely manner and gather and analyze information skillfully
• Deals with ambiguity and is able to change directions when needed
• Communicates effectively; strong and engaging facilitator
• Demonstrates self-awareness and is coachable
• Demonstrates managerial courage and strong executive presence
• Ability to adapt and learn on the fly

Candidates must be authorized to work in the U.S.

Sarepta Therapeutics offers a competitive compensation and benefit package.

Sarepta Therapeutics is an Equal Opportunity/Affirmative Action employer and participates in e-Verify.

Urban Air Mobility Division of Hyundai Motor Group Overview

Hyundai Motor Group is at the forefront of creating emerging mobility solutions that will foster the development of human-centered cities. The Group’s Urban Air Mobility Division is designing a completely new electric vertical take-off and landing (eVTOL) aircraft tailored to the mobility needs of future cities, allowing passengers a seamless intermodal journey that safely transports them to their final destination. We fuse research in autonomy, robotics, aviation and services to define a new category of mobility for the world’s communities. We believe in creative thinking and collaboration to help build a better mobility experience for everyone, improving people’s ability to move - whether for work or play.

Role Overview

As a new division of Hyundai Motor Group, our world-class team is working together to develop a completely new product, eVTOL, and build a new industry. Our team has been committed to the highest levels of excellence from the outset, and our human resources team is a key partner to ensuring UAM’s success.

We are looking for a savvy compensation professional with strong total rewards experience with an orientation in customer/client service. Our new Compensation & Benefits Associate position is responsible for overseeing the development, implementation, and maintenance of the company compensation and benefits programs. You will conduct job evaluations and salary surveys, establish salary structures, design incentive plans, develop salary budgets, and prepare policies and procedures to insure equitable and competitive pay. You will also maintain working knowledge of the federal and state legislation influencing compensation and benefits to ensure programs are current with regulations and practices, trends, and costs.

This is a unique opportunity to help shape a topflight human resources team for a high-growth, fast-paced innovative company.

This role will report to the Head of Corporate HR, and is based in Washington, D.C.

Responsibilities

• Develop, administer, and enhance compensation, benefit and recognition programs, policies and plans to attract, motivate and retain company workforce (base pay, variable pay, long-term incentives, executive compensation, PTO and flexible work schedules, defined benefit and contribution plans, rewards and recognition plans, health and welfare benefits plans, etc.)
• Develop and present annual compensation committee proposal for senior management approval
• Analyze total rewards programs to ensure alignment with company pay philosophy
• Ensure total rewards programs, policies and documentations are compliant with federal, state, and local laws and regulations
• Participate in national and local pay and benefit surveys to analyze results and develop recommendations
• Perform job analysis evaluations to develop salary grade structures
• Negotiate and interface with third-party benefits consultants to provide competitive, employee-friendly, inclusive plans at cost effective rates
• Develop annual benefits proposal for senior management approval
• Benchmark and research innovative, creative benefits programs and policies
• Track cost expenditures for compliance with budgets

• Bachelor's degree in HR, Business Administration or equivalent; master's degree preferred
• 5 - 10 years of relevant experience
• Experience designing, implementing and managing a total rewards program
• Experience in developing, designing and introducing new and/or enhanced compensation & benefit programs
• Excellent verbal and written communication skills with an emphasis on tact and diplomacy. In addition, teamwork skills are a must along with the ability to grasp new technologies.
• Outcome-oriented "doer" who enjoys rolling up your sleeves and doing what needs to get done
• Committed to supporting a diverse, equitable and inclusive work environment where all ideas, people and perspectives are seen, heard, and valued
• Certifications preferred: Certified Compensation Professional(CCP), Certified Benefits Professional(CBP), Certified Employee Benefit Specialist(CEBS)
• Advanced proficiency in Microsoft Office (Excel, Word, PowerPoint, etc.)
• Preferred experience in aviation, automotive, and the mobility space with UAS or UAM

Candidates applying for positions with the UAM division must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire.

Hyundai America Technical Center, Inc. (HATCI) is an Equal Opportunity Employer included Disabled and Veteran. VEVRAA Federal contractor.
From: Hyundai Kia America Technical Center, Inc. (HATCI)

• Act as trusted advisor to HR Business Partners, Talent Acquisition Team, and business groups, providing recommendations on compensation matters that both support business goals and ensure market competitiveness regarding application of compensation policies, practices, and guidelines.
• Partner with key stakeholders to drive and influence the development and execution of compensation projects, processes and initiatives such as salary structures, job leveling and FLSA exemptions.
• Perform various research and analyses to determine market competitiveness of compensation programs or to ensure compliance with current legal regulations.
• Develop and monitor key performance indicators, highlighting trends and analyze effectiveness of compensation programs.
• Conduct job evaluations, job leveling, and provide salary recommendations ensuring internal equity and market alignment of total compensation.
• Drive key areas in the annual compensation review process, including salary, bonus, and equity in Workday.
• Build and maintain job family structures and details for all employee positions, including job code creating, cleanup and data requests.
• Manage the compensation survey submission process annually.
• Create appropriate documentation and user training to support compensation programs.
• Manage compliance with applicable regulatory requirements regarding employee pay while staying up-to-date on current related legislation.
• Document business processes to streamline processes for the People Team.
• Participate in other Total Rewards projects and initiatives.

• 5+ years of relevant work experience in high tech and/or software industry.
• Experience working in a global business environment.
• High proficiency in Microsoft Excel and PowerPoint.
• Excellent analytical and problem-solving skills.
• Strong process management skills.
• Strong interpersonal skills and ability to work effectively in a team environment.
• Experience working independently and within a team to drive projects across multiple departments and business groups, using knowledge of both internal and external business practices to improve products or service offerings.
• Experience with HRIS systems (reporting, maintenance, etc.); Proficiency with Workday preferred.
• Analyzed data and created meaningful, understandable models, reports that are easily digestible.
• Developed concise presentations to illustrate and communicate related information.
• Experience partnering, influencing, and working effectively with all levels of an organization.
• Bachelor's degree in a related field or equivalent work experience.
• CCP certification preferred.

Role Mission:

The Compensation Intern will gain exposure to a variety of business functions, organizational segments, best practices and hands-on industry knowledge. The Intern, under direct supervision, will use basic knowledge and skills obtained through educational study and on-the-job training to assist in identifed department needs. The Intern will support the Compensation team by assigning and responding to questions/concerns via Zendesk tickets, assist with analyzing and tracking compensation data. The Intern will also support with other department priorities. Responsibilities may include research analysis, data entry, preparing presentations and data reporting. The ideal candidate must be analytical, detail-oriented, and have great communication skills with the ability to interact and engage with staff across all levels of the organization.

Accountabilities:

• Support Zendesk tickets so that 100% of Customer Service tickets have a 24-hour response time. This will be accomplished by:

• Reviewing and assigning Zendesk tickets to the appropriate Compensation team member.
• Following up with team member to ensure that a response has been sent.
• Closing out ticket once the issue has been resolved.

• Support updates and changes to all Compensation tools and Payscales. This will be accomplished by:

• Partnering with the Compensation Analysts to ensure that updates are captured.
• Update wage models, payscales, and policy documents once changes are captured and validated.
• Post and share revised documents.

• Support the monthly tracking of all Progress to Goals (PTG) for the Compensation team. This will be accomplished by:

• Assist in compiling all monthly metrics on the PTG worksheet.
• Validate the data to ensure accurate reporting.
• Update the PTG workbook monthly to reflect that information is as current as possible.

• Live values of IDEA

• Believes and is committed to our mission: that all students are capable of getting to and through college.
• Is driven by outcomes and results and wants to be held accountable for them.
• Has a propensity for action, willing to make mistakes by doing in order to learn and improve quickly.
• Thrives in an entrepreneurial, high-growth environment; is comfortable with ambiguity and change.
• Seeks and responds well to feedback, which is shared often and freely across all levels of the organization.
• Works through silos and forges strong cross-departmental relationships in order to achieve outcomes.

Qualifications:

• Current college student, preferably in a related field of study such as the social sciences or business
• Excellent oral, written, and overall communication skills
• Strong organization and attention to detail
• Highly self-motivated and proactive
• Quick to problem-solve logistical challenges
• Ability to work with a diverse group of people, including IDEA school leaders
• Can operate Microsoft Office (including Excel, Word and Outlook and willing to work any new software)

Compensation: This is a part-time intern role of $10/hour.

Senior Advisor, Retail Compensation- (Loveland, Colorado, U.S.A.)

At Nutrien, our Purpose is to grow our world from the ground up and we do so with safety and integrity as our core values. Nothing is more important than sending our people home safe, every day.

Nutrien is a leading provider of agricultural products, services, and solutions. With approximately 20,000 employees world-wide, we are the largest producer of potash (by capacity) and one of the world’s largest producers of nitrogen and phosphate. We also operate a leading agriculture retail network that services over 500,000 growers.

We harvest the best. Diverse views and experience make us strong. We look for people who have a safety-first mindset, who are collaborative team players, who deliver on their commitments, who are innovators in search of a better way, and who believe in inclusion.

Working at Nutrien will provide you an opportunity to help us Feed the Future, and grow your career.

What you will do:

• Support the Human Resources Business Partner (HRBP) community in the creation and delivery of the compensation programs to leaders and employees within the Retail Business Unit, ensuring Nutrien’s workforce is positioned competitively and administered internally in an effective and equitable manner
• Provide guidance and expertise to HRBPs regarding issues related to compensation
• Provide subject matter expertise on a variety of plans that may include wage rate, base pay, short and long-term incentives, as well as sales incentive plans for executive, staff and hourly employees
• Interface with, and provide guidance to, multiple stakeholders outside of the Total Rewards Center of Excellence such as: HRBPs, HR Shared Service Center, Finance, business leaders and third-party consultants and data providers
• Participate in and contribute to the design, development, implementation and communication to the business for the following compensation programs: base pay structures, incentive programs and equity plans that align to the overall compensation philosophy
• Lead efforts to transfer knowledge on compensation programs and processes across the business through transparent discussion and effective listening
• Complete job evaluation, market pricing, and participate in market surveys
• Complete annual competitive analysis of jobs and provide recommendations for program development
• Analyze and forecast the cost of current and potential compensation programs
• Ensure compensation programs align with business objectives and comply with all applicable laws and regulations
• Lead and participate in compensation projects
• Model our core value of safety by enabling a culture in which you are actively contributing to a safe work environment
• Other duties as required

What you will bring:

• Bachelor’s degree required, experience in lieu of degree may be considered
• Minimum seven (7) years of experience in Human Resources including compensation required
• Certified Compensation Professional (CCP) certification preferred
• Strong knowledge of compensation programs and philosophies
• Knowledge of broad HR principles
• Excellent verbal and written communication skills
• Proficient with utilizing software tools to extract, analyze, and present data
• Highly proficient with Microsoft Office including (but not limited to) Excel (in particular), PowerPoint, and Word
• Exceptional analytical, problem-solving, and decision-making skills
• Partner with and influence others to resolve complex and sensitive compensation challenges
• Lead projects from concept through design, communication, and implementation
• Formulate recommendations and work with a high degree of autonomy

Are you a good match? Apply today!

Nutrien is an equal opportunity employer that is committed to creating an inclusive workplace. We evaluate qualified applicants without regard to race, color, religion, age, sex, sexual orientation, gender identity, genetic information, national origin, disability, veteran status, and other legally protected characteristics

This job will remain posted until filled. In accordance with Nutrien policies, you will be required to undergo a background check and may be required to undergo a substance test. While we appreciate all applications we receive, only candidates under consideration will be contacted.

To stay connected to us and for the latest job postings and news, follow us on: LinkedIn, Facebook and Twitter

**EOE race/color/sex/sexual orientation/gender identity/disability/veteran

Description:

Find what you’re looking for in your career, at PacMed as a Financial Analyst working in Physician Compensation (1.0 FTE, Day Shift) in Seattle, WA.

We are seeking a Financial Analyst to serve as an internal Physician Compensation consultant to Pacific Medical Centers’ senior management and department directors. Responsible for organizing, analyzing, and presenting comprehensive physician compensation information to finance, physicians, and physician leadership to support Physician Compensation functions

In this position you will:

• Monthly process Physician Compensation analysis to provide accurate and timely information
• Actively acquires, assesses, and validates data required to process Physician Compensation
• Proactively determines accuracy of input, provides recommendations on and execution of improvements to the process in order to maintain accuracy of output
• Quarterly, prepares templates in Excel, meet with stakeholders to quarterly assess advances, and changes to provider participation in model
• Annually perform reconciliation and settlement analysis for fiscal year compensation, including adjustments and incentive pay
• Prepare and execute changes to the model for any annual changes to assumptions, including but not limited to, rates, incentive pay, and adjustment methodologies.
• Works with the Physician Compensation Committee to review departmental and provider YTD rates, annual projections, and provider draw rates
• Monthly tracks provider performance against expectations and analyzes major variances for stakeholders; prepares a variance report for executive management identifying variances over or under expectation
• Disseminate Physician Compensation information to providers, finance, and leadership
• Monitor and respond to inquiries with focus on customer service. Investigate, perform root cause analysis, and recommend mitigations or execute solutions

Qualifications:

Required qualifications for this position include:

• Bachelor's Degree Finance, Accounting, or Business preferred
• Experience developing and using complex models in Excel with disparate sources.
• Experience in business and variance analysis.

Preferred qualifications for this position include:

• Two (2) years experience in financial analysis, specifically in a healthcare setting.

Pacific Medical Center:

Pacific Medical Center is an expanding network of outpatient clinics providing primary and specialty care to the greater Seattle area and employing more than 150 providers representing most medical specialties. Pacific Medical Centers is affiliated with Providence Health & Services, which operates 28 exceptional not-for-profit hospitals and more than 350 clinics across the West. With hundreds of physician and advanced practice provider opportunities in virtually all specialties at any given time, Pacific Medical Centers and Providence offer diverse locations, lifestyles and practice models. Find what you are looking for in your next practice opportunity with Pacific Medical Centers! Learn more at www.pacmed.org/pro

We offer a full comprehensive range of benefits — see our website for details —

http://pacmed.jobs/benefits/

Our Mission

Our mission is to provide respectful, high-quality, patient-focused healthcare to each person and to the communities we serve.

About Us

Quality and respect. These are the words Pacific Medical Centers (PacMed) employees live and work by. PacMed is a private, not-for-profit, primary and integrated multispecialty health care network with 10 outpatient clinics across the Puget Sound region and more than 175 primary and specialty care providers. Affiliated with the Providence Health & Services system, PacMed provides patient-focused health care — and even same-day appointments — to patients in King, Snohomish and Pierce counties. We provide immediate access to cutting-edge technology, first-class facilities and board-certified specialists, many of whom have been listed as among “Seattle’s Best Doctors.”

Pacific Medical Centers, PacMed, and their Affiliates' (collectively “PacMed”) comply with applicable Federal civil rights laws and do not discriminate on the basis of race, color, national origin, age, disability, or sex. PacMed does not exclude people or treat them differently because of race, color, national origin, age, disability, or sex.

Schedule: Full-time

Shift: Day

Job Category: Financial Analyst

Location: Washington-Seattle

Req ID: 271422

• Conduct local market compensation surveys for different market data, evaluates company competitiveness and makes recommendations including cost/benefit impacts.
• Analyze salaried, hourly, middle, and senior management positions and assists managers in preparing and updating job descriptions.
• Evaluate and price jobs for placement in salary structures.
• Audit for program compliance and regulatory compliance.
• Assist with salary administration programs, including merit review program, auditing changes in wages and salaries for conformance to policy.

• 5 years' experience in HR and/or Compensation demonstrating strong knowledge of compensation theory, methodology, legislative governance (including wage and hour regulations) compliance, tools, and processes.
• Demonstrated success supporting compensation programs. Strong verbal and written communication skills. Strong interpersonal and consultative skills.
• Excellent organizational and multi-tasking skills; detail-oriented. Demonstrated critical and creative thinking skills and problem solving skills.
• Demonstrated strong research and analytical skills with ability to interpret complex data, detect trends, draw conclusions, and formulate recommendations.
• Proficient in Microsoft Office (Word, Excel) or equivalent software. Proficient user of HRIS software and reporting tools.

At American Express, we know that with the right backing, people and businesses have the power to progress in incredible ways. As part of the Colleague Experience Group, our mission is to provide a great colleague experience every day. We obsess over understanding the colleague experience at a deeper level to co-create simple and great ways of working that enable everyone to be and deliver their best.

The Director, Executive Compensation within the Colleague Experience Group (CEG) is a full-time permanent position and is responsible for the day to day management of activities associated with executive pay, programs, processes and policies. This role is core to planning and preparing for Compensation & Benefits Committee (CBC) meetings throughout the year, annual Proxy Statement including CD&A and associated compensation tables and enhancing our Annual Incentive Awards and Long-Term Incentive Awards. This position will report directly to the Vice President of Executive Compensation & Regulatory Compliance.

The ideal candidate will have outstanding leadership, strategic thinking, influencing, communication skills. This candidate needs to have a proven record of working at a very fast pace and operating both independently and within a high-performing, global team environment.

Key Responsibilities:

• Drive senior executive year-end compensation process
• Responsible for the preparation and/or management of key elements of the Company’s annual proxy statement including CD&A and compensation tables
• Rigorously monitor executive compensation trends, staying abreast of applicable legislation and Federal Reserve Board requirements governing executive compensation and warrants disclosure in the CBC meetings or other public filings
• Engage with key stakeholders across Finance, Legal and Controllership on accounting and regulatory aspects of executive compensation programs
• Facilitation of annual risk assessment review and engagement with external consulting firms
• Responsible for the creation and maintenance of all informational material related to annual compensation, new sign-on/one-time pay, timing of terms for potential senior level candidates
• Support broader enterprise priorities across Global Compensation, as applicable
• Lead a team of Managers and Analysts

• Bachelor's in Human Resources, Psychology, Finance. Advance degree preferred
• 10 years of progressive experience in Compensation with at least 5 years in Executive Compensation
• Extensive knowledge of executive compensation programs and processes
• Excellent written and oral communication skills with outstanding ability to translate ideas and thoughts in written presentations
• Strong collaborative skills to engage colleagues and peers to drive execution
• Ability to operate effectively in a team environment including interactions with teams across Compensation, Controllership, Legal, Operations as well as all levels of Management
• Previous experience in interpreting corporate governance issues, SEC and IRS regulations.
• Familiarity with the standard concepts, practices, and procedures within compensation
• High proficiency in using MS Excel and MS PowerPoint is required

Additional Details:

• Location: 200 Vesey St, New York, NY 10285
• Visa Sponsorship: Employment eligibility to work with American Express in the U.S. is required as the company will not pursue visa sponsorship for this position.

American Express is an equal opportunity employer and makes employment decisions without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability status, age, or any other status protected by law.American Express is an equal opportunity employer and makes employment decisions without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability status, age, or any other status protected by law.

• 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

• 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, etc.
• Project Management skills
• Passed department CEE exam (within 3 months of hiring)
• CEP Designation (designation must be obtained within Corporate Services Group’s policy)

Publicis Communications is the creative communications hub of Publicis Groupe, bringing together the Leo Burnett, Saatchi & Saatchi, Publicis Worldwide, BBH, Marcel, Fallon, MSLGROUP and Prodigious networks

Present in over 100 countries, Publicis Communications aims to deliver transformative work to its clients and to attract the best talents in the industry.

Publicis Communications draws upon the expertise of over 30,000 employees.

"Our ambition is to be the indispensable creative partner to our clients in their own transformation, by delivering seamless access to the creative firepower of our networks through end-to-end platforms linking consumer insight, brand knowledge and creative ideas, boosted by data and technology." Arthur Sadoun - CEO Publicis Groupe www.publicisgroupe.com

www.razorfish.com www.saatchi.com www.leoburnett.com www.fallon.com www.bbh.com www.mslgroup.com www.marcelww.com www.nurun.com www.prodigious.com

This is a freelance position with Publicis Communications (a Publicis Groupe Solution Hub) from November 2020 to April 2021. There is potential for this role to convert to full-time.

Job Summary:

The focus of this temporary position is to manage executive compensation programs including design, nomination, approvals, execution in HRIS system, and partnering with finance teams to ensure commitments are accounted for properly. Drive the executive compensation strategy, programs, and analysis that attract, motivate, and retain top executive talent for the Publicis Communications US agencies by sharing leading total reward concepts and best practices. Provide guidance that ensures executives are compensated appropriately while the agencies’ financial commitments are met.

Primary Responsibilities:

• Manage executive compensation programs such as bonus plans, long term incentives, perks and allowances, etc.
• Manage time-sensitive salary review process for executives including HQ approvals.
• Ensure compliance with company policies by maintaining and monitoring control processes/procedures.
• Facilitate HRIS data integrity for executive compensation elements.
• Ensure timely delivery with near-perfect data accuracy in a fast-paced and fluid environment with constantly shifting priorities.
• Steward compensation module within SAP SuccessFactors.
• Monitor the competitive marketplace to ensure awareness of competitive U.S. pay levels, best practices, trends, and new developments. Analyze such data and make recommendations to management as appropriate.
• Monitor the effectiveness of compensation structures, programs, policies and procedures to ensure alignment with business objectives.
• Evaluate competitive practices, assess the company’s position to market, and make recommendations that are aligned with industry practices and business objectives.
• Advise management/leadership on pay decisions, policy and guideline interpretation, and job evaluation, including the design of creative solutions to specific compensation-related programs.
• Participate in and manage global job grading project for US entities, including calibration across organizations.
• Keep abreast of federal, state, and local laws and regulations and ensure compliance with regulatory requirements.

• Bachelor's Degree in Business, Human Resources or related field
• 5+ years of experience in an executive compensation role
• Impeccable record of consistent data accuracy and integrity
• Deep experience in U.S. compensation planning and design, administration, compliance and communication
• Demonstrated strategic thinking, drive for results and timely decision-making
• Ability to establish, prioritize and manage processes while ensuring all deadlines are met in an environment of short notice and quick turnaround requirements
• Self-starter with proactive, consultative approach to partnering with leaders
• Excellent interpersonal and communication skills including the ability to collaborate cross-functionally, build and manage relationships with key stakeholders, influence management and senior executives, and transfer knowledge to build capabilities in team members, HR partners and others
• Knowledge of compensation-related laws and regulations
• Strong financial and analytical skills
• Managerial experience
• Demonstrated ability to maintain strict confidentiality
• Proficient in Microsoft Office products, HRIS systems, and compensation software; SAP SuccessFactors experience strongly desired
• Excellent Excel skills are required; database experience is a plus
• Excellent organizational skills and attention to detail
• Certified Compensation Professional (CCP) preferred
  

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

Samsara is looking for a Compensation & Analytics Partner to help build and support our total rewards strategy and processes as we scale.

Samsara aims to be an employer with best in class compensation practices for fairness, equity, and ability to motivate/retain. You will partner with business leaders to ensure the right compensation decisions are made with the right data through compensation surveys and clear compensation processes.

The ideal candidate has a strong understanding of compensation strategy at both small and large companies, private and public companies. You will help us define and continually evolve our rewards package as the company scales. You are not only analytical but also a great data storyteller that knows how to provide actionable insights.

Samsara is a fast-growing environment where you can have a big impact on the success of the product and the company. This position will be fully remote until July 2021. We expect to offer flexibility when we return to San Francisco full time. This position will be fully remote until July 2021. We expect to offer flexibility when we return to San Francisco full time. This is a full-time position and includes Lyft/Uber commuter benefits, stock, 401(k) match, medical, dental, vision benefits.

In this role, you will:

Manage all global compensation programs, structures, policies, and processes (base pay, merit, promotions, variable incentives, and equity programs). Provide front line analytical support and guidance to business leaders, HRBP and Recruiting for all compensation related inquiries. Manage the bi-annual performance and reward cycles. Make recommendations for internal and external offers to attract and retain highly sought-after talent, including executives, balancing talent acquisition objectives with internal equity and budget considerations.

• Compensation Data: Own accurate, well-organized data to support effective compensation and people analytics. Administer and evolve our market pricing tools and benchmarking methodology. Complete compensation surveys. Support ongoing job mapping and career levelling. Own regular pay parity analysis. Ensure compliance with all applicable country and state regulations governing global compensation programs.
• Compensation Cycle: Participate in the philosophy and design, and own the compensation-related execution of the bi-annual performance and rewards cycle across all functions, including: guidelines, budget, DEI analysis, support in WorkDay. Identify functionality and business rules for the architecture of the Workday compensation module. Ensure effective partnerships with HR stakeholders and business throughout the cycle.
• Compensation Training: Develop compensation training programs for both employees and managers. Provide subject matter expertise and accurately interpret, counsel, communicate, and educate HR stakeholders, employees and managers on pay decisions, policy and guideline interpretations, and job evaluations.
• People Analytics: Utilize analytical and database skills to build HR metric dashboards and detailed reports that will be used across the organization.

An ideal candidate has:

• 8+ years experience in Compensation; preferably in global companies or previous compensation consulting experience
• Excellent problem-solving capabilities and judgment; ability to make sound decisions independently; solutions-oriented; thrives in ambiguity
• Strong analytical and project management skills, proven ability to design and communicate clear processes, and a detail-oriented yet flexible approach to problem solving
• Adept in critical and conceptual thinking skills, combined with ability to synthesize information to see the big picture while effectively managing the details
• Impeccable discretion when handling sensitive and confidential information
• Experience handling shifting priorities and multitasking in a deadline oriented environment. Ability to work efficiently and effectively in a fast-paced, complex environment
• Strong bias for action and not afraid to "roll up your sleeves"
• Strong Excel expertise, database management skills, and G suite
• Experience with Workday preferred
• Excellent self-management and interpersonal skills
• Strong communication skills (verbal, written and presentation)

• 
  Assists in administration of base and variable pay programs, short-term incentive and long-term incentive programs.
• Performs various market research and analyses to determine market competitiveness of compensation programs.
• Conducts job evaluations, job leveling, and provide compensation recommendations ensuring internal equity and market alignment of total compensation.
• Functions as business partner with human resources team and management on various compensation projects, including review, development and re-design of existing programs.
• Manages compensation survey submissions.
• Assists in administration of company’s annual merit increase program.
• Manages relocation program and external program vendor for company.
• Ensures compensation programs are in compliance with established regulations guidelines, processes, and procedures.
• Identifies opportunities for and implements process improvement.
  

EXPERIENCE:

5 years required, 7 years preferred of prior relevant experience, including job evaluation and market pricing.

Experience with merit planning, short-term incentive and sales incentive programs.

Global compensation experience.

EDUCATION:

Bachelors’ Degree is required.

Licenses/Certificates/Designations - Certified compensation professional (CCP) preferred.

SKILLS/REQUIREMENTS:

High proficiency in Microsoft Excel.

Advanced analytical and problem solving skills, with exceptional attention to detail.

Ability to analyze and interpret data, identify key themes, trends or issues and draw conclusions.

Understanding of job analysis, job evaluation and compensation survey methodology.

Strong process management skills.

Knowledge of federal, state and local wage and hour regulations.

Exposure to designing and implementing pay structures, job evaluation systems, reward and recognition programs.

Strong interpersonal skills and ability to work effectively in a team environment.

Ability to work autonomously.

Excellent verbal and written communication skills.

Working Environment:

Work is generally performed within an office environment, with standard office equipment. Lighting and temperature are adequate and there are no hazardous or unpleasant conditions caused by noise, dust, etc.

physical requirements:

Work is generally sedentary in nature, but may require standing and walking for up to 10% of the time.

mental requirements:

Employee required to analyze and interpret complex data.

Employee required to problem-solve.

At WESCO, we offer a competitive compensation and benefits package including medical, dental, vision, life, AD&D, paid time off (PTO), 401k, tuition reimbursement, STD/LTD, Legal assistance and more.

EQUAL OPPORTUNITY EMPLOYER WESCO International, Inc., including its subsidiaries and affiliates ("WESCO"), is an Equal Opportunity and Affirmative Action Employer. It is the policy of WESCO to not discriminate against any job applicant or employee based on age, race, religion, color, handicap, sex, physical condition, disability, sexual orientation, gender identity, national origin, or protected veteran status or any other protected status. This policy includes but is not limited to the following: recruitment and employment, promotion, demotion, transfer, compensation, selection for training including apprenticeship, layoff, or termination.”

The Senior Benefits and Compensation Analyst performs professional level administrative and analytical duties to support the tracking of benefits costs, census and billing reconciliations, and to evaluate compensation programs, conduct market surveys and prepare appropriate modeling and analytics in conjunction with administering our compensation policies and programs. Researches, analyzes, and evaluates data that is part of the compensation and benefits programs.

COMPENSATION

• Participate and complete compensation market surveys to ensure market competitiveness and determine market trends.
• Benchmark jobs against survey data to determine competitive compensation ranges for each position.
• Analyze market data and provide comprehensive internal and external equity analysis as needed.
• Evaluate new positions to determine level and grade within the organization; create job codes as needed.
• Prepare and maintains job descriptions for each position in the organization; ensures descriptions accurately reflect the work being performed by incumbents.
• Assess jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.
• Participate in updating and maintaining Workforce Structures in Oracle.
• Perform audits on data integrity
  

BENEFITS

• Participate in various employee benefit surveys, summarize the results and develop recommendations to maintain competitive, cost-effective benefits.
• Provide support for implementation of new benefit programs, plans, processes, and/or carriers.
• Analysis of utilization reports, carrier reports, and claims data & trends.
• Creates and maintains reports, performs data audits and analysis, reconciles payment and contribution discrepancies as required to support the benefit plans.
• May assist in the tracking and analysis of claim and premium data
• Researches and analyzes financial variances as a result of premium reconciliation process and takes appropriate corrective action.
• Data, reporting and analytics responsibilities to facilitate collecting, analyzing, and summarizing employee benefit data and trends.
• Provides batch processing to load benefits data into Oracle Cloud HCM to provide fresh, integrated information.
• Tests Oracle system to ensure benefit costs are accurately applied.
• Assists in the preparation and review of reports, charts, datasets, emails, and benefit meeting notes.
• Support key projects through communications, process development, system testing, and interface mapping.
• Manage the tuition reimbursement process including communicating and administrating the program.

• 4+ years of related experience or equivalent combination of education and experience.
• Experience with Oracle HCM Cloud or related Oracle HRIS system required.
• Advanced excel skills, including pivot tables and V look-ups, required.
• Knowledgeable of federal and state laws (ACA, social security administration, Medicare, 401k) required.
• Experience with pension plans, 5500s, 895-5SSa’s and retiree medical highly preferred.
• Proficient in using Excel formulas and functions to gather, analyze, manipulate and audit large data sets.
• Experience modeling data and creating reports.
• Possesses and applies knowledge of the fundamentals, concepts, practices and procedures of compensation and benefits.
• Strong analytical skills to assess critical information and formulate recommendations for compensation related issues.
• Ability to manage shifting, and sometimes competing, priorities, deadlines.
• Excellent verbal/written communications skills.
• Strong attention to detail and follow-up skills.

• Bachelor’s degree in human resources, business administration or related field from an accredited college or university or the international equivalent required.

• WorldatWork Certified Compensation Professional-CCP or Certified Benefits Professional-CBP preferred SHRM-CP or SHRM-SCP preferred

• EOE/AA M/F/D/V

Why VITAS Healthcare and What Do They Offer Me?

VITAS Healthcare is the nation’s leading provider of end of life care. We provide our employees opportunities for professional growth, advancement and competitive benefits.

Benefits Include:

• Competitive compensation
• Health, dental, vision, life and disability insurance
• Pre-tax healthcare and dependent care flexible spending accounts
• Life insurance
• 401(k) plan with numerous investment options and generous company match
• Cancer and/or critical illness benefit
• Tuition Reimbursement
• Paid Time Off
• Employee Assistance Program
• Legal Insurance
• Roadside Assistance
• Affinity Program

We offer a variety of full-time, part-time and per-diem employment opportunities. You can choose to work day or night shifts, weekdays or weekends.

Employees earn competitive salaries and have the flexibility to choose a benefits package suitable to their own needs and lifestyle.

Wabtec Corporation is a leading global provider of equipment, systems, digital solutions and value-added services for freight and transit rail. Drawing on nearly four centuries of collective experience across Wabtec, GE Transportation and Faiveley Transport, the company has unmatched digital expertise, technological innovation, and world-class manufacturing and services, enabling the digital-rail-and-transit ecosystems. Wabtec is focused on performance that drives progress, creating transportation solutions that move and improve the world. Wabtec has approximately 27,000 employees in facilities throughout the world. Visit the company’s new website at: http://www.WabtecCorp.com .

It’s not just about your career… or your job title…it’s about who you are and the impact you are going to make on the world. Do you want to go into uncharted waters…do things that haven’t been done to make yours and someone else's life better? Wabtec has been doing that for decades and we will continue to do so! Through our people, leadership development, services, technology and scale, Wabtec delivers better outcomes for global customers by speaking the language of industry.

Senior Compensation Analyst

Wabtec is looking for an analytical, collaborative, creative and knowledgeable Sr. Compensation Analyst to join our team. This position is responsible for providing compensation subject matter expertise and analytical support to Wabtec’s HR team and Business Management in all facets of compensation including base, variable, and long-term incentive compensation. The Senior Compensation Analyst will be a key contributor to the Wabtec Compensation and Benefits Team.

Responsibilities:

• Manage and administer at least one of Wabtec’s broad-based incentive programs
• Participate as a subject matter expert in the implementation of Wabtec’s job architecture project
• Assist with the administration of Wabtec’s long-term incentive program nomination process and long-term incentive plan analysis as requested
• Provide ongoing benchmarking and survey analysis to evaluate the competitiveness of Wabtec’s pay levels and compensation programs
• Participate in salary surveys and assist with the building and maintenance of Wabtec’s salary structures (upon completion of job architecture)
• Provide expert consultation to the Wabtec Human Resources team, Managers and employees on compensation related questions.
• Project manage assigned total reward projects from inception to implementation
• Partner with other members of the compensation and benefits team on compensation related enhancements to Workday
• Identify opportunities for improvement in processes and develops and provides education for leaders, HR and other business units.
• Prepare special market analysis as requested. Present findings to leadership.
• Assist with the development, launch, and monitoring of effective communication materials that enhance the understanding and value of Wabtec’s compensation programs.
• Model compensation cost implications, identify trends, and make recommendations for senior management.
• Additional duties and responsibilities as assigned

Required Qualifications

• Bachelor’s degree in HR, Finance, Accounting, or other business-related field or an equivalent combination of education and 8 years’ experience sufficient to successfully perform the key accountabilities of the job
• Minimum 5 years’ progressive experience in Compensation/Total Rewards specific to Base, short-term, and long-term required
• Advanced proficiency in Microsoft Excel

Desired Qualifications

• Certified Compensation Professional (CCP) or coursework toward CCP preferred
• Minimum 8 years’ progressive experience in Compensation/Total Rewards specific to Base, short-term, and long-term required
• Experience with Workday
• Ability to travel occasionally
• Excellent verbal and written communication/language skills required to include the ability to provide written and verbal instructions, compile and present business reports/correspondence, and present information clearly.
• Capable of planning and organizing work and processes; ability to self-direct projects and meet deadlines.
• Exceptional reasoning ability and good judgment to assist with complex business decisions

Relocation lump sum may be provided if you meet eligibility guidelines

Wabtec Corporation is committed to taking on the world’s toughest challenges. In order to fulfill that commitment we rely on a culture of leadership, diversity and inclusiveness. We aim to employ the world’s brightest minds to help us create a limitless source of ideas and opportunities. We believe in hiring talented people of varied backgrounds, experiences and styles…people like you! Wabtec Corporation is committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or expression, or protected Veteran status. If you have a disability or special need that requires accommodation, please let us know.

HRIS DATA ANALYST – HRIS, HR OR COMPENSATION ANALYTICS – LEGAL FIRM Birmingham, AL
Leading Legal Firm is willing to pay what it takes plus benefits. Professional with good verbal & written communication, customer service, analytical, mathematical and computer skills. Great career opportunity for someone dependable and ambitious looking or a future. The position of HRIS Data Analyst will compile, validate and synthesize employment and compensation related data from multiple sources, workbooks and spreadsheets. Working efficiently with data sets (varying sizes from small to large) in Excel-pivot tables and using formulas. Researching data sources as applicable to project needs. Create and prepare compliance reports. Assist in the development of HRIS-related metrics, analysis and presentations. Someone with organizational, problem solving, analytical, mathematical skills and experience analyzing and reconciling large data sets. Great if have HRIS, HR or Compensation analytics. Knowledge of EEO/affirmative action compliance related laws and regulations is a plus. Bachelor's Degree. Normal Hours: 8am-5pm, Monday-Friday. Criminal/Drug screening. VIP PERSONNEL, INC. offers a free service to job seekers. Call: 733-8889, Fax: 733-8817, Email: vip@vipemployment.com, www.vipemployment.com

Albertsons Companies is one of the largest food and drug retailers with 2,300+ stores. The Albertsons Companies family of brands includes some of the most prominent brands in food retailing, with a growing base of loyal shoppers. Thanks to the professionalism, diversity, spirit and friendliness of our people, we have locations across the U.S.

Albertsons Companies has an exciting opportunity to lead our Retail and Supply Chain Compensation strategy across the organization. This leader will have the opportunity to help influence and shape new specialized programs to help support the business during a time of unprecedented growth in our organization. In this role you will play an integral part in how we retain and reward our employees across our nearly 300,000 associates.

What does it take to be successful here? You have an entrepreneurial spirt and a successful track record of delivering reward programs employees love. You have a curious mindset. You are innovative and bring creativity to improving processes for efficiency and automation. You want to be part of a team that will lead an HR transformation, build an amazing culture, and drive the overall success of the company. You enjoy coming to work, rolling your sleeves up and getting creative. If that's you then what are we waiting for? Let's do this!

This position is located in Boise, Idaho or Arlington, Texas.

Position Overview

Supports the strategic development, design, implementation, communication, and compliance of compensation programs to align with the Company's compensation philosophy and business objectives. This position will collaborate with cross functional teams in HR, Retail, and Supply Chain to identify, develop and deliver strategic compensation programs that meet and anticipate the internal needs of the organization while monitoring external trends in the marketplace.

Key Responsibilities include, but are not limited to:

• Develops strong partnerships and provides counsel to HR and Business Management groups on job design, job documentation, FLSA exemptions, organizational design and restructures, job leveling guides and policy interpretation on compensation questions and concerns. Facilitates positive and proactive communications, coordination and consideration of business needs in order to achieve mutually effective outcomes in support of the business objectives. Combines internal data, stakeholder feedback and external competitive data to make decisions that impact employees and the business in a meaningful way.
• Develops salary budgets, structure changes and compensation policies and procedures that ensure the achievement of equitable and competitive employee compensation.
• Researches strategic issues and recommends changes to compensation programs/philosophy as appropriate. Keeps abreast of best practices and continually reviews current compensation processes and procedures in order to provide guidance to management on the organization's response to changing trends within the marketplace. Identify opportunities for both internal and external process improvements and recommend solutions for implementation.
• Provides direction and analysis in plan design that enhances opportunities to achieve business objectives.
• Manages salary surveys vendors and develops internal market pricing tools to ensure proper alignment of jobs to competitive market data. Ensures participation in relevant salary surveys and research that allows the company to market price, develop and implement competitive salary structures in order to administer compensation practices, polices and guidelines.
• Manages and organizes special projects as needed. Participates in task forces and special assignments as needed.
• Ensures compensation programs comply with legal and other regulatory agencies.

Qualifications:

• BA/BS degree, preferably with emphasis in HR, Accounting, Finance or General Business
• CCP certification or course completion highly desired

• Previous retail compensation experience dealing with multi-unit locations
• 7+ year's compensation consulting
• Demonstrated subject matter expert in compensation plan development
• Experience in compensation benchmarking, fixed and variable compensation plans, total rewards programs and job evaluation is a must

Skills and Background:

• Demonstrated ability to apply compensation knowledge, philosophy, best practices and sound decision-making processes to current and proposed compensation programs.
• Collaborative leader that works to develop simple solutions based on business needs.
• Strategic thinker and demonstrated knowledge and experience of competitive compensation strategy and practices is a must including job evaluation, bonus plan design, market analysis and FLSA and related regulations.
• Creative, analytical and results-oriented
• Demonstrated ability to draw conclusions, themes and trends from data analysis and communicate results to high level officers
• Demonstrated capacity to resolve issues in a timely manner, creatively design solutions and proactively implement strategies with a bias for flawless execution.
• Self-starter with strong critical thinking and conceptual abilities; excellent project management skills.
• Ability to thrive in a fast paced, high workload environment and effectively support and adjust to change and help others through change.
• Must maintain confidentiality, sound judgment and independent decision making in problem solving and in developing alternative strategies.
• Ability to deal with complex data in a demanding fast paced work environment. Focus on the detail and accuracy of analysis as well as the ability to see the bigger picture.
• Ability to work under continual deadlines, time constraints and manage multiple projects with concurrent timelines.
• Excellent communication skills; exhibit strong presence, verbal and written presentation skills, and ability to interact with multiple stakeholders, both inside and outside the organization.
• Strong working knowledge of MS Office with advanced Excel and Access skills.
  

Preferred Skills & Qualifications:

• Master's Degree, preferably with emphasis in HR, Accounting, Finance or General Business
• Previous retail compensation in a publicly traded company
• Experience with Oracle compensation modules or cloud based HR/Comp systems.

How to Apply: Interested candidates are encouraged to submit a resume by visiting https://www.albertsonscompanies.com/careers/en/home.html

Diversity is fundamental at Albertsons Companies. We foster an inclusive working environment where the different strengths and perspectives of each employee is both recognized and valued. We believe that building successful relationships with our customers and our communities is only possible through the diversity of our people. A diverse workforce leads to better teamwork and creative thinking, as well as mutual understanding and respect.

The Albertsons Companies policy is to provide employment, training, compensation, promotion and other conditions of employment without regard to race, color, religion, sexual orientation, gender identity, national origin, sex, age, disability, veteran status, medical condition, marital status or any other legally protected status.

We support a drug-free workplace - all applicants offered a position are required to pass a pre-employment drug test before they are hired.

AN EQUAL OPPORTUNITY EMPLOYER

The purpose of this position is to provide analytical and operational support to the benefits and compensation function. The incumbent will have the ability to perform mathematical calculations in computing rates, premiums and adjustments ensuring that benefit and compensation program is competitive and equitable so that the company attracts and retains talent. The Analyst will specialize in benefit and compensation laws as well has a deep understanding of the labor market competitiveness. Will also develop, maintains and administers the company’s salary administration process and various compensation programs including variable compensation.

The analyst partners with management to ensure job descriptions are current, relevant and accurate. This position is also responsible for assuring thorough audits, reports and personal contact that company compensation programs are consistently administered in compliance with company policies and government regulations.

Key Responsibilities:

• Collaborates with leadership and human resources on a variety of projects, including incentive program implementation, analysis, budgeting, and implementation of new programs, equity elections, benefits analysis, and workforce planning.
• Responsible for providing various analyses in support of key organizations within the Company.
• Works in a team environment as a key member of the Silfex Human Resources Department.
• Manage stock grant list and equity usage.
• Maintain survey provider relationships and subscription renewals, participate in compensation surveys, perform survey job matching, and conduct ad-hoc benchmarking and market research as needed.
• Assist with the annual competitive analysis for total compensation review.
• Assist with monthly and annual headcount ratio analysis.
• Analyze internal and external compensation data. Prepare analysis, data modeling, and costing in support of salary increase budget, promotion budget and salary range development.
• Support the annual focal program administration, including system configuration, testing and executing the delivery of our compensation programs.
• Contribute to various other projects and initiatives pertaining to global total reward programs and practices.
• Administer benefit and compensation plans, supporting testing and data validation for benefit and compensation business processes and be a subject matter expert in benefits, leave of absence, and compensation.
• Serve as a liaison for leave of absence – tracking all activity and monitoring claims.

To be successful, the person filling this position will:

• Exhibit strong judgment, sound decision-making, and the ability to set or adjust priorities as the business environment demands.
• Operate with a sense of urgency, bias for action, and possess an authentic desire to thrive in a complex organization.
• Be team oriented and role model leadership skills.
• Think; Customer, Company, Individual. Be a highly analytical thinker and problem solver. Be attentive to detail, extremely organized, curious and driven by the desire to do the right thing.
• Exhibit strong project and time management skills, with the ability to manage multiple projects to closure, effectively and efficiently.

Essential Requirements:

• Bachelor’s degree in Business, HR or related field with a minimum of 5 years relevant experience in the Compensation function or other relevant experience utilizing analytical skills, such as in the Finance function; MBA preferred
• Competence in the analysis of data; Broad-based compensation programs experience; global compensation experience preferred
• Highly proficient with desktop software, including Microsoft Word, PowerPoint, and specifically Excel; demonstrated ability to effectively utilize HRIS, ERP and web-based tools
• Excellent customer service skills and strong work ethic; ability to interface effectively with employees across cultures
• Demonstrated verbal and written communication skills required; demonstrated attention to detail; ability to translate analyses into concise and clear management reports/presentations
• Demonstrated progressive compensation analytical experience, preferably in the high technology industry
• A passion for accuracy with a sense of urgency
• Strong spreadsheet skills in analyzing large quantities of data
• Displays integrity and ethics in handling confidential information.

Physical Demands:

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job the employee is regularly required to stand and use hands to finger, handle, or feel. The employee is frequently required to reach with hands and arms. The employee is occasionally required to walk; sit; climb or balance; stoop, kneel, crouch, or crawl and; talk or hear.

The employee is occasionally required to lift up to 30 pounds. The employee regularly is required to lift up to 10 pounds. The vision requirements include close vision, distance vision, peripheral vision, depth perception and ability to adjust focus.

While performing the duties of this job the employee is frequently exposed to work near moving mechanical parts and fumes or airborne particles. The employee is occasionally exposed to wet and/or humid conditions. The noise level in the environment is moderate.

As a critical analytical role within the Total Rewards & People Strategy team, you will be integral in building and maintaining the technical tools for the national People & Culture team and broader organization. You will be working side-by-side with our Compensation and Benefits team, Business Partners and Recruiting team to ensure we enhance our data analytics and integrity in our compensation outcomes. You will also be exposed to our Finance and Legal teams as we continue to enhance our controls. This role frequently is involved in meetings with senior leaders throughout the company, so opportunities for growth and exposure to decision-makers are limitless!

At Compass you will:

• Develop analytics and reporting addressing top organizational priorities across compensation, people strategy, benefits and wellness
• Partner in the development of our emerging HRIS/Workday strategy through coordination, maintenance and enhancement of the HRIS platform particularly as it relates to reporting out of the system
• Provide ongoing analysis of trends and performance against key organizational metrics and objectives for the purposes of monitoring progress and calculating incentive outcomes for employees
• Partner with our equity finance team to manage our equity compensation programs and provide input on go-forward recommendations and enhancements
• Engage day-to-day with the numerous People & Culture systems and tools that our team uses, including interfaces between HRIS, payroll and other internal/external systems
• Provide training and advisory to our employees including systems training, executing the year-end compensation process, annual benefits renewal and wellness initiatives
• Provide project management support for assigned projects and tasks to ensure successful completion
• Produce ad hoc analysis/reports including detail to support special initiatives

What we're looking for:

• Bachelor's degree in Human Resources, Business, Statistics, Data Science or relevant field with at least three years in compensation and data analysis
• Experience working with large database sets and multiple HR-related tools, including HRIS, performance management, compensation planning and benefit portals
• Experience with data analysis, modeling, design and documentation especially as it relates to incentive plan design and performance outcome calculations
• Detail oriented with strong quantitative skills especially in statistical analysis
• Analytics application-proficiency (Google suite, MS office notably MS Excel, Tableau); experience with Workday reporting preferred
• Excellent organizational and interpersonal communication skills, tact and discretion in handling sensitive information, and strong work ethic; ability to effectively collaborate and work with all staff levels

At Compass, our mission is to help everyone find their place in the world. This means we continually celebrate the diverse community different individuals cultivate. As an equal opportunity employer, we stay true to our mission by ensuring that our place can be anyone's place.

• Oversees the company’s compensation policies and programs.
• Prepares and maintains job descriptions for each position in the organization
• Ensures job descriptions accurately reflect the work being performed by employees.
• Interviews and surveys employees and managers to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job.
• 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.
• Researches employee benefits in similar industries; based on findings, recommends changes or updates to the company’s existing benefits or policies.
• Works with insurance brokers and investment planners to create competitive, cost-effective benefits packages for the organization; facilitates implementation and enrollment for insurance and retirement plans.
• 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.
• Performs other related duties as assigned.

• Bachelor’s degree in Business Administration or Human Resources.
• 3+ years work experience as Compensation Analyst.
• Proficient with MS Office Word, Excel and PowerPoint, and HRIS systems.
• Outstanding people skills.
• Excellent communication skills, both verbal and written.
• Proficient with compensation research and data analysis.
• Strong problem-solving skills.

Caliber Collision is the largest, fastest-growing collision repair company in America. Right now, we're looking for highly talented, dedicated, and quality-focused teammates to help restore the rhythm of our customers' lives.

Job Summary
Assists in the development and administration of employee incentive/bonus plans and salary administration programs by performing the following duties

Essential Job Duties

• Timely and accurate calculation of weekly commission/incentive award payments to teammates based on commission plan provisions.
• Administration and calculation of monthly and quarterly variable pay programs, producing accurate and timely payouts to employees.
• Performs related support activities needed for the development, implementation, reconciliation, communication and administration of sales commission or incentive programs, plans, policies and targets.
• Reviews final calculated payment reports for accuracy and completeness.
• Assimilates and maintains records of incentive and commission data through various sources, presenting information required to support teammate inquiries and management requests.
• Provides analysis and reporting for management as it relates to commission and incentive plans, including, but not limited to, ad hoc reports, compensation history reports and year end compensation analysis and reporting.
• May assist with the developing analytical tools and statistical reports/dashboards to monitor and track bonus payments and base salary actions across Caliber.
• Works with the field management and department heads to process pay changes for teammates eligible for incentive based plans.
• Researches special compensation programs or incentive systems to support the organization's objectives.
• Reviews and advises management or Field HR staff on proposed salary actions (base salary, adjustments, promotions) to ensure conformance with established guidelines and policies on compensation actions for employees.
• Other duties as assigned
  

• Bachelor’s degree in related field or equivalent combination of education, experience and training that provides the required knowledge and skills
• Minimum 2-5 years of related experience
• Strong multi-tasking skills in order to manage multiple, competing priorities and duties (planned and unplanned).
• Good interpersonal and analytical skills, with strong attention to details and accuracy.
• Must have Advanced Excel skills
• Strong communication skills with the ability to communicate to all levels within the organization.
• Possesses a strong customer service orientation to effectively answer inquiries from employees and act as subject matter expert regarding commission and incentive compensation.
• Familiar with a variety of the HR concepts, practices, and procedures.
• Knowledge of relevant U.S. laws and regulations (e.g., FLSA, Equal Pay Act, Title VII, Tax, GAAP, SEC) related to compensation programs
• Experience processing commission-based payouts preferred
• Strong attention to detail skills.
• Ability to handle highly sensitive information confidentially.
• Proven analytical skills and proven experience using and applying organizational planning
• Solid background defining problems, collecting data, establishing facts, drawing conclusions and making recommendations

Caliber Collision didn’t get to be the nation’s largest collision repair company by accident. It’s taken an unyielding commitment to being the collision repair center of choice in every community we serve – a vision that began when our company was founded in 1997 and continues strong to this day. To achieve this, we’re not just part of the collision repair industry - we lead it. Not only by setting new standards in customer service, but also by implementing cutting edge technology at every turn. This is how we’ve built a company with more than 1,000 convenient, state-of-the-art repair centers and growing, and why hundreds of thousands of people entrust their vehicles to us every year. We are driven by our purpose – to restore you to the Rhythm of your Life. A career at Caliber is not for everyone, but if you’ve got the drive, we’ve got your ride!

The Compensation & Benefits Manager manages the integrity and competitive quality of the organization’s total rewards program. This position leads the development, implementation, and administration of compensation, benefits, and recognition/rewards programs. Through innovative design and execution, this position ensures that all programs are competitive, compliant, equitable and aligned with business strategy.

Essential job responsibilities:

• Identify, analyze and recommend enhancements or changes to compensation and benefit programs based on market trends, company strategy, or changes in regulations. In addition, assist in research, development and implementation of executive pay programs such as deferred compensation and equity programs
• Negotiate and manage relationships with insurance carriers, consultants, actuaries, brokers, record keepers and third-party administrators
• Implement benefit design changes, enhancements, and/or new programs
• Manage the design, testing, implementation and maintenance of the Human Resource Information System (HRIS)

• Develop and maintain a global mobility program to support our internationally based members and business strategy

• Develop and implement communication/education programs related to total rewards programs to enhance member knowledge, appreciation, and effective use of benefits

• Act as an internal consultant to the human resource team and managers in support of job offers, promotions, terminations, etc. on compensation and benefit issues

• Collaborate with human resource team to ensure standard work processes are implemented, continually evolve, and meet quality standards

Education & Experience:

• Bachelor’s degree in related field
• A minimum of five year of experience managing or administering employee compensation and/or benefits programs
• Experience in HRIS administration. Experience with UltiPro a plus.

Knowledge, Skills and Abilities:

• Excellent analytical skills and collaborative problem solving required.
• Knowledge of compensation structures, policy, and reporting requirements.
• Strong knowledge of benefit regulations, market trends, and program design.
• Strong communication skills with all levels in an organization.

A Great Place to Work: Become a Member

Once you are hired at Stanley Consultants, you become a member of our member-owned company. Our Core Values speak to the capabilities, initiative, integrity, creativity, and commitment that make you, as a member, our most important asset. As a member, you have the opportunity to chart your own career path and play a role in shaping our mutual future.

CLICK HERE: BENEFITS AND REWARDS

#LI-KS1

Qualifications

Skills

Behaviors

Motivations

Education

Preferred

Experience

Licenses & Certifications

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)

Shutterfly has an exciting contract opportunity for a Director of Compensation to direct, develop, evaluate and lead compensation programs and the implementation of compensation policy, procedures and systems.

Key Responsibilities:
Designs, implements, administers and maintains corporate-wide compensation programs, policies and procedures, including job evaluation and market benchmarking.
Maintains market competitive salary guidelines.
Oversees the administration of a market-based salary review process/system, which includes the process of collecting, analyzing, interpreting and distributing data for compensation decision-making.
Leads and oversees the annual salary administration, focal base pay and bonus review processes.
Partners with HR leaders who consult with senior manager regarding compensation matters.

Education:
Bachelor's Degree in Business or Human Resources or equivalent experience
CCP, CSCP preferred

Experience:
12 or more years in human resources, majority within Compensation
5 or more years of management experience
SAP experience preferred
Broad, in-depth knowledge of compensation, evolving technologies, and best practices
Strong knowledge of the market, trends, regulations and economic environment
Advanced problem solving and analytical skills
Advanced analytic skills, with proficiency in Microsoft Excel, Power Point and Word
Strong leadership and influencing skills
Good interpersonal skills; seasoned executive communication skills

Logistics done differently.

At XPO Logistics, we’re constantly looking for talented individuals at all levels, who can deliver the caliber of service our company requires. As the Manager, Corporate Compensation you will support the Corporate Compensation function and have enterprise wide responsibility in matters relating to minimum wage and salary compliance, system configuration, year-end cycle management, accrual management, incentive plan documentation, compensation survey participation and training facilitation. This role will provide expertise in developing key indicator reporting and providing ad-hoc support to the compensation leadership team. On our team, you’ll have the support to excel at work, and the resources to build a career you can be proud of.

Pay, benefits and more.

We are eager to attract the best, so we offer competitive compensation and a generous benefits package, including full health insurance (medical, dental and vision), 401(k), life insurance, disability and the opportunity to participate in a company incentive plan.

What you’ll do on a typical day:

• Manage end-to-end FLSA minimum wage and salary compliance for all employees in the United States and maintain data accuracy in GovDocs
• Partner with Business Unit Compensation and HR Technology teams to configure compensation tools and systems for all year end compensation cycles
• Lead efforts to define audit protocols and conduct regular compensation data audits within SuccessFactors in partnership with Business Unit Compensation and HR Technology teams
• Create training materials for all incentive plans and compensation systems and host live training webinars for business unit compensation teams, HRBPs, people leaders and employees
• Manage and update annual incentive plan documents and partner with L&D teams to configure XPO University for plan document acknowledgement
• Create and maintain key indicator reporting for company-wide compensation metrics including total compensation expense for salaries, bonuses, salary increases and all incentive compensation
• Manage end-to-end bonus, severance and retention accrual processes on a monthly basis by partnering with Business Unit Compensation, HRBPs and Corporate Accounting teams and provide roll up reporting to the global compensation leadership team
• Provide full life cycle project management and project delivery for key compensation projects
• Create look-up tools using Microsoft Excel for global salary ranges and develop custom reporting tools as needed for HRBP and Recruiting teams
• Assist in global compensation survey participation with Mercer, Willis Towers Watson, Radford and other ad-hoc surveys

What you need to succeed at XPO:

At a minimum, you’ll need:

• Bachelor's degree or equivalent related work or military experience
• 5 years’ industry experience managing corporate compensation programs
• Experience using Microsoft Office products including Word, Outlook and PowerPoint with advanced proficiency creating complex formulas in Excel

It’d be great if you also have:

• Bachelor's or other advanced degree in Business Administration, Human Resources or Finance or other related discipline
• Experience with SuccessFactors
• Demonstrated aptitude for understanding and analyzing large amounts of data from multiple sources

Be part of something big.

XPO is a leading provider of cutting-edge supply chain solutions to the most successful companies in the world. We help our customers manage their goods most efficiently using our technology and services. Our greatest strength is our global team – energetic, innovative people of all experience levels and talents who make XPO a great place to work.

We are proud to be an Equal Opportunity/Affirmative Action employer. Qualified applicants will receive consideration for employment without regard to race, sex, disability, veteran or other protected status.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. All employees may be required to perform duties outside of their normal responsibilities from time to time, as needed.

Summary

The Compensation Analyst is responsible for managing the compensation programs and processes for Macon-Bibb County’s base, bonus, long-term, and incentive plans. Develop and maintain competitive, cost-effective, and internally equitable compensation programs, using external and internal benchmarking analysis and market research.

QUALIFICATION REQUIREMENTS:
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 abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Essential Duties and Responsibilities

The following duties are representative of the work required for this job. These are not to be construed as exclusive or all-inclusive. Other duties may be required and assigned.

• Review job descriptions and conduct job analyses, market reviews and job evaluations for new positions, positions with significant changes and during organizational changes.
• Compile, summarize and analyze external market survey results and internal pay data for use across various decision-points (e.g. development of hiring ranges, new hire recommendations, standard and ad hoc analyses, year-end cycle review process, etc.).
• Manage all components of employee compensation data management within these systems, including the management of Job Profiles and related information.
• Analyze day to day compensation information needs, and suggest improvements to data records, data maintenance, data flow, and reporting tools.
• Ensure compliance with related regulations, including accurate classification of all positions with regard to FLSA status.

Education, Training and Experience

Bachelor's degree in Business Administration, Human Resources Management, Public Administration, Finance or closely related field from a four-year college or university preferred; additionally, five (5) years previous experience and/or training involving working with compensation plans or any equivalent combination of education, training and experience which provides the requisite knowledge, skills and abilities for this job.

NECESSARY SPECIAL REQUIREMENTS:

• Possession of a valid Georgia Motor Vehicle Operator’s License.

Knowledge, Skills, and Abilities

The Compensation Analyst must be knowledgeable of the following principles, procedures, and concepts:

• Knowledge of applicable employment laws and regulations.
• Knowledge of Macon-Bibb County benefits, policies, and procedures.
• Knowledge of training methods and techniques.
• Ability to assume different roles and responsibilities in a short timeframe.
• Ability to acquire new knowledge on a wide range of Human Resources subjects.
• Ability to plan, coordinate, and organize work; set priorities and meet deadlines
• Ability to proficiently utilize computers and basic office programs.
• Ability to work independently and demonstrate initiative.
• Ability to communicate effectively both orally and through writing.
• Ability to maintain a courteous effective working relationship with employees, County Officials and Department Heads.

$53,268.80 Annually

Macon, GA

Job Type

Full Time

Department

Human Resources

Job Number

202000155

Closing date and time

10/30/2020 at 5:30 PM Eastern Time (US & Canada)

Agency

Macon-Bibb County Government

Phone

478-751-2720

Department

Human Resources

Address

700 Poplar St.

Macon, Georgia, 31201

Working Title: Human Resources Compensation Consultant

Location: 400 S. Fort Harrison Avenue, Clearwater, FL 33756

This position provides professional human resources (HR) services coordinating classification and compensation related projects and programs across the ten Appointing Authorities within Pinellas County Government that comprise the Unified Personnel System. This position requires in-depth knowledge of HR programs, personnel rules, policies and administrative procedures and routinely consults with department leadership on these matters. Work includes complex job analysis and compensation analysis, including authoring reports and rendering decisions and recommendations related to these efforts. This position serves as a technical expert coordinating with other staff in the research, development, implementation and administration of HR programs and projects. Work is performed with considerable independent judgment and initiative.

Position Specific Requirements

• 8 years of highly technical and professional human resource management operations experience with 2 years of direct experience in compensation analysis and job analysis; or
• Associate’s degree and 6 years of highly technical and professional human resource management operations experience with 2 years of direct experience in compensation analysis and job analysis; or
• Bachelor's degree and 4 years of highly technical and professional human resource management operations experience with 2 years of direct experience in compensation analysis and job analysis; or
• Master’s degree and 2 years of highly technical and professional human resource management operations experience with 2 years of direct experience in compensation analysis and job analysis; or
• Doctoral degree.
• An equivalent combination of education, training, and/or experience.

Additional Requirements

• Assignment to work a variety of work schedules including compulsory work periods in special, emergency, and/or disaster situations.

Highly Desirable

• CCP Certification.
• Public Sector Human Resources experience classification and compensation.
• Experience with market pricing software such as Salary Assessor, Economic Research Institute.
• Critical thinking skills to use logic and reasoning to identify solutions, conclusions or approaches for resolving problems.
• Practical experience and knowledge of Microsoft Office, Oracle, Internet Explorer, and other related software applications, Internet Explorer, and other related software applications.

Illustrative Tasks (These are examples and are not all inclusive.)

• Collaborates with stakeholders in order to create new or to modify existing classification specifications.
• Collects, analyses, and synthesizes job content information in conducting position audits to evaluate jobs. Uses independent judgment to determine the resulting job classification.
• Collects, analyzes, and synthesizes benchmark salary data in conducting market pricing of occupations. Uses independent judgment to determine the resulting pay grade allocation.
• Provides guidance and advises directors and employees at all levels of the organization on complex administrative and technical classification and compensation issues, rules, laws, and regulations.
• Provides technical expertise related to workforce planning, and coordinating the implementation of strategic organizational development tools, such as; career ladders, trainee roles, and organizational structure changes.
• Monitors legislative and industry trends and recommends policies and procedures modifications and improvements which meet professional standards and contribute to the improved effectiveness of the Unified Personnel System (UPS).
• Completes benchmark salary surveys using independent judgment in order to identify appropriate internal job matches.
• Compiles information and prepares reports and documents pertaining to position audits for approval of the Human Resources Director under delegated authority of the Personnel Board.
• Prepares, coordinates, and delivers services to support workshops, training, education, and special workforce planning related matters.
• Performs related work as assigned or required.

Knowledge, Skills, and Abilities

• Knowledge of HR rules, policies, procedures and terminology
• Knowledge of Unified Personnel System; appointing authorities and departmental business practices, and occupational job families
• Knowledge of job analysis and position classification methods and practices
• Knowledge of market pricing and compensation analysis methods and practices
• Ability to communicate effectively both verbally and in writing as appropriate for audiences all levels of the organization
• Ability to manage and prioritize among multiple competing assignments
• Knowledge of principles and practices for providing exceptional customer service
• Ability to analyze and synthesize complex information and form recommendations
• Ability to listen to and understand information and ideas presented through spoken words and written formats.

#LI-JC1

Provides subject matter expertise and strategic business partner consultation on compensation plans and programs to support Advocate Aurora Health’s compensation philosophy, maintain external equity to the market, internal equity, and alignment with the key priorities and strategies of the organization. Collaborates with key stakeholders including Human Resources and operational managers on strategies to ensure compensation programs support the recruitment, motivation and retention of critical talent. May support the base, executive and/or physician compensation functional areas.

Executes and consults on compensation programs to ensure total cash compensation is competitive with the market, supports engagement and furthers the goals of the organization. Strong focus on compensation consulting including job evaluations, offers, restructuring, proactive data driven compensation planning and analytics.

Serves as the main point of contact for customer groups. Builds and maintains strong relationships with, and provides tactical and strategic guidance to HR partners and functional leaders to jointly resolve concerns and issues on simple as well as complex compensation matters that attracts, motivates, and retains talent.

Stays well-informed of all legal issues surrounding compensation plans and ensures that company programs are in compliance with local, state and federal laws. Conducts on-going research and benchmarking to understand best practices and emerging trends.

Responsible for administration of regular cycle processes which may include but not limited to: annual merit cycle, minimum wage increases, compression analysis, annual market pricing review, and annual incentive awards. May be a process owner and/or an implementer as required.

Supports Compensation leadership with preparing for various meetings, including content creation, analyses, calculations and ensuring documents are finalized in a timely manner.

Develops and delivers reports and supports communications to increase understanding and awareness of compensation programs and their linkages to other HR programs. Acts as a change agent where necessary.

Supports and maintains the job evaluation and job description processes that furthers clear articulation of position accountability and interrelationships in organizational design and structure. Supports the job architecture, compensation pay structures, salary survey participation and market pricing processes.

May collaborate with Compensation leadership on annual budget planning process to ensure organization remains market competitive and effectively manages cost. May partner with Finance in support of budget and accounting related inquiries.

Using technical and analytical expertise, manages key compensation projects from design to implementation.

Serves as a mentor to Compensation Analysts and engages those resources for select reporting, analytical and project support for consulting related activities.

Licenses & Certifications

None Required.

Degrees

Bachelor's Degree in Business or related field.

Required Functional Experience

Typically requires 5 years of experience in compensation within a health system or similarly sized/structured business.

Knowledge, Skills & Abilities

Ability to travel throughout the AAH service areas. Extended and flexible hours - early morning and evening meetings may be required.Hands-on functional experience and demonstrated knowledge of compensation practices.Strong interpersonal and communication skills (verbal, written and presentation) including the ability to communicate and present complex ideas in a simple way.Demonstrate flexibility and work collaboratively across all levels in the organization.Strong analytical skills, both quantitative and qualitative, plus proficiency in Excel, PowerPoint, and other HR software/systems.Ability to balance multiple and competing priorities in a fast-paced environment with a strong client-focused approach.Ability to work independently and lead initiatives as required, demonstrating effective project management skills, with strong sense of urgency and ability to meet tight deadlines.Knowledge of human resources and compensation including knowledge of relevant Federal, State, and local laws/regulations relating to compensation.Ability to identify and solve problems creatively.

Kratos is looking for a Compensation and Benefits in the San Diego, CA area.

Kratos Defense & Security Solutions, Inc. (NASDAQ:KTOS) develops and fields transformative, affordable technology, platforms, and systems for United States
National Security related customers, allies, and commercial enterprises.

At Kratos, we encourage an entrepreneurial spirit balanced with discipline. We work hard, and take care of our customers, employees and families. Recognized as
thought leaders in our industry, we are motivated by creating and delivering innovative solutions to our nation and global customers. We proactively build trusted
relationships with our peers, partners and customers, and take ownership for our actions—always striving to do the right thing.

Kratos offers Medical, Dental, Vision, Life, Short and Long Term Disability Insurance, 401(k) Savings Plan, Employee Stock Purchase Plan (ESPP), Paid Time Off,
Paid Holidays, Tuition Reimburesement, and more.

Job Description:
The Compensation and Benefits Manager is a hands-on role that provides an opportunity to manage all benefit and compensation programs and processes.
Responsibilities include: oversight of benefit practices, offerings and analytics designed to help ensure retention; and oversight of compensation philosophy
and pay practices to insure equitable and competitive employee compensation.

• Responsible for the planning, development, implementation and management for all benefits offerings through collaboration with HR staff and the appropriate Executive Team Leader(s), obtaining leadership/organizational buy-in to align with the organization’s strategic goals.
• Continually analyze benefits policies and practices; ensure that programs are current with regard to trends, practices and costs.
• Review, and monitor contract provisions with vendors and service providers; Negotiate coverage, services and costs.
• Works on issues where analysis of situations or data requires an in-depth knowledge of organizational objectives.
• Establishes and assures adherence to budgets, schedules, work plans, and performance requirements.
• Responsible for the development, administration, communication and ongoing maintenance of policies and practices related to benefits and systems to ensure they meet organizational needs that are compliant.
• Provide consultative advice to HR business partners on benefits, policy and best practices.
• Build and maintain strong partnerships with a high level of effective interface with HR team members, Finance, Payroll, IT and Legal.
• Other duties as assigned or requested.

• Oversees the development, implementation, and maintenance of the company compensation programs, policies, and procedures.
• Oversees, supports and may participate in compensation activities such as annual salary survey input, pay structure analysis and maintenance, and related activities.
• Responsible for performance management: Administers, configures, and maintains the performance management section of the HRIS system; provides communication regarding performance management schedule/timelines; provides training to and supports managers and employees with performance management questions.
• Maintains a working knowledge of federal and state legislation influencing compensation.
• Other duties as assigned or requested.

• Bachelor’s degree or equivalent work experience.
• Minimum 8 years of experience in HR.
• In-depth experience and resourcefulness in benefits as well as compensation practices.
• Effective vendor management experience required.
• Multi-jurisdiction compensation experience required.
• Experience with a global company.
• Deep financial acumen and analytical skills.
• Strong Program/Project Management skills.
• Computer literacy, including all Microsoft Office applications and information systems to include manager and employee self-service applications
• Expertise in HRIS/payroll shared services best practices (ADP Vantage a plus).
• Experience with Radford Technology Survey a plus.
• CBP (Certified Benefits Professional) or CEBS (Certified Employee Benefit Specialist) is a plus.
• Public company and Defense industry experience a plus.

• Must be able to maintain confidentiality and possess and maintain a high level of professionalism.
• Proven ability to capture, analyze and maintain benefit practices.
• Communicates effectively at all levels.
• Strong Continuous improvement mindset.
• Ability to lead and engage teams.
• Specialized knowledge of systems, benefits, and compliance related issues.
• Understanding of various methods of financing benefit plans and the impact on company financials, accounting, and payroll.
• Working knowledge of regulatory and legal requirements related to total rewards and systems.
• Effective and proven interpersonal relations a must: particularly tact, sensitivity, professionalism, confidentiality and diplomacy.
• Excellent verbal and written communication skills, organizational and planning skills, including demonstrated ability to design and implement effective

• Ability to influence others through leadership of team members and effective consultative advice to management.

• Advise on legal compliance issues arising out of the design, implementation, compliance and governance of executive and director compensation plans

• Draft and review legal documents concerning director compensation program, director compensation plans, prospectuses, participant communications and plan forms

• Advise on all domestic and international corporate and securities laws and compliance aspects of the Company’s equity plans; draft and review plans and prospectuses as needed; and prepare equity award documentation

• Work with HR team on Compensation Committee matters, including setting agendas and preparing meeting materials and minutes

• Ensure compliance with compensation-related laws and listing requirements, including in the company’s public disclosures (e.g., Proxy Statement, Registration Statements, etc.)

• Advise on IRC Sections 162(m), 409A and 280G

• Work with Employment Law team on executive and director compensation matters that arise in mergers, acquisitions, financings and other transactions, including reviewing and revising transaction documentation and conducting due diligence; assisting with integration post-closing; and drafting transaction-related compensation plans and programs

• J.D. Degree from an accredited law school
• Admitted to practice law in New York State and in good standing; or qualified to promptly register as in-house counsel in New York State
• 5+ years relevant experience and demonstrated success advising clients at a major law firm and/or in an in-house position
• Experience in 409A, 280G and 162(m) compliance

• Excellent analytical, oral and written skills, with ability to analyze and apply complex laws and regulations and communicate clearly and effectively both in writing and orally with clients and colleagues at all levels
• High ethical standards and trustworthiness with confidential matters
• Excellent interpersonal and client relations skills, highly team-oriented and experience meeting and providing consultation to clients in person
• Excellent work ethic, detail-oriented organizational skills and able to manage numerous projects simultaneously in a demanding, fast-paced environment
• Experience providing advice to publicly-held companies

Job Summary:

Support the HR department for compensation and benefit administration through working closely with the Compensation Manager and Benefits Manager to complete key HR initiatives. Compensation administration includes short term incentive modeling and plan creation, merit process, compensation surveys, commission calculations, market data reviews and various compensation reporting. Benefit administration includes handling employee benefit concerns, new hire benefit eligibility, benefit file feeds with carriers, monthly reporting and billing. Provides additional support to the human resources department in other areas such as HRIS, process improvement, compliance and other activities as required.

Duties and Responsibilities:

• Create short term incentive plans, model scenarios for planning and projections throughout the year.
• Calculates and audits commission payments on a bi-weekly basis in conjunction with payroll.
• Participates in market salary surveys. Conducts job analysis and market pricing positions to ensure external competitiveness and internal equity.
• Assists with the administration of executive compensation programs to include stock options, required compliance calculations and share authorization.
• Prepare reports for merit increase process annually and ensure mass changes are accurately updated in the HRIS system.
• Develops and maintains recurring and ad hoc reporting to include quarterly HR metrics.
• Assists in calculating the annual award achievement and assists with the award process annually.
• Assists with employee communications and administrative processing regarding employee benefits, including new hire eligibility, and annual open enrollment process.
• Ensures that data feeds to vendors are accurate and timely and monitors to ensure files are updated in a timely manner.
• Provides compliance reporting for State and Local regulatory requirements that relate to benefits, including all ACA requirements. Annually complete ACA required forms.
• Develops standard and ad hoc reports to analyze benefits. Collects and analyzes data for external benefit surveys.
• Conducts research and stays current with compensation and benefit, legislative and regulatory trends.
• Assist with special projects as requested and performs additional duties as required.

Skills and Abilities:

• Knowledge of commonly-used concepts, practices, compliance and procedures within the Compensation/HR field.
• Outstanding attention to detail and organizational skills. Must be able to maintain data accuracy.
• Proficiency with Microsoft Office: Outlook, Word, Access and Excel – including advanced functions.
• Ability to handle multiple priorities within time constraints and deadlines; function well under pressure.
• Knowledge of benefit plan concepts, practices, and procedures as it relates to self and fully insured plans.
• Ability to maintain a calm, professional demeanor when handling difficult or sensitive situations.
• Outstanding written and verbal communication skills to interact with a variety of people inside and outside of organization.
• Must have the ability to quickly learn systems, processes, and procedures.
• High degree of professionalism and confidentiality.

Minimum Education/Experience:

Bachelor’s degree in Human Resources, Business Administration, Finance, Statistics or other business-related discipline required (or equivalent combination of education and experience).

Minimum of 2 to 4 years’ experience in the analysis, design, and/or administration of compensation programs; with at least 2 years’ experience utilizing data analysis skills. Compensation experience with a Public Company a plus.

M/I Homes offers a comprehensive benefits package, including medical, dental, vision, 401(k) profit sharing plan, employee stock purchase plan, employee home purchase plan and more.

We are proud to be an EEO/AA employer M/F/D/V. We maintain a drug-free workplace and perform pre-employment substance abuse testing.

Incentive Compensation Analyst, Roma Location

Overview of Position: Incentive Compensation Analyst is responsible for incentive compensation processing, validation, analysis and distribution of incentive compensation reports and payments. Assists in administration of annual compensation review process, including short and long term incentive calculations. Adheres to policies, procedures and regulations to ensure compliance and patient safety. Participation in Compliance and required training is a condition of employment.

Essential Functions:

• Calculates monthly and quarterly bonuses for patient facing departments.
• Partner with department leaders to oversee and maintain incentive compensation plans
• Partner with Sr. Management to develop and implement new strategies
• Manage the reporting and analysis of Revenues, Medical Costs and Selling, General and Administrative (SG&A) expense for the month end close.
• Research and understand business operations to identify cost cutting initiatives.
• Lead, track, and follow up with Sr. leaders on SG&A efficiency initiatives.
• Oversee the improvement of SG&A management reporting on a detailed and segmented basis to ensure cost tracking and containment with Sr. leaders.
• Partner with operational Sr. leaders to assist in setting statistical metrics to enhance awareness of operational performance and decisions around FTE management.
• Partners with Sr. and departmental leaders to oversee the budget creation and periodic forecasting
• Collaborates with health plan leadership to ensure amiable relationships and tight alignment in forecasting assumptions and intercompany arrangements.
• Develops cost/benefit analyses and staffing needs for key strategies or initiatives
• Performs other duties as assigned.

Education:

Required: Bachelor’s Degree in Finance or Accounting. Related Education and Experience may be substituted for one another on a year for year basis.

Preferred: MBA degree or CPA license

Experience:

Required: Three (3) years of financial and/or accounting experience.

Preferred: Two (2) years’ experience within managed care/healthcare industry and experience working with Incentive Compensation programs.

Knowledge, Skills, Abilities:

Ability to effectively support/train and perform transactional based finance and accounting transactions. Strong communication and influencing skills with internal and external stakeholders Ability to translate highly complex concepts in ways that can be understood by a variety of audiences

Careers with Optum. Here's the idea. We built an entire organization around one giant objective; make health care work better for everyone. Optum, part of the UnitedHealth Group family of businesses, brings together some of the greatest minds and most advanced ideas on where health care has to go in order to reach its fullest potential. For you, that means working on high performance teams against sophisticated challenges that matter. Here you’ll find incredible ideas in one incredible company and a singular opportunity to do your life's best work.(SM)

Diversity creates a healthier atmosphere: Optum and its affiliated medical practices are Equal Employment Opportunity/Affirmative Action employers 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. Optum and its affiliated medical practices is a drug-free workplace. Candidates are required to pass a drug test before beginning employment.

Key Responsibilities:

• Modify, implement and communicate global compensation and salary administration programs, including set up and maintenance of all compensation programs in Workday.
• Provide recommendations for compensation strategy, incentive plans, compensation programs and procedures.
• Work with global and regional teams to ensure compensation processes are documented, communicated and adhered to.
• Review requests for new or revised jobs to determine appropriate placement in job structure.
• Prepare and maintain documentation as well as regularly update and distribute documents to HR team as appropriate
• Recommend and conduct salary surveys in order to understand competitive compensation levels in the organization and market.
• Support executive compensation design, analysis, and administration
• Provide ongoing workforce analysis and assist with developing and maintaining a variety of HR reporting metrics as needed.
• Supports the annual salary planning and incentive processes.
• Conduct the calculation, preparation, approval, communication and payment of company bonus and incentive plans.
• Partner with Senior Director, Total Rewards, sales, finance and other departments to lead the development of commission plan designs and assure model validation and alignment with market data and company goals, develop the communication plans and tools to measure attainment against plan.
• Conduct job analysis and evaluation of all position levels (including appropriate title, position level, pay and incentive level, job code, EEO and FLSA classification, etc.); audit evaluation of positions and application of existing positions. Ensures the compensation structure remains up to date in the HR System.
• Understand, analyze and present data around compensation best practices and trends. Forecast potential outcomes and cost impact, including building financial models involving complex analysis.
• Assure through audits, analysis and reports, that all compensation programs are consistently administered in compliance with company policies and government regulations and maximize workforce productivity and efficiency.
• Assist in the development and administration of the organization's equity compensation program
• Works cross-functionally with other business groups and external vendors as it relates to equity programs.
• Assist in the creation of communication materials and presentations to support analysis, and implementation of programs.
• Prepare and maintain documentation as well as regularly update and distribute documents to HR team as appropriate
• Stay informed of legislative activities and regulatory changes and evaluates impact to compensation programs especially as it relates to global stock compensation programs including the employee stock purchase plan.

Qualification and Required Skills

• Bachelor's degree in related field or equivalent experience required
• Minimum of 6 - 9 years of experience in broad-based compensation, incentive compensation and/or equity program design and administration
• Strong analytical and quantitative skills, prior experience with Marketpay is a plus
• Highly detail driven with emphasis on accuracy, coupled with an ability to see the broader picture.
• Certified Compensation Professional (CCP) or CCP coursework preferred
• Must have a can-do attitude, the ability to prioritize workload and perform multiple tasks under accelerated deadlines
• Self-starter and able to work well and communicate effectively in a team environment
• Strong consultation skills and the ability to seek out information and provide quality advice
• Experience working with Microsoft Office Suite, including Outlook, Word, PowerPoint, and advanced Excel skills
• Ability to manage ambiguity and changing priorities in a fast-paced environment

About Avalara

Avalara helps businesses of all sizes achieve compliance with transactional taxes, including VAT, sales and use, excise, communications, and other tax types. We deliver comprehensive, automated, cloud-based solutions that are fast, accurate, and easy to use.

Avalara offers hundreds of pre-built connectors into leading accounting, ERP, ecommerce and other business applications. Each year, the company processes billions of tax transactions for customers and users, files hundreds of thousands of tax compliance documents and tax returns and manages millions of exemption certificates and other compliance related documents.

Avalara's headquarters are in Seattle, WA and it has offices across the U.S. and in Brighton and London, England; Brussels, Belgium; and Pune, India. More information at: www.avalara.com

Avalara is an Equal Opportunity Employer. All qualified candidates will receive consideration for employment without regard to race, color, creed, religion, age, gender, national orientation, disability, sexual orientation, US Veteran status, or any other factor protected by law.

• Provides guidance and support to the business and HR Business Partner team to ensure competitive pay practices and compliance across the organization. Evaluates jobs, conducts market salary surveys and recommends salary ranges for various positions. Ensures positions are classified correctly and confirms records are maintained appropriately. Provides support in researching market trends, prepares various analysis and recommends changes for improvement. Prepares a variety of reports and presentations summarizing and analyzing the results of compensation programs and initiatives. Drive proactive reviews of total compensation plans to ensure compliance with all pay equity laws, including communication, manager training and budget recommendations. Ensures HR is thoroughly informed of all applicable laws and requirements.
• In partnership with Business Leaders and Finance & Accounting, project manage all Incentive Compensation Plans including plan design, plan documents, communication materials, communication to eligible Team Members and new hires, pro-ration calculations, accruals coordination and payout processing. This includes learning the operations of the business so that plans are designed to reward the appropriate activities based on the role and the key business objectives. Also includes quarterly reviews of plan payments, to ensure those payments are in line with applicable laws.
• Supports recurring Total Rewards projects and requirements such as bonus review cycles, merit planning, benefits open enrollment, and regulatory reporting (including ACA, PCORI, 5500). These responsibilities may include: creating and maintaining project plans, creating budget recommendations, partnering with HRIS to prepare the HRIS (Workday), and executive roll-ups.
• Back-up and support on Benefits initiatives to confirm team coverage.
• In partnership with leadership, plays a key role in the design and delivery of communications regarding compensation and benefit strategy and programs to the organization.

• Bachelor's Degree or equivalent experience required; Master's Degree preferred.
• Five (5) to Seven (7) years of progressive experience in compensation positions and technical experience that demonstrates an expertise as a Subject Matter Experience within the Compensation space. This includes conducting market reviews, job analysis, sales and performance-based incentive compensation plan management, etc.
• General knowledge of benefits programs.
• Thorough knowledge of state and federal regulations related to Compensation and Benefits administration.
• Understanding of human resource policies and programs.
• Strong project management skills.
• Proven ability to build relationships and influence results across all levels of the organization.
• Advanced experience with Excel and strong proficiency with PowerPoint for creation of complex presentations.
• Strong human relations, analytical, technical, and communication skills.
• Excellent problem solving abilities and detail oriented.

• CCP - Certified Compensation Professional
• CSC - Certified Sales Compensation Professional
• Benefits experience.
• Workday experience.

At Iron Mountain we protect what our customers value most, from the everyday to the extraordinary, while helping them bridge the physical and digital world. Our people have the opportunity to bring their creativity to a workplace that thrives on change. Here, you will be part of a team that doesn’t just embrace what’s exceptional. It creates exceptional.

Director, Executive Compensation

Position Summary

The Director of Executive Compensation will play a key role on the Iron Mountain total rewards team, maximizing the effectiveness of executive compensation programs. The Director will lead the overall design, administration, implementation, and communication of executive compensation and equity programs. This position will drive the strategy around all facets of executive pay including plan design and equity awards, and will participate in other compensation projects, as needed.

Responsibilities

• Lead the planning, development and implementation of the company’s executive compensation programs, policies, design and procedures to be responsive to the rewards strategy and company goals.
• Serve as a subject matter expert in executive compensation for the organization on market dynamics and industry trends. Innovate in overall plan design and administration to attract and retain the best and brightest workforce.
• Drive the process for the timely development and preparation of all materials for the Compensation Committee of the Board of Directors, in conjunction with the legal and finance teams.
• Responsible for leading the effort on all executive compensation disclosures/SEC filings (including the proxy statement, CD&A and summary compensation tables, 8-K, Form-4, etc.) and coordinate information sharing with the legal team.
• Provide strategic, governance and technical guidance on executive compensation issues and ensure all programs meet SEC, GAAP accounting and FASB/IASB regulations, and ISS guidelines.
• Collaborate with Iron Mountain’s international compensation and benefits teams to assist in the implementation and rollout of company-wide executive compensation programs.
• Conduct competitive benchmarking and survey analysis to evaluate the appropriateness of executive pay levels and programs; research and resolve issues of pay for internal equity and external competitiveness.
• Consult with senior executives and human resources partners on complex executive hires, promotions, terminations, and special arrangements related to compensation.
• Participate on acquisition due diligence and integration teams as a subject matter expert on executive compensation.
• Leverage external networks to remain current on prevalent executive compensation programs, trends, and best practices.
• Manage stock plan administration and the effective deployment and reporting of all equity awards and employee stock purchase plan activity for employee participants and non-employee Directors.

Qualifications

• Ten to fifteen years of overall compensation experience with more than five years specifically in executive compensation at a global publicly traded company or compensation consulting firm specializing in executive compensation; a combination of consulting and corporate experience is highly desirable.
• Ability to influence the CEO, CFO, General Counsel and other senior executive leadership is key. Presentation skills suitable for senior level audiences.
• An obvious strength in communications and comfortable with all levels in a corporate structure. Able to explain technical detail to those with less knowledge and discuss specifics with those who have more experience.
• Demonstrated ability to team with other departments and subject matter experts to deliver collaborative and successful outcomes on complicated issues.
• Action-oriented with the ability to multi-task, collaborate, and deliver.
• Possesses advanced financial and analytical skills.
• Strong experience in financial modeling and the ability to think strategically, analytically, and creatively.
• Organizational agility and the ability to deal with ambiguity and adapt to change rapidly in time sensitive situations.
• Customer-oriented with an appreciation for the unique issues involved in executive pay programs.
• Requires a bachelor’s degree from an accredited university in a related discipline (e.g., business, finance, economics, law); advanced degree preferred (e.g., MBA, JD).
• Certified Compensation Professional (CCP) and/or Certified Executive Compensation Professional (CECP) preferred.

Category: Human Resources Group

Iron Mountain is committed to a policy of equal employment opportunity. We recruit and hire applicants without regard to race, color, religion, sex (including pregnancy), national origin, disability, age, sexual orientation, veteran status, genetic information, gender identity, gender expression, or any other factor prohibited by law.

To view the Equal Employment Opportunity is the Law posters and the supplement, as well as the Pay Transparency Policy Statement, CLICK HERE

Requisition: J0023253

• Conducts compensation analysis for assigned client groups including analyzing internal and external job data and providing guidance on levels, appropriate salary ranges and variable pay targets for new or revised open jobs, adjustments and promotions as well as contract renewals.
• Assists with the planning, and administration of the annual merit process and Short-Term Incentive Plan (STIP) for assigned client groups. Also provides support to the Compensation Department’s Global Equity Team to coordinate the Long-Term Incentive Program (LTIP).
• Leads the salary survey process and conducts analyses of compensation survey responses for assigned client groups and ensures compensation remains competitive to attract, retain and motivate employees.
• Performs ad-hoc analysis and calculations and generates reports in support of the client groups’ needs.
• May lead or assist in specific compensation projects and initiatives.
• Works closely with department peers to ensure all client groups are supported.

• Bachelor's degree or equivalent experience.
• Minimum 3+ years of experience in Compensation.
• Excellent Excel skills (and experience with Word and PowerPoint).

• Ability to conduct research, analyze information and data and present findings in a concise format
• Experience with HRIS tool interfaces will be a plus.
• WorldAtWork Certified Compensation Professional (CCP) designation preferred
• Compensation experience preferably in the media and entertainment industry
• Effectively communicate both in writing and verbally
• Strong attention to detail including ability to anticipate data-related questions
• Ability to work independently
• Ability to work collaboratively with department colleagues
• Ability to prioritize project deadlines together with day-to-day requirements while maintaining work product excellence and high-levels of customer service
• Ability to handle sensitive information, maintain confidentiality and address sensitive situations in a constructive manner

Scripps Health Administrative Services supports our five hospitals and 19 outpatient facilities, which treat half a million patients annually through 2,600 affiliated physicians.

At Scripps Health, you will experience the pride, support, respect that has been repeatedly recognized as one of the nation’s Top 100 Places to work.
You’ll be surrounded by people committed to making a difference in the lives of their patients and their teammates. So if you’re open to change, go ahead and unlock your potential.

Our Compensation Department is recognized for their leadership, education and proactive approach to customer service. As a Compensation Analyst you will work a small team to provide strategic expertise and will develop, implement and administer compensation programs for the enterprise.

The ideal candidate for this senior compensation role, will enjoy the blend of collaborating with internal stakeholders and using your technical analytic skills to provide data driven decisions and proposals. You will maintain job description structures and evaluate positions for market competitiveness. You will assist Talent Acquisition team with complex offers where critical thinking and research is needed.

Play an integral role in creating and maintaining incentive programs. You will also participate, and coordinate in Market Analysis and provide training to leaders across the organization. This position will assist in the administration of performance evaluation and salary programs, such as reviewing changes in wages and salaries to conform with policy and coordinate salary increases. Ensures compliance with FLSA, CA Fair Pay Act and all other pay regulations. Conducts and participates in third party compensation surveys. Assists with updating the salary structure and maintaining the integrity of the HRIS systems.

Required Education/Experience/Specialized Skills:

• Three years of experience in Human Resources, or appropriate combination of education and experience.
• Strong analytical and problem-solving ability, with attention to detail.
• Excellent written/verbal communication and relationship building skills.
• Solid understanding of computer systems and database management.
• Highly proficient with MS Office suite, especially Excel and Access.
• Able to adapt in a fast-paced continually changing environment, while managing multiple priorities and deadlines.

Preferred Education/Experience/Specialized Skills/Certification:

• Bachelor's degree.
• Previous Compensation experience, preferably in the healthcare industry.
• Certified Compensation Professional (CPP).
• Advanced Microsoft Excel and Access knowledge.

Scripps Health is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex (including pregnancy, sexual orientation, or gender identity/expression), age, marital status, status as a protected veteran, among other things, or status as a qualified individual with disability.

Overview

At Elara Caring, we have an unique opportunity to play a huge role in the growth of an entire home care industry. Here, each employee has the chance to make a real difference by carrying out our mission every day. Join our elite team of healthcare professionals, providing the Right Care, at the Right Time, in the Right Place.

Job Description:

Delivering the right care, at the right time, in the right place is the mission that drives Elara Caring, and that starts with the right people . We have extraordinary employees with a passion and enthusiasm to exceed the expectations of each patient we serve, each visit, every day—and that could include you.

Elara Caring is looking for a passionate Compensation Analyst to join our elite team of healthcare professionals and make a difference, one patient at a time.

Why Join the Elara Caring mission?

• Supportive, collaborative environment
• Unique, rewarding opportunity caring for patients in their homes
• Competitive compensation
• Comprehensive onboarding and mentorship
• Opportunities for advancement and growth
• Medical, dental, and vision benefits, 401K and paid-time off for full-time staff.
  

What is Required?

• Bachelor’s degree in HR Management, Business Administration, Finance, or other relevant field required Minimum five (5) years of experience in compensation or related HR field
• Experience working in a union environment and/or healthcare, home health, or hospice industry preferred
• Professional of Human Resources (PHR) preferred
• Positive attitude
• Dedication to quality patient care
• Strong communication skills
• Reliable transportation to perform job duties
  

Apply with Elara Caring today!

This is not a comprehensive list of all job duties; a full job description will be provided.

If interested, please send your resume to adevine@elara.com

• Responsible for calculations of a business channel and payroll assistance including:
  • Utilizing our existing commission system, Q-Commission, to download data from and manipulate via excel
  • Calculate draw amounts based on hourly wage paid using excel
  • Submit final payroll file to our vendor
• Communicate gross and net commission information with various internal stakeholders, up to, and including senior leaders
• Maintain employee level commission plan changes, updating commission system and calculation notes
• Ad-hoc reporting and analysis as needed
• Respond to Compliance, Licensing and Audit requests as needed

• Write, distribute and track new comp plans
• Write, distribute and track plan changes via addendums
• Maintain comp plan network drive that houses comp plan templates, word and pdf distributed plans and pdf signed plans returned by employee
• Publish reoccurring plan tracker status reports to the Regionals
• Regularly audit and maintain signed comp plans
• Monitor Incentive Compensation email box

• Candidate will need moderate experience with Word, and Adobe Acrobat, and will need strong excel skills
• Variable Incentive Compensation planning, design, and administration is a required
• Must be able to maintain high levels of confidentiality
• Highly organized and detail oriented
• Willing to learn and be flexible as tasks vary
• Will interact directly with employees and managers on specific plans, will engage will other employees in corporate office up to senior leaders for data analysis and reporting
• Communication skills, both written and oral, are imperative

Why work for just any analytics company? At Alteryx Inc., we are explorers, dreamers and innovators. We’re on a journey to build the best analytics platform in the world, but we can’t do it without people like you, leading the way. Forget the stereotypical tech companies of the past. Embrace the unconventional, exercise your imagination and help alter the future with Alteryx.

Overview:

Alteryx has an exciting opportunity for an innovative Compensation Analyst. As a Compensation Analyst, you will be a key part of the Global Compensation team and support our global compensation programs including base pay, incentives and equity. The ideal candidate will be analytical, comfortable with ambiguity and look for creative ways to solve problems in fast-paced environment.

Responsibilities:

• Support the design and enhancement of Alteryx’s global compensation program
• Work as a key partner to our business leaders, HR Business Partners and Talent Acquisition partners to solve compensation-related business challenges
• Review and select benchmark surveys, analyze and interpret relevant market data, and develop recommendations for updates to job architecture, salary structures and bonus targets as appropriate
• Conduct job evaluations and provide salary recommendations ensuring internal equity and market alignment of total compensation
• Partner with cross functional groups such as human resources, stock administration, HRIS, and finance to understand needs and suggest ways to utilize technology to increase process efficiency across all groups
• Reviews and makes global salary range increase recommendations by country/region
• Manage the identification and participation in salary surveys for market pricing
• Play a key role in the annual compensation review planning process to include merit, bonus, and equity programs
• Complete audits to check the integrity of the compensation data
• Stay current with market trends and ensure compliance with local, state, and federal regulations as it relates to compensation

Qualifications:

• 3+ years of compensation experience in a global company, software industry a plus
• A bachelor’s degree in Human Resources, Business Administration, or a related field
• Excellent analytical and data presentation skills
• Must be well organized, detail oriented, and confident working with individuals at different levels of the organization in a fast-paced environment
• Ability to cultivate strong cross-functional relationships and effectively communicate technical concepts to functional business partners
• Demonstrated ability to maintain the highest degree of security and confidentiality
• Excellent analytical and data presentation skills
• Excellent written and verbal communication skill
• Strong ability to work effectively in a team environment
• Previous experience supporting the Workday application a plus

Alvarez & Marsal; Tax

Seeking Director, Compensation & Benefits (Executive Compensation)

The Opportunity:

Alvarez & Marsal (A&M) is a global professional services firm specializing in performance improvement and business advisory services. A&M delivers specialist operational, consulting, and industry expertise to management and investors seeking to accelerate performance, overcome challenges, and maximize value across the corporate and investment lifecycles. Founded in 1983, the firm is known for its distinctive restructuring heritage, hands-on approach, and relentless focus on execution and results.

A&M’s Compensation & Benefits practice is currently seeking a Manager/Director with key expertise in the area of Executive Compensation. The ideal candidate will work with our team of professionals to advise companies of all sizes on various compensation and benefits matters. When you join us you will gain unique experiences and valuable knowledge working across capabilities, sectors, and geographies, and have the opportunity to take control of your career progression.

As a Director, you will assist clients with the design, implementation, communication, and monitoring of their compensation philosophy and strategy. The types of programs we consult on include base salary, annual incentives, long-term incentives, executive-level retirement, deferred compensation, and fringe benefit plans.

Primary Responsibilities Include:

• Complete complex compensation and benefits projects
• Provide compensation, tax, accounting, and business advice in regards to complex transactions
• Provide competitive market data, quantitative/qualitative analyses
• Have proficiency in the taxation of executive compensation and knowledge of Code sections 83, 162(m), 280G, and 409A
• Participate in multiple executive compensation engagements for a diverse client base, both in and out of the transaction setting
• Contribute to client satisfaction by providing timely and effective responses to client needs and concerns
• Participate in client meetings and work within a team environment to deliver fully integrated compensation and benefit services to clients
• Conduct proxy statement studies and analyses of other publicly available data sources
• Benchmark, design, and implement annual incentive plans and long-term incentive plans
• Conduct statistical analyses of compensation data
• Model financial impact of compensation plans
• Conduct performance metrics studies
• Monitor executive and other compensation trends
• Participate in broader projects including performance management, employee benefits, retirement, healthcare, performance optimization, cash/non-cash reward and recognition
• Participate in marketing initiatives including support on developing compensation work and methodology approaches, writing and supporting proposals and conducting surveys
• With this position, you will further your analytical and communication skills while adding value for our clients by helping solve their complex problems
• Lead client engagements on a day-to-day basis and manage staff members on various projects, including:
  • Benchmark compensation and develop reports to support the compensation recommendations
  • Design annual and long-term incentive awards while considering the tax, accounting, and other regulatory ramifications
  • Prepare tax calculations and various analyses/models to help clients make better informed compensation decisions and comply with the applicable rules and regulations
  • Review/draft technical memorandums and letters related to compensation & benefits issues
  • Review the calculations and work product of peers for accuracy and reasonableness, serving as a thorough reviewer of data and results (most of the work product reviewed will be in Excel and PowerPoint)
  • Interpreting and applying laws, regulations, judicial precedent and other guidance

Qualifications:

• Bachelor’s degree required, Advanced Degree preferred (i.e., JD, LL.M. in Taxation, and/or World at Work Certified)
• 7+ years of related work experience
• Strong knowledge of executive compensation and statistical analysis, incentive plan design and analysis, and pay structure analysis and design
• Excellent verbal and written communication skills and ability to articulate complex information, including presenting complex topics in easily understood terms to clients
• Strong analytical skills
• Ability to simultaneously work on and manage several projects and effectively manage deadlines
• High motivation to learn and grow
• Proficient in Excel, PowerPoint, and Word

Diversity & Inclusion

A&M’s entrepreneurial culture celebrates independent thinkers and doers who can positively impact our clients and shape our industry. The collaborative environment and engaging work—guided by A&M’s core values of Integrity, Quality, Objectivity, Fun, Personal Reward, and Inclusive Diversity—are the main reasons our people love working at A&M. Inclusive Diversity means we embrace diversity and we foster inclusiveness. It runs through how we recruit, develop employees, conduct business, support clients, and partner with vendors. It is the A&M way.

Voluntary Inclusion

It is Alvarez & Marsal’s policy to provide and promote equal opportunity in employment, compensation, and other terms and conditions of employment without discrimination because of race, color, sex, sexual orientation, family medical history or genetic information, political affiliation, military service, pregnancy, marital status, family status, religion, national origin, age or disability or any other non-merit based factor in accordance with all applicable laws and regulations.

Unsolicited Resumes from Third-Party Recruiters

Please note that as per A&M policy, we do not accept unsolicited resumes from third-party recruiters unless such recruiters were engaged to provide candidates for a specified opening. Any employment agency, person or entity that submits an unsolicited resume does so with the understanding that A&M will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person or entity.

• Serve as liaison with external and internal functional experts regarding tax considerations and issues with respect to equity awards.
• Responsible for survey input and analysis.
• Development and review of compensation structures and ranges.
• Administration of Board of Directors compensation.
• Coordination and preparation of meeting materials for the Compensation and Personnel Committee, including binders and/or uploads to BoardVantage.
• Maintains compensation database for Company executives.
• Other analytical projects assisting internal HR team as assigned.
• Coordination of SEC required filings with the Corporate Secretary’s office.
• Development of compensation back up and support of proxy preparation.
• Manage and track share ownership guideline program for Officers and Directors.
• Serve as functional expert for all matters pertaining to the Company’s equity program
• Serve as liaison with payroll for all equity transactions, including option exercises, RSU vesting’s and cash payments.
• Other compensation projects as assigned.
• Other support to Finance regarding Fringe Pool analysis, create presentations and talk to C-level Stakeholders.

MATERIAL & EQUIPMENT DIRECTLY USED:

Computer, fax, general office equipment.

WORKING ENVIRONMENT:

General office environment.

PHYSICAL ACTIVITIES:

Be able to lift up to 30lbs unassisted.

MINIMUM QUALIFICATIONS:

• A bachelor’s degree in business or related area.

• Customer Focus. Global Orientation. Relationship Building.
• Must be discrete and able to work within a complex business structure and matrix environment.
• Proficient Excel skills to support data analytic projects.

• Education: BS or BA degree in human resources, business or related field of study required. Graduate degree preferred.
• Experience: 8-10 years of successful and progressively responsible supervisory/management experience required.
• Licensure/Certification: CCP, PHR or SPHR certification preferred.
• Additional skills required: Innovative leader who is able to take an idea to operationalization. Strong technical skills and high-level proficiency with Microsoft Office 365 and other data modeling tools. Consultative approach when engaging with leaders and team members across the organization. Leading with data to articulate a story. Able to manage superior level of confidentiality. Knowledge of HR principles and practices. Leverages and embraces new technology to enhance the Total Rewards philosophy and the experience for team members. High level of creativity when evaluating compensation plan designs. Relentlessly reviews, analyzes, recommends, and execute on complex and/or innovative compensation programs for a healthcare workforce. Exceptional oral and written communication skills, and ability to draft clear, concise communications and documents. Must have proven time management and organizational skills. Must be self-directed, able to effectively set priorities and detail oriented. Must possess the ability to handle extremely confidential information appropriately.
• Additional skills preferred: Experience in the healthcare industry. Familiarity and experience with PeopleSoft, Payfactors, Performance Management tools and Infor.
• Essential Functions:
  • Fosters an inclusive environment where leaders and team members work together as a team.
  • 
    Develops a compensation philosophy that assists the organization in meeting its business objectives. Reviews and approves salary structures and budgets for incentive plans or salary increase cycles.
  • 
    Determines effectiveness of current compensation programs in motivating and retaining employees, and in driving team member performance.
  • 
    Identifies and responds to trends and total rewards packages through review and analysis of market data and compensation surveys.
  • 
    Ensures that all compensation-related activities are in compliance with applicable regulations and standards.
  • 
    Leads market analysis of company jobs to determine competitive positioning of the organization's pay programs, including base pay and short- and long-term incentive pay.
  • 
    Guides the organization in the administration of incentive pay or salary increase cycles.
  • 
    Oversees the work of a team that provides consultative guidance to the system on issues related to compensation, organizational development, workforce or succession planning, and or performance management.
  • 
    Develops goals and tracks performance against key indicators, assesses departmental performance, and develops and implements process improvements or enhancements.
  • 
    Responsible for general, executive, and physician compensation plan designs and administration.
  • 
    Creates innovative processes and solutions in anticipation of market trends.
  • Consults senior leadership on all matters related to compensation philosophy, and bonuses.
  • Ability to think critically in a fast-paced environment and demonstrate visible momentum.
  
  
  

• Our team members are part of an environment that fosters team work, team member engagement and community involvement.
• The successful team member has a commitment to leveraging diversity and inclusion in support of quality care.
• All Novant Health team members are responsible for fostering a safe patient environment driven by the principles of "First Do No Harm".

Responsible for the development, analysis, implementation, and administration of compensation programs. This role will collaborate with functional management and staff providing professional advice on all compensation matters. Studies and analyzes wage rates for hourly and salaried jobs using current market data. Evaluates jobs using established evaluation systems and recommends innovative improvement initiatives.

Ensure compliance with compensation policies, generating reports, developing presentations, writing job descriptions and other compensation related functions. Assist with wage rate recommendations and ensure that information is vetted and submitted on time. Review market trends and help develop and track metrics based on employee demographics, the marketplace, pay equity and other factors that may impact the business. Develops presentations showing data trends and possible solutions that may impact critical business projects. Assists with assigned projects by performing, analyzing, and using statistical modeling techniques to support business need. Contribute to and help manage the compensation planning process. This includes being involved in merit planning and processing bonus files while ensuring FSLA Overtime standards. Runs reports to ensure compliance with local minimum wage increases that exceed federal minimum wage. Completes salary surveys or other compensation related surveys in order to obtains the results or market data needed for benchmarking. Develops job descriptions and reviews/evaluates jobs to ensure internal equity and external competitiveness. Manage data in compensation-related technology solutions (HR Systems) in terms of creating and maintaining key fields (e.g., job structures, codes, titles, FLSA, EEO1, incentive eligibility) within compensation management system, and ensure all HR data is current and correct.

Bachelor's degree/equivalent in business, human resources or related field and two years (2) of relative experience is preferred. Knowledge of compensation theory and general human resources policies & practices is preferred. Experience working with HR technology (Workday, ADP) and Compensation data (EMSI, Salary.com, ERI, Towers Watson) is a plus. Advanced skills in Microsoft office programs, such as word, excel, access, and PowerPoint (pivot tables, Vlookups, and advanced formulas). Ability to work independently and at times, under very tight deadlines to meet demands of a fast-paced environment. Good human relations, analytical, organizational and communications skills.

FedEx Logistics provides freight forwarding, as well as import and export services that allow companies to reach markets throughout the world. They help customers of all sizes solve the intricacies of shipping goods globally by providing comprehensive international ocean and air freight forwarding, surface transportation and distribution, customs brokerage, trade and customs advisory services, and advanced e-commerce and trade facilitation solutions. We're glad you stopped by and hope your job search experience with FedEx Logistics, Inc. will be rewarding. We look forward to hearing from you!

FedEx Logistics, Inc. is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to their protected veteran or disability status.

FedEx Logistics, Inc. participates in the Department of Homeland Security U.S. Citizenship and Immigration Services' E-Verify program (For U.S. applicants and employees only). Please ready the E-Verify Notice available in English (https://e-verify.uscis.gov/emp/media/resourcesContents/E-Verify_Participation_Poster.pdf) and Spanish (https://e-verify.uscis.gov/emp/media/resourcesContents/E-Verify_Participation_Poster_ES.pdf) before proceeding with your job application. Click here to read the Right to Work Notice available in English (http://ftn.fedex.com/careers/OSC_Right_to_Work_Poster.pdf) and Spanish (http://ftn.fedex.com/careers/OSC_Right_to_Work_Poster_ES.pdf). Additional information about the E-Verify program can also be found at www.uscis.gov.

Pay Transparency Policy Statement: The Company 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 required to do so by law or the FedEx Logistics Legal Department.

Import Notice to All Applicants: FedEx Logistics is engaged in an industry regulated by federal law that prohibits it from employing convicted felons. Therefore, it must determine whether applicants have been convicted of felonies before a hiring decision is made. A criminal background check will be required of all selected applicants before a hiring decision is made.

Equal Employment Opportunity: As a federal government contractor, we are committed to employ and promote qualified minorities, females, individuals with disabilities, and covered veterans (including, but not limited to, disabled veterans, recently separated veterans, Armed Forces service medal veterans, and other protected veterans. Our philosophy and commitment to equal employment opportunity and non-discrimination is the bedrock to job opportunities for all employees and applicants without regard to an individual's protected status (i.e. race/ethnicity, color, national origin, ancestry, sex/gender, gender identity/expression, sexual orientation, marital/parental status, pregnancy/childbirth, or related condition, religion, creed, age, disability, genetic information, veteran status, or any other protected status.) Click here and here to read more about "Equal Employment Opportunity is the Law."

FedEx Logistics will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the FAIR Chance Initiative for Hiring Ordinance (FCIHOO) for the City of Los Angeles (LAMC 189.00)

FedEx Logistics will not rely on the wage history of a prospective employee from any current or former employer when determining the wages for such individual at any stage in the employment process, including in the negotiation or drafting of any employment contract in accordance with Philadelphia Ordinance No. 160840.

PACCAR Inc, a Fortune 500 company, is recognized as a global leader in the commercial vehicle, financial, and customer service fields with internationally recognized brands such as Kenworth, Peterbilt, and DAF trucks. Each truck is built with pride and each employee is supported by our passionate Human Resources team! PACCAR was honored as a 2020 “Top Company for Women to Work for in Transportation” by the Women in Trucking Association.

Whether you want to design the transportation technology of tomorrow, support the staff functions of a dynamic, international leader, or build our excellent products and services — you can develop the career you desire with PACCAR. Get started!

PACCAR is seeking a Corporate Compensation Analyst who will be responsible for providing a broad range of support for the administration of base, incentive, expatriate, and equity compensation programs for PACCAR’s 24,000 global employees, as well as, assist with the design and implementation of HR technology systems.

• Analyze and administer executive and expatriate compensation plans globally.
• Manage the global compensation survey process and evaluate the competitiveness of PACCAR's compensation programs; ensure they are in compliance with local, state and federal laws.
• Assist HR professionals in building and recommending compensation proposals for the U.S., Mexico, The Netherlands, United Kingdom, Brazil, India and Australia.
• Coordinate the preparation and delivery of PACCAR's compensation program, policies and guidelines to employees around the world.
• Provide guidance and interpretation to managers, supervisors, and employees on PACCAR's compensation programs.
• Prepare custom and standard reports for HR Leadership, Senior Management and PACCAR’s Board of Directors.

• Excellent verbal and written skills.
• Ability to communicate with all levels of the organization including Senior Management.
• Strong Excel and Access aptitude.
• Detail-oriented, extremely organized, and have the ability to manage multiple assignments successfully in a fast-paced and changing environment.
• Ability to have a strategic and hands-on approach to compensation including the ability to creatively design concepts and evaluate models to determine viability.
• A self-starter with a professional demeanor, excellent interpersonal, verbal, and written communication skills.
• Demonstrates ability to lead teams, projects or processes.
• Previous experience developing interactive reports using Tableau or other similar programs preferred.
• 2 years’ experience in compensation, or related analytical field preferred.

• Bachelors Degree required
• Master's degree preferred
• Six Sigma preferred

PACCAR is an Equal Opportunity Employer/Protected Veteran/Disability.

• Design and implement leading-edge, efficient, and effective compensation strategies and programs while balancing unique business/geographic strategies and fairness. Lead and support multiple compensation projects, including the strategic assessment of program effectiveness and modeling of potential program changes, developing and managing policies and processes, and complying with regulatory changes. Apply compensation expertise, market analysis and insights, cost modeling, creative solutions, and operational processes to drive value and an exceptional employee experience. In partnership with Compensation Acquisition Integration Lead, consult on compensation issues & strategies related to acquisition integration for employees and Cisco’s strategies, programs and processes. Create and maintain strong relationships with People & Communities, Legal, Finance, and other key stakeholders, and serve as subject matter expert on all elements of Cisco's compensation strategy.

At American Family Insurance, we believe people are an organization’s most valuable asset, and their ideas and experiences matter. From our CEO to our agency force, we’re committed to growing a diverse and inclusive culture that empowers innovation that will inspire, protect, and restore our customers’ dreams in ways never imagined.

American Family Insurance is driven by our customers and employees. That’s why we provide more than just a job – we provide opportunity. Whether you’re already part of our team in search of a new challenge or new to our company and ready for what’s next, you’re in the right place. Every dream is a journey that starts with a single step. Start your journey right here. Join our team. Bring your dreams.

Primary Accountabilities
Compensation (35%)

• Oversees the vision, design, development, and maintenance of compensation programs, plans, and policies for all employees and independent sales agents, such as job design, base pay, variable pay, recognition and reward efforts, and agent finance plans and termination offerings. Coordinates with HR leaders to ensure a holistic approach to Total Rewards strategy.
• Partners with HR Business Enterprise Director and other leadership to maintain a constant awareness of changes in the corporate environment that could impact human resources and pay strategies. Develops presentations to influence change at the executive level.
• Keeps abreast of best-in-class practices and researches developing trends to drive changes in compensation offerings. Ensures compensation programs, policies, and practices support company objectives and strategies and are competitive in the marketplace.
• Establishes and monitors effectiveness of programs in terms of cost, quality, and clarity as well as strategic alignment.
• Ensures all programs and policies are compliant with local, state, and federal laws. Interfaces with legal, accounting, tax, and other functions to identify and resolve compliance issues.
• Partners with the HR Communication to deliver effective, persuasive communication of compensation programs total rewards to achieve employee awareness, understanding and adoption.
  

Strategies Linked to the Division's Business Goals/Results (30%)

• Establishes, communicates, and implements departmental plans, objectives, and strategies.
• Participates as a member of the Management Team.
• Maintains an active awareness of American Family's business environments, corporate culture, and structure to support key decision-making.
  

Management/Leadership for Department or Unit (20%)

• Manages direct reports, systems, and projects to achieve department/unit goals in accordance with Company policies and practices.
• Prepares and analyzes department/unit plans and reports.
• Provides leadership by exhibiting influence and expertise, thus affecting the results of the operating area.
• Creates an effective work environment by developing a common vision, setting clear objectives, expecting teamwork, recognizing outstanding performance, and maintaining open communications.
• Develops staff through coaching, providing performance feedback, providing effective performance assessments, and establishing performance & development plans.
  

Executive Compensation and Benefits (15%)

• Works with senior management to design, develop, and maintain executive compensation and perquisite programs, policies, and practices.
• Keeps abreast of trends and best-in-class practices for executive compensation and perquisites. Teams with Executive Compensation and Benefits Consultant and Vice President - Human Resources to bring recommendations forward to senior management and the compensation committee of the Board of Directors.
• Establishes and maintains a working relationship with outside Executive Compensation Consultant team to effectively administer Executive Compensation items.
• Oversees compensation offerings for the company`s Board of Directors.

• This position requires travel up to 10% of the time.

• Demonstrated experience providing customer-driven solutions, support or service
• Demonstrated experience consulting on financial impacts of business decisions.
• Demonstrated experience counseling, consulting and negotiating to guide strategic business decisions across all levels of management.
• Demonstrated leadership experience, including people or project management.
• Extensive knowledge and understanding of advanced statistical methods or financial analysis techniques.

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• 40%-Performs assigned compensation processes such as incentive calculations, job code creation, systems updates and maintenance, and other output deliverables.
• 40%-Ad hoc analyses and projects including basic incentive design, earnings comparisons, market surveys, etc.
• 10%-Compensation reporting such as earnings scorecards, statements, etc.
• 10%-Internal customer support with various compensation questions and needs.

• Strong Excel & PowerPoint Abilities
• Problem Solving Skills
• Basic Planning & Project Management Skills
• Attention to Detail
• Research Skills
• Communication Skills (Written & Verbal)

Req #: 17826

Herc Rentals Inc. is a premier, full-service equipment rental firm – providing our customers the equipment, services and solutions they need to achieve optimal performance safely, efficiently and effectively. A pioneer of the equipment rental industry, Herc Rentals continues to evolve and grow through technological innovations, expanded product offerings and value-added services and consultative solutions to support its customers’ projects.

With more than 55 years of equipment rental expertise, approximately 4,900 employees and approximately 270 company-operated locations across North America, Herc Rentals serves a broad range of end markets, including construction; industrial operations, refineries and petrochemical operations; governmental entities and contractors; disaster recovery and remediation; infrastructure; railroad operations; utilities; film, television, live entertainment and special event production; agricultural operations; and facilities management..

The Sr Compensation Analyst will have the responsibility of supporting field sales commission and bonus programs. They will be responsible for the creation, improvement, and communication of plan analytics and performance. This role requires the familiarity with sales compensation programs and ability to research, analyze, and interpret large data sets to help solve business problems.

• Support the design, build, and implementation of variable compensation programs including sales commissions and incentive bonuses.
• Calculate, analyze, and distribute corporate incentive bonuses and sales commission payments.
• Support the administration of the Varicent Sales Performance Management (SPM) commission software application including configuration and enhancements.
• Participate in robust testing of all changes to the commission system ensuring the data integrity of all changes to the commission software application including data tables, calculations, and reporting.
• Support projects using advanced data modeling and analysis techniques to discover insights that will guide strategic decisions and uncover optimization strategies.
• Build, develop, and maintain data models, reporting systems, dashboards, and performance metrics to support key business decisions.
• Examine, interpret, and report results of analytical initiatives to stakeholders across organization.
• Act as a resource to Business Partners and Managers on compensation policy and practice
  

• Excellent verbal and written communication
• Attention to detail
• Knowledge of SQL strongly desired
• Multitask and prioritize multiple projects
• Problem solving and analytical skills
• The ability to interface with all levels of management and work independently
• Varicent, Crystal Reports and Microsoft Excel power user
  

Our long-term strategy underscores the understanding that our success depends on the dedication and capability of our team members. We are focused on attracting, retaining and empowering talented and dedicated people to build the best team in the equipment rental industry. We also seek to build a team that reflects the variety of people, cultures and communities we interact with every day and to create an inclusive, productive environment in which all team members feel valued and respected.

Herc Rentals provides an excellent compensation and benefits package, which includes a competitive salary, retirement savings plan, tuition reimbursement, comprehensive medical, dental, vision care, life insurance coverage, paid vacation and holidays.

Herc Rentals does not discriminate in employment on the basis of race, creed, color, religion, sex, age, disability, national origin, marital status, sexual orientation, citizenship status, political affiliation, parental status, military service, or other non-merit factors.

#LI-LM1

#LI-LM1

JOB TITLE: Compensation Analyst

REPORTS TO: Manager, Compensation

JOB SUMMARY:

The Compensation Analyst will provide compensation administration and guidance to Store Managers, Field Management, HR Service Center/Payroll and Home Office Human Resources Department. The incumbent will work independently to provide program administration, analysis, and guidance with respect to all aspects of the compensation program consistent with an understanding of the business and the goals and objectives of Barnes & Noble Education.

ESSENTIAL FUNCTIONS:

• Provide exceptional customer service and support to the Field Managers regarding wage rules and guidelines around hiring rates, demotion rates, promotion rates, equity adjustments, minimum wage impacts, etc. Make recommendations based on internal and external data.
• Provide both proactive and reactive analysis on pay by job and market. Analyze published survey data and/or conduct customized external survey in order to determine market value of jobs. Make recommendations with full analytical support of internal equity, and annual and fiscal year impact.
• Maintain Store compensation matrices including maintenance associated with market movements, minimum wage changes, living wage changes, store volume changes, and exception rates.
• Maintain the online market-pricing tool (PayScale) by refreshing job and employee data, and analyzing internal jobs mapped to survey data.
• Participate in purchased salary and wage surveys (Mercer, Willis Towers Watson) by gathering and submitting company data and identify job matches.
• Coordinate the Company merit cycles including determining eligibility, calculating rates per guidelines and processing and auditing increases. Create and/or update communication around merit timelines and deliverables. Produce reports to keep Regional Managers, Director of Stores and Territory VP’s abreast of ratings distribution and merit costs as a % of Payroll.
• Monitor the Compensation email inbox and respond timely to inquiries from Field Management regarding salary recommendations, wage guidelines, processes and procedures, etc.
• Work with the HR Service Center to approve/deny and resolve compensation requests from Stores in a timely manner.
• Ensure accurate data in the HR System (Ultimate Software) that conforms to our Wage Plans by generating and auditing reports and correct any inaccuracies identified. Maintain the compensation custom to reflect rates and follow guidelines adhering with current matrices.
• Create accurate upload files and partner with the HRIS/Payroll team on mass pay changes in connection with merit cycles, minimum wage / equity changes, etc. and audit system data for accuracy.
• Keep abreast of minimum wage changes, contractual commitments on pay (e.g., living wage) and FLSA including impact analysis and the processing pay changes as needed to maintain compliance.
• Distribute and educate the Field on how to use their matrix and understand wage guidelines.
• Conduct job analysis and evaluation for management and hourly positions as requested by Home Office and Field Managers.
• Create and run audit reports to identify that all employees are captured within the appropriate merit cycle. Follow-up on missing ratings, reviews and increases until all employees are accounted for.
• Serve as consultant to Field Management regarding store staffing models, budget constraints, and compensation practices with the ability to strategize solutions when it deviates from normal practice.
• Support the salary planning process, annual bonus and equity compensation programs, ensuring that processes are followed accordingly.
• Develop projections and modeling scenarios for salaries, retention, and bonus programs.
• Manage projects related to the development of compensation programs.
• As part of the Compensations & Benefit department, support the department in report writing and adhoc reports as requested.
• Assist in various projects within the HR department, such as data conversion and migration.
• Assists in various Affordable Care Act (ACA) compliance requirements, including reporting and analysis of eligibility as it applies to various measurement periods; support development and distribution of 1094/1095 reporting and assist in coordinating system updates.
• Perform timely audits of programs and processes and collaborate with both internal and external auditors to ensure compliance.
• Ensure compliance of Field and Home Office with all applicable laws and regulations related to compensation policy and programs.
• Develop and distribute all communication materials related to compensation policy, procedure, and administration.
• Additional responsibilities as required
• Complies at all times with the Standards, Policies and Code of Business Conduct and Ethics as outlined in the Employee Handbook

REQUIREMENTS/QUALIFICATIONS:

• BS/BA and 3 to 5 years of experience in Compensation function or an equivalent combination of experience and education to successfully perform the essential functions of the position.
• Experience with compensation design and analysis in a similar work environment.
• Proven analytical, critical thinking and problem solving skills; ability to synthesize information and data from a variety of sources.
• Must have Microsoft Office proficiency including advanced Excel skills.
• Ability to develop Excel models for calculations and analysis, using VLOOKUPs, Pivot tables, charts, and mail merge.
• Experience with business intelligence tools, report writing, and HRIS a plus
• Experience with salary survey participation and job mapping
• Must have strong team player skills and the ability to work cross-functional within the HR department
• Ability to multi-task and effectively drive completion of initiatives and change.
• Strong attention to detail with the ability to work under pressure and adapt to changing priorities.
• Excellent verbal and written communication skills including the ability to conduct professional presentations.
• Retail industry experience preferred

KEY RELATIONSHIPS:

• Store Managers
• Regional Managers
• HR Service Center / Payroll

Barnes & Noble Education, Inc. is an Equal Employment Opportunity and Affirmative Action Employer committed to diversity in the workplace. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status.

Movable Ink is a software company that provides marketers with technology and expert services to create unique customer experiences. Founded in 2010, Movable Ink pioneered contextual experiences in email and has powered over 1.5 trillion content impressions worldwide. More than 700 of the world's most innovative brands rely on Movable Ink to create unique, relevant, and compelling visual experiences across email and web at the moment of engagement.

As Compensation Manager, you will partner with our Accounting, Finance, and People teams to design and drive scalable compensation processes. You will own the accuracy of variable compensation plans and payouts, translate strategic decisions around commission and bonus plans into their operational roll-out, and offer research-based guidance around compensation levels.This role provides a high level of exposure to the executive team; the ideal candidate will be comfortable navigating such a high-growth, entrepreneurial environment with minimal guidance.

Responsibilities:

• Research market compensation practices, complete third party salary surveys, and analyze compensation data with operational context to make recommendations around new positions and changes
• Work closely with Strategic Finance to translate decisions around variable compensation plans into scalable reporting, written plan documents, and resources for go-to-market teams
• Calculate and own the accuracy of variable compensation payouts across teams on monthly and quarterly cadences; field questions as main contact for variable compensation plan participants
• Create and maintain documentation around compensation rules and procedures, in conjunction with department leaders, Legal, Finance, Accounting, and People
• Design processes to ensure timely and accurate reflection of compensation information across our systems of record (e.g., quota assignment for new and promoted employees, annual budgeting, etc.)

Qualifications:

• Excel and financial modeling proficiency; comfort performing analyses involving large data sets and modeling without templates
• 3+ years of compensation experience
• Ability and willingness to learn new systems (e.g. Salesforce, commission software)

Lithia Motors (NYSE: LAD) is the third largest automotive retailer in the U.S. and was named a 2019 Oregonian Top Workplaces award winner. We are one of the fastest-growing companies on the Fortune 500 (#265 in 2019)

With a mission of Growth Powered by People , Lithia continuously creates new opportunities for our people. We aim to create an environment where you are enabled to reach your highest potential, where you feel both inspired and supported.

With core values to Earn Customers for Life, Take Personal Ownership, Improve Constantly and Have Fun , we believe in celebrating success and cheering one another on!

We're HIRING NOW for a HR Compensation Analyst! This role is based at our beautiful Corporate offices in downtown Medford, OR.

The Compensation Analyst is responsible for providing analysis, assistance and guidance in the development of compensation plans within the company. Analysts work closely with store management and executive leaders to provide recommendations that align with company and store objectives and expectations. Analysts develop plans that motivate employees to improve performance, attract new talent, retain existing employees, minimize risk and exposure, and reduce department payroll expense.

The Compensation Analyst reports to the Compensation Supervisor.

ESSENTIAL FUNCTIONS & DUTIES

• Provide customer service and support to our dealerships with compensation plan development that:
  • Support company and store objectives
  • Motivate employees to focus on continuously improving individual & business performance
  • Attract and retain talent by providing pay plans that reward individuals for high performance
  • Ensure the company is federally and state compliant
• Comprehensive analysis and review of:
  • Pay plan performance based on prior year, 3-month average and achieving expected goals
  • Staffing need(s) and productivity to assist in controlling payroll expense
  • Performance reporting and Annual Operating Plans (AOP) to identify and analyze financial and performance opportunities
• Clearly communicate and present recommendations to store leadership and executive team
• Assist with department projects, reporting & analytics

PERFORMANCE MEASUREMENTS & EXPECTATIONS

• Maintain confidentiality at all times to protect the privacy of employees
• Thoroughness, accuracy and attention to detail
• Timeliness in completing essential duties, ability to prioritize workload and adhere to deadlines
• Provide exceptional customer service and work in a team-driven environment
• Take personal ownership for assigned tasks and identify and report problems or suggestions for departmental improvements to supervisor

ADDITIONAL KNOWLEDGE, SKILLS, AND ABILITIES

The following knowledge, skills and abilities are needed to be successful in this position:

• Strong attention to detail and sense of urgency.
• Excellent communication skills, both written and oral
• Active Listening – give full attention to the words and body language of others, take time to understand the points being made and ask questions as appropriate
• Analytical Thinking – using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
• Time Management – ability to prioritize workload and manage one’s own time
• Ethics and discretion
• PC Skills including knowledge and use of MS Office (Excel, Word, Windows, Outlook, etc.).

PREFERRED QUALIFICATIONS

• Bachelor Degree preferred
• Prior compensation experience a plus

Physical Demands and Working Conditions

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals to perform the essential functions.

• Physical Demands: Standing, walking over 1/3 of the time, sitting to 2/3 of time, kneeling/crouching to 2/3 of time, reaching with hands and arms to 2/3 of time, talking or hearing over 2/3 of time; move, transport or place up to 1/3 of time up to 25 pounds

• Competitive pay
• Medical, Dental and Vision Plans
• Paid Holidays & PTO
• Short and Long-Term Disability
• Paid Life Insurance
• 401(k) Retirement Plan
• Employee Stock Purchase Plan
• Lithia Learning Center
• Vehicle Purchase Discounts
• Wellness Programs

High School graduate or equivalent, 18 years or older required. Acceptable driving record and a valid driver's license in your state of residence necessary for select roles. We are a drug free workplace. We are committed to equal employment opportunity (regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status). We also consider qualified applicants regardless of criminal histories, consistent with legal requirements.

Department Marketing Statement

The Total Rewards Team focuses on creating a competitive advantage through a global strategy that engages and rewards Parker team members and fosters their commitment. With your leadership on the development of compensation programs, we want to be sure that we offer competitive levels of pay that motivates and rewards our more than 25,000 Team Members in the United States for their value-added contributions to the Company. On a daily basis, you will work directly with the Global Compensation team as well as HR Leaders in our various operations in the country with the support of your Senior Compensation Analyst.

Position Summary

Whilst reporting to the Global Compensation & Mobility Director, your primary focus will be on job evaluations, job descriptions, base salary compensation, alignment of incentive compensation. In addition, but not limited to, you will:

Responsibilities

• Monitor competitive trends in total compensation through survey participation, outside consultants and/or internal procedure to benchmark the Company’s position compared to other relevant employers.
• Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers ensuring consistency across the organization and evaluate positions against established systems and guidelines.
• Manage compensation systems strategy to support and maintain compensation benchmarking, pay practices and labor grade alignment for positions in the U.S.
• Research and develop annual salary merit increase budgets and oversee the annual merit increase process for the United States, ensuring alignment with compensation philosophy and adherence to budgets.
• Monitor the effectiveness of compensation programs and recommend modifications as necessary.
• Conduct market price analysis on positions to counsel managers on individual or generic initiatives for hiring, promoting and maintaining personnel in line with policies and budget.
• Partner with Legal to ensure written job descriptions comply with governmental regulations (DOL, ADA, AAP and EEO).

  Qualifications

  We would like to hear from you if you have:
• A University Degree in a relevant discipline combined with a minimum of 7 years of experience acquired in a similar role, preferably in a large, matrix, multinational manufactur-ing company. Additional training in benefit plan administration, benefit law and governmental law requirements or advanced education a plus.
• High logical reasoning skills with demonstrated strategic thinking mindset ensuring the ability to see the larger picture and elaborate convincing opinions dedicated to all levels of the organization.
• Excellent communication skills and proven ability to develop and deliver compelling presentations that influence decision makers at all levels of the organization.
• Expert Excel skills and excellent knowledge of other MS Suite applications
• Prior experience with PeopleSoft and/or SAP SuccessFactors is considered a plus.
• Experience in leading teams and ensuring their highest level of engagement and sup-porting team members in their professional development.

  Parker Hannifin

  Founded in 1917, Parker Hannifin Corporation is a $14.3 billion, global company. With annual sales of $14.3 billion in fiscal year 2019, Parker Hannifin is the world's leading diversified manufacturer of motion and control technologies and systems, providing precision-engineered solutions for a wide variety of mobile, industrial and aerospace markets. The company has operations in 50 countries around the world. Parker has increased its annual dividends paid to shareholders for 63 consecutive fiscal years, among the top five longest-running dividend-increase records in the S&P 500 index. Parker’s engineering expertise and broad range of core technologies uniquely positions the company to solve some of the world’s greatest engineering challenges. By partnering with customers, Parker improves their productivity and profitability and seeks new ways to solve humanity's biggest challenges.

  Equal Employment Opportunity

  Parker is an Equal Opportunity and Affirmative Action Employer. Parker is committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job related reasons regardless of race, ethnicity, color, religion, sex, sexual orientation, age, national origin, disability, gender identity, genetic information, veteran status, or any other status protected by law. U.S. Citizenship/Permanent Resident is required for most positions. (“Minority/Female/Disability/Veteran/VEVRAA Federal Contractor”) If you would like more information about Equal Employment Opportunity as an applicant under the law, please go to http://www.eeoc.gov/employers/upload/eeoc_self_print_poster.pdf and http://www1.eeoc.gov/employers/upload/eeoc_gina_supplement.pdf

  Drug Tests

  Drug-Free Workplace In accordance with Parker’s policies and applicable state laws, Parker provides for a drug-free workplace. Therefore, all applicants seeking employment with Parker will be subject to drug testing as a condition of employment.

SCOPE/CONTACTS:

The Compensation Analyst will research job requirements and evaluate job positions, job descriptions, and ensure the company is competitive in the areas of salaries design, competitive variable pay and incentive compensation and employee benefits programs to maximize employee recruitment, retention, and performance, and the organization’s profitability. Work is rarely reviewed. Physical effort required is light. Incumbent will not have supervisory responsibility. Will be expected to support other employees in the office. Excellent customer service skills, and actively participate in the Customer Service First program and support the values of the organization and follow established policies and procedures are also required.

ESSENTIAL FUNCTIONS:

• Prepares and maintains job descriptions for each position in the organization; ensures descriptions accurately reflect the work being performed by incumbents.
• Partners with Employee Relations Manager, department managers, and senior managers on development of career planning and compensation strategy.
• Evaluates the organization’s compensation and incentive plans with the goal to implement a consistently competitive and effective compensation structure for the company.
• Collects and analyzes data on the organization’s current compensation and incentive plans; compares this data to comparable plans and programs offered by competitors, similar companies in the industry, and similar companies in the geographic area.
• Interviews and surveys employees and managers to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job.
• Assesses jobs and their respective duties to determine FLSA 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 updates and records within Compease software.
• 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 focus groups to collect employee feedback on specific issues or topics related to benefits and compensation.

• Maintains an attitude and philosophy consistent with the company’s standards.
• Performs other related duties as assigned.

MINIMUM QUALIFICATIONS:

• Bachelor's degree in Human Resources Management, Business Administration, or a related field required.
• Five years’ experience as Compensation Analyst required.

• CCP or similar certification preferred, to be obtained within three-years.

• PHR/SPHR, SHRM-CP/SHRM-SCP preferred
• Excellent interpersonal, counseling, and negotiation skills.
• Thorough understanding of employment laws, employee engagement best practices, employee wellness programs, as well as applicable policies and federal, state, and local employment laws and regulations.

• Extensive knowledge of compensation strategies and incentive programs.
• 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.

The above statements reflect the general details considered necessary to decide the principal functions of the job identified and shall not be construed as a detailed description of all work requirements that may be inherent in the job.

• Bachelors or better

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)

• Providing information for compensation surveys and analyzing compensation survey results
• Creating ad hoc compensation reports from the Partner Resource and Information Systems Management (PRISM) system
• Preparing cash flow statements for lateral, promoted and current partners as requested
• Monitoring and documenting compensation programs
• Entering and reconciling compensation information in PRISM
• Calculating and reconciling annual compensation by Partner once the final unit value is known, including special deals and adjustments for conflicts
• Creating compensation budget information
• Assisting in the annual partner evaluation and participation review processes
• Completing analysis for special compensation and/or analytics related projects
• Assisting in the administration of the currency and capital loans programs
• Completing heavy special project work regarding compensation initiatives
• Proposing and implementing innovative business solutions and other business improvements with regard to compensation
• Other job duties and analysis as assigned

To perform this job successfully, an individual must be able to perform the Duties and Responsibilities (Duties) above satisfactorily and meet the requirements below. The requirements listed below are representative of the minimum knowledge, skill, and/or ability required. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job. If you need such an accommodation, please email staffrecruiting@sidley.com (current employees should contact Human Resources).

Education and/or Experience:

Required:

• Bachelor’s Degree
• Four or more years of experience in Human Resources, compensation or related area
• Proficiency with Microsoft Word
• Advanced proficiency of Microsoft Excel

Preferred:

• Experience with partner or executive compensation
• At least one year of experience performing analytical work utilizing advanced Microsoft Excel tools

Other Skills and Abilities:

The following will also be required of the successful candidate:

• Strong organizational skills
• Strong attention to detail
• Good judgment
• Strong interpersonal communication skills
• Strong analytical and problem-solving skills
• Able to work harmoniously and effectively with others
• Able to preserve confidentiality and exercise discretion
• Able to work under pressure
• Able to manage multiple projects with competing deadlines and priorities

Sidley Austin LLP is an Equal Opportunity/Affirmative Action Employer.

• Provide support with other Compensation Team members and the Human Resource Business Partners in consulting with business leaders to inform compensation-related decisions.
• Assist in maintaining and enhancing job and pay structures for the various business lines.
• Help with the design and building of compensation metrics, reports, and tools to inform compensation program decisions and forecast/model, report, and/or analyze compensation business outcomes.
• Participate in conducting market compensation analysis, internal equity comparisons, and FLSA evaluations for new and modified jobs. Ensure market benchmarks are maintained for all jobs.
• Administer the designated compensation surveys. With the compensation team, review and interpret survey results. Assist in development of internal communications related to compensation changes.
• Partner with HRIS team and payroll to ensure compensation systems are maintained and reporting related to the annual compensation process is updated accurately and in a timely manner throughout the year.
• Support the compensation team with the firm merit and bonus payout cycle. Collaborate with HRIS team for system, user interface and reporting setups.
• Provide support for any compensation related inquiries.
• Additional responsibilities may be required.

• Bachelor’s degree required
• CCP, PHR or SPHR certification a plus
• 2-5 years of relevant experience
• Preferred experience in human resources systems, total rewards/compensation, accounting, finance, or banking.
• Experience in providing exceptional service to internal clients. • Knowledge of employment laws (FLSA) a plus.
• Strong analytical, problem solving skills, capable of understanding and analyzing complicated issues.
• Highly proficient in Microsoft Excel (formulas, pivots, graphs, etc.) / Access knowledge is preferred. Familiarity with payroll/HRIS systems is preferred (i.e. UltiPro).
• Ability to handle sensitive and confidential information.
• Detail-oriented and able to reprioritize work when necessary.
• Ability to work independently and collaboratively with other HR teams and with business leaders.

• Demonstrated experience in benefit & compensation administration and HRIS .
• Ability to make independent decisions and recommendations to resolve issues.
• Strong interpersonal, organizational, analytical, and communication skills.
• Ability to work effectively and cooperatively with people from diverse backgrounds on all levels of the organization.
• Demonstrated ability to work with highly sensitive and confidential information and materials.
• Knowledge of and the ability to interpret and apply federal and state laws, regulations, policies and procedures.
• Experience with current office software and database programs to produce reports and analyze data to support University and HR programs and initiatives.
• Strong analysis/quantitative skills and the ability to translate analysis into actionable tasks.

• Extensive experience in compensation management, benefit, retirement, and leave programs.
• Experience with HR information systems such as PeopleAdmin, Banner, PMIS , BES , VNAV .
• Relevant experience in higher education or state government.
• Supervisory experience.
• HR certification ( CEBS , CCP , PHR , SPHR , SHRM -CP, SHRM - SCP ) desirable.

Avalign produces innovative, high-performance, and cost-effective medical devices with a particular focus on high growth and ingenuity. Our team is growing quickly and proud of the fact that our custom-made devices continue to make a huge difference in the lives of medical professionals and their patients. Our employees are actively involved in the design, engineering and manufacture of technologically advanced medical devices that ensure that we meet our customer’s quality specifications for each product we produce.

We are looking for a Benefits & Compensation Analyst to join our Schaumburg facility. This role supports multi-state sites and will assist in standardizing benefits administration practices across all locations. If you are interested, please apply via email to hr.schaumburg@avalign.com

Job Scope:

What You’ll Do:

• Health & Welfare Benefits
  • Assist and support the administration, education, and communication of Total Rewards programs
  • Complete benefit surveys, analyzing and utilizing survey data results
  • Audit and process benefit invoices and eligibility files
  • Propose process recommendations and projects that improve Total Rewards operations
  • Propose and implement new and innovative benefit solutions
  • Perform other related duties and participate in special projects and audits
• Compensation
  • Assist in administering and communicating company-wide compensation programs (merit increases, bonuses, etc.) and improving administration
  • Prepare and analyze compensation reports for HR, Management and Executives
  • Prepare data for compensation surveys; analyze and utilize survey data results
  • Evaluate new positions, promotions, and reclassifications and recommend compensation elements for positions, including base and incentive pay, market range and placement within salary grade/band structure
  • Administer the tuition reimbursement and relocation benefits programs
  • Research and monitor FLSA and EEOC compliance; evaluate and administer overall job levels, pay grades and market ranges company wide
  • Prepare data and rollout total compensation statements
• Retirement Plan
  • 401(k) Plan administration including plan communication, enrollment, administration, testing, data, and reporting requirements of third-party administrator. Lead the annual catch-up contribution enrollment and audit process
  • Work with 401(k) Trustees and investment planning committee to monitor plan performance; communicate employee feedback regarding investment options
  • Create annual 401(k) education plans with company retirement plan advisor and schedule all education meetings for employees
  • Maintain plan fiduciary file with most current plan documents and meeting notes
  • Interface with payroll system on 401(k) changes made by employees
  • Coordinate all federal, state and local compliance, filings, reports, external audits, tax returns etc. related to the administration of employee benefits

What You Won’t Do:

• Feel stuck – we offer great opportunities to advance and learn
• Get bored – we make custom products, so no day is the same
• Feel like a number – we’re a close-knit bunch and always have each other’s backs

Job Responsibilities:

Who You Are:

• A self-starter who thrives in a fast-paced environment
• A quick learner who is always ready to gain depth of knowledge in manufacturing processes
• A reliable worker who knows the importance of showing up when it counts
• Accept assignments with open, cooperative, positive and team-oriented attitudes
• Able to plan and execute plans across teams
• Effective communicator, both written and verbal

What You’ll Need:

• Bachelor’s degree in Human Resources, or related field, but experience and/or other training/certification may be substituted for the education
• 3+ years of practical experience in the field of compensations and benefits
• Extensive knowledge of employee benefits and applicable laws
• Must have knowledge of compensation management philosophies, practices, methodologies, and techniques with the ability to perform statistical analysis
• Ability to exhibit excellent customer service, integrity, and confidentiality when working with both internal and external customers
• Ability to work independently and collaboratively in a team-based environment
• Exceptional problem-solving skills with a strong attention to detail
• Proficient with Microsoft Office or similar software with strong Excel skills

What You’ll Enjoy:

• Competitive wage and benefits package
• Vacation and paid holidays
• Medical, dental, and vision insurance
• Life and AD&D insurance, disability insurance

We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

Red Robin is taking extra measures to keep our Team Members safe during this time.

We have enhanced our cleaning and disinfectant standards (Our restaurants are extra squeaky clean!), practice social distancing (every shift, every role), and require Team Members to wear face masks.

Our health policy ensures that Team Members can take the time they need to be well.

We are ramping up opening our dining rooms and are staying plenty busy with to-go and catering.

Apply today to join our team to help Guests build everlasting memories, around their tables and ours!

Responsible for the administration of compensation plans including base pay, incentive, and equity plans. Performs market research and sets pay structures. Updates plan documents and creates other communication/education materials. Collaborates with IT, Finance, and Payroll to administer incentive payment and compensation program policy. Assists with compensation plan design and implementation. Forecasts compensation cost and wage inflation. Creates reporting to identify and evaluate trends. Performs ad hoc analysis upon request.

Essential Functions:

Administers compensation plans and programs including base pay, incentive, and equity plans

• Oversees field hourly compensation processes.
• Participants in market surveys and evaluates market data to set pay structures
• Educates leaders on pay policy and process
• Monitors exceptions to policy
• Establishes pay structures to support compensation philosophy
• Monitors minimum wage and ensures compliance
• Collaborates with IT to ensure Workday accurately administers policy
• Recommends policy and process changes when necessary
• Administers field management incentive plans
• Maintains plan documents and other communication processes
• Ensures timely and accurate calculation of incentive payments
• Collaborates with Finance and Payroll to ensure the accurate calculation and distribution of incentive payments
• Assists with administration of equity plans.
• Responds to questions from plan participants or leaders.
• Monitors trouble tickets and resolves issues.
• Assists manager with Restaurant Support Center and field manager compensation processes.
• Assists with salary surveys and benchmarking
• Job documentation and job analysis
• Incentive compensation payments and communications
• Evaluates cost of living and administers per policy

Assists with compensation plan design and implementation

• Provide data support
• Conducts sensitivity analysis
• Assists with design presentations
• Participates in design sessions
• Advises on policy and procedure changes
• Creates or revises plan documents and assists with the communications of plan design changes
• Update models and systems to support plan design changes

Forecasting, analysis, and reporting

• Creates and maintains models to accurately and efficiently administer compensation plans.
• Calculate incentive payments
• Forecast and support the accrual of compensation expense
• Evaluate wage administration and forecast minimum wage impact and inflation.
• Communicate awards and summarize payments
• Create and maintain reporting to summarize compensation payments, evaluate plans, and identify trends.
• Field turnover and staffing reporting and analysis.
• Wage administration exception reporting
• Wage inflation reporting
• Bonus earnings reporting
• Performs ad hoc analysis and reporting upon request

Qualifications:

• Bachelor’s degree in Human Resources, Business, Economics, or related field of study. Two years analytic or Human Resource experience.
• Certified Compensation Professional certification desirable
• College degree and two years analytic or HR experience
• Strong analytic skills
• Good communication skills
• Experience with Microsoft Office including Excel, Word, PowerPoint, and Access
• Experience with HR information systems, Workday experience preferred

Red Robin is an Equal Opportunity & E-Verify Employer

• Bachelor’s degree in accounting, finance or business administration - MBA/Master’s degree preferred
• Five or more years of experience in physician contracts and compensation
• Extensive knowledge of generally accepted accounting principles and healthcare accounting
• Financial analysis experience in a healthcare academic/research setting preferred
• Familiarity with physician and faculty compensation policies and procedures in a university setting
• Computer proficiency with spreadsheet and financial modeling programs
• Ability to analyze and improve accounting processes and practices
• Working knowledge of Lawson and Kaufman Hall systems
• Exceptional analytical, communication, organizational and multi-tasking skills
• Demonstrated competence in accounting and business practices
• Strong interpersonal, collaboration and prioritizing abilities
• Ability to work well independently with minimal supervision
• Flexibility in working hours/scheduling

UCLA is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected Veteran status.

• Analyzes and conducts classification reviews and prepares recommendations; composes and writes new job descriptions.
• Reviews salary recommendations for new hires, internal promotions, reclassifications and other personnel actions for compliance with guidelines and university compensation policies and procedures.
• Reviews job criteria and conducts desk audit interviews relating to position reclassifications.
• Counsels department supervisors and administrators in staff compensation administration and interpretation of compensation policies and procedures.
• Conducts ad-hoc salary market studies and participates in salary market analyses conducted for pay structure proposal recommendations.
• Conducts reviews of FLSA designation of classifications.
• Oversees the processing of position requests and position management in the PeopleSoft Human Resources Management System (HRMS).
• Compiles incumbent salary data from various sources and participates in external salary surveys.
• Maintains and updates a task list of pending classification reviews and other compensation actions.
• Participates in the preparation and review of data for university-wide merit and equity salary adjustments.
• May provide work guidance to support personnel, student assistants and interns.
• Performs other job-related duties as assigned.

Bachelors and 1 year experience.

Additional Information:

• Previous experience in higher education a plus

Note: Please attach 3 professional references with your submission

RESPONSIBILITIES

• Compile and distribute scheduled and/or ad hoc reports and analysis for compensation team

• Develop metrics and systems to improve effectiveness of compensations programs

• Track and report on various pay programs, including bonus and LTI; ensure payments are accurate and timely

• Maintain accurate employee compensation data in the appropriate tracking systems; perform routine audits on employee compensation data

• Maintain accurate system setup for incentive compensation tools; assist in testing enhancements

• Work cross-functionally within compensation team to support job analysis, external survey participation, and merit process on an ad hoc basis

• Consult within the organization on adherence to compensation structure, policies and procedures

• Maintain an awareness of external trends and best practices

EDUCATION & EXPERIENCE QUALIFICATIONS

• 4 year degree in Human Resource Management or related preferred

• 3 years experience in a Compensation role preferred

• 3 -5 years experience working within Human Resources

REQUIRED KNOWLEDGE, SKILLS or ABILITIES

• Strong analytical skills

• Detail oriented – accuracy is of the upmost importance

• Technical knowledge of the various components of compensation

• Strong database and spreadsheet skills and familiarity with HR systems

• Company experience with multi-state or international business

• Exposure to the design and operation of incentive programs (cash and stock-based)

Inspire Brands is a multi-brand restaurant company whose portfolio includes more than 11,200 Arby’s, Buffalo Wild Wings, SONIC Drive-In, Rusty Taco and Jimmy John's locations worldwide.
We are creating a family of brands with maverick qualities, each with their own distinct positioning, guest experience, and product offering. Our brands are diverse, distinctive, and fan favorites. In a sense, you could say we seek those who provide something different than the norm.

#LIIB

Genmab is an international biotechnology company specializing in the invention and development of differentiated human antibody therapeutics for the treatment of cancer and other important human diseases.

The Role

We are currently looking for a Compensation and Benefits Manager to join our Plainsboro NJ team. This is a brand-new role within our rapidly expanding organization. The Compensation and Benefits Manager will support the development, implementation and administration of compensation programs, such as base salaries short/long-term incentive plans, job evaluations, compensation offers and annual bonus/merit increases.

Responsibilities

• Partner with external consultants/vendors, HR partners and Talent Acquisition to provide guidance and support on compensation initiatives

• Conduct market pay analysis for use in job evaluations, salary recommendations for new hires and promotions, annual compensation process and ad hoc requests to ensure external competitiveness and internal equity

• Understand and analyze salary surveys, including working with external survey providers and conducting market analysis. Make recommendations for salary adjustments

• Support the global compensation annual planning process

• Support for incentive compensation for the salesforce by providing analysis and market data. Partner with Sales Operations, HR and Finance to provide input for benchmarking. Administration of the sales plan.

• Participate in incentive design work – short and long term

• Utilize Workday for ad hoc reporting needs

• Manage special projects on a variety of compensation programs, policies and related matters

• Recommend benefits program changes/ improvements based on market analysis

• Resolve employee questions and problems by interpreting benefit policies and procedures.

Requirements

• A Bachelor’s degree is required

• A minimum of five years of Compensation experience

• Benefits experience is a plus

• Pharmaceutical and/or biotech industry experience is required

• Proficiency with MS Excel

• Workday experience is a plus

• Collaborative spirit and ability to work with international teams

• Excellent interpersonal, written, and oral communication skills

• A team player, but with the ability to work well independently

In case you have any questions, please feel free to reach out to Recruiter Rebecca Fine @ refi@genmab.com

Genmab employees work with determination and with respect for each other, consistent with our core values, to achieve our common goals. We give individuals and teams the autonomy to drive development of innovative products and solutions, knowing that integrity is a core value throughout our company. Genmab will offer the successful application a challenging position, where the right candidate will have the opportunity to work with highly specialised people across functions in an informal, multicultural culture, all aiming to make a difference for cancer patients.

Teamwork and respect are central pillars of Genmab’s culture and we therefore ensure an inclusive, open, and supportive professional work environment across our international locations. We believe that fostering workplace diversity across social, educational, cultural, national, age and gender lines is a prerequisite for the continued success of the company. We are committed to diversity at all levels of the company and strive to recruit employees with the right skills and competences, regardless of gender, age, ethnicity, etc.

Please note that if you are applying for a position in the Netherlands; Genmab’s policy for all permanently budgeted hires in this location is to offer a temporary agreement for one year, followed by a contract for indefinite time regardless of seniority.

Genmab A/S is committed to protecting your personal data and privacy. Please see our privacy policy for handling your data in connection with you application on our website https://www.genmab.com/privacy .

Are you passionate about ensuring employees are paid well? Do you love ensuring the business is compliant with local laws? If you were able to answer yes to these questions then we want to talk with you!

We are searching for an organized and strategic individual to join our team as a Compensation Analyst! Reporting to the Manager of HR Operations, you will manage the administration of compensation programs, providing consultation and advice, as well as ensure effective deployment of programs and processes globally and at the local level. You will provide compensation analysis and support to the business, as well as participate in other projects, and ensure compliance with local laws and governance processes.

• Act as trusted advisor to HR Business & Talent Acquisition Partners and business groups, providing recommendations on compensation matters that support of business goals and ensure market competitiveness regarding application of compensation policies, practices, and guidelines
• Partner with key stakeholders to drive and influence the development and execution of compensation projects, processes and initiatives such as salary structures, job leveling and FLSA exemptions
• Perform various research and analyses to determine market competitiveness of compensation programs or to ensure compliance with current legal regulations
• Develop and monitor key performance indicators, highlighting trends and analyze effectiveness of compensation programs
• Conduct job evaluations, job leveling, and provide salary recommendations ensuring internal equity and market alignment of total compensation
• Drive key areas in the annual compensation review process, including salary, bonus, and equity in Workday
• Build and maintain job family structures and details for all employee positions, including job code creating and cleanup and data requests from clients
• Manage compliance with applicable regulatory requirements regarding employee pay while staying up-to-date on current related legislation
• Document business processes to streamline processes for the compensation team
• Participate in other Total Rewards projects and initiatives

• 3+ years of relevant compensation experience
• High proficiency in Microsoft Excel and PowerPoint
• Excellent analytical and problem-solving skills
• Strong process management skills
• Strong interpersonal skills and ability to work effectively in a team environment
• Strong organizational and time management skills
• Ability to work independently; be a self-starter
• BA/BS degree in related field or equivalent industry expertise
• Experience working in a global business environment and proficiency with Workday preferred

Here at Specialized we believe that bikes have the power to change lives for the better. We are a culture of barrier-breakers, but we need your unique ideas and backgrounds to help us push boundaries and change the world. We are always looking for creative, innovative, and passionate people who can contribute to our mission of getting people outside. Regardless of your qualifications, if you think this could be you and you're ready to make a difference, please apply! We hope that you will reach out and show us how you can make an impact here.

See what we are up to on LinkedIn, Instagram, and most importantly, our #DogsofSpecialized.

This position is open until filled and the first review is October 28th.

Reporting to the Director of Human Resources, this position performs a variety of professional, technical and analytical classification and compensation activities in support of the development, implementation and maintenance of the City’s classification and compensation systems; provides analytical and technical support for union negotiation teams; and is responsible for providing administration and support of Workday, a Human Resource Information System.

This is a full-time, regular, exempt position. The schedule for this position is M-F, 8am to 5pm.

To learn more and to apply, please visit this site: https://cityofvancouver.wd5.myworkdayjobs.com/en-US/COV

GoHealth Urgent Care partners with healthcare systems across the country to provide unparalleled experiences for our customers, employees, partners and community. We live our values of innovation, collaboration, diversity/inclusion, courage/integrity and accountability. We believe in promoting from within and the value of each team member. Check us out as we are growing and in need of professionals whose mission and values coincide with GoHealth!

The Compensation and Benefits Specialist provides support to the People Team and other departments throughout the organization providing compensation analysis support and benefit program administration for the organization. This role will be responsible for providing compensation recommendations, evaluating new positions, assigning grades to new and current roles and ongoing reclassification and supporting performance evaluation process as needed.

This Compensation and Benefits Specialist will also provide benefit administration support for new hires, day to day benefit changes for team members, the annual benefits open enrollment as well as benefits compliance such as ACA, Plan notices, etc.

JOB REQUIREMENTS

Education

• Bachelor’s Degree in Human Resources Management, Business Administration or a related field required

• 2+ years of compensation, benefits or other human resources analytics experience required
• Experience using Excel required
• Health care experience in multi-state analysis preferred
• Experience in managing and implementing projects and strategic change initiatives preferred
• Benefits experience preferred

• CCP, PHR or SPHR or other Human Resource Certification preferred

Essential Functions:

• Provide day to day support to the Talent Acquisition Partners to provide recommendations for compensation offers from established compensation grids escalate requested exception to the Manager, Compensation and Benefits.
• Review candidate resumes to verify applicable experience to provide compensation recommendations.
• Provide recommendation for updates to the Market Compensation Grids.
• Responsible for day to day administration of Dayforce HRIS.
• Review and approve routine team member changes that impact status and compensation.
• Request offer letters for Talent Acquisition team to process internal transitions and follow up with team members for any processes that are not completed.
• This role will provide support on the performance evaluation process as needed. Support may include tracking status of forms, follow-ups and running report during the performance review period.
• Analysis of salary surveys to determine salary range of current and new positions depending on geographic location.
• Review of job descriptions and aid managers in writing the job descriptions.
• Adhere to compensation guidelines, recommend changes and communication of the guidelines.
• Review of salary changes and peer review of the salary changes in the human resources information system.
• Assist with annual benefits open enrollment and new hire benefits enrollment
• Responsible for managing file loads to benefit vendors
• Benefits Compliance (ACA, Plan notices, testing)
• Projects: Assist the HR team with projects via planning, project management, data gathering and analysis.
• Partnerships: Establishes productive relationships and rapport with customers to gain joint understanding of business goals, strengths, and opportunities providing timely follow up on issues/concerns. This includes being there to listen.
• Field Support: Supports and assists with implementation of People Team initiatives to enhance successful rollout and acceptance throughout the organization. Alerts Manager on high risk situations that may have an impact on the organization. Provide support for People Team initiatives to assure the successful rollout and acceptance of initiatives, policies, and programs throughout the organization.
• Assists People Team with special projects including spreadsheets for tracking. Special projects include any Compliance related projects or employee engagement projects.
• Regulatory Compliance: Works with leaders to assist them in knowing/understanding components of HR standards so they can remain compliant (i.e., I-9/E-Verify, timely Performance Evaluations, license/certification renewal etc.).
• All other duties as assigned.

Full-Time Worker's Compensation Billing Caseworker

Zynex is seeking the best Billing Caseworker in the state to join our team. If you are looking to join an amazing company that is passionate about making a difference in our patient’s lives, then Zynex is the place for you. Zynex has since 1996 been a leading provider of pain management and rehabilitation devices without side effects and striving to reduce the use of opioids.

Zynex Offers Exceptional Benefits (for Full-Time Employees):

• Competitive & above-market base pay
• Health, Dental & Vision Insurance Benefits
• Additional $50/mo. health benefit for gym membership or other health-related expense
• 401K available + company contribution
• 8 Paid Holidays + 17 Paid Time Off (PTO)*
• Additional pay for community volunteer work
• Tuition Reimbursement opportunities

Essential Job Duties and Responsibilities Include the Ability to:

• Obtain billing authorizations for the use of Durable Medical Equipment (DME) from Insurance companies (e.g., Adjustors/Nurse Case Managers, TPAs (Third Party Administrators, Insurance Representatives)
• Negotiate the best pricing for Zynex for devices as well as supplies with adjustors/insurance reps as needed
• Provide requested information to Insurance carriers to include billing/coding support concerning devices, accessories, and supplies for recipients, insurance providers, physicians and the payer community
• File denial appeals, perform code corrections and evaluate EOB’s when necessary
• Communicate as needed with patient regarding the use and benefits of the DME item, and keeping the physician/provider, insurance company, and or TPA appraised of the patient status
• Be responsible for accurate records and detailed memos in the access database billing system
• Meet daily goals as outlined by Billing Dept Supervisor
• Dress and interact professionally in an office environment
• Follow all company policies

Knowledge, Skills and Experience Required:

• Ability to perform with high degree of independent judgment, discretion, and confidentiality; and make complex decisions within short amount of time
• Superior phone communication skills with providers, carriers, patients and trainees
• Proficiency with office computers and Microsoft Office software
• Exceptional communication (written & verbal) skills AND Excellent organizational skills
• Strong attention to detail and good typing skills
• No prior billing experience required

Proficiency with:

• Personal Computer and Microsoft Office software applications
• Facsimile, Copy machine and printer or similar all-in-one devices
• Multi-line telephone with voice mail

Physical and Environmental Requirements:

• Fast-Paced, high-volume work environment with frequent interruptions
• Prolonged sitting and telephone work up to 80% of the time

Senior Compensation Specialist

Job Summary

The Senior Compensation Specialist performs quantitative and qualitative compensation analyses to proactively forecast, model, and manage a wide range of compensation and data analytics in a highly impactful role in a large, complex organization. This position applies compensation principles to develop predictive models and guide decision makers towards an optimal system and service design.

The Senior Compensation Specialist applies subject matter expertise in quantitative and qualitative analysis, optimization, data visualization, and processes, leveraging analytical methodologies and expertise to execute project tasks. This position supports information management, report generation, data visualizations, and methodology development. The Senior Compensation Specialist participates in the verification and validation of models and tools, analyzes trends, and communicate results to the leadership team.

The Senior Compensation Specialist reports to the Director of Human Resources.

Essential Functions

General

• Collects, analyzes, and reports on compensation metrics and risk. Develops creative and innovative ways to answer critical business questions by augmenting existing data assets or driving the development of new ones. Leverages analytical expertise and data storytelling abilities to transform business requirements into impactful and efficient analytic solutions leveraging the full power of business intelligence tools available.
• Provides a balanced skill set of business acumen and previous experience with reporting/business intelligence. Proactively acquires business knowledge to provide insights to business issues and concerns.
• Works alongside Directors to enhance incentive compensation programs providing process improvement, ad-hoc analysis and strategy optimization through thought leadership.
• Manages internal projects and ensures the program deliverables are timely and accurate. Performs day-to-day quality assurance for processes, deliverables, documentation, communication, meeting documentation and action item follow-ups.
• Conducts research on incentive compensation topics.
• Manages the overall job evaluation process. Reviews, analyzes and recommends leveling of positions and overall job and pay structure for the organization. Gathers information from various external and internal sources to perform comparative analysis. Works with leaders and business units to revise and complete evaluations and position narratives on a timely basis.
• Builds relationships with leaders and departments to understand department structure, goals and business objectives. Analyzes market data for individual positions, job families, and departments, to help drive internal and external business decisions. Assist with the annual performance review process for UFCU.Provides support for various compensation programs and processes. Reviews and compiles variable pay plan information for executive reporting.

• Provides support for various compensation programs and processes. Reviews and compiles variable pay plan information for executive reporting.

• Participates and takes an active leadership role in Human Resources and Organizational Development projects.
• Performs ad hoc reporting of total compensation information as requested. Conducts research for issue resolution and makes recommendations for streamlining processes and procedures.

Annual Review Cycle

• Leads the annual compensation planning process for the assigned business units/functions, including base pay recommendation facilitation, incentive allocations, compliance with cooperative and business guidelines/expectations, and final reconciliation.
• Leads and manages the delivery of compensation recommendations to Senior Leadership as well as the research, analysis, design, implementation, communication, and administration of compensation plans during the annual review cycle.
• Provides guidance to the business to develop creative solutions on a variety of total compensation issues including the setting of appropriate pay levels and total incentive pay.
• Reviews the operation of various facets of the compensation process to assure compliance with cooperative goals and various government regulations.

Analysis and Compensation Strategy

• Partners with business leaders and Director of Human Resources to understand and support business objectives by providing analytical support, consulting, and compensation advice for their functional areas.
• Educates leadership groups on compensation policies and provides subject matter expertise. Aligns compensation approaches with business needs, developing creative solutions for talent acquisition and retention. Recommends solutions or alternative actions to resolve compensation-related challenges.
• Evaluates Executive level roles and determines leveling, ensuring jobs are scoped appropriately. Maintains job related data in HRIS and manages organizational job descriptions.
• Participates in market pricing initiatives, and analyzes competitive market data. Reviews internal equity, and prepare proposals to management on pay adjustments.
• Participates in the design and approach to job structure and other related compensation programs. Creates and conducts market data presentations.
• Analyzes and maintains equity of current compensation programs compared to trends and legislated requirements.
• Performs in depth analysis on effectiveness and competitiveness of existing compensation programs and model potential impact of alternatives.

Project Management

• Participates in and leads ad hoc compensation projects that may include program design and implementation, salary structure midpoint development and communication, and job matching.
• Partners with leadership team on business unit specific compensation program initiatives, change management, implementation, and communication efforts as needed.
• Acts as a business partner and problem solver, and plays a governance role in the creation, negotiation and review of compensation programs and business rules.
• Provides ongoing support for leaders to appropriately align pay with UFCU’s practice and philosophy.
• Diagnoses gaps between current and desired state.
• Performs ad hoc analysis and planning to continuously improve our compensation programs and processes.
• Uses strong communication and analytical skills to drive understanding of compensation philosophies, practices and administration among leaders and managers and assist in cascading to all levels of the organization.
• Manages project plan elements and provides expertise to compensation and cross-functional Human Resources and Organizational Development projects.
• Assists with design and administration of compensation programs, including performance, recognition, and equity.
• Develops, implements and leads compensation communication and training programs for managers and Human Resources.
• Leads the development and management of compensation analytics and employee feedback studies.
• Supports the development and rollout of internal compensation tools and systems.
• Ensures compensation programs are scalable, compliant and are effectively deployed within the organization.
• Takes a proactive approach to identification and execution of industry best practices and trends.
• Commits to getting the job done no matter what issues arise.

Other

• Perform other duties as assigned
• Adhere to all organizational policies, procedures and business ethics codes
• Complete required regulatory Training as assigned

• Maintain strict adherence and compliance to all laws, rules, regulations, policies, procedures and internal controls specific to the role, including but not limited to Bank Secrecy Act, Anti-Money Laundering, USA Patriot Act, OFAC and Fair Lending regulations

Knowledge, Skills and Abilities

Build Partnerships

• Ability to effectively build relationships, establish rapport, and diplomatically communicate information

• Possess high level of integrity

• Be widely trusted, direct and truthful, with the ability to establish and maintain effective relationships and gain confidence

• Exceptional solutions and client service-oriented, with an emphasis on problem solving
  

• Confidence and ability to work independently as well as perform as a collaborative member of a team

Communication

• Exceptional verbal, interpersonal, listening and written communication skills

• Ability to visualize and articulate problems and concepts in a systematic manner that appeals to business leaders while tailoring communications, formal or informal, to the audience

• Ability to present complex data sets simultaneously, and convert to PowerPoint presentations

Emotional Intelligence

• Ability to demonstrate empathy

• Ability to demonstrate excellent teamwork skills and contribute to team success by treating others with respect, courtesy, and displaying a “what can I do to help?” attitude

• Self-starter who is motivated to successfully assist with complex project deliverables in a very driven and changing organization

• Intellectual curiosity, consistently seeking opportunities to develop new skills

Adaptability

• Ability to demonstrate adaptability

• Ability to work in a team environment with a high sense of urgency

• High degree of flexibility with the ability to work under tight deadlines and changing needs

Focus on Results

• Ability to effectively demonstrate accountability and focus on results

• Exceptional organizational, project, and time management skills

• Exceptional attention to detail

• Ability to manage multiple initiatives simultaneously

Decision Making

• Ability to work independently and exercise judgement, logic, integrity and initiative

• Ability to maintain confidentiality

• Ability to contribute to the development and implementation of strategic and complex compensation plans that align with evolving strategies

• Ability to apply probability and statistical techniques to analyze large and complex data sets

• Ability to conduct the development and application of optimization models to support independent assessments of studies, analyses, reports, and cost estimates

• Ability to demonstrate advanced knowledge of Excel, including regression analyses and advanced formulas

• Ability to recognize patterns and issues in sets of data, ascertain relevant and irrelevant data when conducting analytical work, and organize data in a logical and systematic manner

• Ability to see beyond the numbers to drive sound decision-making

Experience

Minimum Requirements

• Bachelor’s degree in a business-related field, with a preferred emphasis in finance, economics, statistics, mathematics or accounting

• 7+ years of experience working in a professional environment using critical thinking and analysis in one or more of the following fields: compensation analysis, financial modeling, data mining and optimization, statistics, and/or complex data visualizations

• 3+ years of experience managing and analyzing compensation surveys and compensation data

• Exceptional interpersonal, listening, collaborative, verbal and written communication skills

• Exceptional organizational and project management skills and attention to details

• Knowledge of human resources policies, processes and applicable laws

• Must be bondable

Preferred Requirements

• MBA, MA, or MS degree in Industrial and Organizational Psychology

• Certified Compensation Professional (CCP) or Global Remuneration Professional (GRP) Certification

• 7+ years of compensation experience with a large, complex organization of more than 500 employees

• Experience developing, managing and administering variable pay and incentive plans

• Experience in developing data visualizations using analytics software such as Tableau and Power BI

• Knowledge of executive compensation programs

• Knowledge of talent acquisition challenges in specialist skills areas such as Information Technology or Accounting

• Credit Union experience

Disclaimer

Physical Demands

The physical demands described are representative of those that must be met by an employee in order to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Frequent

• Sitting

• Use of hands to finger, handle or feel

• Use of hands and arms to reach

• Extensive use of the telephone, requiring the ability to effectively listen and accurately explain complex information

• Extensive use of the computer, requiring the specific vision abilities including close vision, distance vision, peripheral vision and the ability to adjust focus.

Work Environment

The work environment characteristics described 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.

• This position may involve periodic stressful conditions.

• May occasionally require an adjusted work schedule, overtime, and evening/weekend hours.

• Frequent computer use at a workstation up to two hours at a time.

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

The University Human Resources Central is seeking a Classification & Compensation Consultant. This is a full-time 1.0 FTE,12-month, fixed term professional faculty position. Reappointment is at the discretion of the Director.

The Classification & Compensation Consultant collaborates with HR Strategic Partners, Employee & Labor Relations, Talent Acquisition, the HR Service Center, and other HR leadership to provide coordination of classification and compensation functions university-wide. The Class & Comp Consultant is responsible for advising, coaching, consulting, and providing technical advice to employees, leadership, and unit administrators in the interpretation and application of rules, bargaining agreements, policies and procedures related to classification and compensation; evaluating position descriptions for appropriate appointment type; FLSA determinations; and assistance with the maintenance of university classification and compensation structures and systems.

40% POSITION CLASSIFICATION
Review and approve the establishment of new Classified and Unclassified position descriptions. Determine correct position allocation and/or assignment within the appropriate classification and compensation structure. Review and effectively recommend actions for classified positions including appropriate appointment type and employment class.
Partner with HR Strategic Partners, unit supervisors, and the HR Service Center to review and update existing position descriptions, and assure that accurate data is communicated and transferred to downstream process partners.
Review position descriptions to determine whether exclusion from bargaining unit criteria is met and documented to determine appointment type.
Review positions to determine FLSA status in compliance with federal requirements. Audit positions for FLSA status changes, including all tests for FLSA; take action to ensure appropriate designation and communicate changes to employee and management.
Partner with members of the HR Strategic and Technical Services team to ensure position and job titles are set up and entered into university data management systems and databases correctly; assist in development of working procedures and process for HR Service Centers to ensure all Job Titles are updated accurately in the Online Position Description System and Banner EDS.

40% COMPENSATION ADMINISTRATION
Perform compensation functions and responsibilities within established guidelines and policies. Review and approve classified extra meritorious increases; Information Technology (IT) compensation plan increases; in-hire salary rates above Step 1 of the compensation plan; out-of-cycle individual classified employee salary increases; work-out-of-classification compensation requests; differentials and special qualifications pay; and vacation cash out and payment requests. Assist with the administration of negotiated SEIU salary changes for classified employees, including step approvals or increases, salary selectives, and COLA’s.
Review, analyze, recommend, and approve requested starting rates for unclassified employees; administrative stipends; merit, equity, and other off-cycle increase payments.
Conduct review and analysis of salary or compensation actions to maintain compliance with the Oregon Equal Pay Act. Identify appropriate comparator groups of positions at OSU performing work of comparable character. Establish and communicate recommended starting rates to maintain internal equity for positions determined to be performing work of comparable character.

15% – Communication and Training Facilitation:
Monitor, respond, or appropriately distribute communications from the Position Descriptions email Inbox.
Generate and distribute communications to individual employees, managers, supervisors, or senior leadership about upcoming changes and implementation of classification and compensation initiatives, policies, or procedures as requested.
Develop and compose various types of communication and training materials in support of the overall communication strategy plan for the OSU classification & compensation system or related subjects.
Present training sessions to campus community on organizational charts, position description development, position allocation, or other related topics as necessary.
Assist in the development and delivery of training for campus in the use of the classification & compensation and competency level project tools and systems.

5% COLLECTIVE BARGAINING
Research needs and requests from the assigned college/departments regarding labor relations matters and prepare collective bargaining proposals based on the college/department needs for submission to UHR. Attend and make presentations, as requested, during bargaining to represent college/department position(s) on specific bargaining proposals. Attend confidential meetings for strike planning and preparation; carry out any assigned responsibilities for business continuity planning in the event of a strike. Assist ELR in completing employee transfers and placements prior to layoff initiation and during the layoff process.

Bachelor’s Degree in Business or related field, with an emphasis on human resource administration;
OR five years of experience in human resource administration, of which two years are providing lead administrative work in a project, program or operation;
A demonstrable commitment to promoting and enhancing diversity.
Ability to analyze program data, draw conclusions, and makes appropriate recommendations.
Ability to anticipate, understand, and respond to customer needs in a positive, confidential, and sensitive manner.
User-level experience with the following software: Database and reporting tools; Windows-based software; and Microsoft Office applications: Word, Excel or similar applications
This position is designated as a critical, security-sensitive or safety-sensitive position; therefore, the incumbent must successfully complete a Criminal History Check and be deemed fit for duty at placement and while serving in the position.

Prior experience in determining appropriate position classification allocation.
Knowledge of principles, theory and practice in the area of compensation; prior experience with compensation theory and administration is highly desirable.
Experience performing duties in HR Management in an institution of higher education, large public entity, or comparable environment.
Experience administering classification and compensation for a union represented work force.

This position may require non-standard working hours, including weekends and/or evenings, in order to meet business or customer needs and deadlines. Incumbent will be provided a laptop and peripherals so that work may be performed at a fixed work station or by remote, depending on business need.

When applying you will be required to attach the following electronic documents:

1) A resume/CV; and

2) A cover letter indicating how your qualifications and experience have prepared you for this position.

You will also be required to submit the names of at least three professional references, their e-mail addresses and telephone numbers as part of the application process.

The anticipated starting salary will be $44,496-75,516

For additional information please contact: Tracey Yee by phone at 541-737-5426 or by email at tracey.yee@oregonstate.edu

OSU commits to inclusive excellence by advancing equity and diversity in all that we do. We are an Affirmative Action/Equal Opportunity employer, and particularly encourage applications from members of historically underrepresented racial/ethnic groups, women, individuals with disabilities, veterans, LGBTQ community members, and others who demonstrate the ability to help us achieve our vision of a diverse and inclusive community.

This position is designated as a critical or security-sensitive position; therefore, the incumbent must successfully complete a criminal history check and be determined to be position qualified as per OSU Standard 576-055-0000 et seq. Incumbents are required to self-report convictions and those in youth programs may have additional criminal history checks every 24 months. Offers of employment are contingent upon meeting all minimum qualifications including the criminal history check requirement.

Our Global HR Compensation & Benefits department is expanding, and Arrow is looking for a Sr. Compensation Analyst to join the team in our Centennial, CO location. The Sr. Compensation Analyst is responsible for supporting strategic business objectives through the implementation and execution of Arrow’s global compensation programs. The Sr. Analyst is a key member of the Compensation Team tasked with successfully managing relationships with and providing general compensation support and guidance to the global compensation team, regional compensation and benefits teams, HR colleagues and business managers. This role will perform compensation administrative activities and project work, both as a team member and as a project leader.

What You’ll Be Doing

• Compensation Projects and Data Analytics (40%): Participates in various compensation projects and performs data analysis as needed.
  • The Analyst will assist with projects by:
    • Serving as the global compensation lead for Payfactors used within all regions.
    • Examining internal compensation practices, internal equity, and employee pay programs in comparison to market data and external trends/pay practices. Via in-depth analysis, explores and recommends opportunities for compensation program enhancements that are competitive and cost efficient for implementation.
    • Conducting online research on a variety of compensation related topics (i.e., FLSA practices, minimum wage compliance, new compensation related legislation compliance, etc.)
    • Providing input and completing analysis around annual salary structure movement and salary planning/merit budget recommendations.
    • Preparing analytical summaries, presentations and other material to communicate compensation research findings, training initiatives, project deliverables, etc. to be presented to HR and/or business managers.
    • Assisting in the successful integration of compensation practices and policies on mergers and acquisitions.
• Compensation Administration (30%): Participates in (and may lead) various compensation administrative processes including:
  • Conduct job review and evaluation using both Global Grading System and market pricing via the Payfactors system for recommendation to the Global Compensation Committee.
  • Manages the global participation in and analysis of compensation surveys and assists regional compensation & benefits teams with survey participation, ensuring appropriate matching of Arrow’s jobs to survey positions.
  • Participates in annual compensation planning/merit process, providing program and system support to HR and regional Compensation and Benefits teams during planning process, assisting with the development and distribution of communication materials and training, generating reporting and analyzing merit awards vs. budgets, compensation equity, etc.
• HRIS (Workday) Data Administration (30%): Manages compensation related information in Workday including, but not limited to, data around employee compensation, jobs, base pay and bonus programs, critical reporting information, etc. Ensures compensation related information stored in Workday is accurate and consistent. Designs and/or runs reports and conducts analysis as requested or needed for project work.
  • May review and approve compensation transactions in Workday for new hires and promotions, consulting HR Business Partners and business managers regarding compensation programs guidelines.

What Are We Looking For?

• Advanced understanding of Compensation principles, practices and trends.
• Proven ability to work effectively as a team member, establish and maintain effective working relationships across multiple functions and job levels. Experience interfacing with multiple levels of management.
• Ability to work autonomously but can identify when to seek help or ask questions. Ability to assess situations, understand compensation implications and form a proposal to address issues. Ability to understand problems, get to the root cause and propose realistic solutions within company/HR policy and practice framework.
• Experience independently managing projects, including working directly with clients to understand needs, designing project plans to appropriately meet objectives and seeing engagement through completion.
• Ability to keep sensitive human resources and compensation information highly confidential.
• Strong organizational skills.
• Advanced Microsoft office skills, including Word, Excel, PowerPoint and Access.
• Proficient use of HRIS systems (Workday (ideal), Oracle, PeopleSoft) and compensation related web applications (Payfactors ideal).
• Must be able to demonstrate: excellent analytical and coordinating skills; customer orientation; interpersonal aptitude; interpersonal influence; commitment to quality; achievement orientation; self-development; company-wide perspective; and business insight.

Preferred Qualifications:

• Compensation Professional Certification (CCP) via WorldatWork or working toward certification
• Knowledge of industry and competitive market
• International experience

Experience / Education

• Requires a Bachelor's degree
• Requires 5 years prior compensation experience, including progressively more complex compensation assignments.

What’s In It For You?

At Arrow, we recognize that financial rewards and great benefits are important aspects of an ideal job. That’s why we offer competitive financial compensation, including various compensation plans, and a solid benefits package.

• Medical, Dental, Vision Insurance
• 401k, With Matching Contributions
• Paid Time Off
• Health Savings Account (HSA)/Health Reimbursement Account (HRA) Options
• Growth Opportunities
• Short-Term/Long-Term Disability Insurance
• Discounted RTD Passes, with convenient office location off RTD Light Rail (Dry Creek Exit)
• On-site Café with Catering Option for Busy Lifestyles (availability subject to COVID-19 office guidelines)
• 24/7/365 On-site Gym and Lockers, Free for Use to All Employees! (availability subject to COVID-19 office guidelines)
• Bike Racks
• And more!

Arrow is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, gender, sexual orientation, gender identity, national origin, veteran or disability status. (Arrow EEO/AAP policy)

• Bachelor’s degree in Human Resources, Business, or related discipline or equivalent work experience plus five (5) years’ experience in design, analysis and administration of compensation programs
• Professional accreditation (CCP, PHR or SPHR) preferred
• Excellent consulting skills – ability to influence and negotiate with all levels of management and employees
• Demonstrated ability to handle confidential information
• Strong interpersonal skills
• Excellent verbal and written communication skills
• Knowledge of PeopleSoft system
• Proficient with PC applications (Microsoft Word, Excel and PowerPoint required)
• Advanced analytical and problem solving skills
• Ability to work independently, handle multiple assignments and prioritize workflow with keen attention to detail
• Thorough understanding of compensation related policies, practices, procedures and regulations
• Strong knowledge of State, Federal and local wage & hour laws
• Demonstrated ability to evaluate and handle complex issues

JOB SUMMARY & RESPONSIBILITIES :

Vertiv is hiring two key Program Manager for the newly created Compensation Center of Excellence supporting Vertiv’s global compensation programs. The program managers will design, develop and have responsibility for implementing the following global compensation programs: Workforce Compensation module of the Oracle HCM including alignment with the Vertiv Talent Review program, global short-term incentive program inventory and design alignment, job architecture development and governance, development and implementation of a market pricing tool including ongoing development and other key global compensation programs. Strong alignment with regional reward leaders will be expected.

Responsibilities

Base Pay & Incentive Plan Management:

• Lead a cross-regional team in the design and implementation of Vertiv’s compensation planning tool (Workforce Compensation Module in Oracle HCM), including merit increases, STI plan management and other programs as designed.

• Partners effectively with Global Business Solutions, HRIS and HR leadership across the organization to seamlessly run these programs.

• Create and manage an inventory of the short-term incentive programs existing globally.

• Effectively manage the global STI participation information for the company, including auditing metrics, targets and final results.

• Manage the communication of the STI program during Q1 and throughout the year as new hires are onboarded.

• Partner with regional reward leaders to implement new incentive programs or designs.

Global Job Architecture & Market Pricing Tool:

• Analyze current job structure and manage changes to ensure alignment to the organization as it continues to grow and change.

• Propose changes and manage the process of mapping employees to the correct jobs by effectively partnering with HR leaders.

• As developed, manage job evaluations and grade assignments of the job architecture.

• Manage a set of standard job capsules and ladders. Remain tied into the Learning & Development team to ensure appropriate job ladder/lattices are created to support the organization.

• Manage the implementation of a compensation management tool, ensuring consistency and alignment of market pricing efforts across the organization.

• Partner with regional reward leaders to ensure market data is analyzed and prepared effectively.

Other global reward programs and responsibilities:

• May participate in development and administration of Vertiv’s long-term incentive program.

• Assist with development and maintenance of reporting needs related to compensation data for the organization.

• Assist with the development and maintenance of a comprehensive training program and communications plan for Human Resources (Talent and HR Business Partners), business leaders, managers and employees on compensation structure and related policies/procedures.

• Ensure compensation programs are administered in compliance with company policies as well as applicable federal and state regulations or legislation, including applicable wage and hour regulations, and Data Privacy and Protection Guidelines.
  

QUALIFICATIONS:

• Bachelor’s degree from an accredited college or university with a Major in business administration, accounting, finance, human resource management preferred

• A minimum of 6 years of experience with broad-based global compensation programs, including planning, development and administration of programs. (2+ years as a compensation manager preferred)

• Excellent written, verbal, and interpersonal skills and the ability to interact, collaborate and influence others effectively within HR, at the executive level, and cross-functionally

• Knowledge of building and maintaining compensation structures

• Strong project management/organizational skills

• Advanced Excel skills

• Detail oriented with excellent analytical skills

• Working knowledge of HR Information Systems and related reported (Oracle preferred)
  

Vertiv is an equal opportunity employer which works hard to create a workplace that supports and promotes diversity, embraces inclusion, and cultivates respect for the individual. We believe that bringing together bright, enthusiastic, and talented people from various backgrounds promotes the birth of new ideas and an exciting energy level. Equal opportunity employment policy assures that there will be no discrimination or harassment against an employee or applicant on the grounds of sex, race, color, religion, national origin, age, marital status, political affiliation, sexual orientation, gender identity, genetic information, disability or protected veteran status or any other factor considered unlawful by applicable laws and regulations.

• Consult with DHHS Classification and Compensation Administrator to identify compensation issues and process requests to create new positions, reorganizations, and reclassifications.
• Collect market/related data, prepare classification and/or compensation proposals and/or salary surveys, and budget impact reports.
• Partner with DHHS leadership / requesting areas to fully understand current and future classification needs and offer appropriate and accurate solutions
• Review and oversee job classifications by preparing job descriptions and revising class specifications to reflect new classes or changes to existing class specs.
• Conduct job audits, consult with State Personnel Analyst on appropriate classification and make recommendations.
• Prepare timely, detailed, and error-free classification notifications and decisions to payroll, HR Business Partner, and employees.
• Determine correct salary and overtime designation.
• Provide accurate and consistent interpretation on rules, regulations, union contracts, employment laws and policy.
• Prepare justification and related correspondence for processing requests for in-grade salary adjustments and increased hiring rates.

• Collects and compiles key HR metrics and data from a variety of sources, including human resource information systems (HRIS) and payroll outputs, benefits enrollment records, management and employee surveys, exit interviews, personnel records, government labor statistics, competitors’ practices, and other sources.
• Analyzes data and statistics for trends and patterns with attention toward benefits enrollment, absenteeism, leave use, recruitment, motivation, cost, turnover, and compliance with employment laws and regulations.
• Prepares reports of data results, presenting and explaining findings to senior leadership.
• Based on metrics and analysis, makes recommendations for policies and activities to improve existing metrics including changes to benefits, leave, and compensation offerings.
• Researches or coordinates with appropriate benefits administration staff to research alternatives for health, wellness, and retirement plans and benefit providers in order to recommend changes or updates to the company’s existing benefits or policies.
• Assists in the design and implementation of base pay and incentive programs, equity plans, and benefits programs that reflect the organization's total rewards philosophy.
• Evaluates, benchmarks, and market prices jobs using survey data and other market intelligence to determine competitive compensation ranges for each position along with assessing jobs and their respective duties to determine classification as exempt or nonexempt.
• Review proposed salary increases and candidate offers and provides feedback based on analysis of the labor market and internal equity.
• Ensures programs align with business objectives and comply with all applicable laws and regulations.
• Ensures compliance with data privacy regulations and best practices and advises management on applicable state and federal employment regulations, benefits and compensation policies, and human resource procedures.
• Provides support for the administration of the stock and equity programs.
• Performs other duties as assigned.

• Bachelor’s degree or equivalent in Human Resources, Business Administration, or related field required
• Minimum of six years of related experience in areas such as compensation, analytics, employee benefits, and/or equal opportunity compliance required
• Prior work experience in Human Resources required
• 3+ years’ experience as a compensation analyst required
• CCP, SHRM-CP or SHRM-SCP preferred

• Excellent verbal and written communication skills required
• Excellent organizational skills and attention to detail required
• Strong analytical and problem-solving skills required
• Extensive knowledge of quantitative and qualitative research methods required
• Thorough understanding of local, state, and federal laws involving compensation, employment, HR, and benefits administration required
• Proficient with Microsoft Office Suite, or related software, with advanced knowledge of Microsoft Excel required
• Proficient with or the ability to quickly learn the organization’s HRIS and similar human resource management software and practices required
• Experience with Ultimate Software or Workday preferred

• Apply knowledge and information of the marketplace, developments and trends related to the Human Resources (HR) functions in various environments.
• Utilize various salary planning tools and methods, job evaluation techniques, and market salary trends; ability to design and implement salary programs.
• Advise stakeholders on federal, state and local laws and on laws and regulations affecting HR practices.
• Use of incentive planning tools, techniques and procedures; develop and implement incentive and rewards programs.
• Provide guidance and advice on compensation policies, pay decisions, wage and hour regulations, and creative solutions for specific compensation issues.
• Work with lines of business in the design and administration of incentive plans, including the complex financial analysis needed for the calculation and processing of bonus payments.
• Oversee the administration of annual merit and bonus cycles, working in tandem with the Organizational Development team to ensure seamless overall performance review process.
• Analyze data to ensure budgetary compliance and provide reports to Executive Management.
• Using market pricing software, assists in preparing analysis and interpretation of external market information for development of salary ranges.
• Complete ad hoc market pricing requests from corporate and field HR personnel.
• Assist leaders and HR personnel in writing job descriptions.
• Gather, analyze and provide reports to Executive Management regarding incentive payments, pay increases, restricted stock awards, etc.
• Ensure compensation pay plans are in compliance with federal/state wage and hour regulations.
• Utilize compensation related databases and systems that support compensation programs throughout the organization.

Requirements:

• Bachelor's degree in Human Resources, Business Administration, or related field
• 3+ years related experience designing, developing, and communicating new compensation related programs
• Advanced Microsoft Excel experience

Preferred Experience:

• 3+ years related experience with compensation related programs

• Certified Compensation Professional (CCP) designation

• Familiarity with PeopleFluent talent management platforms
• Familiarity with Lawson payroll systems

• Lead a team of compensation professionals who operate as Consultants to the enterprises where they advise the business on compensation plans/programs driving business results.
• Manage company-wide compensation programs, processes, policy, systems, tools, analysis, reporting, communications and education.
• Understand the needs of the business, partner to develop compensation strategies, solutions and associated communications.
• Contribute to the design, implementation and ongoing administration of base salary, compensation structures, market pricing methodology and standards, short-term incentive programs and the annual focal salary increase process.
• Manage the incentive plan design process across the enterprise including partnership with Finance, Legal, Compliance, Sales Operations, Risk Management;
• Refine incentive plan design process documentation and standards; incentive plan analytics, metrics and reporting (in partnership with IM&O); incentive plan compliance with Incentive Compensation Risk Management team; incentive plan document management, distribution, reporting, communication; Terms and Condition annual update.
• Provide guidance and facilitation on ongoing training to HR and business leaders on pay policies, practices, and systems. This may include the crafting and development of formal supporting materials.
• Ensure compliance with local, state, and federal laws governing compensation and incentive practices.
• Manage ongoing competitive benchmarking process for assigned client organizations and consult on salary and bonus management.
• Conduct competitive market analysis on an ad-hoc or enterprise wide basis
• Lead and facilitate presentations and discussions relative to all matters of compensation and program design, analysis, reporting.
• Monitor and analyze external and internal competitive environment to assess market trends, best practices and proactively assess implications.
• Manage projects and program execution, develop project plans and identify key milestones and deliverables. Function as project lead requiring milestones and deliverables are met.
• Work collaboratively with members of the broader compensation team to ensure consistency of methods and applications.
• Provide project leadership within the broader compensation team.

• 15+ years of compensation experience in a large and complex corporate environment; 10+ years of people leadership in an environment of similar scale and complexity.
• Ability to build strong relationships through collaboration across multiple levels of the organization, motivating colleagues to get things done effectively; is sought out for counsel and feedback and contributes to cross-functional teams and initiatives.
• Purpose driven leader who displays confidence and courage in business and talent decisions, actions and communications with a demonstrated ability to take decisive action when needed including championing ideas, position or dissent.
• Experience in shaping enterprise corporate compensation and incentive plan in an environment of similar scale and complexity; preferably within diversified financial services.
• Creative problem-solving skills with the ability to think beyond immediate consequences
• Collaborates and openly debates with the team to manage projects, solve problems, discuss challenging issues, or learn more about critical issues as a group.
• Delegates roles thoughtfully to free self to work at a more strategic level.
• Excellent presentation skills and proven ability to communicate effectively with all levels of the organization.
• Results oriented leader with demonstrated change management experience.
• Excellent analytical and quantitative skills.
• Excellent verbal and written communication skills; ability to work with all levels within the organization.
• Commitment to providing excellent customer service to our business partners; ability to collaborate within and outside the HR team.
• Bachelor’s degree in Business Administration, Economics, Statistics or Math preferred or equivalent work experience

Our Company

This position may be right for you if:

• You enjoy working with a high-energy team.
• You know your stuff when it comes to comp and people.
• You're able to communicate sensitive and complex concepts in a way that helps people understand and feel cared for.
• You're willing to explore and experiment with new approaches and ideas.
• People seek you out when they want to talk through an issue or problem solve.
• You're driven to set and meet challenging goals.
• You're a positive influence on those around you.
• You work consciously to create a great workplace for all.

The Difference You'll Make:

In this role, you will complement a multi-functional team focused on fostering great work with the great people of O.C. Tanner:

• Leading the development, implementation, and administration of compensation programs, policies, and processes.
• Managing common compensation functions, including survey participation, job evaluation, benchmarking, salary structure development, and associated analysis.
• Performing analysis and market studies on current programs, using insights to develop solutions that ensure internal fairness and external competitiveness.
• Conducting job evaluation analyses using standard job evaluation techniques.
• Ensuring that compensation programs remain competitive, equitable, and conform to current compensation strategy.
• Partnering with O.C. Tanner's Executive team and leaders to create and implement compensation initiatives.
• Partnering closely with our Recruiting team to ensure offers made to new candidates and internal promotions align with compensation systems and structures.
• Creating tools to equip our leaders to have informed, confident compensation conversations with their team members.
• Helping leaders maximize tools to help them in workforce planning.

Things We'll Ask You About:

• A track record in developing, designing, and executing on compensation strategies.
• Proven critical thinking, analytical, project management, and problem-solving skills, with accuracy and attention to detail.
• Ability to synthesize information and data from a variety of sources.
• Acting as a consultant to leaders at all levels.
• Ability to meet people where they are and successfully lead in sensitive compensation conversations.
• Ability to manage multiple responsibilities while prioritizing and meeting deadlines.
• Success with process and with integrating practices into leadership workflow.
• Appropriately handling highly sensitive information and maintaining confidentiality.

Skills, Education, and Certifications:

• Background in Business, Finance, Human Resources, or related field.
• 3+ years' experience managing compensation programs.
• Proficiency with Microsoft Office, especially Excel and PowerPoint.
• Experience with ADP Vantage and PayFactors is a plus.
• CCP certification preferred.

• Bachelor’s degree or equivalent work experience in Human Resources, Business, or related discipline plus one (1) year compensation related experience
• Effective interpersonal and customer service skills with the ability to interact with all levels of management and employees
• Knowledge of PC applications, including but not limited to, Microsoft Word, Excel and PowerPoint
• Ability to maintain a high degree of confidentiality and discretion at all times
• Knowledge of PeopleSoft system preferred
• Mathematical aptitude with good analytical and problem solving skills
• Basic knowledge of compensation related policies and laws/regulations
• Ability to handle multiple assignments and prioritize workflow with attention to detail

• Conducting competitive and market analyses
• Building out our global compensation philosophy by participating in compensation projects that will design and review salary structure, leveling systems and other comp-related initiatives
• Supporting our twice-yearly compensation and promotion cycles by building timelines and maintaining project plans
• Assisting with process-improving workflows and procedures
• Collaborating with talent acquisition on new hire offer packages to level and map jobs appropriately
• Ensuring our market data is up to date and well-matched by participating in compensation surveys
• Building and maintaining reports, dashboards, and other tools to help us see and understand data
• Supporting the global People team on other People projects and assignments as needed

• You have 4 or more years of work experience in a professional environment, ideally as part of a People or Finance team.
• Your work experience also includes at least 2 years of experience working specifically in compensation: you have helped support at least 2 annual compensation cycles.
• You are tech savvy and passionate about data. You can comfortably use spreadsheet tools (Excel/Google Sheets) to bring data together and draw meaningful conclusions.
• You operate with the highest levels of integrity, and you're able to maintain the confidentiality of sensitive information, issues, and events.
• You are familiar with the structures of HR data and HRIS systems (preferably Workday).
• You can handle multiple projects simultaneously, thriving in a fast-paced environment.
• You enjoy "nerding out" about data and have an eye for process improvement.

• Experience with Tableau or R in a business environment.
• Experience writing reports and creating dashboards in Workday.

The Physician Compensation/Financial Analyst is responsible for assisting with the development, design, maintenance, coordination and implementation of reporting systems for business operations and management related to physician compensation and efficiency. Responsibilities include accessing data through a variety of databases and the creation of accurate, meaningful and relevant reports for diverse audiences.

• Will assist the Physician Compensation Manager in conducting physician compensation analyses, reviewing physicians’ incentive agreements and calculations, analyzing benchmarking data on salary and productivity and providing data for any physician compensation surveys
• Assists with the administration and implementation of pay practices for CSMCF medical groups
• Maintains physician compensation, FTE and contract details database
• Assists in the interpretation of pay practices as stipulated in the physician employment agreements and medical group professional services agreements
• Assists Physician Compensation Manager in data gathering to complete physician compensation and productivity surveys
• Analyzes physician salary survey data
• Works with Medical Foundation HR & Payroll to ensure timely and accurate implementation of salary and FTE changes
• Responsible for the preparation and development of physician employment PL’s, ad hoc analysis and other financial reports as needed.
• Assist with the reporting of monthly RVU, Revenue and MGMA statistics for each CSMCF affiliated group
• Assist with the reporting of RVU vs PSA targets for each CSMCF Affiliated Group
• Assist with the coordination and development of financial modeling of organizational strategic goals and initiatives.
• Assist with the evaluation of the reliability, consistency and integrity of financial information.
• Provides management with information from a variety of internal and external sources regarding programmatic proposals, prepares financial analyses and management level interpretation of sophisticated data sets.
• Works with management in all matters pertaining to financial analysis, program proposals and project management.

Bachelor's degree in Accounting or Finance required.

• Three to five (3 – 5) years of experience in Finance or Accounting.
• Healthcare financial management experience is highly preferred.
• Must have a broad understanding of healthcare financial reporting. Ability to provide financial data for analytical evaluation of business operations.
• Knowledge of PC applications including advance Excel skills is required.

What makes Gartner HR a GREAT fit for you? When you join Gartner, you’ll join a fast-paced, dynamic team. We’re a people business. From talent acquisition and management to compensation, benefits, analytics and operations, finding and keeping the right people is the core of our strategy for success. You’ll work alongside smart, creative, motivated colleagues and have unlimited opportunities to develop in your career. If you love working with people and making the connection between great talent and company success, we want to connect with you.

Interested in learning more, view and register for any of our upcoming recruiting events here!

Department Description

The primary responsibility of the compensation group includes the preparation of company-wide and business unit compensation modeling and analyses, design/structure of broad-based pay programs, competitive benchmarking including data collection, analytics, managing vendors and external consultants. The compensation team is responsible for managing the annual bonus and merit planning process, preparing base salary and bonus budgets, pay and performance analytics. Consult and collaborate with HR Business partners to support their business’ compensation needs.

Position Description

• Conduct compensation modeling and analysis; including pay and performance analytics for broad-based and sales plans
• Evaluate and benchmark jobs, consult with HR Partners on findings
• Serve as an advocate of compensation philosophy and educate leaders on how to apply to their businesses
• Collect competitive market pay and performance data through compensation surveys, prepare survey submissions leveraging benchmarking software
• Study market trends; collaborate with team to present findings and recommendations
• Support the annual merit, bonus and equity allocation processes. Configuring planning software, defining and delivering training to users, and reviewing salary increase recommendations against guidelines to highlight discrepancies
• Continuously improve through development of tools and streamlining processes to increase efficiency of compensation planning efforts and analytics
• Develop relationships with external vendors – including data providers and consultants

Job Requirements

• Bachelors Degree
• 3 years of relevant work experience
• Previous experience in a consultative compensation role
• Ability to communicated complicated concepts to a broad audience
• Advanced Microsoft Excel skills (e.g. ability to create complex dynamic formulas, charts and dashboards)
• Proficient in Microsoft PowerPoint
• Ability to maintain discretion with extremely confidential information
• Ability to build trust-based relationships HR Partners and management
• Strong organizational, analytical and written communication skills

Job Requisition ID:48723

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Make an impact by joining the ServiceSource team where our mission is serving individuals with disabilities. Explore new opportunities! ServiceSource is an organization of talented people who drive innovation, embrace change, and serve humanity.

Job Summary

The Compensation and Benefits Analyst is responsible for assisting in deployment and administration of all compensation, benefits and retirement programs. Support the benefits and compensation programs to ensure competitive and equitable approaches to attract and retain talent. The analyst will be adept in benefit and compensation practices. Ensure thorough audits and reporting on compensation and benefit programs are consistently administered in compliance with company policies and government regulations.

Primary Duties

The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. These duties and responsibilities will be rated on the Annual Performance Review.

Compensation

• Review and approve compensation related requests for all open requisitions and ensure offers extended are within range, includes transfers and promotions.
• Assess jobs and their respective duties to determine FLSA classification and appropriate salary range.
• Coordinate the processing of all federal wage determination changes and ensure timely application of wage and health & welfare updates on all contract anniversary dates. Investigate, document, and process any necessary retroactive adjustments.
• Analyze and reconcile data across multiple systems to ensure data accuracy, integrity and consistency.
• Stay current on relevant on compensation regulations and practices in the industry.

Benefits

• Verifies accuracy of all benefit enrollments and reporting HRIS (Workday) to provide vendors with accurate eligibility information
• Handles escalated questions and issues related to plan eligibility, life events, premium discrepancies, etc.
• Performs internal quality checks/audits of benefit related data.
• Assist in leave of absence and disability claim administration in accordance with company policy, as well as state and federal law.
• Ensure compliance with applicable federal and state laws including HIPAA, COBRA, ERISA and FMLA.
• Performs other related duties as assigned.

Additional Responsibilities

• Oversee and conduct periodic internal audits to ensure the integrity of both company and benefit plans.
• Provides necessary reports for benefit billing reconciliations.
• Support compensation processes, including annual compensation reviews and increases, bonus payments, etc.
• Monitor benefit payroll deductions to ensure accuracy.
• Review, trouble-shoot, and solve employee and manager inquiries related to benefits and compensation inquiries from managers, associates and HR team on plan provisions, benefit enrollments, status changes, and other general inquiries.
• Play a key role in the annual renewal and open enrollment process, assisting in communication to local HR teams, system testing, and review of open enrollment communication materials.

Qualifications: Education, Experience and Certification(s)

• Bachelor's degree in Business or Human Resource Management with 2 years’ experience in HR specifically including compensation and/or benefits administration; 4-6 years of equivalent experience in compensation and benefits administration can be substituted for a bachelor’s degree.
• Compensation experience in government contracting required.
• Service Contract Act, Union and DBA knowledge preferred.
• Experience using Workday preferred.

Knowledge, Skills, and Abilities

• Meticulous attention to detail and strong analytical skills with the ability to collect, organize, analyze and disseminate information with accuracy.
• Thrives in a dynamic, fast-paced changing environment, and the ability to use independent judgement for decisions that may not be straight-forward.
• Strong technical knowledge of excel required, including development of spreadsheets with formulas, functions, pivot tables, lookups.
• High degree of initiative, determination, follow through and problem-solving skills.
• Demonstrated ability to communicate effectively and professionally with internal and external associates, including senior staff and executives, in a clear, concise, and consultative style.
• Ability to handle sensitive HR information with a high degree of confidentiality and discretion.

Physical Demands

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. While performing the duties of this job, the employee is regularly required to stand; reach with hands and arms; and talk or hear. The employee is occasionally required to walk and sit. The employee may occasionally lift or move products and supplies, up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, depth perception, and ability to adjust focus. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the work environment is usually quiet.

What We Offer – for Benefit Eligible Employees May Include:

Because ServiceSource hires the best people, we work hard to provide benefits that make their lives better, so we offer a comprehensive benefit program which features:

• Health coverage for you and your family through Medical, Dental, and Vision plans
• Financial protection with 100% company paid Disability, Life, Accidental Death & Dismemberment insurance
• A 403(b)-Retirement plan in which the company matches dollar for dollar on a generous percentage matching up to 3% of your contribution
• Tax advantages through Flexible Spending and Health Savings accounts that allow you to pay for specific healthcare and dependent care expenses with pre-tax dollars
• To help you manage your work and life needs, we offer an Employee Assistance Program, Wellness Program, and Tuition Assistance
• A generous paid time-off program in which the benefits increase based on your tenure with the company

ServiceSource is committed to hiring and retaining a diverse workforce . We are an Equal Opportunity and Affirmative Action Employer, making decisions without regard to race, color, religion, sex, national origin, age, veteran status, disability, or any other protected class. If accommodation is needed in the application process, arrangements can be made with the local regional office http://www.servicesource.org/contact-us .We are an E-Verify Employer and a drug-free workplace. Pre-employment background checks are required for all employment positions.

PAY TRANSPARENCY POLICY STATEMENT:

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

Job Description

As a trusted compensation manager, this candidate will be a strategic solution provider and expert advisor to HR business partners; combining in-depth knowledge of compensation principles, understanding of the business needs and market landscape, and associated detailed analysis/models. You will perform a variety of complex compensation activities which include providing guidance to line and HR management on all matters regarding compensation, navigating and leading the development of compensation practices, supporting compensation funding activities while partnering with Finance, providing comprehensive market information and analysis, managing the administration & coordination of the annual compensation review process, helping to embed the firm’s culture relating to compensation within the organization, and providing assistance on the structuring of compensation packages to prospective employees.

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

Qualifications

• 6+ 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
• Experience in and understanding of business-aligned incentive plans / plan design
• 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

About Us

JPMorgan Chase & Co., one of the oldest financial institutions, offers innovative financial solutions to millions of consumers, small businesses and many of the world’s most prominent corporate, institutional and government clients under the J.P. Morgan and Chase brands. Our history spans over 200 years and today we are a leader in investment banking, consumer and small business banking, commercial banking, financial transaction processing and asset management.

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

About the Team

Discovery hires the very best and brightest talent who are enthusiastic and passionate to fulfill the company’s mission of empowering people to explore their world and satisfy their curiosity.

In exchange for their talent and drive, employees are provided with an engaging, diverse workplace and the resources they need to learn, thrive and grow in their careers.

The Compensation team at Discovery is responsible for the design and management of Compensation Plans and programmes for nearly 10,000 employees in 35 countries. Our goal is to drive engagement and position Discovery as a destination employer by supporting the attraction and retention of Talent, through a competitive reward offering for employees.

The role will report to the Vice President of Compensation and have responsibility for covering Compensation management for Discovery’s Direct to Consumer businesses (DTC). The role will also form part of the Compensation leadership team, inputting to the strategy for DTC and taking responsibility for driving projects and initiatives as required.

• Drive total compensation strategy for DTC through providing expert compensation guidance and carrying out executive benchmarking and competitive analysis.
• Develop and review Compensation plans, policies and processes, making recommendations and managing the implementation of change and/or new initiatives.
• Assist with all DTC Executive offers, partnering with Recruiting and People & Culture (P&C) Business Partners to communicate offers effectively to candidates
• Drive P&C Partner self-sufficiency by effectively communicating Discovery’s Reward Philosophy and Compensation guidelines.
• Provide compensation support and advisement to JV partners
• Ensure the successful delivery of global compensation plans including recognition, bonus and sales incentive plans.
• Deliver workshops with P&C and the business leaders on current and future trends to help facilitate discussions related to the market and how it impacts our business model & resourcing strategy
• Develop a strong network with entertainment/media industry contacts providing insight into best practice to attract and retain talent.

• Previous experience in a similar role within technology/digital organizations
• Experience and knowledge of the competitive trends occurring in tech/digital specifically within Discovery’s key markets (London/Seattle/LA /NYC/Etc)
• Demonstrated ability to be creative and solution oriented to deliver results
• Ability to work under pressure
• Experience interfacing with business client groups and external candidates
• Experience in creating compensation and rewards marketing tools to enhance offer negotiations and our ability to attract and retain top talent.
• Experience working within a global, fast-paced, matrix organization
• Ability to use various up-to-date, effective benchmarking methodologies, reporting tools, and HR systems
• Proven experience conducting in-depth data analysis to provide relevant competitive package for candidates and employees
• Highly commercial with the ability to align reward policies and practices to business objectives
• Strong organisational skills with the ability to design processes and operating practices that minimise risk and drive efficiency.
• Ability to build robust relationships with stakeholders with the ability to effectively influence others and manage conflict.
• Strong communication skills that engage.
• A global mindset that fosters creativity within the team.
• Must have the legal right to work in the United States

Discovery Communications, Inc. is an equal opportunity employer. Discovery is committed to being an employer of choice, not just a good place to work, but a great and inclusive place to work. To that end, we strive to recruit and maintain a workforce that meaningfully represents the diverse and culturally rich communities that we serve. Qualified applicants will receive consideration for employment without regard to their race, color, religion, national origin, sex, sexual orientation, gender identity, protected veteran status or disabled status or, genetic information.

We will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws, including but not limited to all local Fair Chance Ordinances.

EEO is the Law
Pay Transparency Policy Statement
California Job Applicant Privacy Policy
If you are an individual with a disability and need an accommodation during the application process, please send an email request to HR@discovery.com.

Global Compensation Manager – Base Pay

You will like working for us as we have amazing people and a highly collaborative culture. Global success hasn’t changed our tight-knit feel – we’ve simply grown into a larger, more diverse family. We have thousands of jobs around the globe and encourage all of our associates to chase their dreams without having to find them in another company – it truly is a special place.

While reporting to the Director of Global Compensation, you will be responsible for establishing corporate base compensation philosophy for salaried population and managing strategic communications for base compensation.

• Establish Global Job Architecture and Evaluation Processes
• Lead for Merit and Job Evaluation processes
• Keep abreast to all legislative and regulatory changes as they relate to Base Compensation, and suggest recommended changes as applicable
• Review current practices and policies to identify compliance risks and manage implementation and documentation of changes
• M&A Integrations: Base Compensation & Job mapping lead
• Oversee relationships with external vendors of compensation & reward services and drive quality service
• Partner with stakeholders to gain alignment on programs on a global scale, taking into consideration local legal requirements and restrictions
• Streamline programs and ensure global alignment and execution
• Manage broad based projects which may include job family market competitiveness review, impact of base compensation on retention analysis, and Job Architecture initiative.
• Build productive and positive relationships with cross-functional teams to ensure alignment on initiatives

This position is located in Hartsville, SC

• Bachelor’s degree or above is required
• 5+ years of direct compensation experience is required

We care about the health and wellness of you and your family. That’s why we offer a comprehensive benefits package that makes it easier to manage your health and provide financial security for you and your family. In addition, we offer competitive wages and retirement plans.

Apply today and help us grow stronger.

For more information, visit www.sonoco.com/careers or follow us on social media @sonocolife!

We are an equal opportunity employer, and we strictly prohibit and do not tolerate discrimination against employees, applicants or any other covered persons because of race, color, religion, national origin or ancestry, sex, pregnancy, sexual orientation, marital status, gender identity or expression, age, disability, genetic information, veteran status, or any legally protected characteristic.

Manager, Global Variable Compensation

Reports to the Director of Global Compensation

• Establish Corporate Variable Compensation Philosophy for Salaried and Hourly Employees
• Manage strategic communications for Variable compensation
• Strategize with Divisions to design Incentive plans
  • Sales Incentives
  • Supervisor Incentives
  • Hourly Incentives
  • Annual incentive plans
• Lead for Management Incentive Plan and Long-Term Equity Plan
• Keep abreast to all legislative and regulatory changes as they relate to Variable Compensation, and suggest recommended changes as applicable
• Review current practices and policies to identify compliance risks and manage implementation and documentation of changes
  • Manage governance of existing structure
  • Sets guidelines and ensures compliance
  • Exception & approval tracking
• M&A Integrations: Variable Compensation lead
• Oversee relationships with external vendors of compensation & reward services and drive quality service
• Partner with stakeholders to gain alignment on programs on a global scale, taking into consideration local legal requirements and restriction
• Streamline programs and ensure global alignment and execution
• Manage broad based projects which may include market competitiveness review, impact of variable compensation on retention, and Incentive Plan redesigns.
• Build productive and positive relationships with cross-functional teams to ensure alignment on initiatives
• Development of a mechanism to track the effectiveness of the incentive plans
• Attend Divisional quarterly meetings
• Compensation modelling and cost analysis reporting

College degree and minimum 5 years experience required. CCP preferred.

We are an equal opportunity employer, and we strictly prohibit and do not tolerate discrimination against employees, applicants or any other covered persons because of race, color, religion, national origin or ancestry, sex, pregnancy, sexual orientation, marital status, gender identity or expression, age, disability, genetic information, veteran status, or any legally protected characteristic.

Job Description

As a trusted compensation manager, this candidate will be a strategic solution provider and expert advisor to HR business partners; combining in-depth knowledge of compensation principles, understanding of the business needs and market landscape, and associated detailed analysis/models. You will perform a variety of complex compensation activities which include providing guidance to line and HR management on all matters regarding compensation, navigating and leading the development of compensation practices, supporting compensation funding activities while partnering with Finance, providing comprehensive market information and analysis, managing the administration & coordination of the annual compensation review process, helping to embed the firm’s culture relating to compensation within the organization, and providing assistance on the structuring of compensation packages to prospective employees.

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

Qualifications

• 6+ 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
• Experience in and understanding of business-aligned incentive plans / plan design
• 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

About Us

JPMorgan Chase & Co., one of the oldest financial institutions, offers innovative financial solutions to millions of consumers, small businesses and many of the world’s most prominent corporate, institutional and government clients under the J.P. Morgan and Chase brands. Our history spans over 200 years and today we are a leader in investment banking, consumer and small business banking, commercial banking, financial transaction processing and asset management.

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

About the Team

Manages the development, implementation, administration, and maintenance of Compensation programs, commission and/or incentive programs. Responsible for development and implementation of a comprehensive total rewards program (compensation management, performance management, recognitions/rewards program, etc. The Manager will lead the compensation area, ensuring that the total rewards/compensation program enables the achievement of ServiceMaster strategic plan and that the program is competitive, cost effective, and compliant with state and federal law. Research, analytical review, and other support to the compensation department as requested.

• Oversee the design and policies of salaried broad-based compensation programs which include position evaluation, salary structures, merit matrices, salary range development, market pricing studies, executive market analysis and special reporting.
• Oversee the annual U.S. merit process and administration.
• Partnering with various Field Operations teams and Business Unit Management to understand business drivers impacting the Compensation Program
• Providing recommendations to Operations, Field Operations and Sales Management surrounding the long-term, strategic direction of the Compensation Program
• Acting in a consultative capacity with the Field Operations teams and Field Sales personnel to proactively resolve a variety of Compensation-related and Sales Operations issues and concerns
• Partnering with the Field organization to continually identify and understand required enhancements to the Compensation Program, both at a tactical and programmatic level
• Team lead for a variety of other compensation-related programs and research activities such as functional alignment projects.
• The incumbent will also be responsible for identifying processes that can be performed more efficiently through technology and then conversion of these processes.
• Manage and develop staff of compensation professionals.

• BS/BA related discipline or equivalent experience
• 8 years experience including 1 – 2 years of management experience.
• Project management skills
• Ability to communicate effectively
• Ability to problem solve and recommend solutions
• Ability to prioritize and multitask
• Knowledge and skill with Microsoft Office applications (Word, Excel, PowerPoint, Outlook)
• Excellent verbal, written, and presentation skills

The physical demands are representative of those that must be met by an employee to perform the essential function to this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Incumbent must be prepared to:

• Move up to 10 pounds occasionally, by lifting, carrying, pushing, pulling, or otherwise repositioning objects.
• Sitting for long periods of time while using office equipment such as computers, phones and etc.
• Fingering and Repetitive motions; such as movement of wrists, hands and fingers while picking, pinching and typing during your normal working environment.
• Express or exchange ideas with others through the use of spoken word, quickly, accurately, and at an easily audible volume, and receive detailed information through oral communication at usual speaking levels without correction, and/or make fine discriminations in the nature of sounds in the environment.
  

Incumbent is required to have:

• Close visual acuity to perform detail oriented activities at distances close to the eyes, as well as visual acuity to perform activities at or within arm’s reach with skill, control, and accuracy, such as preparing and analyzing data, viewing computer screen and expansive reading.

Incumbent will be subject to:

• Inside working conditions: The change of building environment such as with or without air conditioning and heating.

ServiceMaster companies are proud to be EOE.

Mechanics Bank is currently hiring a Sr. Compensation Analyst based at our Roseville office. The Sr. Compensation Analyst is an integral part of the Human Resources department. This role will administer, maintain and provide analytical/consultative support for both structured and broad-based compensation plans.

What you will do:

• Integral part of the Total Compensation Team in administering local adherence to global compensation processes and timelines. Assists with development of compensation policies and related procedures that have a bank-wide impact. Builds local Compensation Review processes in coordination with the annual global compensation process.
• Participates in compensation surveys to collect and analyze competitive salary information. Analyzes survey data and makes recommendations for salary range adjustments and individual market or equity adjustments.
• Maintains the bank wide salary structure by reviewing job descriptions for new or revised jobs, evaluating job content, determining salary grades, FLSA exemptions, job revisions and organizational structures in HRIS.

• Develops and runs customized reports and data extracts and provides special project support as required. Prepare special studies and recommendations related to compensation or benefit plans, processes or expenses. Prepares various modeling for salary and variable pay.
• Reviews existing and proposed statutory requirements governing compensation administration and recommends appropriate courses of action.
• Manages local adherence to global compensation processes and timelines. Develops and executes project plan for the annual compensation review cycle which involves designing and coordinating the project team.
• Prepares company-wide communications for annual compensation and benefits projects.
• As part of the Affirmative Action Plan and California Fair Pay Act, analyzes compensation annually to ensure equity without regard to gender, nationality, ethnicity or other protected status and makes recommendations for adjustments as needed.
• Work on compensation plans, salary models, and market price analysis. Will structure, develop and complete analysis and compensation plan modeling.

Who you are:

• Undergraduate degree in Business, Accounting, Finance or related field preferred, with a minimum of 7 years progressively responsible experience in Compensation or Human Resources Analytics.
• Mastery of job evaluation methods & market pricing required. Knowledge of laws and regulations relating to compensation administration (i.e. FLSA, California Fair Pay Act, Dodd-Frank Act) required.
• Must possess both a high degree of computer proficiency with Microsoft Office applications as well as a strong working knowledge of HRIS systems. Workday is a plus. Strong research, written and verbal communication skills are essential. Must be service oriented and possess excellent interpersonal skills. Must have effective time management and project management skills as well as possess the ability to work efficiently without direct supervision.
• This position requires the ability to use tact, discretion and good judgment at all times.
• Must possess excellent human relations skills and time/project management skills in order to establish and maintain effective working relationships and project teams.
• Interpret non-routine guidelines to various complex activities and challenge underlying assumptions when appropriate to improve methods and processes.
• Display resourcefulness, cooperation, commitment and dependability. Readily accept responsibility and show interest in and active involvement in producing new ideas.
• Strong Excel skills are essential. Computer proficiency with MS Word, Outlook and Internet required. Strong research, writing and communication skills are essential.
• Must be able to work effectively and efficiently without direct supervision while managing multiple projects simultaneously.

• Mechanics Bank is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, religion, national origin, age, genetic information, veteran status, or on the basis of disability, gender identity, sexual orientation or other bases prohibited by applicable law.
• To learn more about Mechanics Bank’s California privacy and security policies, including your right to a Notice At Collection as a California Resident, please visit https://www.mechanicsbank.com/California-Consumer-Residents

The Sales Incentive Compensation (IC) Analyst will engage in the Ortho Commission planning processes and prepare and present all analytics (multifaceted financial models) required to ensure IC Plans are meeting the desired Commercial needs and budget/expense requirements. The analyst will be responsible for Sales Quota Management, Territory Management processes, and territory efficiency analytics. Analysts will handle all Adhoc compensation analytics and coordinate approvals with Finance and Commercial leaders. The analysts will develop and ensure timelines and procedures are implemented to successfully hand-off;

formalized Plans to the Finance IC implementation team for payment and reporting, territory design/redesign for implementation across systems and reporting, modify standard metrics for KPI reporting, etc. The analysts will be responsible for supervising and running the annual awards programs for the Ortho Franchise and timely publication of results and criteria.

• Build and present multifaceted financial models to support compensation planning and redesign efforts due to changing market conditions, M&A, etc. Ensure financial obligations are met while meeting Commercial needs with close coordination with Finance BP's and Sales Leadership. Ensure timelines and procedures are developed, implemented, and adhered to for successful hand-off to the Finance implementation team.
• Perform all Territory Management/ROI analytics to include territory efficiency analytics, territory design, and/or change impact analysis. Through analytics, make recommendations or support efficient salesforce deployment, including change of sales roles, coverage models, team configurations, etc., to improve sales productivity. Support the implementation of new models and ensure implementation across finance teams and support systems. Territory Management will include new rep additions or terminations, account changes, product line assignments, re-alignments, surgeon assignments/changes, etc. Provide analytics to measure vacancies, tenure, and turnover impact on the sales performance of territories/districts, etc., as required.
• Analyze and lead the Quota setting Process and ongoing quota management related to organizational changes, including new sales representative additions and terminations, account changes, product line assignments, etc. Align and reapportion sales representative, district, and/or distributor quotas for required organizational changes. Accurately account for changes via prescribed processes to ensure accurate and timely salesforce reporting and achievement and a flawless hand-off to the implementation team.
• Develop all analytics associated with a field sales Awards and Recognition Programs. Assist in criteria development and corresponding analytics. Ensure programs are finalized within required frameworks while providing consistent and timely reporting of standings with formalized documentation. Liaise with Sales leadership to ensure timely communications and recognition are met.
• Understand and analyze the competitive landscape. This work includes competitor market strategies and sales tactics; Provide commentary on competitor activities to senior management and SBU colleagues. Adjusts assigned product sales and marketing strategies to run driven threats/opportunities.
• Support the development/structure of the Commercial Tower. A data-driven control tower that is run by AI that focuses on execution and working with Commercial Leaders.

Education: Bachelor's degree in Accounting, Finance or related field

Experience: 7+ years of relevant business analytics experience. Experience in commercial finance or sales compensation is desirable. Life Sciences field (Medical Device, Pharma, Biotech, etc.) preferred.

• Analytical/Technical Expertise – provides strong analytical support in support of field incentives and objectives. Ability to build and present dynamic financial models using sophisticated excel skills, such as pivot tables, vlookups, and "if" statements.
• Ability to query large datasets utilizing various Business Intelligence tools, including Cognos, Tableau, MS Power BI, etc.
• Proficiency in Microsoft Excel, Word, Access, PowerPoint. Understanding of Relational Databases, Data Warehouses, and Data Modeling a plus. Experience with Power BI, SharePoint, SAP, and CRM systems is desirable.
• Results-Oriented – delivers on commitments and demonstrates impactful results. Strong analytical, written/verbal communication, interpersonal, and relationship-building skills.
• Integrity: Ability to keep critical information confidential
• Organization: Keeping large volumes of data organized neatly and understands the importance of reported data tying out to other validated sources.
• Teamwork: The ability to establish and maintain open, collaborative working relationships with those contacted in the course of performing job duties; Sales Analytics Team, Sales, HR, Finance.
• Professionalism: ability to respond to sales compensation requests promptly and communicate optimal in writing and/or over the phone.
• Willingness to Learn: seeks advice and comments from various partners and subject matter experts; ability to tackle new and exciting assignments.

Smith+Nephew provides equal employment opportunities to applicants and employees without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, or disability.

Veterans are strongly encouraged to apply.

RK is a multifaceted, industry-leading, specialty contractor headquartered in Denver, CO, with decades of experience working in the construction, manufacturing and building services industries. As a second-generation family-owned enterprise, RK prides itself on developing strong relationships with customers, as true project partners, throughout the Mountain West region. RK brings creativity, performance and optimism to every project.

RK Mechanical offers commercial and industrial plumbing, mechanical piping, process piping, HVAC and refrigeration construction.

The peRKs:

Rk Contributions

• Three medical plans with HSA and FSA options for you and your family
• 401(k) plan with company match that is 100% immediately vested
• Dental and vision insurance
• Short-term and long-term disability plans available after one year
• Company provided life insurance and AD&D with options for supplemental buy-ups.
• Paid time off and holidays
• Weekly pay

In-house Programs

• Career development training for all levels through RK University
• Wellness coaching offering exercise planning, gym discounts, health screenings, program incentives up to $2,100 a year, and more
• Discounts on HVAC and plumbing services for your home
• Fun company and team building events, and volunteering opportunities

Partnership Programs

• Confidential counseling for personal issues, financial advice and more
• Discounts on entertainment including amusement park tickets, restaurant specials and more

The Senior Compensation Analyst developing compensation structures, providing recommendations on compensation matters that support business goals and ensure market competitiveness, as well as ensuring compliance regarding the application of compensation policies, practices, and guidelines. As an HR team member, you'll partner to drive broader HR programs and strategies. We need your passion, creative problem-solving ability and agility to work on projects and company-wide initiatives to support RK’s growth expectations. This role reports to the Senior Manager, Total Rewards.

• Provide support to HR Business Partners and Talent Acquisition partners in day to day compensation processes.
• Conduct job evaluations, job leveling, identify FLSA status and provide salary recommendations ensuring internal equity and market alignment of total compensation.
• Analyze employee, market and financial data to summarize findings, draw insights and support recommendations on compensation programs and initiatives.
• Manage cyclical processes including, but not limited to administration of large-scale compensation programs, such as the Alpha-Quarterly review, Apprentice program, annual salary review, annual incentive plans, and other projects.
• Partner with cross-functional key stakeholders and subject matter experts in HR, Finance, Payroll, IT, Legal on compensation matters.
• Develop insights to analyze effectiveness of compensation programs.
• Participate various salary surveys and analyze competitive information to determine appropriate benchmarks and company's market position.
• Review and process compensation change requests, ensuring compliance with established guidelines, policies and practices.
• Document current business processes and identify opportunities to streamline processes.
• Participate in other Total Rewards projects and initiatives. May provide support in administration, communication, implementation, and compliance of company-wide benefits programs.
• Create, maintain and foster positive, professional relationships

• Bachelor's’ degree in HR, Business, Finance or a related discipline.
• 4 – 5 years’ work experience in Compensation Analysis and Administration.
• In-depth understanding of compensation principles, company policy, and labor market compensation trends to support the administration of employee compensation programs, including cash compensation and company-wide incentive programs.
• Strong analytical skills, business acumen, and strategic thinking.
• Strong oral and written skills to prepare comprehensive and clear written documents, presentations and policies.
• Significant attention to detail in the maintenance of spreadsheets, databases and communications
• Ability to manage multiple, complex projects simultaneously with effective time management skills and ability to meet deadlines and quality requirements.
• Detail oriented problem solver with ability to work independently and in sometimes ambiguous situations.
• Excellent organization and time management skills to manage competing priorities.
• High proficiency in Microsoft Excel. Microsoft Access is a plus.
• Strong project and process management skills.
• Strong interpersonal skills and ability to work effectively in a team environment.
• Strong systems background desired.
• Sales compensation experience is a plus.

How you make Safety your top priority:

• Comply with all company policies and procedures.
• All employees are accountable for safety and health and are empowered to stop work if an unsafe condition is present. Employees should immediately notify their supervisor so that the hazard may be corrected.
• RK Mechanical employees and subcontractors are required to implement and maintain all safety and health systems practices including the training requirements of RK Mechanical Orientation, site specific orientation, CPR/First Aid/AED/Bloodborne Pathogens, Hazard Identification and Reporting, and OSHA 30.

Local Awards:

• Denver Business Journal
  • #1 Denver-Area Mechanical Contractor 2014- Present
  • #6 Denver-Area Corporate Foundation
  • #6 Fastest Growing Denver Area Private Company: X-Large
  • #7 Denver Area Manufacturing Firm
  • #19 Denver Area Private Employer
• ColoradoBiz Magazine
  • #10 Top 200 Private Companies List

National Awards:

• Engineering News Record
  • 2019 Colorado Project of the Year Winner- Gaylord Rockies
  • Top 30 and highest ranked Mechanical Firm in Colorado on ENRs Top 50 Firms in Mechanical
  • #3 Top 20 Firms in Sheet Metal
  • #70 ENRs “The Top 600 Specialty Contractors”
• Associated Builders and Contractors
  • #16 Top 200 Performers
  • #2 Top 20 Plumbing/HVAC Contractors
  • #5 Top 30 Electrical Contractors

The Senior Compensation Analyst performs various duties to help ensure current compensation practices are in line with the Company’s compensation philosophy. Responsibilities include performing statistical analysis of both internal and external data in order to analyze trends and market place information. Responsible for managing/assisting with various compensation programs such as bonus programs and base pay administration. Partner with the HRBPs by providing support and counsel for client issues and assisting in the hiring process. Understand and identify business needs and translate it to a technical solution.

ESSENTIAL DUTIES:

• Conduct statistical analysis, data modeling and costing of pay programs

• Provide project management support for many compensation initiatives

• Consult and advise HR Business Partners on all compensation related questions

• Provide recommendations by evaluating market and internal benchmarks, employee attrition, and business goals

• Conduct job evaluations to ensure consistency and adherence to the level structure

• Responsible for participating in annual salary surveys; gathering current market data information and analyzing trends

• Assist with modifying/designing new HR policies and practices as they apply to Compensation

• Collaborate with HRIS to ensure the integrity of employee and job data within Workday

• Modify and Create custom reports in Workday as needed.

• Liaise with HRIS to configure compensation related business processes.

• Create/Update compensation matrix/grids all incentive plans based on the business needs.

• Ability to analyze and resolve Workday user concerns and educate users on resolutions.

• Perform other duties as assigned

Level Based Competencies:

• Adaptability

• Building Strategic Working Relationships

• Customer Orientation

• Stress Tolerance

• Innovation

• Communication
  

Technical knowledge/skills:

• Familiar with standard HR concepts, practices, and procedures

• Advanced excel skills

• Knowledge of Google Suite a plus

• Knowledge of Workday
  

General knowledge/skills (entry, intermediate, advanced):

• Demonstrated analytical skills

• Ability to work independently

• Excellent verbal and written communication skills with strong customer focus

• Strong organizational skills and attention to detail

• Ability to effectively handle numerous tasks simultaneously within time constraints

• Ability to handle sensitive and confidential information appropriately
  

Education/Experience:

• BA/BS in Business or Human Resources coupled with 5-7 years of HR Compensation experience.

• MA in Human Resources; MBA or CCP is strongly preferred.

• Experience using the Workday HCM.

#ZR

Core-Mark (Nasdaq CORE) www.core-mark.com

Core-Mark is a Fortune 300 company that continues to grow as an industry leader in fresh and broad-line solutions to the convenience retail industry. Our reputation of empowering customers, employees, and communities has allowed us to build over $16 Billion in revenue. Through our 32 distribution centers, we offer a full range of products, programs, and solutions to customers across the U.S. and Canada.

At Core-Mark, you will discover a culture that enables you to grow, challenges you to achieve, and embraces you as family. Show us your power and come explore your opportunities with Core-Mark.

THE POWER OF ONE. STRENGTHENED BY ALL.

Core-Mark is looking for a hands-on and innovative Compensation Manager to continue in our development and delivery of progressive and strategic compensation solutions. This position will assist in the development and implementation of our Total Rewards programs focused on establishing and retaining Core-Mark’s competitive position and maximizing employee engagement and retention. As a true strategic partner in contributing to and executing Core-Mark’s companywide compensation strategy and practices, this position reports directly to the Head to Total Rewards.

• Conduct regular compensation market analysis to update or confirm total compensation structure and market competitiveness for each function, position and Division.
• Conduct internal equity analysis to ensure parity.
• Model compensation data; develop reports and key metrics to support decision making.
• Manage the company’s annual merit program, geographic pay system, compensation survey processes, and rewards and recognition programs.
• Serve as point of contact and subject matter expert for compensation concerns with HR Managers and Corporate/Regional Business Partners.
• Provide HR team and company leaders with tools, templates, and processes to ensure all pay adjustments and promotions conform to established guidelines, policies, and practices.
• Identify and recommend new plans, or modifications to existing plans, that are cost effective and further strengthen the company's competitive position in the market.
• Stand as administrator for Core-Mark’s compensation system.
• Develop and disseminate effective and clear communications regarding compensation programs/processes.

Skills & Experiences:

• A. or B.S. degree required.
• 8-10+ years of relevant compensation experience within logistics, operations or similar business areas specific to hourly workforce, warehouse and driver pay strategies.
• Experience working in a medium to large size organization with multiple locations throughout the U.S. required (U.S. and Canada preferred).
• Strong oral communication skills.
• Strategic thinking and ability to set strategic priorities/objectives.
• Strong leadership skills; ability to develop relationships, collaborate effectively and influence at all levels of the organization.
• Advanced Excel skills allowing the creation of complex spreadsheets using formulas, including pivot tables.
• CCP (Certified Compensation Professional) certification a plus

Core-Mark Benefits:

At Core-Mark, we know your power comes from your overall well-being and the well-being of your family. That’s why we offer a comprehensive benefits package that supports the health of you and your family. As a part of our family, your benefit offerings include:

• Highly Competitive Medical, Dental, & Vision Coverage
• Health Savings & Flexible Spending Accounts
• Core-Benefits: Life, Disability, & Employee Assistance Program all paid for by Core-Mark
• Work/Life Balance: Sick Leave, Vacation Time & Holidays
• Financial Wellness: 401(k) Plan, Group Voluntary Benefits, Pet Insurance, Commuter Benefit, Employee Discounts, & Scholarship Opportunities for children of employees

At Core-Mark we are a family. We are committed to creating an environment that embraces and enables all to reach their full potential. It is through empowering every employee to bring their full self and full power to work that makes Core-Mark collectively stronger.

THE POWER OF ONE. STRENGTHENED BY ALL.