UCT is seeking an experienced and talented Compensation Analyst to join our team in Hayward, CA! The individual we are looking for is also someone that enjoys working in a team environment but also excels working at an individual level. The Compensation Analyst will play an integral role in supporting the Compensation Team on compensation-related activities, as well as the implementation and administration of corporate and business-specific compensation programs. This includes, but is not limited to, compensation modeling, survey submission, market pricing and analysis, base pay review, and the administration of merit programs & short-term incentive plans.

Essential Duties and Responsibilities:

• Participate in annual market surveys which provide a source for leveling jobs within the organization.
• Conduct ad hoc salary surveys as needed.
• Conduct market analysis for benchmark jobs following established timing and guidelines. Identify trends and market movement.
• Analyze and evaluate new and existing positions when necessary
• Assist with various compensation modeling such as wage costing proposals, incentive plan costing, base pay structure design, etc.
• Support Merit and Annual Competitive Review, build analysis and supporting materials
• Partner with Talent Acquisition to provide compensation information for all posted positions
• Collaborate with Sr. Compensation Analyst and Finance to review and process payouts for quarterly bonus and profit-sharing
• Prepare ad-hoc equity reports and reconcile month-end and quarterly stock reports
• Researches legislative changes and keeps the team up to date on any upcoming state changes.
• Identify and recommend process improvements and efficiencies

Other Duties

• Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

Knowledge, Skills, and Abilities:

• Knowledgeable in compensation market analysis, plan design, and administration
• Strong analytical skills and attention to detail
• Experienced in compensation best practices
• Ability to work independently on various projects
• Excellent organizational, process, and program management skills
• Demonstrated skill using Radford, Mercer, and other surveys
• Advanced proficiency with Excel, PowerPoint, and Word.
• Experience in using HR Systems such as UltiPro
• Strong written and verbal communication skills

Educational/Certification Requirement:

• Bachelor's degree in Business Administration, Human Resources or Finance

Experience Requirement:

Work Experience:

• 3+ years of Broad-Based Compensation experience required
• Global Compensation, Sales Compensation, and Stock Plan Administration experience preferred

Physical Demands and Working Conditions: This section is required for compliance with the Americans with Disabilities Act (ADA)

Criteria:

Work Environment:

• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions
• Work is performed primarily in a standard office environment

Work Hours:

• Standard Office Hours

Physical Demands:

• Ability to climb, stoop, kneel, crouch, reach, walk, push, pull and grasp.
• Ability to lift up to 25 lbs.
• Ability to lift over 25 lbs. with assistance.
• Ability to move arms, hands, and fingers.
• Ability to sit for sustained periods of time.
• Required to have visual acuity to perform assigned tasks

Environmental Exposure:

• Subject to hazards including electrical current, moving mechanical parts, and exposure to chemicals.
• Subject to frequent interruptions.
• Required to wear personal protective equipment where applicable.

Overnight Travel:

• Work may require out-of-town travel depending upon assignment (training and meeting).

UCT offers an excellent benefits package to all full-time employees, which includes medical, dental, vision, 401(k), and paid time off.

UCT is an equal opportunity employer, dedicated to promoting a culturally diverse workforce.

Insulet started in 2000 with an idea and a mission to enable our customers to enjoy simplicity, freedom and healthier lives through the use of our Omnipod® product platform. In the last two decades we have improved the lives of hundreds of thousands of patients by using innovative technology that is wearable, waterproof, and lifestyle accommodating.

We are looking for highly motivated, performance driven individuals to be a part of our expanding team. We do this by hiring amazing people guided by shared values who exceed customer expectations. Our continued success depends on it!

• Serve as functional lead for compensation and benefits team during Workday implementation. Plus, ongoing SME support for Workday Total Rewards.
• Perform market analysis on current programs, using insights to develop and propose solutions that align our talent acquisition and growth strategies with business goals and market competitiveness.
• Collaborate with HR business partners and finance and business leaders on annual benchmarking and pay decisions and policies, including offers, promotions, internal transfers, and communicating our approach to compensation.
• Must be capable and comfortable communicating to/with leadership.
• Lead annual compensation review process including, salary increase, incentive plan payouts, and equity planning for the organization.
• Partners cross-functionally to ensure effective compensation program management, including plan design, documentation, and communication to employees.

• Bachelor’s Degree or equivalent experience
• Command over compensation fundamentals - job matching and market pricing, equity mechanics, and annual cycle management, total rewards program design, regulatory reporting
• 4+ years of compensation, HR or People operations experience
• Prior Workday experience preferred but not required

• Thorough understanding of compensation practices, and employee lifecycle.
• Strong background in data integrity analytics, data visualization, dashboard creation, audit and ability to use analysis to drive decision making.
• Organizational skills to prioritize workflow and respond to conflicting deadlines.
• Experience working in a fast-paced, highly regulated environment where the business is constantly evolving
• Strong team collaborator, and project manager
• Certified Compensation Professional (CCP) certification (or in progress) preferred

Working for Metrocare isn’t just a job. It’s a career where
your skills and passion for delivering quality care make
a positive difference to the individuals that we serve.

ABOUT METROCARE:
Metrocare is the largest provider of mental health services in Dallas County, serving more than 57,000 adults and children annually. For more than fifty (50) years, Metrocare has provided an array of services available to people with mental and developmental disabilities. In addition to behavioral health services, Metrocare provides primary care centers for adults and children, accessible pharmacies, housing and supportive social services. Through the Altshuler Center for Education & Research we are advancing mental health beyond Dallas County.

GENERAL DESCRIPTION:

The mission of Metrocare Services is to serve our neighbors with developmental or mental health challenges by helping them find lives that are meaningful and satisfying. We are an agency committed to quality gender-responsive, trauma-informed care to individuals experiencing serious mental illness, development disabilities, and co-occurring disorders. Metrocare programs focus on the issues that matter most in the lives of the children, families, and adults we serve.

The Compensation and Benefits Manager assists the Director of Human Resources with the day-to-day operations of the human resources department, provides oversight to Metrocares benefit and compensation plans, human resources employees, and leads a variety of human resources projects.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

The essential functions listed here are representative of those that must be met to successfully perform the job.

• Assist in the development of strategic human resources objectives, plans, policies, and programs for the organization.
• Conduct compensation reviews, market surveys and monitor internal pay equity.
• Assign pay grades for new positions.
• Oversee and audit stipends and bonuses.
• Assists Human Resources director with administration of merit increases.
• Assists Human Resources director with Benefit Renewals and Open Enrollment process.
• Monitor long-term leave requests involving STD, FMLA, LTD and communicate with the Director of Human resources on complex leave requests.
• Review ADA accommodation requests.
• Conduct internal auditing of Metrocare benefit plans to ensure best practices and compliance.
• Review and respond to Unemployment Claims.
• Manage the Benefits Coordinator and the administration of employee benefits, including wellness initiatives.
• Complete benefits and compensation surveys.
• Develop, implement, and manage employee rewards and recognition programs.

• Prepare various human resources metrics and reports.
• Develop and maintain standard operating procedures for human resources processes and procedures.
• Participate in agency-wide meetings and serve on various committees.
• Assist Director of Human Resources with projects on an as needed basis.
• Serve as back up to the Director of Human Resources during short-term absences.
• Performs other duties as assigned.

COMPETENCIES:

The competencies listed here are representative of those that must be met to successfully perform the essential functions of this job.

• Conducts job responsibilities in accordance with the ethical standards of conduct, state contract, appropriate professional standards, and applicable state/federal laws.

• Analytical skills, professional acumen, business ethics, thorough understanding of continuous improvement processes, problem solving, respect for confidentiality, and excellent communication skills.
• Human resources knowledge.
• Customer/Client orientation.
• Ability to meet deadlines.
• Ability to work as part of a team.
• Organizational behavior and strategic management.
• Written and oral communication, including the ability to develop data-based reports.
• Application of legal opinions and interpretation of regulations.
• Independent judgment and decision-making skills.
• Demonstrable working knowledge of word processing, spreadsheets, and access and use of warehouse-based data.

EDUCATION AND EXPERIENCE:

• Bachelors degree from an accredited college or university with specialization in business administration, human resources, or related field.
• Minimum of five years of professional human resources experience, which includes benefits, compensation, and employee relations experience. Supervisory experience preferred.

MATHEMATICAL SKILLS:

• Basic math skills required.
• Ability to work with reports and numbers.
• Ability to calculate moderately complex figures and amounts to accurately report activities and budgets.

REASONING ABILITY:

• Ability to apply common sense understanding to carry out simple one or two-step instructions. Ability to deal with standardized situations with only occasional or no variables.

COMPUTER SKILLS:

• Use computer, printer, and software programs necessary to the position (i.e., Word, Excel, Outlook, and PowerPoint).
• Ability to utilize Internet for resources.

CERTIFICATIONS, LICENSES, REGISTRATIONS:

• Current State of Texas Driver License or if you live in another state, must be currently licensed in that state. If licensed in another state, must obtain Texas Driver License within three (3) months of employment.
• Liability insurance required if employee will operate personal vehicle on Center property or for Center business. Must be insurable by Centers liability carrier if employee operates a Center vehicle or drives personal car on Center business. Must have an acceptable driving record.

Metrocare couldn’t have a great employee-first culture without great benefits. That’s why we offer a competitive salary, exceptional training and an outstanding benefits package:

• Medical/Dental/Vision
• Paid Leave
• Paid Holidays
• Employee Assistance Program
• Retirement Plan, including employer matching
• Health Savings Account, including employer matching
• Professional Development Allowance up to $1500 per year
• Bilingual Stipend – up to 6% of the base salary
• Many other benefits

Equal Employment Opportunity/Affirmative Action Employer

Tobacco Free Facilities - Metrocare is committed to promoting the health, well-being and safety of Metrocare team members, guests, and individuals and families we serves while on the facility campuses. Therefore, Metrocare facilities and grounds are tobacco-free.

No calls from staffing agencies or independent recruiters

This role is part of a dynamic Human Resources team in an exciting time of growth and change. The Compensation Analyst utilizes knowledge of standard compensation concepts, practices and procedures, and will provide a wide range of compensation services for all business areas. The Compensation Analyst will ensure Draper continues to provide internally equitable and externally competitive compensation.

• Acts as Compensation consultant to HRBPs on all pay issues. Provides guidance on internal equity issues, Equal Pay Act, promotions and transfers
• Provides Talent Acquisition with targeted new hire ranges for open reqs as well as guidance on internal and external offers
• Manages MarketPay (survey/market pricing tool). This includes building a strong vendor relationship, updating and maintaining the database as well as becoming the SME for MarketPay reporting
• Assists with administering designated compensation programs such as the annual merit process, bonus plans, and reward/recognition programs. Gathers and analyzes data, communicates and responds to inquiries/issues related to program framework and eligibility, and prepares metrics/reports.
• Assists in the training and education of Draper’s compensation programs to managers and employees
• Participates in compensation surveys and researches new sources for external data collection. Completes assigned salary surveys, submitting accurate benchmark pay data to survey companies within prescribed deadline dates. Completes custom surveys as needed
• Prepares ad hoc compensation reports as needed for management
• Provides on-going support for all data requests that result from internal and government audits. Provides assistance to other HR departments in an efficient, and timely manner
• Participates on cross- functional project teams representing Compensation
• Identifies and recommends process improvements. Identifies trends and procedural problems through ongoing audits; researches processes that can be automated through HRIS and/or market pricing tools; evaluates alternatives to solve system/business issues.

• Demonstrated ability to conduct analysis of large data sets
• Ability to think outside of the box to resolve problems
• Self-starter with strong attention to detail
• Experience with compensation design and analysis
• Experience working with an HRIS system preferably PeopleSoft
• Ability to communicate effectively verbally and in writing, with all level of the organization, including HR Business Partners, and Management
• Strong organizational skills with the ability to prioritize work
• Collaborative, team player
• Proficient Excel skills (i.e. knowledge of lookup and logical functions, creation of pivot tables and charts)
• Proficient PowerPoint skills
• Strong attention to detail and sense of urgency
• Ability to maintain strict confidentiality
• Bachelor’s Degree and 3 to 5 years of progressively responsible compensation experience in a related industry

ON Semiconductor is seeking a highly-motivated, Compensation Analyst to join our fast paced Compensation team. As a Compensation Analyst, you will have the opportunity to design, develop and administer ON’s compensation programs globally. This role will also consult and collaborate with HRBPs, Talent Acquisition on compensation related inquiries. Flexibility to manage competing and shifting priorities is essential in this position.

Performance Objectives:

• Assists in administering compensation programs globally, including the annual merit review, bonus program & salary range development
• Consults with HR partners and recruiters regarding compensation policy interpretation, new hire offers, promotions, market analysis, job evaluation, and other compensation projects and initiatives
• Conducts job evaluation and support job structure management
• Assists with content development and training of compensation programs and practices to HR partners and managers
• Participates in compensation surveys, conducts research and analyzes pay data to assess and determine the company’s competitive position
• Conducts periodic compensation related audits to ensure compliance with local labor laws in applicable jurisdictions and company policies globally
• Collaborates on various compensation projects
• Periodically audits and updates compensation document content to ensure relevancy; loads to SharePoint site
• Accurately analyzes and prioritizes details while consistently producing error-free work
• Acts in a safe manner at all times and ensure that those around them do not put themselves or others at risk
• Other duties as assigned

ON Semiconductor (Nasdaq: ON) is driving energy efficient innovations, empowering customers to reduce global energy use. The company is a leading supplier of semiconductor-based solutions, offering a comprehensive portfolio of energy efficient power and signal management, logic, standard and custom devices. The company’s products help engineers solve their unique design challenges in automotive, communications, computing, consumer, industrial, medical, and military/aerospace applications. ON Semiconductor operates a responsive, reliable, world-class supply chain and quality program, and a network of manufacturing facilities, sales offices, and design centers in key markets throughout North America, Europe and the Asia Pacific regions.

Requirements:

• Undergraduate degree in business, human resources, accounting, finance or related field; CCP certification a plus
• 2-4 years of experience in a related field
• Knowledge of compensation practices and principles
• Strong analytical, mathematical and computation skills
• Use of Microsoft Office Suite; must have intermediate to advanced knowledge of Excel
• Demonstrated ability to act with discretion, confidentiality and with good judgment
• Proven ability to work independently and take initiative
• Self-starter with strong ability to manage time and prioritize tasks
• Ability to communicate effectively, both orally and in writing
• Strong interpersonal skills, with the ability to relate to and understand people in a courteous and professional manner
• Required to conduct business with the highest legal and ethical standards

Travel Requirements:

Travel not required for this position

• 3+ years of compensation related experience preferably within a technology industry
• Experience with executive compensation, equity (stock) programs and incentive programs is a plus.
• Advanced Excel skills are required to analyze data and create meaningful, understandable models and reports; ability to see beyond the numbers to drive sound decision-making.
• Attention to detail
• Comfortable with both working independently and collaboratively as needed
• Ability to prioritize competing demands and support multiple stakeholders
• Excellent planning, organizational and project management skills

• Conduct equity market data analysis, develop equity guidelines, build budget/forecast models and build out training and craft communications
• Assist with executive compensation benchmarking analysis and provide pay recommendations for internal opportunities and external offers
• Partner with the executive recruiting team to provide tools, training, and support with offers as needed
• Forecast and model potential plan design changes and their impact
• Support the design, governance and communication of our short term incentive programs
• Support the development of materials, agenda and planning for Compensation Committee meetings
• Help with compensation projects as needed, including our mid-year and year-end performance and compensation cycles
• Partner with the stock admin team on equity related projects/activities

• HRIS Oversight and Maintenance
  • Provide support for key HR systems including, but not limited to, researching and resolving issues, unexpected results or process flaws.
  • Implement and recommend user procedures, guidelines, and documentation. Train team members on new processes/functionality. Train new system users.
  • Oversee data integrity in HR systems by running queries, analyzing data, and creating and conducting various audits. Develop data integrity protocols between HR, Finance, and other internal departments.
  • Assess and identify opportunities for system/process improvement, recommend and document solutions.
  • Track system utilization and make plans to improve use of HR systems
• Compensation/Payroll
  • Monitor weekly payroll submissions to ensure compliance with relevant state and local laws
  • Assist in building compensation structure and continued maintenance of compensation structure.
  • Evaluate future needs for maintaining job descriptions and FLSA compliance
  • Risk management
• Reporting and Process Improvement
  • Write, maintain, and support a variety of reports or queries utilizing appropriate reporting tools.
  • Assist in development of standard report for ongoing HR and client needs.
  • Additional Reports as Needed

• Communicate with a wide range of employees
• Computer literate and able to learn new software quickly including Word, Excel, and Outlook
• Function independently within company guidelines
• Excellent customer service

• 
  Sitting for long periods of time
• General computer work

• 
  Bachelor’s degree preferred
• 1-2 years Human Resources or payroll experience preferred
• Experience with Ceridian Dayforce or ADP preferred

• 
  Participate in the design, analysis, budgeting and implementation of compensation programs
• Provides analysis and counsel to management on compensation programs and initiatives related to pay structures, short term incentives, pay change recommendations, new hire offers, and wage and hour regulations.
• Performs job analysis and job evaluations and oversees salary survey administration and serves as the point of contact for the market pricing tool.
• Assists in leading the annual compensation process as well as supports the design and leads the analysis and administration of short-term variable pay programs.
• Evaluate and analyze compensation data to ensure market competitiveness and internal equity
• Utilize analytical insights to develop and present meaningful recommendations to key leaders
• Develop, analyze and maintain complex Excel reports to support data analysis

• Create Monthly and Quarterly Accrual files in Excel for Accounting
• Calculate Monthly, Quarterly and Annual incentives in Excel applying Company guidelines and standard practices
• Create and send payout files to Payroll
• Evaluate for and implement process efficiencies
• Provide incentive reporting and entry level analytics

• Ensure adherence to Relocation Guidelines
• Provide recommendations for all levels of relocation
• Process lump sum payments and reimbursement

• Ensures compliance with all federal, state, and regulatory standards and laws governing the compensation programs.
• Supports and may lead Restaurant Anniversary and Annual Review and Merits Processes

• Ability to deliver results under heavy pressure deadlines
• Must maintain disciplined time management and follow-up work to completion
• Ability to work in a fast paced, consumer brand organization
• Must maintain confidential information

• Ensure daily activities and priorities are aligned to Raising Cane’s Vision, Mission, Core Values and Non-Negotiables
• Adopt and promote a work hard / have fun environment and lead by example
• Adopt and coach others to show appreciation through the 3 R’s of Cane’s Love: Respect, Recognize and Reward

• Minimum 2-4 years of Compensation experience; at least 1 year experience with end to end Incentive experience
• 2 years of experience with sales compensation or commission bonus plans a plus
• Bachelor’s degree required; Compensation Certification is a plus
• Must have an advanced knowledge of Excel; experience manipulating data into a digestible format is a plus
• HRIS experience a plus
• Proficient in a variety of technology systems, especially Microsoft Office (Excel, Access, Word, PowerPoint, Outlook)

• Team oriented, collaborative & culturally aligned (Work Hard & Have Fun!)
• Restaurant Support focused!
• Sales driven & Profit smart
• Exercises good judgment & decision making
• Internally motivated & trustworthy
• Problem solver, analytical, detailed & process oriented
• Self-starter, organized and able to manage multiple priorities (multi-tasking)
• Excellent interpersonal & communication skills
• Ability to establish goals and convert plans into action
• Data-driven, detail and results oriented
• Highly confidential

• Manage day-to-day compensation support to Corporate, Field and Store groups.
• Assess SPARC Group’s current and future compensation programs ensuring they are equitable and align to the company’s compensation philosophy.
• Assist in the design, rollout and administration of compensation programs.
• Participate in key market salary surveys, as needed.
• Conduct benchmarking reviews, as needed.
• Assist in job leveling, FLSA classifications and development of pay grades.
• Assist with Year End review process by providing support with merit planning, merit increases, bonus calculations and payouts, and year-end reporting.
• Provide reports, analysis, and clarification of policies and practices to HR team and Business Leaders.
• Administer all Store related variable pay programs (i.e. Sales, SPIFF, Shrink, Spot bonus, etc.)
• Stay up-to-date on current compensation-related legislation to ensure compliance with applicable employment-related federal and state statutory requirements regarding employee pay.
• Prepare charts and graphs for the presentation of HR metrics in the quarterly HR dashboard.
• Provide weekly, monthly, quarterly and annual reporting to Finance related to employee and compensation data, including headcount, salary, bonus accrual, PTO accrual, etc.
• Prepare Compensation Sheets for off-cycle promotions and/or market adjustments.

• 
  Minimum of 5 years of equivalent work experience; preferably in an HR Compensation role.

• BA/BS degree in Business Administration, Finance, Accounting or similar quantitative field.

• Strong analytical, problem solving and multi-tasking skills.

• Advanced Microsoft Excel skills including pivot tables, vlookup, etc.

• Experience with creating reports and extracting and analyzing data from an HRIS system.

• Must be able to handle sensitive information confidentially and professionally.

• Client service orientation with extremely strong attention to detail and ability to maintain data integrity.

• Ability to manage workload with conflicting/competing priorities and multiple deadlines.

• Strong written and verbal communication skills.

• Interpersonal skills to deal effectively with all levels of management and employees.

• Must be a self-starter with ability to work independently and as part of a team.

• Prior experience working with HCM systems; experience working with Ceridian/Dayforce is a plus.

Currently, we are conducting interviews mostly over video. After Labor Day, we will be in the office Monday, Tuesday and Thursday. If you have any questions regarding this policy, please reach out to recruiting@gafg.com.

COMPANY OVERVIEW

Global Atlantic Financial Group is a leader in the U.S. life insurance and annuity industry, serving the needs of individuals and institutions. With differentiated investment and risk management capabilities, deep client relationships, and a strong financial foundation, the company has established a track record of delivering proven, value-added solutions and long-term growth. Global Atlantic is a majority-owned subsidiary of KKR, a leading global investment firm that offers asset management and capital markets solutions across multiple strategies.

Global Atlantic is looking for a diverse team of talented individuals who reinforce our culture of collaboration and innovation. We are dedicated to the career development of our people because we know they are critical to our long-term success. Join our team and come grow with us.

POSITION OVERVIEW

The position is open to entry level candidates from any field of study and is ideally suited to those with little or no work experience. The Analyst will join our Boston Office on the Human Resources team, focused on HR analytics and compensation.

Key responsibilities include:

• Participates in the annual compensation survey processes to gather and analyze market data in order to evaluate roles and maintain the competitiveness of our salaries, bonus and equity programs.
• Provides analysis to support the development, implementation and communication of Global Atlantic's compensation program
• Supports compensation reviews and recommendations related to new hires, merit increases, promotions, and other increases
• Helps to ensure accuracy and functionality of data and systems used in the compensation and HR analytics functions
• Assists in the maintenance of Global Atlantic's job catalog, including job leveling and job pricing
• Supports Sr. Analyst in workforce reporting and data analytics.
• Assists Compensation and HR Analytics team in model building, reporting and analysis
• Supports the development and preparation of presentations
• Collaborates with other HR teams and other departments to respond to client needs

QUALIFICATIONS:

Undergraduate degree, preferably in an analytic field

Strong analytical/quantitative and technical abilities, organizational skills and attention to details

Excellent written and verbal communication skills

High energy with an ability to work in a fast-paced environment and think clearly under pressure

Outstanding academic record and high level of personal integrity

Flexible and creative; comfortable managing multiple work streams and projects concurrently in a fast-paced environment

Energetic and inquisitive with an interest in taking on projects that cover new ground for the team and the company

Basic knowledge of Microsoft Excel, PowerPoint, Tableau and Python a plus

This role is not eligible for visa sponsorship now or in the future.

#LI-CA1

TOTAL REWARDS STATEMENT

Global Atlantic's total rewards package is reflective of our corporate values, particularly diversity, excellence and innovation, with a focus on inclusion, pay equity, and flexibility. We are proud to support your personal and professional growth and well-being through programs such as educational assistance, virtual physical therapy, remote/onsite fitness reimbursement, a medical second opinion program, pet insurance, military leave, parental leave, adoption assistance, fertility and family planning coverage. We strive to foster a culture of total well-being through community outreach and charitable giving programs.

We are active in our communities-

• New York: Red Hook Conservancy, Girls Who Invest and The Bowery Mission
• Boston: Cradles to Crayons, Project Bread, Let's Get Ready, Rise Against Hunger, Salvation Army and many other local volunteer organizations in around the Boston area
• Hartford: Habitat for Humanity, Foodshare, Humane Society, Hands on Hartford, Mercy Shelter and Dog Star Rescue
• Indianapolis: Elevate Indianapolis, Gleaners Food Bank and the Juvenile Diabetes Research Foundation
• Batesville: American Cancer Society Relay for Life, Angels of Giving, Margaret Mary Health Foundation, Ripley County Community Foundation, Safe Passage, Batesville High School Sponsorships, local area youth sports and food pantries, as well as many others
• Des Moines: United Way, Central Iowa Shelter & Services, Junior Achievement of Central Iowa and Make a Wish Foundation
• Berwyn: Food drive and will be planning an event to help a local family over the holidays
• Atlanta: Packaged Good Organization, which helps the most vulnerable community members with providing personalized care packages for people in need including the elderly, our armed forces, the homeless and hospitalized kids
• Bermuda: Sponsor of a weekly feeding program operated by The Hamilton Seventh-Day Adventist Church

Social platforms provide an environment to collaborate with others and participate in friendly competitions towards achieving physical, emotional and financial well-being. Our highly competitive health, retirement, life and disability plans can be tailored to best suit your needs and those of your whole family.

Global Atlantic is committed to creating an inclusive environment where everyone can meaningfully contribute to our success. We are proud to be an equal opportunity employer and we do not discriminate in employment on any basis that is prohibited by federal, state or local laws. More than that, we strive to be inclusive of all backgrounds and experiences, which we feel gives us a competitive advantage in the market and within our firm. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, disability, age, or veteran status.

Global Atlantic Financial Company Employee Candidate Privacy Notice

DoorDash is looking for a Senior Compensation Consultant to support the growing needs of our Compensation function. Your work will help guide the continued development of DoorDash's compensation programs as we scale. You will report into our Sr. Manager, Compensation. We are open to candidates located in the following cities: San Francisco, Los Angeles, Seattle, Chicago, NYC, Phoenix, Atlanta, & Austin.

About the team:

The Compensation team manages compensation programs for DoorDash. Our work impacts every employee globally through the programs we administer. The team also has an important role to play by ensuring our employee value proposition is competitive in the marketplace and financially sustainable.

You're excited about this role because you'll:

• Present compensation insights to partners across the business
• Partner with department leaders, HR Business Partners and recruiters on compensation related matters such as offers, promotions, and internal transfers
• Conduct market studies and analysis to ensure internal equity, external competitiveness, and alignment to our total rewards philosophy
• Support business needs through analysis during the the annual and mid-year review cycles
• Work with HR Business Partners to maintain integrity of our job catalog
• Stay up-to-date with applicable employment-related federal and state statutory requirements regarding employee pay.
• Work cross functionally to provide compensation analyses and other deliverables to our partners on the Finance and Legal teams and business leaders
• Recommend process changes that can improve the delivery of compensation programs to employees

We're excited about you because:

• You have strong compensation data analysis skills and are an expert storyteller who can present your findings to diverse audiences
• You've managed project teams or have had direct people management experience
• You have a deep understanding of compensation survey data and can use that data to create competitive pay decisions
• You have experience supporting companies or organizations in the technology, sales, international, and M&A
• You understand equity compensation and can provide information to employees to help them understand this important component of pay
• You have 8+ years of compensation experience in either a consulting or in-house role
• You have a bachelor's degree in economics, business, finance or other STEM discipline

We are leaders – Leadership is not limited to our management team. It's something everyone at DoorDash embraces and embodies.We are operators – We believe the only way to predict the future is to build it. Creating solutions to lead our company and our industry is what we do on every project, every day. We are learners – Everyone here is continually learning on the job, no matter if we've been in a role for one year or one minute. We are committed to learning and implementing what is best for our customers, merchants, and dashers.We are one team – The magic of DoorDash is our people, together making our inspiring goals attainable and driving us to greater heights.

At DoorDash, our mission to empower local economies shapes how our team members move quickly and always learn and reiterate to support merchants, Dashers and the communities we serve. We are a technology and logistics company that started with door-to-door delivery, and we are looking for team members who can help us go from a company that is known for delivering food to a company that people turn to for any and all goods. Read more on the DoorDash website, the DoorDash blog, the DoorDash Engineering blog, and the DoorDash Careers page.

DoorDash is growing rapidly and changing constantly, which gives our team members the opportunity to share their unique perspectives, solve new challenges, and own their careers. Our leaders seek the truth and welcome big, hairy, audacious questions. We are grounded in our company values, and we make intentional decisions that are both logical and display empathy for our range of users—from Dashers to Merchants to Customers.

We're committed to supporting employees' happiness, healthiness, and overall well-being by providing comprehensive benefits and perks including premium healthcare, wellness expense reimbursement, paid parental leave and more.

We're committed to growing and empowering a more inclusive community within our company, industry, and cities. That's why we hire and cultivate diverse teams of people from all backgrounds, experiences, and perspectives. We believe that true innovation happens when everyone has room at the table and the tools, resources, and opportunity to excel.

Statement of Non-Discrimination: In keeping with our beliefs and goals, no employee or applicant will face discrimination or harassment based on: race, color, ancestry, national origin, religion, age, gender, marital/domestic partner status, sexual orientation, gender identity or expression, disability status, or veteran status. Above and beyond discrimination and harassment based on "protected categories," we also strive to prevent other subtler forms of inappropriate behavior (i.e., stereotyping) from ever gaining a foothold in our office. Whether blatant or hidden, barriers to success have no place at DoorDash. We value a diverse workforce – people who identify as women, non-binary or gender non-conforming, LGBTQIA+, American Indian or Native Alaskan, Black or African American, Hispanic or Latinx, Native Hawaiian or Other Pacific Islander, differently-abled, caretakers and parents, and veterans are strongly encouraged to apply. Thank you to the Level Playing Field Institute for this statement of non-discrimination.

If you need any accommodations, please inform your recruiting contact upon initial connection.

Responsibilities

The Opportunity

The Sr. Compensation Analyst will participate in the administration of Clean Harbor’s Compensation strategies, processes, and guidelines to positively contribute to the employee experience. Will work directly with Business leaders and functional teams to implement, standardized, compensation processes and solutions.

Why work for Clean Harbors?

• Health and Safety is our #1 priority and we live it 3-6-5!
• Competitive compensation package
• Comprehensive health benefits coverage after 30 days of full-time employment
• Group 401K with company matching component
• Generous paid time off, company paid training and tuition reimbursement
• Positive and safe work environments
• Opportunities for growth and development for all the stages of your career

Key Responsibilities:

• Ensures Health and Safety is the number one goal by following policies, processes, and acting in a safe manner at all times.

• Administer broad based compensation processes by administering system tools, generating reports, ensuring data accuracy, providing analysis and guidance, interfacing with business leaders and functional teams.
• Analyze and interpret data and apply job evaluation and benchmarking best practices to develop compensation ranges aligned with compensation philosophy and company direction
• Implement compensation strategies, processes, and guidelines in alignment with business objectives to provide timely and accurate compensation data
• Provide key HR stakeholders and business partners with detailed compensation analyses, addressing internal equity, external competitiveness, and cost-effectiveness
• Monitor compensation market trends to ensure market competitiveness
• Analyze job profiles, position management, market pricing, salary structure, and incentive compensation eligibility to ensure alignment with HR and business strategies
• Utilize reporting platforms to maintain an accurate and current compensation database
• Assist with forecasting and budget analyses for annual compensation tracking and rewards
• Collaborate with HR Managers and Director to provide recommendations that simplify and improve compensation review procedures with an emphasis on accuracy and productivity
• Participate in industry surveys and special projects including compensation communication, incentive compensation development, compliance reviews, etc.,
• Conduct external market and internal equity analysis and provide managers and/or Human Resources with total compensation recommendations (New Hire Offers, Promotions, Job Changes, Market/Equity Adjustments);
• Serve as project lead for major compensation initiatives (i.e. job evaluations, market pricing, standardizing pay practices, acquisition integration, Competency-Based Pay for direct labor employees, etc.);
• Partner with HR Information Services, Corporate Information Services (MIS) and payroll in the design and development of compensation systems and reporting solutions that support job evaluation, market pricing and external compensation analysis, internal equity analysis; incentive compensation management;
• May be assigned other duties to help proactively drive the vision and align with our organization’s core values.

What does it take to work for Clean Harbors?

• Bachelor’s degree preferred;
• CCP preferred but not required;
• 5+ years relevant experience;
• Previous experience with market survey data and systems such as ERI and PayFactors;
• Superior analytical & project management skills; Strong written and verbal communication skills;
• Expertise with common reporting and analytical systems including Excel (required), MS Access (preferred), Data Warehouse (preferred), PeopleSoft ERP (preferred);
• Ability to work in a fast paced environment;

40-years of sustainability in action. At Clean Harbors, our mission is to create a safer, cleaner environment through the treatment, recycling, and disposal of hazardous materials. Clean Harbors is the leading provider of environmental, energy and industrial services throughout the United States, Canada, Mexico and Puerto Rico. Everywhere industry meets environment, Clean Harbors is on-site, providing premier environmental, energy and industrial services. We are solving tough problems through innovation and proven methodology – come be part of the solution with us.

Join our safety focused team today! To learn more about our company, and to apply online for this exciting opportunity, visit us at https://careers.cleanharbors.com/.

For additional information about driver career opportunities, please call us at 1-833-32-DRIVE (1-833-32-37483).

Clean Harbors is an equal opportunity employer. We do not discriminate against applicants due to race, ancestry, color, sexual orientation, gender identity, national origin, religion, age, physical or mental disability, veteran status, or on the basis of any other federal, state/provincial or local protected class.

Clean Harbors is a Military & Veteran friendly company.

• CH

Terros Health is hiring an HR Manager, Compensation and Benefits to join our friendly, dynamic HR Team in Central Phoenix.

Full-Time: Monday-Friday

Location: Central Ave / Thomas Rd

2 years' supervisory experience preferred

Bachelor's degree in Human Resources or related field

Proficiency using Microsoft Office suite and HRIS system

Experience in:

Compensation structures, compensation analysis and benchmarking.

Benefits administration including open enrollment and working with broker

FMLA/ADA administration

Workers Compensation

Duties include, but not limited to:

• The Manager will oversee and manage the following staff: HR Benefits Specialist, HR Support Specialist and HR Assistant
• The Manager will oversee the salary structure at Terros Health and any compensation analysis needed
• The Manager will oversee the administration of benefits programs at Terros Health including contracted benefits such as medical, dental, etc. and FMLA/ADA administration
• The Manager must have effective relationships with managers and employees and external parties
• The Manager interviews, selects and trains employees to ensure department objectives are met with low turnover and high retention rates
• The Manager effectively handles employee complaints in a timely manner
• The Manager provides leadership with various HR reports as requested, such as turnover, vacancy, benefit participation, etc., in a timely and accurate manner.

Apply With Resume at www.terroshealth.org

• Bachelors’ degree in Human Resources or related field
• 2 years supervisory experience

• Compensation structures, compensation analysis and benchmarking.
• Benefits administration including open enrollment and working with broker
• FMLA/ADA administration
• Must possess:
  • Well-developed critical thinking and analytical abilities, and
  • Time management, organizational, conflict resolution and judgement skills
• Proficiency using Microsoft Office suite and HRIS system. Intermediate excel skills along with report writing for HRIS systems
• Must have a valid Arizona Fingerprint Clearance card or apply for an Arizona fingerprint clearance card (Level 1) within 7 days of employment (HR can assist in obtaining.)
• Must pass a Drug Screen and TB Test

Responsibilities

The Opportunity

The Compensation Analyst will participate in the administration of Clean Harbor’s Compensation strategies, processes, and guidelines to positively contribute to the employee experience. Will work directly with Business leaders and functional teams to implement, standardized, compensation processes and solutions.

Why work for Clean Harbors?

• Health and Safety is our #1 priority and we live it 3-6-5!
• Competitive compensation package
• Comprehensive health benefits coverage after 30 days of full-time employment
• Group 401K with company matching component
• Generous paid time off, company paid training and tuition reimbursement
• Positive and safe work environments
• Opportunities for growth and development for all the stages of your career

Key Responsibilities:

• Ensures Health and Safety is the number one goal by following policies, processes, and acting in a safe manner at all times.

• Administer broad based compensation processes by administering system tools, generating reports, ensuring data accuracy, providing analysis and guidance, interfacing with business leaders and functional teams.
• Analyze and interpret data and apply job evaluation and benchmarking best practices to develop compensation ranges aligned with compensation philosophy and company direction
• Implement compensation strategies, processes, and guidelines in alignment with business objectives to provide timely and accurate compensation data
• Provide key HR stakeholders and business partners with detailed compensation analyses, addressing internal equity, external competitiveness, and cost-effectiveness
• Monitor compensation market trends to ensure market competitiveness
• Analyze job profiles, position management, market pricing, salary structure, and incentive compensation eligibility to ensure alignment with HR and business strategies
• Utilize reporting platforms to maintain an accurate and current compensation database
• Assist with forecasting and budget analyses for annual compensation tracking and rewards
• Collaborate with HR Managers and Director to provide recommendations that simplify and improve compensation review procedures with an emphasis on accuracy and productivity
• Participate in industry surveys and special projects including compensation communication, incentive compensation development, compliance reviews, etc.,
• Conduct external market and internal equity analysis and provide managers and/or Human Resources with total compensation recommendations (New Hire Offers, Promotions, Job Changes, Market/Equity Adjustments);
• May be assigned other duties to help proactively drive the vision and align with our organization’s core values.

What does it take to work for Clean Harbors?

• Bachelor’s degree preferred;
• CCP preferred but not required;
• 3+ years relevant experience;
• Previous experience with market survey data and systems such as ERI and PayFactors;
• Superior analytical & project management skills; Strong written and verbal communication skills;
• Expertise with common reporting and analytical systems including Excel (required), MS Access (preferred), Data Warehouse (preferred), PeopleSoft ERP (preferred);
• Ability to work in a fast paced environment;

40-years of sustainability in action. At Clean Harbors, our mission is to create a safer, cleaner environment through the treatment, recycling, and disposal of hazardous materials. Clean Harbors is the leading provider of environmental, energy and industrial services throughout the United States, Canada, Mexico and Puerto Rico. Everywhere industry meets environment, Clean Harbors is on-site, providing premier environmental, energy and industrial services. We are solving tough problems through innovation and proven methodology – come be part of the solution with us.

Join our safety focused team today! To learn more about our company, and to apply online for this exciting opportunity, visit us at https://careers.cleanharbors.com/.

For additional information about driver career opportunities, please call us at 1-833-32-DRIVE (1-833-32-37483).

Clean Harbors is an equal opportunity employer. We do not discriminate against applicants due to race, ancestry, color, sexual orientation, gender identity, national origin, religion, age, physical or mental disability, veteran status, or on the basis of any other federal, state/provincial or local protected class.

Clean Harbors is a Military & Veteran friendly company.

• CH

For a 4th year in a row, Aspirus has been recognized as one of the top 15 Top Health Systems in the United States by IBM Watson in their annual study identifying the top-performing health systems in the country based on overall organizational performance.

We are seeking a Compensation Analyst to work in our corporate offices in Wausau, Wisconsin. This individual is responsible for providing analytics and recommendations on compensation practices, administers the compensation programs including organizational pay structures, job evaluation process, incentive program coordination and managing pay practices to ensure all compensation programs align with the Total Rewards strategy of Aspirus. This position acts as a subject matter expert in compensation practices and resource to business unit leadership to provide recommendations on compensation practices to meet organizational objectives in a consistent practice based on system guidelines.

PROFESSIONAL EXPERIENCE/QUALIFICATIONS

• Knowledge or education normally acquired through completion of a Bachelor’s Degree in business, management or human resources.
• PHR/SPHR or equal preferred.

• Minimum of 5 years progressive experience in Human Resources with emphasis on compensation program analysis and administration.
• Knowledge of federal and state wage and hour, FLSA and applicable laws governing compensation required.
• Experience with complex pay delivery systems preferred.

• Critical thinking, verbal, written and public speaking competence.
• Microsoft Office Suite competence.
• Analytical and problem solving, collaboration skills.

Hours: Full time

Aspirus is a non-profit, community-directed health system based in Wausau, Wisconsin. Its 8,700 employees are focused on improving the health and well-being of people throughout Wisconsin and Upper Michigan.

Aspirus serves communities through four hospitals in Upper Michigan and six hospitals in Wisconsin, more than 50 clinics, home health and hospice care, pharmacies, critical care and air-medical transport, medical goods, nursing homes and a broad network of physicians.

As an Aspirus team, we demonstrate caring, we plan to impact the future, work with happiness and enthusiasm, recognize our power to make a difference and improve the health of our communities.

Click on the following links: Learn more about Wausau click here: Wausau, Wisconsin

In this role, you will perform a variety of compensation activities, including but not limited to:

• Provide end-to-end annual compensation planning and administration support, involving coordination across multiple lines of business, and working closely with HR Business Partners and Finance colleagues
• Evaluate and provide day-to-day support on compensation related activities, including partnering with Recruiting on new hire offers and transfers
• Participate in compensation surveys; perform independent analysis of internal and external benchmarking data to support compensation needs.
• Provide strategic support, partnership, and compensation recommendations for various projects in the Corporate and Investment Bank and firmwide projects involving compensation
• Become a subject matter expert on our team's compensation reporting suite and engage with clients to deliver accurate reporting and address business questions, opportunities, and challenges

• Typically 1-2 years of HR/Compensation or Finance experience, with strong analytical and data/information management skills
• High level of proficiency with Microsoft applications; advanced understanding of Excel is critical. Knowledge of PeopleSoft and experience with Business Objects is preferred, but not required
• High attention to detail and strong interpersonal, communication, and consulting skills
• Desire to work in a fast-paced, constantly evolving environment; ability to problem solve independently, perform under pressure, and manage multiple priorities
• Prior experience in the financial services industry is ideal, but not mandatory

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

• Partners with departments' management to write and update accurate job descriptions for revised and new positions.
• Compiles and analyzes salary surveys and obtain comprehensive market data to market price the positions and compare internally to company positions. Recommends new position pay levels based on conclusions made from compiled research.
• Conducts job evaluations and benchmark studies to ensure pay levels are externally competitive and internally equitable.
• Manages job code creation and updates. Finalized job descriptions, create job codes for new positions and send job codes to HRIS.
• Completes annual salary surveys by matching company's positions to survey positions and submit to survey companies.
• Reviews internal salary increases and external offers to prospective new hires for internal equity and recommend salary amount. Reviews salaries and actions for compliance to guidelines, laws, etc.
• Prepares annual salary planning benchmarking, cost analyses, merit matrix adjustments and make recommendations to senior management and roll out salary ranges and matrices to the company.
• Prepares/manages salary increase and merit cycle data worksheets, tools, systems, etc. Coordinates review, approval, and communications with HR Business Partners and business unit managers.
• Participates in annual compensation evaluations responding to questions and providing guidance throughout the process.
• Model financial impact of proposed changes, compression analysis, market competitiveness and salary.
• Collaborate with Labor Relations, HRIS, and Payroll to calculate and implement affiliated salary increases.
• Acts as a subject matter expert on compensation-related matters and provides comprehensive solutions (within pre-established programs or guidelines) on issues ranging from organization-wide programs to salary offers, completing job evaluations, recommending salary actions.
• Analyzes existing compensation programs, identifies and makes process improvement recommendations.
• Works on problems of diverse scope where analysis of data requires evaluation of identifiable factors. Demonstrates good judgment in selecting methods and techniques for obtaining solutions. Networks with senior internal and external staff in own area of expertise.
• May escalate issues to supervisor/manager for resolution, as deemed necessary.
• Mentor/train other staff as applicable. May provide guidance to other staff in tasks that require a higher level of understanding of functions.
• Assist with various projects as assigned by a direct supervisor.
• Other duties as assigned.

• The physical demands and work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• Available to work all shifts and locations as assigned or directed
• Available to work as per assignment by the MBTA twenty-four (24) hours per day, seven (7) days per week as directed by supervisory staff for severe weather conditions, emergencies or any other circumstances that may potentially impact service or the safety of service
• Have the ability to work any and all shifts and/or locations assigned or directed.

• Bachelor's Degree from an accredited organization

• 4 years' compensation, human resources, and/or business analysis experience;
• 2 years direct compensation analyst experience including merit and job evaluations
• Strong spreadsheet, business reporting knowledge including formulas, pivot tables, vlookups, charting/visualizations
• Strong organizational skills with the ability to meet deadlines while with multiple priorities.
• Working knowledge of HRIS and database systems
• Working knowledge of state, federal, and local laws regarding compensation.
• Excellent oral and written communications skills.
• Excellent consulting skill, along with strong interpersonal and negotiation skills.
• Ability to manage confidential information.
• Ability to build strong business relationships and provide excellent customer service.
• Ability to research, analyze and interpret data.
• Working knowledge of PC applications and Microsoft Office applications required.

• World at Work certification (CCP or GRP), SHRM Certification (SHRM-SCP, SHRM-CP), other certifications, or related coursework.
• Knowledge of compensation salary planning and/or survey data warehouse systems
• Working knowledge of unions and heavily regulated environments
• Bachelor's in business, analytics, and/or communications
• Two or more years of compensation in consulting or corporate environment

• Master's degree in business, public administration, human resources, or related area substitute for 2 years of direct compensation experience with two years of business analysis, HR analysis, consulting, process analysis, human resources, HR/generalist or business partner, recruiting, project management, etc. experience.
• 7 years' in compensation, human resources, and/or business analysis experience substitutes for bachelor's degree

• Bachelor’s Degree.
• 3 years of experience in supervisory role.
• 5 years of demonstrated progressively responsible experience in compensation administration and analysis, including performing compensation studies (including market benchmarking and positioning), conducting pay analyses, and developing, implementing, and administering pay structures.
• Experience compiling compensation data using HRIS systems and compensation reports to inform and advise senior leadership on matters of equity, market trends, cost of living and other compensation matters.
• Experience with the theories, principles, practices and procedures of human resource management and compensation, including interpretation of applicable laws, rules, and regulations
• Experience using software applications to extract, compile and display data from electronic databases and files; experience analyzing raw data using data mining methodologies and software to provide recommendations to management.
• A demonstrable commitment to promoting and enhancing diversity.
• 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.

• Master’s degree in HR, Business Administration or other relevant field.
• 10 years of progressively responsible experience in the area of compensation.
• Experience in determining appropriate position classification and implementing compensation requirements in a unionized environment.
• Track record of success in leading process improvement and change management projects associated with compensation administration.
• Experience in higher education.
• Understanding and experience with the Oregon Equal Pay Act (OEPA).
• Certified Compensation Professional (CCP) certification.
• Professional human resources certification (PHR, SPHR, SHRM-CP, SHRM-SCP).

• Benchmarks roles against survey data and other market intelligence to determine competitive compensation ranges for each position.
• Partner with Talent Acquisition and hiring managers to build compensation offers supported by market data.
• Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.
• Partner with HR Director to design philosophies and strategies to attract, reward and retain talent.
• Gathers data from market-based compensation surveys; uses spreadsheet and data analysis techniques to assess results and market trends.
• Model compensation and assist in the year-end compensation process.
• Models pay structures and conduct financial impact analyses of alternative designs.
• Develop, analyze, and calibrate executive and broad-based incentive plan designs that help support the companies’ business strategies.
• Analyze trends in compensation and build intelligence through reporting.
• Design meaningful and repeatable metrics and dashboards for HR Director and Executive Leadership Team (including, but not limited to, workforce activity, headcount forecasting, diversity, etc.).
• Create and maintain the architecture of various spreadsheets, databases, and systems to identify continuous improvement opportunities, drive process changes and create efficiencies.
• Collect and analyze compensation benchmarking data.
• Keeping abreast of legal, regulatory, and legislative trends that relate to corporate governance and compensation.

• Bachelor’s Degree in business, economics, finance, mathematics, statistics or any other relevant field.
• 3+ years of relevant experience in Compensation
• Advanced Microsoft Excel skills with the ability to analyze multiple, large data sets and present results coherently and concisely.
• Highly organized, attention to detail and excellent follow-through required.
• Excellent analytical and problem-solving skills.
• Ability to manage projects both independently and collaboratively.
• Exemplary communication skills – both written and verbal.
• Ability to maturely handle highly sensitive data with confidentiality and discretion.
• Knowledge of ADP, PayFactors and PayScale a plus.

When it’s safe to return to the office, we will be adopting a hybrid working policy. As an organization, we value collaborating and learning from our peers in person, while providing the necessary flexibility for our employees to have a meaningful work-life balance. Please reach out to learn more about our return to office plans!

Being an Incentive Compensation Analysist at iManage means…

You will be responsible for leading and administering iManage’s global incentive compensation programs. We are looking for a highly organized, self-motivated individual who has a proven capability of prioritizing multiple responsibilities while meeting strict deadlines with a strong service level mindset. You must have excellent analytical skills, a passion for detail and accuracy, be team oriented, and have confidence in collaborating with colleagues at all organizational levels.

iM Responsible For…

• Collaborating with senior leadership to drive the development of annual incentive compensation plans for the various global teams including Sales, Practice Leads, Professional Services and Renewals.
• Owning the performance management technology stack and evaluate possible changes to ensure best in class tooling.
• Providing input to leaders for determining quota metrics for specific roles and driving the execution of new metrics for compensation.
• Preparing commission and incentive based earnings, including calculation and testing system generated calculations to ensure accuracy and reasonableness of payments.
• Ensuring financial close (ASC 606) and reporting deadlines are achieved.
• Contributing to daily, monthly, and quarterly analysis, reporting, and presentations.
• Performing User Acceptance Testing for compensated related system implementations and plan changes.
• Working with the field teams to educate them on the compensation plans and respond to all queries in timely fashion.
• Analyzing of data for errors and application of independent judgment to reconcile and resolve.

iM Qualified Because I Have…

• BA/BS in Business or related field; or equivalent professional experience.
• Minimum 1-2 years of experience in an operations role for sales or field operations.
• Preferred experience Xactly Incent or similar system.
• Strong Excel skills and Salesforce reporting.
• Creative, intellectually curious, and able to scale learning curves quickly.
• A strong desire and ability to add to our culture of diversity, equity, and inclusion.

About iManage

iManage is dedicated to Making Knowledge Work. Over one million professionals across 65+ countries rely on our intelligent, cloud-enabled, secure knowledge work platform to uncover and activate the knowledge that exists inside their business content and communications.

We are continuously innovating to solve the most complex professional challenges and enable better business outcomes; Our work is not always easy but it is ambitious and rewarding.

So we’re looking for people who love a challenge. People who are happiest when they’re solving problems and collaborating with the industry’s best and brightest. That’s the iManage way. It’s how we do things that might appear impossible. How we develop our employees’ strengths and unlock their potential. How we find meaning in everything we do.

Whoever you are, whatever you do, however you work. Make it mean something at iManage.

Learn more at: www.imanage.com

Please see our privacy statement for more information on how we handle your personal data: https://imanage.com/privacy-policy/

#LI- AH1

iV1MmgvVyt

Alter Domus is seeking a Compensation Analyst to join our rapidly growing and global organization. The Compensation Analyst will lead the North America compensation and reporting efforts and work with global counterparts on initiatives both regionally and globally. As a member of our team, you will contribute to some of the most important activities focused on supporting leadership to grow the business, develop talent, and shape our culture. The position offers the right candidate an opportunity to add tremendous value and enhance their human resources experience within a dynamic, fast-growing, global financial services company environment.

JOB DESCRIPTION

• Lead North America efforts for annual compensation planning and merit reviews
• Lead HR reporting efforts, including global reports for leadership team and local HR reports, such as EEO-1, diversity, and audit reports
• Participate in compensation surveys, conduct market reviews, and benchmark positions
• Manage North America job descriptions
• Assist with 401(k) plan administration and any other retirement plans as needed
• Provide benefits and payroll audit support each pay period
• Collaborate with teams and colleagues on global and regional projects as needed

YOUR PROFILE

• Bachelor’s degree in Business, Management, Human Resources or related field
• Minimum of 3- 5 years of compensation experience; previous related industry experience highly preferred
• Advanced Excel skills, along with other Microsoft Office apps – Word, Outlook, and PowerPoint required
• Experience using data and HRIS, mainly ADP Workforce Now and/or SuccessFactors, is a plus
• Ability to provide exceptional analytics, to problem solve, demonstrate commitment to continuous learning in order to stay current regarding strategies and regulations, display appropriate ethical knowledge and commitment
• Exhibit a sense of urgency and commitment to quality and the timely completion of duties
• Strong communication, organization, and time management skills
• Business acumen, strong ethical foundation, confidentiality, and discretion
• Outstanding organization, problem solving, and attention to detail
• Proven ability to learn quickly, adapt and develop new ideas and creative solutions to problems

ABOUT US:

Independent and possessing more than fifteen years’ experience in its field, Alter Domus has become a leader in corporate and management services for private equity & infrastructure and real estate funds as well as listed and unlisted companies. Our staff of over 2,000 people also provides fund administration and financial reporting services. We mentor and develop our employees’ technical knowledge and practical skills. We also champion commitment and a customer-oriented mindset.

WHAT WE OFFER:

Alter Domus offers a competitive, comprehensive benefits package including a generous vacation policy, a diverse work environment, and strong global connections. As you collaborate with colleagues in our fast-paced environment, you will gain exposure to demanding and stimulating experiences that you will take with you as your career progresses. We provide a sophisticated work environment with prominent clients that will take your ambitions and talents to the next level and give you the resources and support you need to succeed.

For more information, please visit www.alterdomus.com. Alter Domus is an Equal Opportunity Employer: All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or protected veteran status.

Compensation Analyst

Every company has a mission. At Accruent, ours is to make sure you are ready to deliver on yours. 10,000+ customers around the globe depend on Accruent to lead their physical resources and gain the transparency to execute their mission. We're mission ready. Are you?

Why you want to work for our FP&A team:

The Compensation Analyst on the FP&A team will work in this critical role and will own the full end-to-end lifecycle of compensation deliverables as well as be the primary point of contact on compensation related questions across the company. Your responsibilities will range from strategic Sales Compensation Design to operational comp administration, which also includes the on-going improvement of our sales incentive system and headcount forecasting process. This is an important role within the FP&A team and will have Executive visibility and collaboration across functions.

ESSENTIAL DUTIES & RESPONSIBILITIES

• Work with Sales and Executive Leadership to coordinate and help drive the design and implementation of the annual incentive compensation plans, adjustments during the year, or any special incentive programs to drive sales in key areas to meet strategic goals and targets.
• Prepare and lead the monthly Commissions review meeting with Sales and Executive leaders providing recommendations for any requests and preparing reports on a monthly/quarterly/year to date basis and identifying opportunities and challenges.
• Calculate commissions and bonus for all personnel according to their respective compensation plans, ensuring calculations are done accurately and in a timely manner.
• Work with payroll in meeting reporting and payroll deadlines. Communicate any commission/bonus changes or corrections in a timely manner to the Payroll team.
• Answer and resolve commission and bonus questions from across the organization.
• Develop an overall Commission and Bonus forecast each month including accruals and variance analysis with key drivers of variances.
• Own consolidated personnel and compensation forecasting and analysis.
• Support other activities and projects of the FP&A and Sales Operations teams as needed that will enable you to grow and expand your career.

What you bring to the table:

• BA/BS Degree, MBA a plus.
• 4+ years of relevant work experience in Finance, Sales Compensation, Sales Operations, HR Compensation or Accounting.
• Strong Excel skills: use of advanced formulas, pivot tables, data manipulation, large data sets.
• Strong Salesforce or CRM experience needed. Clari experience a plus.
• Experience with Sales compensation tools, i.e Xactly, CaptivateIQ, etc. a plus.
• Experience with Bonus modeling a plus.
• Experience working at a Software company a plus.
• Strong analytical and quantitative skills; ability to determine trends, provide insights and propose solutions.
• Effective organizational, multi-tasking and time management skills.
• Positive attitude, flexibility, and drive to own innovation and continuous improvement.
• Excellent communication, presentation, and relational skills with Executive Leadership and Cross-Functional teams.
• Self-motivated, intellectually curious and a desire for continuous learning.
• Ready to have fun!

Please Note:

• This job does not require travel domestically or internationally,
• This is a full-time, exempt opportunity.
• Relocation will not be considered for this position.
• At this time, visa sponsorship is not available.
• All job offers are contingent upon a successful background investigation and drug test.

We believe everyone can bring something incredible to the table with each of our unique experiences and personal skillset. We encourage you to apply for roles that interest you, even if you don't believe you have the exact experience we're looking for, or your background doesn't match the job description perfectly. If you are courageous, adaptable, and love being part of an extraordinary team, we want to hear from you!

ABOUT ACCRUENT

Accruent is the world's leading provider of intelligent solutions for the built environment – spanning real estate, integrated technology systems, and the physical and digital assets they connect. Accruent continues to set new expectations for how organizations can use data to transform the way they manage their facilities and assets and is transforming the way people and systems work together. With major office locations in Austin, New Orleans, London and Amsterdam, Accruent serves more than 10,000 customers in a wide range of industries in more than 150 countries around the world. For more information, visit www.accruent.com.

Accruent is an Equal Opportunity, Affirmative Action employer. Women, minorities, veterans, and individuals with disabilities are encouraged to apply.

$20.54 - $35.74 Hourly

$42,719 - $74,331 Annually

This position is a Pay Band 75

THIS POSTING WILL BE USED FOR ON-GOING RECRUITMENT AND WILL REMAIN OPEN UNTIL FILLED.

The Payroll, Compensation & Classification Manager exists to provide oversight and professional Human Resource guidance and counsel to the Section's staff in Human Resource processes and HR transactions, including but not limited to recruitment, hires, promotions, reclassifications, and payroll functions. This position will manage three technical HR staff within the Section and will be responsible for the Classification and Compensation, Recruitment transaction requests in SHARE, and the Payroll program within the New Mexico Environment Department.

• Provide direct supervision and leadership of Section staff and ensure accuracy and timeliness of all HR transactions to include payroll actions, compensation and classification, and recruitment transactions;
• Facilitate coordination between NMED, SPO, and DFA and other agencies/entities involved in the Section's programmatic work;
• Evaluate current processes, work flow and procedures and make recommendations for ongoing process improvement;
• Provide guidance, mentoring, oversight, and training to Directors and Managerial staff on Section procedures, guidelines and

NMED Executive Management, Bureau managers and staff, federal entities, and non-NMED state staff.

• Experience processing and critically reviewing HR related transactions for accuracy;
• Strong knowledge of SPO requirements as they relate to HR actions and practical application of SPO Board Rules;
• Direct utilization of SHARE HCM, and strong understanding of State payroll processes and procedures;
• Direct experience evaluating job classifications, performing job analysis and making appropriate recommendations to managers and supervisors based on organizational needs.

A Bachelor's Degree in any field of study from an accredited college or university and five (5) years of professional level experience operating within parameters and guidelines directly related to the purpose of the position defined by the agency at the time of recruitment. Substitutions Apply. See Substitution Table below. A hiring agency will designate that a portion of the required experience to include supervisory and/or specialized experience. Any required licensure, certification or registration shall be defined at the time of recruitment and will be in addition to the above requirements.

These combinations of education and experience qualify you for the position:

• Education and years of experience must be related to the purpose of the position.
  

• If Minimum Qualification requires a specific number of "semester hours" in a field (e.g. 6 semester hours in Accounting), applicants MUST have those semester hours in order to meet the minimum qualifications. No substitutions apply for semester hours.

Must possess and maintain a valid New Mexico Driver's License.

Work is performed in an office setting with exposure to Visual/Video Display Terminal (VDT) and extensive personal computer and phone usage.

Benefits:

Do you know what Total Compensation is? Click here

Agency Contact Information: Tina Montoya, (505) 372-9569 or Email

For information on Statutory Requirements for this position, click the Classification Description link on the job advertisement.

This position is not covered by a collective bargaining agreement.

• Interprets compensation provisions of Board policies, administrative procedures and joint resolutions, and reviews individual pay recommendations.

• Responsible for leading and managing College wide compensation studies.

• Provides analysis and market studies, using insights to develop solutions that are internally equitable and externally competitive, as well as aligned with the College’s compensation philosophy.

• Supports compensation planning and design efforts. Participates in surveys and prepares related analyses as necessary.

• Prepares and updates job descriptions. Analyzes job content and develops recommendations for pay grade assignments based on external market value and internal equity.

• Develops and maintains a job description library, ensuring proper job content, FLSA designation, and organizational pay structures are supported and properly assigned.

• Supports compensation communication efforts. Updates communication materials including updating information on, and adding job descriptions to, the HR intranet site.
• Coordinates and trains end-users on compensation processes, forms, and system support when applicable.

• Responds to administration information needs, including regular and ad hoc reports, total compensation statements, etc.

• Creates and sends annual and pro-rated employment contracts.

• Creates/adjust positions in Banner.

• Assists with FLSA classification requirements, in compliance with DOL regulations, as well as other current compensation-related legislation.

• Serves as a backup to ensure that new-hire information, and any changes in employee information, are entered timely and in compliance with requirements for authorization, documentation and data integrity.

• Serves as a backup in communicating requirements and training employees in initiating electronic personnel action forms (ePAFs/PPASSs) to authorize employee status changes, including part-time assignments (e.g., adjunct, overload or student assignments), terminations, etc.

• Performs other job-related duties as assigned.

• Maintain, run and validate data by use of Excel spreadsheet analysis and reports on compensation related data, from our HRIS and survey market pricing systems.
• Perform validation tests and develop processes and rational within the system, to make sure that data reporting is accurate and administered in a timely manner.
• Set-up, maintain and update Compensation’s Hiring Guides, Shift Diff tables, Premium and variable pay spreadsheets, internal systems, and survey market system components.
• Complete and maintain thorough documentation of all Compensation work, spreadsheets, job reviews and descriptions, research, analysis, grade adjustments and recommendations.
• Reviews assigned ServiceNow requests, researches and gathers data, performs analysis and interpretation of data, to provide spreadsheets, solutions and recommendations to HR.
• Conduct internal equity studies on jobs, and job families to propose cost options to HR.
• Evaluate job descriptions and job family leveling and participate in Compensation Surveys.
• Provide ad-hoc, quarterly and annual organization-wide analysis of jobs and job families to determine costs for budget projections.
• Perform other job-related duties as assigned.

• Bachelor’s Degree or equivalent 4 years of work-related experience required.
• Advanced PC Excel and spreadsheet skills required, that is, VLOOKUP’s; Pivot Tables and Reporting; Macros; Conditional Formatting; Advanced Charting; Data Tables & Formatting.
• In addition to the BA (or equivalent), 0-2 years of related work experience required.
• Strong communication and written skills required.
• Strong analytical and critical thinking skills required.
• Strong teamwork and collaborative skills required.
• Attention to detail and accuracy required.
• Ability to work within deadlines and handle multiple tasks required.
• Excellent analytical and problem-solving skills required.
• High level of objectivity and interpersonal skills required.
• Strong project management skills required.
• Ability to maintain confidentiality required.
• CCP or PHR/SPHR a plus.

Full Time

16752

Compensation Analyst I

CHRISTUS System Office

Human Resources

CHRISTUS Corp Irving Offices 919 and 909 Buildings

View Other Locations

FULL TIME

A Compensation Analyst II, the full performance level, performs professional work that includes research, analytics, and project management of studies of multiple-size agencies within one to three months’ time, and resolves problems associated directly with the agencies.

Work of this class may involve assisting less experienced staff, but does not involve full supervisory duties or responsibilities.

Incumbents receive moderate supervision from a technical superior. Employees in this class work a conventional workweek, subject to evening or weekend work as required. Work is performed in an office where there are few uncomfortable or hazardous working conditions. Work requires minimal physical exertion.

All candidates indicating the minimum qualifications on their applications will be placed on the eligible list without further examination. The training and experience of each candidate will be evaluated for appropriateness and quantity. It is essential, therefore, that you give complete and accurate information on your application. Vagueness or omission may prevent you from being considered for this position. Qualified candidates will not be listed in rank order.

On or before the date of filing the application, each candidate must:

EDUCATION: Have a bachelor's degree in Human Resources from an accredited college or university.

EXPERIENCE: Have one year of technical specialist experience in job evaluation, project management, and compensation design, policies, and practices. Experience with DBM, HAY, or other job evaluation methodologies is required.
OR

NOTES (EQUIVALENCIES: Have an equivalent combination of education and experience.

LICENSES, REGISTRATIONS, AND CERTIFICATIONS: Certifications, e.g., CCP, PHR, SPHR preferred.

The HR / Compensation Analyst will report to the Compensation Manager and assist in the analysis, design, and administration of our current compensation programs, including base pay, incentive pay, and performance and recognition programs. This role will also assist in evaluating positions, determining pay grades, participating in salary surveys, and performing various ad-hoc related requests.

• Manage the Sales and Supply Chain quarterly / annual discretionary incentive programs.
• Provide support in the administration of the annual merit and short term incentive (STI) programs.
• Provide support in the rewards and recognition program for all internal departments.
• Prepares and maintains job descriptions for each position in the organization; ensures descriptions accurately reflect the work being performed by incumbents.
• 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.
• Conducts focus groups to collect employee feedback on specific issues or topics related to benefits and compensation.
• Ensures that the company adheres to all federal and state laws, including reporting requirements.
• Perform various payroll, data and wage related audits.
  

• Bachelor’s degree preferred
• Two+ years of experience as a compensation analyst required.
• Advanced proficiency with MS Office Excel, Word, PowerPoint, and HRIS systems.
• Excellent written and verbal communication skills.
• Knowledge of compensation terminology, resource laws, regulations, and best practices.
• Advanced proficiency with MS Office Excel, Word, PowerPoint, and HRIS systems.
• Proficient with compensation research and data analysis.
• Strong problem solving and analytical skills.

Coca-Cola Southwest Beverages LLC is an Equal Opportunity Employer and does not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state or local protected class.

• Work with internal HR team to address compensation-related issues
• Participate in and organize data from market compensation surveys to assist with ongoing competitive analyses and pay program assessments
• Assist with assessment of current compensation levels and pay mix relative to the external market and to internal peers
• Assist with preparation of compensation-related communication materials
• Provide explanation of compensation programs – salary merit process, bonus plan, long-term incentive plans and deferred compensation plans – to employees and HR generalists, as needed
• Evaluate market and economic trends to recommend adjustments to compensation
• Assist in the design and maintenance of the job catalog
• Provide analysis to assess effectiveness and quality of compensation plans and programs
• Research best practices internally and externally and apply key findings to achieve position objectives
• Prepare reports summarizing compensation programs for employee meetings
• Understand and be comfortable communicating executive-level compensation and benefit plans
• Serve as a liaison for Compensation with other functional areas including Benefits, HR Operations and Finance
• Work with HR Operations team to ensure SAP system meets compensation needs and is updated to reflect changes to job catalog, pay incentive programs, etc.
• Prepare summary exhibits to illustrate outcomes from merit planning, bonus planning, and equity grants

Qualifications/Requirements

Basic Qualifications

• Bachelor’s degree required. Business, Finance, Economics, Mathematics, Human Resources, or related field preferred
  
• Excel skills
  
• A minimum of 1 year of experience with compensation and/or financial analysis and modeling preferred
  
• A minimum of 1 year of corporate experience preferred.
  
  Eligibility Requirements
  
  • Interested candidate must submit a resume/CV through www.nbcunicareers.com to be considered
    
  • Must be willing to work in New York, NY or in Universal City, CA
    
  • Must have unrestricted work authorization to work in the United States
    
  • Must be 18 years or older

Desired Characteristics

Sub-Business

Career Level

City

State/Province

Country

About Us

Notices

• Design new programs and plans that support our compensation philosophy, while championing strong governance and education.
• Collaborate with Finance, HR Business Partners, Talent Acquisition, and leadership in solving both tactical and strategic compensation issues.
• Conduct and coordinate compensation benchmarking studies and job analyses globally.
• Assist with HR Technology implementations and data maintenance.
• Plan and execute high quality compensation analyses of large datasets to distill insights and convey findings.
• Partner with HRIS and/or HR Analytics in enhancing processes and insights delivery.
• Liaise with third-party vendors in gathering global benchmarking business intelligence or in solving compensation problems.
• Review new legal requirements as it relates to pay in the US and abroad.
• Serve as program manager across a select portfolio of Total Rewards projects.
• May include up to 10% travel.

• Experience with broad-based, equity, and international compensation.
• Advanced degree in a field linked to quantitative analysis: statistics, computer science, mathematics, economics, engineering, business, social sciences methods, or related field.
• Experience influencing HR Business Partners and executives in a consulting or consultative role.
• Experience working as an HR Business Partner or in a management consulting role.
• People management experience.
Key Skills and Behaviors:
• Is a natural leader and can influence decision-makers.
• Is resourceful and can multi-task and adapt to changing priorities to meet demands
• Can easily maneuver from big picture to detail and back…quickly
• Understands and applies logic to analyze and review core datasets, looking for patterns, drawing insights.
• Anticipates questions, thinks ahead, plans for contingencies. Finds alternative/practical solutions when ideal solutions are not possible.
• Has superb communication skills and the ability to frame problems and solutions quickly and concisely for a variety of audiences (e.g., junior employees, senior employees, engineers).
• Maintains confidentiality and delivers with accuracy and thoroughness in a timely manner.

• 5+ years of relevant experience having worked in a global software/technology organization.
• Undergraduate degree in a field linked to quantitative analysis: statistics, computer science, mathematics, economics, engineering, business, social sciences methods, or related field.
• Superior MS Office skills.

• Serves as the subject matter expert in administering employee total compensation programs and ensures programs and decisions are in alignment with strategic objectives and total rewards/compensation philosophy while meeting all legal and compliance requirements.
• Research and analyze market data and compensation trends, prepare reports, provide recommendations, and successfully implements changes.
• Recommend, develop, maintain, and implement compensation policies, programs, systems, and structures to attract, retain and reward high performing talent.
• Develops a comprehensive understanding of issues and priorities; effectively analyzes and diagnoses problems; provides clear advice and recommendations to help make sound decisions.
• Assists HR partners with job analysis and job description development, determines FLSA exemption statuses.
• Evaluates and maintains position classification plan, determines placement in the appropriate salary grade based on competitive market data and internal organizational structure.
• Leads compensation projects and processes, including periodic and annual salary reviews, incentive plans or other variable pay and long-term compensation programs through testing and continuous improvement solutions.
• Conducts or participates in compensation program surveys, evaluates, and analyzes data.
• Market price and benchmarks positions and total rewards against survey data and other market intelligence to determine competitive pay, salary structure, and compensation objectives are achieved.
• Provides counsel to leaders and HR partners around compensation issues.
• Uses analytics to monitor the effectiveness of compensation plans, programs, and policies.
• Develops and delivers compensation training and communication.
• Participates in internal audits.
• Assists in Total Rewards team projects.

Required:

• College degree with major coursework in business, personnel, or human resources administration

• 3 years of direct experience in compensation design, implementation, and administration

Preferred:

• CCP preffered
• HRCI and/or SHRM certification(s)preffered
• Hospital or healthcare experience preferred

#Tammy3

Sanford Health is one of the largest and fastest-growing not-for-profit health systems in the United States. We're proud to offer many development and advancement opportunities to our nearly 50,000 members of the Sanford Family who are dedicated to the work of health and healing across our broad footprint.

Create Your Career With Us!

Facility: First International Bank

Location: Bismarck, ND

Address: 1601 N 12th St, Bismarck, ND 58501, USA

Shift: 8 Hours - Day Shifts

Job Schedule: Full time

Weekly Hours: 40.00

Job Summary

Performs quantitative and qualitative analysis of healthcare and financial data to support program management within the physician and advanced practice provider compensation department. Participates in appropriate planning, communication, reporting and implementation of changes that pertain to physician incentives and additional pay programs, pricing and compensation methodologies. Responsible for the coordination, documentation, communication and analysis of provider productivity, compensation and benefits. Summarize provider revenues and work relative value units (WRVUs). Gather data for payroll processing and benefit day tracking. Describes the concepts behind compensation analysis and implications of data.

Support monthly compensation process, budget, market analysis through data gathering, data entry, and data validation. Works with appropriate personnel to ensure accurate presentation of financial data. Assist in the preparation of statistical reports as needed. Accommodates appropriate requests for financial data. Duties will also include reviewing and validation of time cards, payroll documentation, and obtaining and maintaining required approvals as appropriate. Documents government regulations and internal policies related to compensation.

Demonstrates strong knowledge of mathematical concepts and ability to apply these appropriately to business transactions, planning, and packaging of compensation and benefits. Knowledge of and ability to apply appropriate processes, tools, and techniques for assuring a high level of quality in computer software products and systems associated with compensation programs related to physicians, advanced practice providers, and executive leadership within designated markets.

Excel at demonstrating written and oral communication skills at a professional level with the ability to adjust communication techniques and delivery based on audience and understanding, without hesitation.

Qualifications

Associate degree required, Bachelor's degree preferred, in accounting or related business field.

Basic understanding of accounting principles and standards required. Experience in payroll or accounting and an understanding of healthcare preferred.

Benefits

Sanford Health offers an attractive benefits package for qualifying full-time and part-time employees. Depending on eligibility, a variety of benefits include health insurance, dental insurance, vision insurance, life insurance, a 401(k) retirement plan, work/life balance benefits, sick leave and paid time off. To review your benefit eligibility, visit https://sanfordhealth.jobs/benefits .

Sanford is an EEO/AA Employer M/F/Disability/Vet. If you are an individual with a disability and would like to request an accommodation for help with your online application, please call 1-877-673-0854 or send an email to talent@sanfordhealth.org .

Sanford Health has a Drug Free Workplace Policy. An accepted offer will require a drug screen and pre-employment background screening as a condition of employment.

Job Function: Finance

Req Number: R-63070

Featured: No

• Provide technical support, advice, and service to Labor Relations Management on key deliverables identified and required in the City of Seattle and Coalition of City Unions and the Seattle Public Library Wage Studies, as defined in the collective bargaining agreement.
• Develop and implement work methods and procedures to convene Methodology Subcommittee and small table discussion participants specific to MOA open items.
• Schedule and convene groups, document decisions and outcomes.
• Independently conduct a variety of research and analyses projects specific to completing and fulfilling the requirements of the City, Coalition of City Unions and Seattle Public Library Wage Methodology Study MOA
• Prepare and present a variety of documents, reports and status updates to key stakeholders, including project sponsors, executive leadership, union partners and others.

• Strong analytical and research skills
• Working knowledge and comfort with MS Word and Excel.
• Good verbal and written communications skills
• The ability to multitask in an environment with rapidly changing priorities, timelines, and deadlines.

• Two years in systems, operational, procedures, research, or analysis and a Bachelor's degree in business or public administration, finance, computer science or a related field

• Three years in systems, operational, procedures, research, or analysis and an Associate’s degree in business or public administration, finance, computer science or a related field

• Four years in systems, operational, procedures, research, or analysis experience.

POSITION SUMMARY

The Compensation Analyst supports County objectives and department initiatives in a Human Resources Program. The Compensation Analyst is responsible for the administration, support and delivery of compensation programs aimed at attracting and retaining employee talent.

ESSENTIAL FUNCTIONS

• Research and analyze competitive compensation practices in the job market

• Conduct special studies, analysis, and research in a broad range of areas; prepares related reports; makes recommendations based on findings

• Independently conduct job analysis and make appropriate recommendations.

• Research current industry trends, initiatives and best practices

• Guide and assist HR Business Partners, managers and supervisors in compensation policy and practices

• Conduct compensation parity and equity reviews.

• Responsible for survey participation. Analyze salary survey results and recommend any adjustments to compensation plan

• Provide guidance to departments regarding reorganizations/restructures

• Collect and analyze statistical data and prepare various reports including quarterly summaries, forecasts, trends, and workforce analysis

• Support Total Rewards in a variety of projects and initiatives

MINIMUM QUALIFICATIONS

• Experience: Three years Compensation experience or related HR experience

• Education: Bachelor's degree in Business Administration, Public Administration or Human Resources

• Combination of relevant education and relevant experience accepted? Yes

• Licenses and Certifications: N/A

PREFERRED QUALIFICATIONS

• Currently working towards a CCP, PHR, SPHR, SHRM-CP, or SHRM-SCP

• Experience using PeopleSoft software. Expert knowledge of Excel

• Experience using Payfactors

KNOWLEDGE, SKILLS & ABILITIES

Knowledge of:

• Applicable Federal, State, and local laws, rules and regulations

• General statistical principles

• Applicable human resource program management principles, practices, methods, and procedures

• Basic budgeting principles

Skilled In:

• Developing and assessing human resources programs

• Maintaining confidentiality

• Interpreting human resource policies and procedures

• Interpreting and applying applicable laws, rules and regulations

• Using a computer and related software applications

• Conducting research and preparing related reports

• Collecting and analyzing data

• Administering HR programs

• Developing collateral materials

• Communication, interpersonal skills as applied to interaction with coworkers and supervisor

Abilities:

• Decision Making - Identify and understand issues, problems, and opportunities; compare data from different sources to draw conclusions; use effective approaches for choosing a course of action or develop appropriate solutions; take action that is consistent with available facts, constraints, and probable consequences

• Communication - Clearly convey information and ideas through a variety of media to individuals or groups in a manner that engages the audience and helps them understand and retain the message

• Build Strategic Work Relationships - Develop and use collaborative relationships to facilitate the accomplishment of work goals

• Collaboration - Work effectively and cooperatively with others; establish and maintain good working relationships

• Gain Commitment - Use appropriate interpersonal styles and techniques to gain acceptance of ideas or plans; modify one’s own behavior to accommodate tasks, situations, and individuals involved

COMPENSATION & BENEFITS

In addition to a competitive salary, Mecklenburg County offers a generous benefits package which greatly increases your total compensation. Benefits include medical, dental, vision, life, short term disability, long term disability, accident, cancer, critical illness, medical bridge and pet insurance; dependent care, healthcare and commuter flexible spending accounts; health savings account; paid holiday, vacation and sick days; near site clinics for preventive care and illnesses; an employee discount program which provides discounts for retail, dining, shopping, travel, tickets and more; an employee assistance program including financial and legal counseling; access to Mecklenburg County fitness and aquatic facilities; paid family leave; tuition reimbursement; a 5% employer match on retirement savings plan contributions and a defined benefit plan for retirement.

REASONABLE ACCOMMODATIONS STATEMENT
To accomplish this job successfully, an individual must be able to perform, with or without reasonable accommodation, each essential function satisfactorily. Reasonable accommodations may be made to help enable qualified individuals with disabilities to perform the essential functions.

• Works with Regional and Branch Management to provide guidance on incentive compensation plan options to ensure internal equity and standardization while driving company initiatives.
• Develops and reviews pro forma analysis on requested changes and additions to incentive plans to show overall financial impact.
• Oversees incentive plan documentation to include updating plans and maintaining files of signed documents.
• Generates and distributes monthly reports to plan participants and management recapping actual performance and payout amounts.
• Performs system maintenance as needed to reflect changes in incentive plans. Communicates changes to plans to appropriate parties. Analyzes system needs and recommends future changes and/or upgrades.
• Reviews monthly accruals and actual payouts for accuracy and reasonableness.
• Responds to inquiries from management and associates regarding overall guidelines of incentive plans and calculation of payout amounts.
• Works with Compensation and Payroll to insure employee information is accurate within the HR/Payroll system(s) and payments are processed.

• Must be a minimum of 18 years of age or older
• Must pass pre-employment assessment(s) if applicable

• 3-5 years of financial analysis experience developing pro forma analysis.
• Expertise in working with spreadsheets, databases, strong understanding of financial concepts and data.
• Bachelor’s degree or certification in accounting, finance, or related field is preferred.
• Experience administering incentive plans across a large multi-state organization, strong plus
• Experience with Alteryx, Workday HCM and/or Xactly Sales Performance Management Platform strong plus

About Core & Main

Curaleaf Holdings, Inc. (CSE: CURA) (OTCQX: CURLF) ("Curaleaf") is a leading U.S. provider of consumer products in cannabis, with a mission to improve lives by providing clarity around cannabis and confidence around consumption. As a vertically integrated, high-growth cannabis operator known for quality, expertise, and reliability, the company and its brands, including Curaleaf and Select provide industry-leading service, product selection, and accessibility across the medical and adult-use markets. Curaleaf currently operates in 23 states with 106 dispensaries, 22 cultivation sites, and over 30 processing sites, and employs over 4,600 team members across the United States. Home | Curaleaf | Cannabis with Confidence

Our corporate social responsibility is Rooted In Good Diversity, Equity, Inclusion + Social Equity + Sustainability Social Responsibility | Curaleaf | Cannabis with Confidence We believe in taking corporate and social responsibility very seriously, from our educational outreach to national partnerships, state-wide initiatives and local causes. Giving back to the communities where we operate is important to us, and helps to change old attitudes by showing the positive impact of cannabis in creating jobs, changing lives, and helping local communities.

We educate. We advocate. We give.

Curaleaf's Compensation Analyst will serve as an expert resource and analyst on total rewards matters for employees and managers. The incumbent will administer, implement, and communicate Curaleaf's compensation programs; provide analytical expertise, guidance, and interpretation of various compensation guidelines. This role will ensure that compensation programs are administered in compliance with Federal and State regulations and laws, collective bargaining agreements, and company policies.

Duties & Responsibilities

• Work with HR to provide appropriate guidance regarding pay decisions, policies, and job evaluations
• Lead annual compensation program initiatives including the annual merit review process and updating salary ranges and new hire rates
• Review/approve of off-cycle and promotional increases
• Participate in the development of career paths
• Participate in job evaluations, including the review/approval of new job titles/descriptions
• Research, analyze and evaluate market data and pay practices; participate in compensation surveys
• Lead market studies for particular job groups upon request and/or observations of retention/recruitment issues
• Help to develop and improve internal overall compensation communications and education
• Keep current on compensation trends and by participation in surveys, professional memberships, and access to other resources
• Assist with other compensation projects as needed

Qualifications

• Requires a bachelor's degree and at least 5-8 years of direct experience in compensation
• Must be well versed in various state and federal wage and hour laws, including FLSA, Federal and state pay equity laws, etc.
• CCP preferred, but not required
• Excellent communication, presentation, and interpersonal skills, with the ability to engage with all levels of leadership required
• Must be able to communicate clearly, accurately and tactfully both verbally and in writing
• Ability to multi-task and handle multiple projects
• Advanced Microsoft Office skills with a high level of proficiency in Excel, including the creation of data models

Curaleaf is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.

About Core & Main

• Works with Regional and Branch Management to provide guidance on incentive compensation plan options to ensure internal equity and standardization while driving company initiatives.
• Develops and reviews pro forma analysis on requested changes and additions to incentive plans to show overall financial impact.
• Oversees incentive plan documentation to include updating plans and maintaining files of signed documents.
• Generates and distributes monthly reports to plan participants and management recapping actual performance and payout amounts.
• Performs system maintenance as needed to reflect changes in incentive plans. Communicates changes to plans to appropriate parties. Analyzes system needs and recommends future changes and/or upgrades.
• Reviews monthly accruals and actual payouts for accuracy and reasonableness.
• Responds to inquiries from management and associates regarding overall guidelines of incentive plans and calculation of payout amounts.
• Works with Compensation and Payroll to insure employee information is accurate within the HR/Payroll system(s) and payments are processed.

• Must be a minimum of 18 years of age or older
• Must pass pre-employment assessment(s) if applicable

• 3-5 years of financial analysis experience developing pro forma analysis.
• Expertise in working with spreadsheets, databases, strong understanding of financial concepts and data.
• Bachelor’s degree or certification in accounting, finance, or related field is preferred.
• Experience administering incentive plans across a large multi-state organization, strong plus
• Experience with Alteryx, Workday HCM and/or Xactly Sales Performance Management Platform strong plus

• Assist the Global Remuneration and Rewards Manager (GR&R Manager) with establishing the remuneration and reward strategy
• Support the GR&R Manager in the design of remuneration policies that support the attraction, retention and motivation of key talent, including incentive plans and rewards programmes

• Gather market data to inform salary review budget recommendations and take an active role in managing the annual salary review process (Merit)
• Support the GR&R Manager in managing the annual Short Term Incentive (STI) plans and prepare relevant communications

• Support PX and TX teams in day to day remuneration related issues
• Advise People Leaders on interpretation and application of compensation structures and individual remuneration treatment

• Benchmark roles against organizations of a similar size, industry and recruitment environment, ensuring a consistent and systematic approach
• Keep the compensation structure up to date, including the Compensation Library and Workday
• Partner with PX, TX and People Leaders to continually improve and refine our compensation structure

• Manage the day to day aspects of rewards programs, ensuring Help Centre and Xero Crew are kept up to date

• Supports the business to meet its legislative requirements for gender pay
• Contributes to the progression of our pay transparency journey though gender pay equity analysis and recommending improvements to our existing approach

• Be the first point of contact for remuneration approvals within Lever and Workday
• Ensure records and remuneration related reports are maintained in Workday and the benefits of Workday are fully realized
• Work with the People Analytics and Reporting Consultant and PXIS

• Complete data submissions to ensure we meet our data-in requirements
• Complete ad hoc surveys where there is sufficient value in us participating
• Gather and utilize survey data, monitor market trends and developments, recommend improvements to existing programs
• Manage relationships with consultancies/vendors on a day to day basis

• Be a point of contact for estimates, forecasts and calculations for remuneration and benefit expenses to make sure we’re aligned with Finance

• Success in geographically and culturally diverse environments
• Strong knowledge of worldwide remuneration and benefits regulations and market trends
• Mathematical aptitude and exceptional analytical skills - this person needs to be a spreadsheet genius
• The humility to be the person doing the work at-hand, the confidence to represent your work to executives and the intestinal fortitude to stand your ground if you know you are right
• Enjoyment of a dynamic, frequently changing environment

• Undergraduate degree preferably in Human Resources, Management or similar
• Significant compensation experience, ideally in a global environment (at least 3+ years’ remuneration and 5+ years’ human resources)
• Experience managing multiple global stakeholders at senior levels
• Project management and excellent communication skills
• Strong background in HCM systems (Workday an advantage)

At Kia, we’re creating award-winning products and redefining what value means in the automotive industry. It takes a special group of individuals to do what we do, and we do it together. Our culture is fast-paced, collaborative, and innovative. Our people thrive on thinking differently and challenging the status quo. We are creating something special here, a culture of learning and opportunity, where you can help Kia achieve big things and most importantly, feel passionate and connected to your work every day.

Kia provides team members with competitive benefits including premium paid medical, dental and vision coverage for you and your dependents, 401(k) plan matching of 100% up to 6% of the salary deferral, and time off starting at 14 days per year. Kia also offers company lease and purchase programs, company-wide holiday shutdown, paid volunteer hours, and premium lifestyle amenities at our corporate campus in Irvine, California.

Manages the compensation and benefit programs on a day to day basis by providing strategic recommendations, responsive program administration and leading program efforts to engage and support Kia team members. Participates in the research, analysis, development, revision, and enhancements of the programs ensuring efficiencies for participants and the organization. Applies knowledge of concepts, practices, and procedures to interpret and apply company policies and government regulations to the efficient and compliant administration of the Kia compensation and benefit programs.

• Bachelor’s degree or equivalent work experience
• Degree in Human Resources, Finance, or a related field a plus

• Must have 5 - 7 years of experience in a corporate work environment.
• Must possess a strong numbers orientation and attention to detail.
• Prior supervisory experience preferred.

• Minimum 6 years of experience in the human resources field, specializing in compensation and benefits.
• Current knowledge of regulations that govern compensation and benefit programs, program trends and prevailing practices.

Equal Employment Opportunities

KUS provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, ancestry, national origin, sex, including pregnancy and childbirth and related medical conditions, gender, gender identity, gender expression, age, legally protected physical disability or mental disability, legally protected medical condition, marital status, sexual orientation, family care or medical leave status, protected veteran or military status, genetic information or any other characteristic protected by applicable law. KUS complies with applicable law governing non-discrimination in employment in every location in which KUS has offices. The KUS EEO policy applies to all areas of employment, including recruitment, hiring, training, promotion, compensation, benefits, discipline, termination and all other privileges, terms and conditions of employment.

Disclaimer: The above information on this job description has been designed to indicate the general nature and level of work performed by employees within this classification and for this position. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.

The Sr. Manager, Compensation directs the design, development, implementation and administration of compensation plans and processes throughout the company. Ensures all programs are aligned with business strategies in order to attract, retain and motivate associates. Develops and implements competitive compensation programs to meet the various needs of the business units, including salary structures and alignment of appropriate short- and long-term rewards. Provides consulting, conceptual and technical support for the development, implementation and use of compensation programs, and functions as a technical resource, facilitator and leader for compensation program administration. Accountable for successful design, implementation and administration of all related processes, such as pay increase cycles, annual and periodic bonus processing, and quarterly/annual Board reporting and approvals.

This position can be remote, work from home.

Responsibilities:

• Designs, directs and maintains the salary administration program, including review of job descriptions and market analysis to determine appropriate salary levels according to Company guidelines, market competitiveness and internal equity. Coordinates activities of outside consultants to deliver executive benchmarking to the Board of Directors.

• Facilitates design, implementation and effective use of incentive plans. Works with the incentive compensation team in Finance to provide analysis and support to ensure the use of incentive plans enhances business unit opportunities to meet Company objectives. Leads the development of incentive program processes to ensure accurate documentation, communication and payouts, and oversees the administration of the Partner Program.

• Administers long-term incentive programs for professional, middle management and senior management associates intended to align total compensation with the Company’s business objectives, including company stock grants and stock ownership programs. Prepares board documents for the approval of LTIP grants and directs activities related to investment windows, processes and controls.

• Supervises associates who coordinate and administer the internal private company stock programs (currently Executive Ownership Program and Long-Term Incentive Program). Acts as a liaison with outside vendors and educates associates on plan guidelines. Maintains plan summary documents.

• Analyzes company pay practices in relation to government wage & hour regulations and recommends changes as needed to ensure prevailing wage rates are adhered to. Analyzes data for compensation programs to identify trends & best practices. May assist the Compliance Team in conducting FLSA and Equal Pay analyses. Conducts surveys and studies labor market to determine salary trends.

• Leads the pay increase processes. Provides necessary tools to gather base pay increases and promotion recommendations. Analyzes and presents results to senior management for review and approval. Creates easy-to-use communications, which detail the pay raise process and provide feedback on the approved pay changes.

• Collaborates with the payroll and finance department to ensure accurate payments, accruals and reporting. Participates in and/or leads special compensation projects.

Qualifications:

• Bachelors Degree in Business Administration, Human Resources or related field.

• Minimum 5+ years of job-related experience.

• Demonstrated leadership abilities in managing multiple major priorities simultaneously.

• Certified Compensation Professional (CCP) certification and/or Senior Professional in Human Resources (SPHR) certification preferred.

• Ability to analyze, investigate and make decisions based on numerical data.

• Ability to multi-task while successfully meeting critical & competing deadlines.

• Ability to align work with overall company and department strategic goals.

• Strong analytical skills, technical PC skills, and project management skills.

• Strong communication ability, specifically to the organization, building and delivery of presentations to senior leadership, is critical.

• Ability to collaborate with others and build strong rapport & relationships with peers, senior management and external customers.

• Ability to handle sensitive information in a confidential manner.

• Strong organizational skills and ability to work without direct supervision.

• Sound knowledge of FLSA and Wage & Hour laws & regulations.

• Demonstrated effective leadership skills, including the ability to adapt quickly to frequent change and courage to lead the team through the change, is preferred.a

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

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

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

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

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

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

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

Compensation

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

Benefits

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

Job Analysis

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

Our First Ever Compensation and Benefits Manager Has:

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

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

National Compensation Manager

The People & Community (P&C) Compensation Manager is a “hands-on” role responsible for designing, managing and administering employee compensation programs and processes across all lines of business. The individual in this position will be a creative, innovative individual who can lead the continuous development, implementation and on-going administration of the Firm’s Employee compensation strategy. The P&C Compensation Manager will be expected to have a progressive approach to compensation strategy and processes and be able to align concepts and ideas to our business strategy. This role will be the key resource in conducting a wide variety of business-aligned compensation analytics, compensation surveys, operational objectives and work plans. The P&C Compensation Manager will report directly to the P&C Director of Compensation. This individual will have the ability to design, execute, test, refine and manage a process in a collaborative fashion with a group of cross-functional stakeholders both within the P&C community and the business on an ongoing basis and function as the subject matter expert across a geographically dispersed population.

Core Responsibilities of the Compensation Manager:

• Design, implementation and administration of a compensation program that includes salary, bonus, and commissions including day-to-day management of these programs.
• Participation in the data collecting responses and subsequent analysis of market survey data and area differentials, total rewards, recognition, supplemental pay programs, linkage to both firm and individual performance.
• Lead annual update and configuration of compensation tools for use in administering base pay and bonus reviews.
• Administering salary and performance appraisal application programs including programming updates for each cycle, application testing and proposing application enhancements.
• Conducts market pricing activities like job matching, data analytics, compensation practices and trends.
• Advanced understanding of market data methodology and compensation principles and applies analytical judgment in preparing results and identifying potential trends.
• Partner with HRBP’s and business leaders on job matching and responding to specific compensation related questions, analysis and audits.
• Acts as SME and point of contact on market data priorities for the business.
• When delivering market data to HR leaders and partners, consults with the recipient of the data to help them understand the data and how to apply it to their business need.
• Consolidates, interprets and presents data analysis for HR and business management on a variety of compensation related topics.
• Involved in assessments of new tools to support compensation initiatives.
• Oversee and update all compensation- related communications and materials and ensuring knowledge sites are current and accurate.
• Own/participate in projects that have a direct impact on the compensation team.
• Engage stakeholders at all levels, seeks input from all relevant sources, communicates project information and updates to all stakeholders.
• Other duties as needed

Qualifications - External

The ideal candidate will be:

• A business-minded people leader with several years of increasingly responsible HR/Talent positions with demonstrated ability to thrive in a culture that is collaborative, service-oriented, and consultative.
• A hands-on functional Compensation specialist who delivers services with a pragmatic approach to business partnership and operations.
• An outstanding coach and mentor with engaging and approachable personality. Will have experience working successfully with all levels of staff, from front-line through senior executive.
• Experience in prioritization and negotiation with demonstrated ability to be effective in supporting competing demands across different areas of the business.
• Highly collaborative and action-oriented, with strong influencing skills; someone who is a change agent who can build collaborative relationships across a matrixed organization.
• Confident and strong personal initiative as someone who is willing to get out in the field, roll up their sleeves, and do whatever it takes to get the job done.
• Operationally focused with ability to think strategically and deliver tactically.
• Metrics-focused with ability and history of using analytics to solve problems and develop solutions.

The Ideal Candidate Will Possess

• BA/BS degree in human resources, finance, economics, mathematics or other business related areas.
• 7 or more years of broad-based compensation program design, implementation and administration.
• Demonstrated experience with compensation principles and concepts, compensation analysis and consulting, including job matching, market pricing, compensation plan/structure design, job evaluation and grading.
• Demonstrated experience with an established compensation survey company highly preferred.
• Strong client handling skills.
• Strong analytical skills.
• Strong interpersonal and communication skills, both verbal and written.
• A reputation for discretion, integrity, judgment, responsiveness, strong attention to detail and common sense.
• Attention to detail and quality with high personal work ethic.
• Advanced Microsoft Office skills, including Microsoft Excel, Word, Access and Outlook.
• Advanced Excel skills with ability to quickly create and modify complex reports and spreadsheets, including complex logic formulas and macros.
• Strong technology aptitude to identify and perform root case analysis to ensure accuracy of data feeds and programming of application and reporting.
• CCP certification is preferred.
• Oracle experience is preferred.
• Experience working in compensation in professional services preferred.
• Ability to travel on occasion to meet business needs

We are looking for a highly-skilled Senior Compensation Partner with experience in Global Compensation programs and project management. This is a great opportunity if you enjoy adding value while working on highly visible, large-scale initiatives!

The Compensation Team enables New Relic to attract and retain the best talent in the industry by providing outstanding consultation to client groups for all compensation-related matters. This role, reporting to Senior Manager, Global Compensation, will be a key partner to help drive the Compensation programs and projects.

• Prepare detailed analyses, consult with business and People Team stakeholders on results of analysis, with a focus on making compelling business cases for recommendations and delivering thoughtful solutions
• Evaluate jobs and offers to support rapid company growth and ambitious hiring goals
• Develop appropriate communication plans and presentation materials and present to targeted audiences
• Manage high-profile projects and compensation programs, including in-depth analyses and guidance for annual and semi-annual compensation review processes and annual compensation market analysis
• Partner with relevant stakeholders for the Global Compensation Programs
• Collaborate cross-functionally throughout the People Team to find opportunities, challenges, and feedback on key performance indicators for implemented compensation programs and strategies

Must-have:

• 6+ years of broad and progressive global compensation experience in high-tech industry
• Technical depth in data analysis and metrics
• Extensive experience with Radford Global Technology and Sales surveys
• Global job architecture experience including job evaluation and mapping, market benchmarking, development of global salary guidelines, and communication
• Demonstrated strong analytical aptitude to find opportunities for improvement, identify alternative standard solutions, and recommend business aligned proposals
• Exceptional project management and organizational skills combined with capability to drive projects to successful completion
• Exceptional communication and presentation skills, and commendable ability to prepare presentation materials for vast audiences
• Ability to work independently but skilled at cross-functional collaboration at all levels to yield best business outcomes
• Attention to detail, the utmost discretion when working with confidential data, and unparalleled dedication to customer service
• Ability to prioritize in a fast-paced environment and be able to shift gears with short notice and operate within a high level of ambiguity
• Experience with new country entries (i.e. establishing a new entity, PEO, M&A)
• Strong Excel, Workday Advanced Compensation, Google Suite products

• Bachelor's degree or equivalent in business, HR, or a related field
• CCP

Please note that visa sponsorship is not available for this position.

We're looking for bold and passionate people to be a part of our mission to create more perfect software. We'd love to have you apply, even if you don't feel you meet every single requirement. What's most important to us is finding authentic and accountable people who feel connected to our mission and values, not just candidates who check off all the boxes.

Our office is in the tech-rich urban center of San Francisco, with easy commute access and a plethora of good eats. We provide competitive compensation, equity, and big-company benefits (medical, dental, etc.)—all while maintaining the energy, agility, and fun of a start-up.

New Relic (NYSE: NEWR) is a cloud-based observability platform that gives developers, engineers, operations, and management a clear view of what’s happening in today’s complex software environments. So they can find and fix problems faster, and deliver delightful experiences for their customers. That's why the world’s best engineering teams rely on New Relic to visualize, analyze, and troubleshoot their software. It’s the simplest, most powerful cloud-based observability platform, built to create more perfect software. All from one place.

Founded in 2008, we’re a global company passionate about building a culture where all employees feel a deep sense of belonging, where every ‘Relic’ can bring their whole self to work and feel supported and empowered to thrive. We’re consistently recognized as a distinguished employer and are committed to building world-class products and an award-winning culture. For more information, visit newrelic.com.

New Relic takes seriously our stewardship of the data of our thousands of customers worldwide. In compliance with applicable law, all persons hired will be required to verify identity and eligibility to work and to complete employment eligibility verification.

We will consider qualified applicants with arrest and conviction records based on individual circumstances and in accordance with applicable law including, but not limited to, the San Francisco Fair Chance Ordinance. https://sfgov.org/olse/sites/default/files/FCO%20poster2020.pdf

Headhunters and recruitment agencies may not submit resumes/CVs through this website or directly to managers. New Relic does not accept unsolicited headhunter and agency resumes, and will not pay fees to any third-party agency or company that does not have a signed agreement with New Relic.

New Relic is an equal opportunity employer. We eagerly seek a diverse applicant pool and hire without regard to race, color, gender identity, religion, national origin, ancestry, citizenship, physical abilities (or disability), age, sexual orientation, veteran status, or any other characteristic protected by law.

Interested in the details of our privacy policy? Read more here: https://newrelic.com/termsandconditions/applicant-privacy-policy

OUTGROWN YOUR OWN BACKYARD? COME PLAY IN OURS.

At Columbia, we’re as passionate about the outdoors as you are. And while our gear is available worldwide, we’re proud to be based in the Pacific Northwest, where natural wonders are our playground.

Every product we make and every task we undertake is inspired by the famous words of our founder Gert Boyle: “It’s perfect. Now make it better.” As pioneers of relentless improvement, we are constantly evolving.

We believe the outdoors is ours to protect and strive to keep our planet healthy. We believe in empowering people to experience the outdoors to the fullest.

And we believe in you.

ABOUT THE POSITION

Columbia Sportswear Company’s Human Resources organization aims to advance company strategy and connect talented people with their passions through work and a life outside. We need passionate people to create exceptional products, differentiated consumer experiences, and to grow the business. Our teams ensure the company’s success by focusing on attracting and retaining diverse talent, building organizational effectiveness, and supporting the mental, physical, social, and financial wellbeing of all employees.

As a Compensation Program Manager, you will develop program strategies, implement, and maintain compensation program initiatives that align with the company’s global objectives. You will be a key partner in planning Compensation program changes for future plan years, with a view to bonus design, base pay strategy, salary structures, and merit plan changes. You will be heavily involved with incentive bonus design, inclusive of sales plan design, across the company.

Compensation programs will be reviewed annually to determine intent, usage, risks, and opportunities for enhancement. Here you will be relied on to plan and enhance program scope, deliverables, resource requirements, implementation factors, budget, and timing. You will work in close collaboration with the Total Rewards Experience team to ensure all regional business needs are met.

HOW YOU’LL MAKE A DIFFERENCE

• Develop innovative bonus program designs for corporate and business specific incentive plans as well as sales plan design
• Develop analysis to determine program health, ensuring program intent is being delivered in the best manner. Share this analysis with Total Rewards Leadership and appropriate stakeholders across the company
• Determine need for further incentive program communication and collateral development
• Monitor program documentation accuracy and consistency across plan documents, plan inventory, cost, and over overarching employee collateral
• Maintain financial costing for plans across annual costs, annual projections, program implementation, savings, ROI, and variance analysis. Partner with Finance to ensure strong fiscal stability for all programs
• Continuously look for improvements to programs, process, and education opportunities

YOU ARE

• Detailed oriented and innovation focused, capable of identifying and solving complex problems that impact incentives. The ability to exercise creativity and latitude is highly desired
• Organized and analytical
• Project management focused
• Skilled in interpersonal communication with employees across all levels
• Capable of driving through ambiguity to achieve results
• Able to exercise sound judgment and decision-making skills while maintaining discretion, and balancing day to day pressures

YOU HAVE

• Bachelor’s degree, applicable certification, or equivalent HR/Compensation focused experience. CCP preferred
• 8+ years of professional experience, and proven mastery of relevant technical or business skills
• In-depth knowledge of Compensation concepts, practices, and procedures. Prior experience with global compensation strongly preferred
• Familiar with laws and regulations around incentive plans (corporate and sales)
• Demonstrated business acumen, and skill in partnering with senior management to meet business needs
• Demonstrated experience with productivity software (Microsoft Office) and HR systems (Workday preferred)

To learn more about our hiring process during COVID-19, click here.

#LI-SR1

Columbia Sportswear Company and our portfolio of brands, including Columbia, SOREL, Mountain Hardwear and prAna, know a thing or two about adventures. After all, we've been on one since 1938, working to perfect the art of enjoying the outdoors. Behind everything we make is an employee who's found that the greatest adventure starts with joining a company that strives to do the right thing.

This job description is not meant to be an all-inclusive list of duties and responsibilities, but constitutes a general definition of the position's scope and function in the company.

Company Overview

Third Bridge was founded on the belief that human insights drive intelligent investment decisions.

To make the right investment decisions, our clients require access to the most relevant experts and their insights – we enable this through private consultations and exclusive content drawn from expert interviews.

Our clients consist of some of the largest private equity funds, hedge funds, mutual funds and management consulting firms, who are serviced by a team of over 900 employees located across eight global offices.

Third Bridge operates in a global, multi-billion-dollar market with double digit annual growth and has consistently received accolades for Great Places to Work and the top 100 fastest growing companies.

The Compensation & Systems Analyst is a member of the People Operations Total Rewards team and will primarily be responsible for supporting our global compensation programs and practices to ensure Third Bridge remains competitive and positioned for continued growth. In addition, the position will provide HRIS related support regarding data requests, analytics, as well as maintaining overall data integrity.

Reporting to the Compensation Manager and supporting the Global HRIS Manager, the position will ensure a best in class service experience for all our internal customers. This is an exciting opportunity for someone who wants to be part of developing our Total Rewards
function for the future!

This role can be located remotely on the East Coast.

Responsibilities
This role is responsible for:

Compensation

• Supports the research, development, and administration of Third Bridge’s
• global compensation programs
• Works with businesses on compensation calculations and administration of plans
• Collaborates with HR Business Partners and business leaders on
• compensation related topics
• Actively supports the year-end merit and bonus process by managing data
• collection, calculations, auditing, etc.
• Conducts benchmark and ad hoc compensation analyses to ensure external
• market competitiveness and internal equity; reviews positions to ensure FLSA compliance
• Participates in annual third-party compensation surveys
• Supports all compliance related reporting (e.g EEO-1 reporting, CA Pay Data
• Report)
• Ensures regulatory compliance requirements are met at all times
• Works on total rewards projects and performs other duties as assigned

HRIS

• Creates reports for various stakeholders. Prepares, manipulates, and analyzes data by organizing information, checking for errors/inconsistencies, and modifying as necessary
• Ensures compensation related data is properly updated in the system
• Strives to improve internal workflow by automating processes through the use of technology
• Performs regular audits of system information to ensure data integrity and accuracy
• Supports new HRIS platform research and integrations

Candidate Profile

• Solid compensation background, with strong data and analytical skills
• Well versed in HRIS systems and has the ability to tell stories out of large sets of data
• Comfortable in working with manual processes and large excel files
• Has successfully implemented a year-end merit/bonus process manually via spreadsheets
• Works independently while multitasking, and solves issues using objective reasoning
• Ability to maintain strict confidentiality and discretion
• Adapts and thrives in a fast-paced environment with the ability to navigate ambiguous situations

• Bachelor’s degree in Business Administration, Human Resources, Finance, or related field of study
• Two (2) or more years of progressive experience in Compensation; global compensation experience preferred
• Prior experience in sales commission plan administration
• HRIS proficiency including the ability to create reports
• Advanced knowledge of MS Excel is required including the ability to create complex formulas, pivot tables, modeling, etc.
• Experience in building automated workflows and business process improvements strongly desired
• Strong analytical, critical thinking, and problem solving skills; ability to exercise independent judgment
• Exceptional attention detail, planning, and organizational skills with a meaningful focus on accuracy
• Ability to use interpersonal skills to build trust and influence decisions

The successful candidate must, by the start of the employment, have permission to work in the country they are applying

We know that to be truly innovative, we need to have a diverse team around us. That is why Third Bridge is committed to creating an inclusive environment and is proud to be an equal opportunity employer. If you are not 100% sure if you are right for the role, please apply anyway and we will be happy to consider your application.

Reports to: Activity Manager, Rose Kleiner Center

ABOUT US:

Truck Hero is a fast growing corporation with the opportunities you need to excel in your career! Headquartered in Ann Arbor, Michigan, Truck Hero is one of the largest aftermarket automotive accessory companies in the United States.

We offer our employees competitive pay and benefits, training, and opportunities for advancement. We also offer great discounts on Truck Hero Products for you and your family.

We seek individuals interested in working in a positive, team-based environment who are committed to providing the best customer service for our top quality products. Join our winning team!

POSITION SUMMARY:

This position supports both the Benefits and Compensation areas. This role is responsible for assisting with the daily administration of all benefit programs, including Health and Welfare plans (Medical/Rx, Dental, Vision, Life, Disability, EAP, Voluntary Benefit Programs), the 401(k) Plan and leave management, working with vendors and HR/employees to problem solve issues, address concerns and ensure accurate and timely administration of the plans. This position?s primary focus in the Compensation area is on developing job descriptions, conducting salary and benchmark reviews against market data, creation and maintenance of job code tables and wage bands, verification of any bonus/incentive payments and assisting with the merit review process. This role must stay abreast of all federal, state and local legislative changes and trends related to Compensation and Benefits to ensure compliance.

CORE FUNCTIONS

• Process FMLA requests and other leaves and communication with HR/employees and supervisors related to requirements, tracking of leaves, and benefit premium billing and collections.
• Development of job descriptions and evaluation of such jobs against market data to ensure proper titling and pay, aligned with internal equity.
• Assisting with special projects related to the Compensation and Benefits area (e.g., open enrollment, systems enhancements, surveys, merit process, equity reviews, title alignment, process documentation, required mailings, merger and acquisition activity, ?)
• Initial point of contact for customer inquiries. Work with HR Managers, Directors, employees and other team members to problem solve issues and communicate and educate on policies and matters related to Compensation and Benefits.
• Assisting with the development, proofing and communication of all Health and Welfare communications throughout the year, including for new hires, open enrollment, and ongoing employee education.
• Assisting with the processing of all vendor invoices and tracking of such against budgets.

QUALIFICATIONS & REQUIREMENTS:

Education and Experience

• Bachelor’s degree required; 2+ years of HR experience, preferably in Benefits and/or Compensation.

Required Licenses

• SHRM PHR certification plus.

Skills and Abilities

• Skilled in Microsoft Office products.
• Skilled in Excel.
• Ability to clearly, consicely and accurately communicate policies and opinions to ensure understanding by others.
• Excellent math and analytical skills required with ability to evaluate and make decisions based on facts and trends.
• Ability to problem solve.
• Knowledge of Compensation tools such as CompAnalyst or Market Pay preferred.
• Exposure to Ultipro or a similar robust HR system preferred.

PAY and BENEFITS:

• Truck Hero offers competitive pay and the opportunity for annual increases, based on job performance.
• Comprehensive medical, dental, and vision health insurance
• A matched 401k savings program to plan and save for your retirement
• Paid vacation and time off to ensure time with your family and a work/life balance
• Educational assistance to continue college or pursue other skills and further your career
• Discounts on great Truck Hero products for you, your family, and friends

WHAT’S NEXT?

• Please take a moment to provide us your resume and/or complete our online application. You will quickly receive an acknowledgment that you applied, and we will follow up with you again shortly on next steps.
• Check us out at www.truck-hero.com!

DCP Midstream is a Fortune 500 natural gas company dedicated to meeting the energy and consumer needs of our society. With a focus on technology and innovation, we safely and reliably operate a strong and diversified portfolio of logistics, marketing, gathering, and processing assets across nine states.

Benefits & Additional Compensation

DCP builds connections to enable better lives and is dedicated to supporting our employees with opportunities for internal mobility, continual growth, and ongoing training. We believe all employees contribute to the success of the company and should be able to share in that success, which is why all jobs are eligible for the short-term incentive program with any payouts being subject to individual and company performance. Depending on the position and level, some jobs are also eligible to participate in the long-term incentive programs with any payouts also being subject to performances. We offer a comprehensive benefit program that includes medical, dental, vision, disability, life, a competitive 401(k) match, a retirement contribution, and several other unique benefits offerings. We make health and wellness a priority and offer a generous paid time off policy including parental leave, sick time, and vacation time.

JOB SUMMARY

Administers compensation programs with an intense focus on accuracy to aide retention through a positive employee experience. Conducts analyses to assess effectiveness of compensation programs and competitiveness to market.

WHAT YOU WILL BE RESPONSIBLE FOR

• Assists with major initiatives in maintaining and enhancing compensation programs, and ensures data integrity and accuracy throughout the process
• Builds a collaborative relationship with HR business partners, recruiters, and business leaders on compensation programs and initiatives
• Researches market data, conducts job evaluations, and determines offers for promotions and new hires
• Administers variable compensation programs (incentive plans, special pay, etc.) as well as develops communications, payment calculations, and submission to Payroll
• Uses analytics to monitor the effectiveness of compensation plans and policies and models the financial impact of various programs
• Participates in general and industry-related salary surveys and conducts benchmarking to ensure market competitiveness
• Conducts short-term and long-term incentive tracking and calculations
• Performs compensation related research projects, evaluates information, and prepares presentations conveying insights and findings for leadership
• Creates and updates job descriptions ensuring they accurately reflect the work being performed
• Researches new regulations and judicial decisions related to compensation practices to ensure compliance with Sarbanes-Oxley (SOX), federal, state and local laws
• Assists with creating presentations and trainings on various compensation programs
• Performs other related duties to meet the ongoing needs of the organization

QUALIFICATIONS

• Bachelor’s degree in Human Resources, Finance, Business or a similar degree field and/or equivalent experience
• A minimum of 2 years related experience is required; oil and gas industry experience preferred
• Experience in market pricing and base pay management including compliance and administration
• Good math/quantitative skills and familiarity with financial concepts utilized for planning, designing, researching, analyzing and auditing large volumes of data
• Proficient in Microsoft Office products (Excel, Word, PowerPoint, etc.)
• Strong communication skills, interpersonal skills and ability to build relationships
• Ability to work independently as well as part of a team

SPECIAL DEMANDS

• This job primarily operates in a professional office environment and routinely requires the use of standard office equipment such as computers, phones, copy machines, etc. Noise level is typically low. Frequently in a stationary, sitting position for prolonged periods of time. Regularly moves about inside the office to complete tasks, attend meetings or to access the copy machine or file cabinets. Periodically pulls/pushes doors open to move around the office. Occasionally may lift and carry objects up to 20 pounds.

Salary Range

The salary range for this job is $61,600 - $98,500

It has been and will continue to be the policy of DCP Midstream not to discriminate against any employee or applicant for employment because of their race, color, religion, national origin, age, sex, sexual orientation, gender identity, gender expression, veteran status, disability, or other legally protected status.

• Must be able to display solid communication with senior management at Corporate and across the Business Units
• Executive Salary Planning for Business Units and Corporate Executives administrative duties, including maintaining personnel files and master files for all processes.
• Maintaining and executing reports from department software system and working closely with the Executive Compensation & Systems Analyst as back-up
• Management of Executive Compensation Department’s SharePoint Site
• Other administrative duties and special projects as assigned by the VP Executive Compensation and other VPs/Directors in department.
• Coordinate stock option exercises, assist stock option participants and prepare and distribute yearly equity awards packages to the participants
• Manage calendar appointments and meeting arrangements
• Answer, screen and direct all incoming calls and correspondence to appropriate parties for efficient handling
• Coordinate Record Retention Program for department
• Prepare invoices and other time sensitive materials in a timely manner
• Prepare written documents and presentations
• Strong focus on detail and accuracy of work

• High school diploma required
• Advanced knowledge of Excel, PowerPoint, Word, SharePoint and data entry required
• Strong math skills required
• Flexibility, detail oriented, and strong organizational skills required
• Minimum five years professional work experience required, preferably in Human Resources, Information Technology, or HRIS

• Some higher education preferred
• DB Administration experience preferred

Job Number:

3178115

DESCRIPTION

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

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

QUALIFICATIONS

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

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

The Compensation Lead Analyst is a strategic professional who stays abreast of developments within their own field and contributes to directional strategy of the business. Responsible for helping to deliver on critical initiatives in Global Compensation through complex deliverables including cross-sector projects, processes, and compensation cycles. Developed communication and diplomacy skills are required to interact with our HR partners, Finance, Internal Audit, and other members of the Global Compensation Team. The role requires understanding of the strategic direction of the business, combined with practical grounding in compensation.

Responsibilities:

• Assist in all aspects of multiple related projects to ensure the overall program is aligned to and directly supports the achievement of strategic objectives

• Works creatively and analytically in a problem-solving environment demonstrating teamwork, innovation, and excellence

• Serves as a key partner to HR and Compensation Leads, as well as with the Business, to implement and deliver projects

• Provides evalualtive judgment based on analysis of information in complicated, unique and dynamic situations

• Works with Global Compensation Managers to ensure consistent compensation policies and practices are applied across all employees.

• Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firm's reputation and safeguarding Citigroup, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency.

Qualifications:

• 6-10 years of experience

• Proficient in Microsoft Office with an emphasis on MS Excel and PowerPoint

• Ability to meet deadlines while dealing with multiple priorities.

• Consistently demonstrates clear and concise written and verbal communication skills

Education:

• Bachelor’s/University degree, Master’s degree preferred

-

Job Family Group:

-

Job Family:

-

Time Type:

-

Citi is an equal opportunity and affirmative action employer.

Qualified applicants will receive consideration without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

Citigroup Inc. and its subsidiaries ("Citi”) invite all qualified interested applicants to apply for career opportunities. If you are a person with a disability and need a reasonable accommodation to use our search tools and/or apply for a career opportunity review Accessibility at Citi.

View the "EEO is the Law" poster. View the EEO is the Law Supplement.

View the EEO Policy Statement.

View the Pay Transparency Posting

Senior Analyst, Compensation (21023826)
Description

THE OPPORTUNITY

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

Â

WHAT YOU'LL DO

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

Â

Â

WHAT YOU'LL BRING TO THE TABLE

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

Â

WHO WE ARE
Chipotle Mexican Grill, Inc. (NYSE: CMG) is cultivating a better world by serving responsibly sourced, classically-cooked, real food with wholesome ingredients without artificial colors, flavors or preservatives. Chipotle had over 2,800 restaurants as of March 31, 2021, in the United States, Canada, the United Kingdom, France and Germany and is the only restaurant company of its size that owns and operates all its restaurants. With over 97,000 employees passionate about providing a great guest experience, Chipotle is a longtime leader and innovator in the food industry. Chipotle is committed to making its food more accessible to everyone while continuing to be a brand with a demonstrated purpose as it leads the way in digital, technology and sustainable business practices. Steve Ells, founder and former executive chairman, first opened Chipotle with a single restaurant in Denver, Colorado in 1993. For more information or to place an order online, visit WWW.CHIPOTLE.COM.

Â

CULTIVATING A BETTER WORLD

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

Â

Primary Location: Ohio - Columbus - 8887 - 191 W Nationwide-(08887)

Work Location:
8887 - 191 W Nationwide-(08887)
191 W Nationwide Blvd
Columbus 43215

• Lead the strategic design and administration of all field-based compensation programs that recognize and reward employee performance and drive business results.
• Drive the sales force incentive compensation philosophy for Exact Sciences by partnering with and driving consensus from senior management.
• Develop SPIFF policies to drive fairness across business units and products.
• Benchmark sales incentive plan designs and ensures local market competitiveness.
• Directly and indirectly manage a team that designs and implements the field incentive compensation plans.
• Interface with commercial management to determine business objectives to create IC design options that align with corporate strategy and serves as a subject-matter expert for incentive plans.
• Manage the development of incentive plans by driving the discussion among sales leadership and designing the analyses to evaluate plans design options and ensures IC administration is in line with corporate compliance standards.
• Recommend IC plan designs and reviews and finalizes plans with management.
• Manage the implementation of IC plans and coordinates deployment of strategy with related areas, such as operations and sales management.
• Creates presentation material for the communication, training, and review of IC Program.
• Manage the communication and training of incentive compensation plans.
• Lead senior management and key stakeholders through the approval of incentive plans.
• Partner with commercial organization to ensure the IC production scheduled is communicated within the department.
• Partner internally to ensure the IC budget is managed appropriately and accruals are timely and accurate.
• Provide ongoing monitoring and analysis of incentive plans.
• Team with technology partners to define system business specifications and automate performance reporting and incentive calculations.
• Perform research and analysis of incentive compensation programs in support of business objectives.
• Perform quality control measures to ensure high level of accuracy.
• Manage field inquiries related to incentive compensation.
• Supervise staff; including, but not limited to, organize, and prioritize work, write/conduct performance reviews, train/develop, and manage work performance.
• Communicate goals clearly to employees to ensure understanding and success in achieving them.
• Motivate and inspire employees to do their best work through coaching.
• Maintain morale and support employee engagement initiatives.
• Uphold company mission and values through accountability, innovation, integrity, quality, and teamwork.
• Support and comply with the company’s Quality Management System policies and procedures.
• Maintain regular and reliable attendance.
• Ability to act with an inclusion mindset and model these behaviors for the organization.
• Ability to travel 15% of working time away from work location, may include overnight/weekend travel.

• Bachelor’s Degree in Math, Computer Science, Business Administration, Engineering, or field as outlined in essential duties.
• 10+ years in the field of incentive compensation or commercial operations.
• 2+ years of experience leading people.
• Demonstrated knowledge establishing sales operations strategies, such as design of incentives and compensation plans.
• Demonstrated understanding and application of quota setting methodologies.
• Demonstrated ability to manage, problem solve and prioritize multiple projects and initiatives with excellent project planning and execution skills.
• Proficient in Microsoft Office programs, such as Word, Excel, PowerPoint, Outlook, and OneNote.
• Demonstrated ability to perform the essential duties of the position with or without accommodation.
• Authorization to work in the United States without sponsorship.

• Master’s Degree in Business Administration or field as outlined in essential duties.
• Experience in the healthcare industry.
• Experience working with co-promotion partners.
• Knowledge of pharmaceutical data.

• Job family architecture – identification of job families, benchmarking to salary surveys, conducting compensation analyses, identifying and facilitating FLSA review, developing communication to leaders and employees.
• Harmonization of employee populations into TWDC programs and structures.
• Support Rollout of Disney Vista (Workday Implementation).
• Supporting analysis for Direct to Consumer compensation strategy.
• Responsible for conducting analysis, data management & auditing, benchmarking to market, system set up, and collaboration with stakeholders and partners.
• Collaborate with stakeholders/partners to continually improve processes, both compensation-specific and broader HR; drive for continued improvement in efficiency, effectiveness, and quality.
• Conduct ad hoc compensation analyses and projects.
• Perform regular data audits to ensure and improve accuracy & data integrity in TWDC system of record.
• Provide critical support and direction during the annual merit, bonus and long-term incentive planning process for legacy Hulu employees and for assigned clients.

• Working knowledge of compensation program concepts and practices
• Strong analytical and quantitative skills with a commitment to accuracy
• Emphasizes partnership and collaboration in working with a team
• Consultative approach to engaging with business leaders and partners
• Ability to multi-task
• Strong written, verbal, and graphic communication skills
• Business-oriented mindset
• Enjoys working in a fast paced environment.
• Ability to work with sensitive information and maintain confidentiality
• Strong user of Microsoft Excel, Access and Cognos required. Familiarity with SAP and Workday a plus
• At least 5 years of compensation experience
• Work experience with a large corporate employer, leading consulting firm and/or emerging technology roles preferred
• Ability to work quickly and efficiently in a flexible, often ambiguous environment

• Bachelor’s degree in Human Resources, Business, Finance or equivalent

• Bachelor’s degree in Human Resources, Business, Finance or equivalent; CCP a plus

Citi Institutional Clients Group Operations and Technology (ICG O&T) develops innovative technology solutions and is focused on providing exceptional service to our clients in full partnership with our product teams. ICG O&T features a diverse, inclusive team of professionals in approximately 90 countries around the globe.

The Compensation Sr Group Manager will be responsible for leading the compensation function globally for ICG O&T. The focus of the role is to provide strategic compensation advisory support for the business. Responsibilities include senior management consultation, the ongoing management of operational compensation processes and discretionary incentive programs, and maintaining compliance with all regulatory requirements. Strong advisory and leadership skills, adaptability to change and handling shifting priorities based upon the needs of the business, and a strong international network in Citi are key requirements for the role.

Responsibilities:

• Manages a team of Compensation professionals. Develops, attracts, and retains talent; recommends staffing levels required to carry out the unit’s role and responsibilities effectively while establishing and adhering to talent management processes and compensation and performance management programs. Mentors and develops junior staff.
• Role is balanced between day-to-day high level operational execution and development of the strategic direction
• Drives competitive compensation practices
• Responsible for ensuring that compensation practices are compliant with the relevant regulatory requirements
• Applies technical expertise in compensation principles, practices and procedures in the completion of projects across the globe
• Impacts compensation end results through project management and client relationships
• Partners and consults with HR and business stakeholders to implement and deliver on projects
• Manages multiple projects across multiple teams and has the ability to influence decisions
• Manage market data process including surveys, individual benchmarking, and presentation of results to Senior Managers
• Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firm's reputation and safeguarding Citigroup, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency, as well as effectively supervise the activity of others and create accountability with those who fail to maintain these standards.

Qualifications:

• 15+ years of experience, including 8-10+ years' managerial experience
• Proficient in Microsoft Office with an emphasis on MS Excel
• Self-motivated and detail oriented
• Proactive leadership and motivational skills
• Consistently demonstrates clear and concise written and verbal communication skills
• Proven influencing and relationship management skills

Education:

• Bachelor’s/University degree, Master’s degree preferred and managerial experience

-

Job Family Group:

-

Job Family:

-

Time Type:

-

Citi is an equal opportunity and affirmative action employer.

Qualified applicants will receive consideration without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

Citigroup Inc. and its subsidiaries ("Citi”) invite all qualified interested applicants to apply for career opportunities. If you are a person with a disability and need a reasonable accommodation to use our search tools and/or apply for a career opportunity review Accessibility at Citi.

View the "EEO is the Law" poster. View the EEO is the Law Supplement.

View the EEO Policy Statement.

View the Pay Transparency Posting

Summary

The Corporate Compensation Consultant is responsible for providing counsel and compliance assistance with the strategic direction of assigned division(s) and the organization as a whole through three key areas of focus: (1) external market placement including design and analysis of hiring matrix strategies, (2) ensuring internal equity is reviewed, achieved, and maintained, and (3) the design and administration of all salary and incentive processes and programs. Incumbents proactively anticipate the need to flex between areas of responsibility based on trends affecting the assigned divisions, internal Human Capital Management (HCM) department partners, and the overall corporation.

Reporting directly to the Manager Corporate Compensation, this position has dotted-line accountability to assigned leaders and their respective business partners to identify and drive the strategy, planning and administration for both broad and targeted compensation needs throughout the assigned division(s). Incumbents in this position also drive regulatory compliance and improvement as it relates to Corporate Compensation Philosophy. Incumbents at all levels strive to accomplish customer service HCM objectives by showing a commitment to executing service needs in a customer focused, qualitative, efficient, and ethical manner and utilizes job knowledge, industry expertise, tact and diplomacy in communicating with our diverse workforce.

Essential Responsibilities/Accountabilities

All Levels

• Acts as a dedicated business partner to assigned functional area of the organization. Works closely with the management of the functional area and in so doing, becomes an expert at the organizational structure and jobs within that division.
• Provides counsel and compliance assistance to assigned division(s). Determines customer needs by maintaining contact with division management and HCM business partners.
• Actively listens to the customer’s request and offers objective suggestions and alternatives for job description and compensation equity reviews.
• Utilizes interviews with hiring managers and respective HCM business partners to determine job content accuracy and responsibilities; may reach out to incumbents for details or clarification when necessary.
• Ensures internal equity is reviewed, achieved, and maintained through the management of the job

description evaluation and classification process.

• Reviews, audits, and processes salary increase proposals/requests.
• Conducts and guides job evaluation procedures necessary to grade new positions or regrade existing positions. Remains cognizant of position rankings and maintains internal and external equity with comparable positions. Communicates results of job evaluation to appropriate management.
• Conducts external market placement studies including analysis of hiring matrix strategies.
• Prepares responses to national, regional, and local salary surveys conducted by professional firms, trade associations or ad hoc by request or based on company need.
• Works closely with Talent Acquisition and Human Capital Management staff to provide salary guidance on job offers and changes.
• Accesses the HRIS to create and update job codes and related information, as well as create and generate required and requested reports.
• Keeps abreast of developments in the field through participation in seminars, workshops, training

programs and, as necessary, independent study. Must remain informed regarding current job evaluation techniques and make periodic recommendations to enhance or update the process.

• Provides advice and support to management and HCM Partners in all employee compensation matters.
• Consistently demonstrates high standards of integrity by supporting the Lifetime Healthcare Companies’ mission and values, adhering to the Corporate Code of Conduct, and leading to the Lifetime Way values and beliefs.
• Maintains high regard for member privacy in accordance with the corporate privacy policies and procedures.
• Regular and reliable attendance is expected and required.
• Performs other functions as assigned by management.

Level II (in addition to Level I):

• Performs all market evaluations and analyses independently and with limited supervision.
• Seeks out targeted position surveys to determine competitive pay levels in the marketplace.
• Works with Talent Acquisition to develop matrices to assist in gaining the competitive edge in recruiting and retaining qualified talent.
• Meets with senior management within assigned departments/divisions to discuss reorganization rationale and alternatives when appropriate.
• Manages the salary survey participation and data review process through creation and maintenance of automated survey database. Consults with compensation peers on job matches for their respective client base.
• Maintains knowledge on laws relevant to compensation practices and policies.
• Assists in the design of alternative reward programs and provides recommendations on corporate salary increase and promotion budgets.
• Provides consultative expertise and guidance to HCM Business Partners, Talent Acquisition staff, as well as, business management throughout the organization.
• Works with HRIS team on process improvements as well as resolution to outstanding system issues.
• Develops, maintains, and monitors the databases for actuarial exam bonuses, physician and mid-level provider incentives, sales insurance licenses, and sales/departmental incentive awards.
• Processes awards in a timely fashion, notifies recipients or management of payout dates, audits and submits files to appropriate party to be administered and ensure payouts are made on predetermined dates.

Level III (in addition to Levels I & II):

• Reviews, approves, and documents requested exceptions to current pay practices, escalating to appropriate HCM management level as needed.
• Liaise with HCM Technology to design and develop ad hoc and complex reports in support of compensation functions and activities.
• Proactively takes on projects and processes that will improve Compensation Team functionality or add value to the areas that Compensation supports.
• Manages the salary survey participation including obtaining purchase orders and processing invoices. Consults with assigned compensation analyst on job matches, as well as proactive data review of results, producing statistically significant results for review.
• Manages the development and implementation activities on specific projects within the department.
• Mentors less experienced Compensation Consultants.

Minimum Qualifications

NOTE: We include multiple levels of classification differentiated by demonstrated knowledge, skills, and the ability to manage increasingly independent and/or complex assignments, broader responsibility, additional decision making, and in some cases, becoming a resource to others. In addition to using this differentiated approach to place new hires, it also provides guideposts for employee development and promotional opportunities.

All Levels

• Bachelor’s degree in Human Resources or Business Administration with two or more years of experience. In lieu of degree, a combination of education, internship and/or experience in an HR or Compensation role totaling a minimum of 8 years will be considered.
• Prior experience in compensation practices including job description writing, use of salary surveys to pull market data, and conducting job analysis and market reviews is desired.
• Demonstrated analytical and project management skills.
• Strong written and verbal communication skills and ability to establish effective relationships with all levels of internal staff and outside professionals.
• Exposure to HRIS database systems and report generation packages.
• Working knowledge of Microsoft Office applications. with exceptional excel skills.
• Understanding of legal and regulatory environment that impacts compensation (i.e. Fair Labor Standards Act, Minimum Wage, etc.).
• Strong attention to detail and strong principles of data integrity.
• Ability to work independently and handle confidential information with discretion.
• Designation of or progress toward Certified Compensation Professional (CCP) designation a plus.

Level II (in addition to Level I):

• Four or more years of experience in compensation and market analysis experience. In lieu of degree, a combination of education, certification and/or a minimum of 10 years as a compensation professional will be considered.
• Designation of or progress toward Certified Compensation Professional (CCP) designation preferred.
• Ability to take ownership on functional area of Compensation: i.e. Salary surveys, FLSA monitoring and management, merit process, incentive plan payouts, etc.
• Strong Microsoft Office applications skills. Advanced excel and access skills.
• Strong presentation skills.

Level III (in addition to Level II):

• Six or more years of experience in compensation and market analysis.
• In lieu of degree, a combination of education, certification, and/or a minimum 12 years as a compensation professional will be considered.
• Certified Compensation Professional (CCP) designation preferred.
• Strong diplomatic skills and the ability to create understanding and agreement between different parties with differing agendas.
• Strong analytical expertise such that the incumbent can conduct high levels of analysis that require complex methodologies.

Physical Requirements

Occasional travel to branch offices for meetings or to do training.

************

The Lifetime Healthcare Companies aims to attract the best talent from diverse socioeconomic, cultural

and experiential backgrounds, to diversify our workforce and best reflect the communities we serve.

Our mission is to foster an environment where diversity and inclusion are explicitly recognized as fundamental parts of our organizational culture. We believe that diversity of thought and background drives innovation which enables us to provide leading-edge healthcare insurance and services. With that mission in mind, we recruit the best candidates from all communities, to diversify and strengthen our workforce.

OUR COMPANY CULTURE:

Employees are united by our Lifetime Way Values & Behaviors that include compassion, pride, excellence, innovation and having fun! We aim to be an employer of choice by valuing workforce diversity, innovative thinking, employee development, and by offering competitive compensation and benefits.

In support of the Americans with Disabilities Act, this job description lists only those responsibilities and

qualifications deemed essential to the position.

Equal Opportunity Employer

Compensation & HRIS Systems Manager

Great Lakes Dredge & Dock Corporation is the largest provider of dredging, land reclamation and beach nourishment services in the United States, and the only U.S. dredging company with significant international operations. With the largest and most diverse dredging fleet in the US, Great Lakes serves a wide range of customers including the US Army Corps of Engineers; state, local and foreign governments; and private companies both international and domestic. Headquartered in Houston, TX GLDD has more than 200 pieces of dredging plant located strategically throughout North America and in various locations throughout the world. We are currently seeking a Compensation & HRIS Systems Manager to join our team in Houston, TX.

Position Summary:

The successful candidate will be responsible for the design, implementation, and ongoing evaluation of the organization's compensation programs and HRIS. She/He works with company leadership to ensure that compensation strategies and programs support the company’s long-term objectives and meets all legal requirements. And administers the company’s HRIS system.

The person that oversees Compensation, and HRIS is responsible for the design, oversight and administration of all employee compensation, and HRIS system.

Developing the appropriate salary infrastructure and leveling for the organization, salary and incentive administration, executive compensation, and recognition programs. Support the CHRAO in developing and providing the necessary data, competitive market analysis, and presentation materials for compensation committee meetings.

This role is responsible for developing, recommending, and implementing creative and cost effective, new, or modified plans and policies that provide a competitive employee value proposition and are sound business decisions for the organization.

This person supervises the administration of all plans, propose changes, ensure regulatory compliance, and ensure effective implementation of compensation and HRIS integration.

This person will oversee the compensation function; planning, developing, and implementing employee and executive compensation programs, establishing programs to support the organization’s goals and competitive practices.

This person ensures data integrity as well as compensation compliance with GLDD’s policies, procedures and stays abreast of all applicable local, state, and federal laws.

This person is a strong advocate and keeper of company culture; will be responsible for building a strategy to strengthen GLDD’s overall recruitment and retention strategies to attract and retain high caliber leaders and talents.

Reporting relationship:

The position reports to the SVP, Chief Human Resources and Administrative Officer.

Duties and Responsibilities:

• Responsible for the overall administration, design, implementation, and evaluation of the Company’s compensation programs (executive, technical, professional, and hourly compensation structure, classification, compensation benchmarking, annual merit review, stock grant awards and administration)
• Work closely with executive management to develop a compensation strategy and recommendations that are aligned with company goals and responsible for execution of changes.
• Plans, develops, recommends, and implements new and revised compensation programs, policies, and procedures to be responsive to GLDD’s goals and competitive practices as well as providing a competitive advantage with surrounding talent market, business organizations and neighboring projects.
• Assist senior executive leadership in the preparation of materials for relevant compensation committee and board approval.
• Supports HR Generalists in the process for job upgrades and requests for employee compensation review.
• Ensure services are in compliance with professional recordkeeping, reporting standards, state, and federal regulatory requirements, OFCCP, and laws including compliance with Fair Labor Standards Act to properly classify jobs as exempt or non-exempt.
• Responsible for employee communications related to compensation, and employee HRIS system changes.
• Responsible for the design, implementation, and ongoing evaluation of the organization's compensation programs (including stock programs, base pay, short-term and long-term incentives).
• Administer annual merit, short-term, long-term incentive, and stock plans.
• Responsible for all employee communications related to annual compensation changes.
• Provide compensation guidance on salary adjustments, promotions and/or market adjustments as requested.
• Support CHRAO with providing updates for monthly Compensation Committee Meetings, Executive Leadership Meetings, Quarterly Board Meetings and Town Hall Meetings.
• Work closely with CHRAO to develop and implement an incentive program based on employee performance.
• Develop a solid strategy to align job titles, job descriptions with a proper salary structure by conducting benchmarking and market analysis.
• Main point of contact for the company’s’ HRIS system.
• Develop and distribute HR and Payroll related reports that support entire organization.
• Maintain data integrity and keep data current by completing monthly imports into HR system.
• Responsible for employee communications, standard operating procedures, and ongoing support for using the HR system.
• Provide systems and tools for the company’s performance management process.

Human Resource Information System Duties:

• HR/Payroll security, Workflow, Employee Self Service access, responsible for updating and maintaining the HRIS.
• Responsible for maintaining data integrity in the HRIS system.
• Support Payroll Dept with data of required state personnel reports.

Managing Projects and Priorities:

• Functions as a strategic senior technical expert within the department.
• Develops specific goals and plans to prioritize, organize, and accomplish work.
• Champions leadership’s vision for system and service delivery.
• Makes and executes the necessary decisions to keep moving forward toward achievement of goals.
• Provides direction and assistance to other teams regarding projects.
• Determines priorities, schedules, plans and necessary resources to promote completion of any projects on schedule.
• Analyzes information and evaluates results to choose the best solution and solve problems.
• Review’s vendor proposals and selects appropriate vendor for services, technologies, and hardware.
• Thinks creatively and practically to develop, execute, and implement new project plans.
• Generates and provides accurate and timely results in the form of reports, presentations, etc.
• Plans, develops, implements, and evaluates the quality of operations.

Requirements:

• Bachelor’s degree: Masters preferred (Business, Finance, Economics, HR, or related field)
• 10+ years HR experience including 7-10 years in the design, communication, and administration of health & welfare benefits, defined contribution plans, short-term incentive, long-term incentive, and stock programs.
• Demonstrated ability working in the Human Resources function within a fast moving, multi-faceted and global organization.
• Collaborative working style.
• Strong oral and written communication skills
• Strong data analytical skills.
• Advanced Microsoft Office skills.
• ADP Workforce Now and HRIS experience preferred.

Benefits:

• Competitive salary
• 401(k) program that includes 100% company matching of the first 6% of employee contributions with immediate vesting.
• Employee Stock Purchase Plan (ESPP).
• Annual profit-sharing contributions by the company to participants’ 401(k) accounts based on company’s annual performance.
• Medical, Dental, Prescription, Life and Disability insurance plans

Great Lakes Dredge & Dock Company is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment regardless of and will not be discriminated against on the basis of gender, sexual orientation, gender identity, race, color, ethnicity, national origin, religion, age, veteran status, disability status, genetic information or any other protected category.

The Exec Comp Lead Analyst is a strategic professional who stays abreast of developments within own field and contributes to directional strategy by considering their application in own job and the business. Recognized technical authority for an area within the business. Requires basic commercial awareness. There are typically multiple people within the business that provide the same level of subject matter expertise. Developed communication and diplomacy skills are required in order to guide, influence and convince others, in particular colleagues in other areas and occasional external customers. Significant impact on the area through complex deliverables. Provides advice and counsel related to the technology or operations of the business. Work impacts an entire area, which eventually affects the overall performance and effectiveness of the sub-function/job family.

Responsibilities:

• Collaborates with other disciplines such as tax, legal, finance, and technology, and impacts compensation end results through project management and client relationships.
• Focuses on regulatory initiatives within the Compensation function, and assists in the equity buy-out process when onboarding high-level employees across the firm.
• Works closely with other Subject Matter Experts to develop and modify executive compensation strategy/policy and approach.
• Prepares written reports e.g. Student Loan Corporation Annual Proxy and Citi Annual Proxy and partners with Legal to deliver them.
• Administers legacy deferred compensation plans.
• Administers Citi Stock Ownership Commitment.
• Applies expertise to field more complex enquiries from senior executives.
• Develops relevant communication materials for Executive Compensation recipients.
• Applies technical expertise in Compensation principles, practices and procedures in the completion of assignments
• Impacts compensation end results through project management and client relationships
• Partners and consults with HR Generalist, Citigroup Employee Services and other Senior Compensation team members to implement and deliver on projects
• Manages multiple projects across multiple teams and has the ability to influence decisions
• Project management and program execution for new compensation policies and pay management across the business
• Additional duties as assigned
• Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firm's reputation and safeguarding Citigroup, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency.

Qualifications:

• 6-10 years of experience
• Proficient in Microsoft Office with an emphasis on MS Excel
• Ability to meet deadlines while dealing with multiple priorities.
• Consistently demonstrates clear and concise written and verbal communication skills

Education:

• Bachelor’s/University degree, Master’s degree preferred

-

Job Family Group:

-

Job Family:

-

Time Type:

-

Citi is an equal opportunity and affirmative action employer.

Qualified applicants will receive consideration without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

Citigroup Inc. and its subsidiaries ("Citi”) invite all qualified interested applicants to apply for career opportunities. If you are a person with a disability and need a reasonable accommodation to use our search tools and/or apply for a career opportunity review Accessibility at Citi.

View the "EEO is the Law" poster. View the EEO is the Law Supplement.

View the EEO Policy Statement.

View the Pay Transparency Posting

Reports to: Director Health and Social Services,

Job Number:

3178124

DESCRIPTION

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

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

QUALIFICATIONS

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)

You will be a key team member of the Global Total Rewards team, gaining exposure to market data and salary surveys to understand the importance of market information and analytics to help recruit, motivate and retain employees. You will help design compensation programs and procedures. You will work on global projects and be a part of the global total rewards team.

• Take lead in managing all salary survey input and trend questionnaires. Assist with annual market analysis.
• Gather market data and provide analysis to assess the competitiveness of our current compensation packages.
• Serve as lead consultant preparing analyses and recommendations in preparation for compensation committee meetings
• Research and analyze market trends and best practices, report findings and provide recommendations for enhancements.
• Take lead role in the annual compensation programs and analysis with the Salary Review Program, Bonus plans, and Equity plans. Be point person for Compensation Tool and ensure data on Compensation Planning Tool is accurate and updated.

You are an excellent multitasker who thrives on juggling multiple assignments simultaneously. You enjoy problem solving and coming up with better ways to get work done. You are highly motivated to provide best-in-class employee experiences. You are technical, organized with a strong attention to details and data accuracy.

• Bachelor’s degree or equivalent business experience
• 4-6 years’ experience in HR, specifically with Compensation experience
• Very strong excel skills
• Strong attention to details and data accuracy
• Solid team player and able to balance many different projects and deliverable
• Ability to maintain confidentiality and handle highly sensitive information
• Outstanding initiative with very good customer service and interpersonal skills
• Excellent organizational and project management skills

• Gartner Analyst acclaimed technology leadership across our categories of products
• Continuous learning and development opportunities
• An innovative, inclusive, agile, flexible, and fun work environment
• Competitive global benefits program inclusive ofpay + bonus incentive, employee equity in the company

As an Equal Opportunity and Affirmative Action employer, Pegasystems will not discriminate in its employment practices due to an applicant's race, color, religion, sex, sexual orientation, gender identity, national origin, age, genetic information, veteran or disability status, or any other category protected by law.
Accessibility – If you require accessibility assistance applying for open positions please contact PegaApplication@pega.com.

• Focus on M&A integration from a compensation and benefits perspective, serving as a key point of contact between outside business entities, third-party brokers, and internal stakeholders to support and expedite the onboarding of new team members.
• Lead in-depth due diligence during the M&A process related to compensation and benefits packages, including benefit compliance.
• Conduct ongoing research, analysis, and financial modeling to safeguard internal equity and maintain externally competitive compensation and benefits programs.
• Counsel leaders on pay decisions and compensation strategies, including recruitment and retention efforts.
• Ensure retirement and health plan compliance e.g., ERISA, ACA, GINA, COBRA, Form 5500 etc.
• Manage third-party benefits vendor relationships, including the resolution of benefits-related issues.

• You have an ownership mindset and can switch between precise problem solving with exceptional attention to detail and big-picture strategizing that embraces your own unique perspective.
• You have high energy, high empathy, and enjoy solution-oriented problem-solving.
• You are comfortable navigating ambiguity and can manage day to day responsibilities while building for the future.
• You approach work as a self-directed project manager, able to prioritize and complete work on time without active supervision while still knowing when to ask for help.
• You are a genuine collaborator, an empathetic listener, and an excellent decision-maker with sound judgment.
• You can build rapport with stakeholders across all functions and levels of seniority, establishing yourself as a go-to business partner and trusted advisor.

• A minimum of 5 years’ experience as a Compensation and Benefits Manager or in a related role
• Collaborative interpersonal skills
• Excellent analytical and decision-making skills
• Extensive knowledge of benefits and compensation programs, including state and federal legislation
• Compensation and benefit program design experience
• Ability to influence and manage change within a virtual environment
• Superior verbal and written communication
• Extremely proficient in Microsoft Office Suite; Advanced Excel skills a must

• Variety of projects and clients
• Collaboration with experts in your field
• Growth opportunities within a local office or other Salas O’Brien offices
• Awesome culture defined by our Ownership Values

Responsibilities:

Global Compensation Programs

• Develop, implement, communicate and administer total pay programs that align with company strategy and changing business needs. The programs will be anchored on Illumina’s compensation philosophy and industry practice, and include but are not limited to base salary, incentive compensation, executive compensation, and equity compensation programs.
• Construct and deploy overall global compensation job infrastructure: job table; job codes; job families; job family descriptions; guidelines for new hire, transfers, and promotions.
• Develop training and communications in partnership with cross-functional stakeholders to deliver and roll-out compensation programs.
• Conduct market analyses to identify market trends and monitor competitiveness of compensation programs, model cost implications and recommend innovative and effective compensation strategies, structures, and guidelines.
• Support M&A activities by facilitating the compensation due diligence process, analysis and integration of existing compensation programs of companies in the M&A process.

Influence and Engagement

• Internal consultant to business areas on all compensation practices; identify emerging workforce issues related to compensation, and develop and deliver innovative solutions.
• Consult with HR Business Partners on day-to-day compensation decision-making, program implementation and compensation program management.
• Consult with talent acquisition partners on new hire offers to close candidates while adhering to corporate policies.

Listed responsibilities are an essential, but not exhaustive list, of the usual duties associated with the position. Changes to individual responsibilities may occur due to business needs.

Requirements:

• Strong business acumen in order to position solutions as sustainable in the long-term while addressing short-term talent strategies.
• Highly detailed work style with emphasis on accuracy, coupled with the ability to see the broader picture.
• Flexible work style with proven ability to manage priorities in fast pace, changing environment.
• Superior analytical and modeling skills with and the ability to create dynamic tools and models to interpret and analyze data.
• Excellent professional presence, with outstanding communication (oral and written) and interpersonal skills to interact with all levels of leadership.
• Global orientation, perspective and awareness.
• 10+ years of progressive compensation responsibility and experience as a functional or program manager.
• Experience in executive compensation and/or sales compensation a plus.
• Proven experience in designing and implementing compensation programs and processes tied to business objectives in global organizations
• Ability to inspire action among a diverse population with multiple perspectives without direct authority
• Project management skills required to support program design and implementation across the globe; Must be able to manage risk and ambiguity, define scope, and manage multiple priorities and internal client expectations to meet objectives
• Advanced interpersonal skills necessary in order to collaborate with all levels of the organization and operate across a diverse environment
• Business acumen and systems thinking; understands how talent enables businesses to grow and achieve goals
• Excellent written and verbal communication skills required; Must be able to translate complex concepts and problems into verbal and written presentations
• Must have advanced computer skills in Microsoft Office, Excel, and PowerPoint; expert level in nested formulas, vlookups and pivot tables.
• Experience with MarketPay and Workday highly desirable.
• Experience in Life Sciences, Biotech or Technology industries a plus

All listed requirements are deemed as essential functions to this position; however, business conditions may require reasonable accommodations for additional task and responsibilities.

• Compensation strategy & planning: own and refine Verkada’s global compensation strategy for the company as the business scales; develop and document compensation guidelines, policies and ongoing training programs.
• Market analysis: use market intelligence and data to ensure the market competitiveness of our cash pay, equity pay and benefits for our roles globally during our phase of rapid growth.
• Functional partnership: partner with Finance, People Partners, Recruiters, Hiring Managers, and Executives on pay decisions, compensation process & policies, and job evaluation.
• Workflow management: Build tools and processes to streamline all compensation workflows, from job posting to internal approvals to offer signature
• Reporting: help develop and track critical compensation reporting metrics for the Executive team and managers, and communicate actionable insights to relevant stakeholders to help manage overall compensation costs.

• Strong analytical skills: you have a data-driven mentality and high attention to detail; you are excited to dig through data to drive evidence-based discussions and decision-making
• Cross-functional communication: you’ll need to connect and partner with stakeholders across the company to effectively implement our compensation strategy and processes. Strong written and verbal communication skills are a must.
• Flexibility: you are comfortable working in a fast-paced startup environment that will require you to manage competing priorities, pivot quickly and often, and continually build new processes as the company scales.
• 5+ years of finance, strategy or operational experience required; experience with compensation is a plus but not required

At Carta we create owners and make private markets liquid.

We live in a world where some people live on the equity stack and enjoy exponential wealth growth and preferential tax treatment; others live on the debt stack and may work their entire lives for a company and retire only with the cash they've managed to save from their paychecks. Our contribution to solving the wealth inequality problem is moving people from the debt stack (payroll) to the equity stack. By making it as easy to issue equity to employees as it is to put them on payroll, we can create more owners.

At Carta, we are helpful, transparent, fair, and kind. We are relentless executors, unconventional thinkers, and masters of our craft.

To learn more, here is what one of our investors wrote about leading our Series F.

Carta Total Comp is the newest product to be added to the Carta business-building tech stack. This tool is taking the industry by storm by providing Carta's most innovative companies and VCs with a platform to streamline their compensation and help them compensate with confidence. The team is currently composed of Carta's best and brightest across product, engineering, sales, marketing, and strategy and is working on ensuring every Carta customer can compensate competitively and fairly.

This role will play a critical role in ensuring every new Carta Total Comp customer is not only onboarded quickly and seamlessly, but also that every customer feels that they've been provided the highest quality compensation support in terms of leveling and setting their compensation plan. This role will help implement strategy, new processes, and help educate our customer base on value-additive changes to the platform.

• Please note, you must be a full-time employee in your current role for a minimum of 9 months in order to be eligible.

In this role, you will become a compensation expert and use that knowledge to implement our clients onto the Carta Total Comp software, setting them up for long-term success. You will directly interact with clients, establish strong customer relationships and inspire long-term loyalty by guiding them through the implementation process. You will also need to feel comfortable working with data, business systems, and developing training content for our customers. This role is a fit for people that are hungry to learn and who can think creatively to find software solutions to both compensation and user problems. Successful Implementations Managers embrace change and constantly seek ways to better their process and their team.

Our Delivery team members have grown to become some of the strongest contributors in our company due to their thorough understanding of our software, customers, and the business value we deliver. Ideal candidates will have a strong passion for financial services, building customer relationships, project delivery, and analytical problem solving.

You will:

• Provide impeccable customer service to fill product gaps as the total compensation product develops overtime, while also providing feedback to the product and go to market teams on how to improve the product and messaging
• Provide world class service to customers on all things compensation
• Support the implementation and execution of various strategic initiatives including but not limited to new processes, systems and tools
• Coordinate and manage inputs needed from clients
• Train clients on how to use Carta Total Comp software
• You will proactively manage your clients to dates, sending them live on time or early and improve your time to value month over month
• Contribute to product problem solving and help identify top problems for our total compensation customers
• Continuously look for ways to improve the efficiency and effectiveness of the on-boarding process
• Help determine and support the ideal service model and processes for onboarding customers onto Carta Total Comp, leveling every employee, and ensuring each client is able to design their compensation plan that is aligned with their goals and values
• Work with internal teams to improve the customer experience and efficiency by investing in processes, tools, and training
• Provide recommendations to leadership, product and sales for how to to improve existing products and expand product features to ensure every Carta cap table customer also uses Carta Total Comp and ultimately win the compensation market
• Work with subject matter experts to enhance leveling automation and make Carta the dominant thought leader on this topic

• You have an incredible attitude and you focus on what could go right
• You are proficient in Excel and have experience with CRMs (Preferably: Salesforce)
• You are eager to learn or have experience working with: Mixmax, Talkdesk, and Guru
• You have strong project management skills-must be able to manage multiple projects (40+) at a time, while providing timely follow up to clients
• You are familiar or will become familiar with Private Equity, Capitalization, and Compensation
• You are flexible, adaptive, and resilient
• You have great people skills and a high degree of empathy
• You have great communication skills
• You are highly organized and can manage a group of C-Suite Clients
• You are proactive and take ownership in all you do
• You are organized and extremely responsive in following up with requests made of you from both internal stakeholders and customers.
• You are extremely effective with setting expectations and driving projects to completion
• You can independently identify problems, perform root cause analysis and execute on action plans
• You continually improve Processes, Playbooks & Tools and support team adoption

Client Management:

• Maintains confidentiality of sensitive client material and prioritizes the secure, private transfer of such data
• No errors in client communication and data passed to client
• Incredible relationship management skills across a variety of stakeholders
• You will be the primary contact during client total compensation onboarding

Organizational Support:

• Participates in testing features and provides meaningful feedback to R&D
• Builds productive internal and external relationships
• Has strong awareness of industry and department best practices and shows proven execution of those best practices throughout work assessment
• Produces work of consistent high quality with little or no oversight
• Provides mentorship where applicable, acting as a force multiplier at Carta
• Leverages business acumen and product familiarity to provide feedback to the rest of the org
• Assists in training and developing talent for new individuals at Carta
• Participates in recruiting for team

POSITION OVERVIEW

This is a newly created position. It is a full-time temporary position that may become a permanent position. The incumbent in this position is a subject matter expert in compensation, benefits and human resources information systems. This position is responsible for compensation analysis and salary classifications, benefits communication and customer service and HR data reporting.

JOB SUMMARY

• Manages compensation programs, salary classification, competitive analysis, pay increases and pay grade structure
• Evaluates job descriptions and determines proper classification and pay grade placement
• Maintains consistent compensation policies in accordance with our organizational objectives
• Conducts analysis of compensation and benefits offerings
• Assists employees with benefits questions and selection
• Drafts, prepares, and distributes benefits information documents and communications
• Assists in the preparation of annual open enrollment processes.
• Conducts audits on a regular basis and prepares findings and reports
• Conducts research about emerging trends as well as best compensation and benefits practices
• Responsible for the data integrity and accuracy of HR system, addresses and corrects discrepancies
• Produces several reports on a weekly, monthly or annual basis
• Performs analysis, tests, and administrates HRIS computer system modules including, but not limited to, human resources, compensation, benefits, employee health, etc.
• Analyzes, designs, develops, tests, and implements programs to meet special and on-going needs of human resources information
• Revises existing programs to increase operating efficiency or adapt to new requirements
• Collaborates with software vendors, and other users to ensure support in meeting the human resources objectives
• Ensures adherence to state and federal employment regulations
• Other related duties assigned as needed

SCHEDULE/LOCATION

• Phoenix, AZ
• Monday to Friday
• Full-Time Temporary to Permanent Position

QUALIFICATIONS/EXPERIENCE

Education and Experience:

• Bachelor's degree in administration or related field required, or equivalent eight (8) years in compensation, benefits and HRIS will be considered
• Five (5) years' experience in compensation, benefits and HRIS required
• Healthcare or Aviation experience preferred
• HR Certification preferred
• This position is designated Safety Sensitive for purposes of the Arizona Medical Marijuana Act.

Special Skills:

• Advanced excel, word and report writing skills.
• Customer service focus. Ability to work and effectively communicate with employees at all levels
• Problem solving, ability to analyze issues and recommend best course of action
• Strong analytical skills and high attention to detail
• Strong organization skills
• Excellent written and verbal communication skills
• Ability to work well and effectively in a team environment
• Knowledge of current employment rules and regulations
• Hands on experience with HR software (HRIS)
• Exceptional time-management and organizational skills

SALARY

• Regular pay scale applies

CORE COMPETENCIES:

• Safe. We are absolute in our belief in the tenets of Destination Zero and that Zero is not only achievable, but the only acceptable outcome.
• Efficient. We are focused on outcomes that are smart and responsible by making the best use of our resources to maximize overall productivity and achieve sustainable profitability as a high performing organization.
• Quality. We are committed to ensuring excellent organizational performance which produces sustainable and reliable outcomes.
• Service. We are dedicated to the service of our customers, our communities and each other.

BEHAVIORAL COMPETENCIES:

• Drive & Energy – The ability to maintain a fast pace and continue to produce during exhausting circumstances.
• Functional & Technical Expertise – Allows the individual to add organizational value through unique expertise and serve as a resource to the organization within his/her area of expertise
• High Standards – Sets the stage for continuous improvements, the adoption of best practices and ultimately influences organizational standards.
• Initiative – Takes a proactive approach and takes action without being prompted.
• Integrity – Acts ethically and honestly and applies those standards of behavior to daily work activities.

• Analyze pay-for-performance programs, compensation structures, and Compensation policy to ensure business alignment and market competitiveness; make recommendations to senior HR and business leadership
• Perform Compensation market pricing, research, cost analyses, and other analytics to provide recommendations that drive business goals
• Administer non-cash awards and related policies, plans, and processes for executive compensation as well as prepare board materials

• Consult with HR partners and business leaders by providing analysis, guidance, and management of compensation programs; including base compensation and incentive plans.

• Provide day-to-day department operations leadership to continually evidence an integrated approach to total rewards and recognition that is competitive, cost effective, and aligned to business, team, and individual performance
• Develop HR products and services incorporating process improvements and automation that are customer-focused and cost efficient
• Maintain and update the company-wide salary structure to ensure market competitiveness through market pricing of roles and discussions with business on compensation drivers
• Partner with peers and external business partners to develop a communication plan which engages employees in understanding their compensation, benefits, and how the business and employee partnership works to achieve strategies and goals

• Bachelor's degree from four-year college or university; or 2+ years related experience and/or training; experience working in an entrepreneurial culture as well as a larger, established company desired.

• Thorough understanding of leading-edge HR practices and principles including applicable pay and benefits laws and regulations.
• Strong attention to detail and solid planning, time management, decision-making and organization skills; sense of urgency, excellent follow-through and ability to handle multiple priorities concurrently.
• Ability to understand current compensation trends; handle sensitive information with the strictest of confidentiality and use common sense regarding employee information; ensure policies, practices and procedures are administered in a fair and consistent manner and in accordance with all applicable local, state and/or federal laws.
• Poise and excellent communication and influence skills with employees at every level from frontline to senior executives; exceptional verbal and written communication skills; proven ability to communicate effectively and influence with all levels of management and staff.
• Adept at handling multiple competing priorities and duties in a fast-paced, results driven, rapidly changing environment - with minimal daily oversight.

• Supports compensation activities including the analysis, design, implementation and administration of compensation programs.
• Handles basic to intermediate level compensation issues; possesses beginning to working knowledge of subject matter.
• Assists in the annual review of current pay policies, procedures and/or programs; provides feedback to leadership for updates and revisions.
• Participates in compensation surveys, ensuring appropriate job matches; analyzes purchased survey results to verify the compensation structure remains competitive.
• Conducts job evaluations on new/existing positions; uses market data to establish appropriate pay range for the position based on scope and internal equity with other positions within St. Luke's.
• Creates job offers, collaborating with Talent Acquisition, HRBPs and leaders.
• Assists with annual salary administration programs, including salary structure creation and maintenance and salary increase programs.
• Assists with compensation projects.
• Writes and maintains job descriptions and applies job codes to applicable systems.
• Assists leadership and provides analysis of pertinent salary information.
• Produces and maintains on-going reports for HR/Compensation for such purposes as cost analysis, salary survey reporting and decision making.
• Assists in establishing and running standard audit/verification reports to ensure accuracy of data and addresses discovered issues.
• Performs other duties and responsibilities as assigned.

• Education: Bachelor’s degree in human resources, business administration or related field OR 4 years of additional experience in lieu of degree.
• Experience: 2 years of experience

• HRIS experience with Lawson, PeopleSoft or another major HRIS system preferred
• Experience with Power BI, Tableau or another data visualization software
• Experience with Salary.com CompAnalyst, PayFactors or another market analysis tool
• Strong problem solving, communication and analytical skills

A strong, talented staff is at the heart of St. Luke’s Health System. We are the state’s largest employer with more than 15,000 employees and a medical staff of more than 1,800 physicians and advanced practice providers. We’re proud of our people who deliver skilled, compassionate care every day, and are looking to add dedicated individuals who will continue this same tradition of excellence.

• 
  St. Luke’s is an equal opportunity employer and does not discriminate against any person on the basis of race, religion, color, gender, gender identity, sexual orientation, age, national origin, disability, veteran status, or any other status or condition protected by law.

• Collaborate with cross-functional teams (functional owners, regions, HR Technology, and engineering) to support strategic initiatives by applying systems knowledge, identifying opportunities, and developing or enhancing compensation systems.
• Obtain a thorough understanding of our data sources and collection methods, and provide consultation and subject matter expertise on compensation data.
• Utilize knowledge of Workday, BI Tools, relational databases, and Excel to build and maintain reports, dashboards, and metrics. In addition to, monitoring the integrity and validity of the data reported.
• Analyze trends in compensation and build intelligence through reporting.
• Work with large amounts of data and build tools to streamline our processes.
• Support results by providing data to measure key operational metrics.
• Manage the intake of ad-hoc reporting requests.
• Support the group with system reporting, audits, security administration, data loads, data warehouse reporting, and SharePoint administration.

• BS/BA in Economics, Finance, Engineering, Computer Science or related discipline.
• 4+ years of experience in compensation, finance, consulting, investment banking, or a similarly applicable field.
• Systems experience, database knowledge, and reporting experience.
• Experience with data analysis, business analysis, communication and collaboration.
• Experience in Excel, including experience building analyses and models.

• Experience in designing and developing reports and dashboards using BI Tools like Tableau, PowerBI, Cognos or other similar data visualization tools strongly preferred.

Description

Are you looking for a work environment where diversity and inclusion thrive? Submit your application for our Compensation Consultant opening with HCA today and find out what it truly means to be a part of the HCA Healthcare team.

At HCA, we want to ensure your needs are met. We offer eligible colleagues an attractive benefit package that includes medical, wellbeing, dental and vision benefits along with some unique benefits including:

• Medical, Dental, Vision, Life Insurance and Flexible Spending
• Paid Time Off (PTO) and Personal Leave
• 401K(100% annual match - 3% to 9% of pay based on years of service)
• Academic Assistance and Reimbursements for Tuition and Student Loans
• Employee Discounts including Tickets, Retail, Mental Health Apps, Education Apps, Identity Theft Protection etc.
• Home, Auto, and Pet Insurance
• Employee Stock Purchase Program (ESPP)
• Short Term & Long Term Disability coverage
• Adoption Assistance
• Legal Benefits and lots more!

Learn more about Employee Benefits

We are seeking a Compensation Consultant for our team to ensure that we continue to provide all patients with high quality, efficient care. Did you get into our industry for these reasons? We are an amazing team that works hard to support each other and are seeking a phenomenal addition like you who feels patient care is as meaningful as we do. We want you to apply!

As a Compensation Consultant you will provide consultation and guidance to the business on compensation issues and strategy. Successful Consultants will have the ability to navigate through Excel, base compensation design experience and HRIS or Comp system background.

What you will do in this role:

• You will manage key project engagements
• Collaborate with team members, Field Compensation Directors, other Lines of Business, and vendors on broad-based compensation projects
• Perform and direct complex analytics
• You will assist with the evaluation of new or complex roles, ad-hoc projects, and field support

What you should have for this role:

• Bachelor's Degree Required
• Master’s degree would be helpful
• PHR and/or CCP certification is highly preferred
• Minimum of 5 years of experience in compensation experience
• 3 or more years of experience in Healthcare, general industry and consulting experience would be helpful

Human Resources Group empowers our people to grow and give purpose to the HCA Healthcare culture. We deliver our Human Resource model in three sectors: HR Business Partners, HR Shared Operations and HR Centers of Excellence. HR Business Partner teams are critical to the success of our HR delivery model. We drive performance to achieve successful results to better care for our patients, communities and each other.

HCA Healthcare has been named one of the World's Most Ethical Companies by Ethisphere Institute for over a decade. In recent years, HCA Healthcare spent an estimated $3.7 billion in cost for the delivery of charitable care, uninsured discounts, and other uncompensated expenses.

"Across HCA Healthcare’s more than 2,000 sites of care, our nurses and colleagues have a positive impact on patients, communities and healthcare.
Together, we uplift and elevate our purpose to give people a healthier tomorrow."- Jane Englebright, PhD, RN CENP, FAAN
Senior Vice President and Chief Nursing Executive

If you find this opportunity compelling, we encourage you to apply for our Compensation Consultant opening. We promptly review all applications. Highly qualified candidates will be directly contacted by a member of our team. We are interviewing apply today!

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.

Recruitment Number 21-141TY, Human Resources Specialist I, Temporary, SR-16, Honolulu, O`ahu.

Note: This is a full-time, temporary position, not-to-exceed June 30, 2022, with the possibility of extension.
Summary of Duties: This position is located in the Disability Claims Management Division, located in the Human Resources Office, Office of the Administrative Director. The Division has the primary responsibility for the administration of the workers' compensation and temporary disability benefits program in compliance with the State of Hawaii's Workers' Compensation law and Temporary Disability Insurance law and applicable administrative rules.

This position is a trainee and receives on-the-job training and orientation in order to perform a variety of assignments from simple to moderately difficult work in the area of workers' compensation and claims management. The position's work assignments are characterized by clear and specific objectives and the application of well-established procedures and by direct application of specific standards, regulations and other similar guides.
Minimum Qualification Requirements: Education Requirement: Graduation from an accredited college or university.

Progressively responsible experience in administrative, professional, investigative, technical or other responsible work which has provided a general background in the field of management, education, training or human resources administration may be substituted for the Bachelor’s degree on a year-for-year basis. Experience of a routine clerical nature is not qualifying.
Supplemental Information: Any additional information may be attached to your online application, submitted by email to Recruitment@courts.hawaii.gov, or mailed to the following address: Hawai`i State Judiciary, Human Resources Department, 426 Queen Street, First Floor, Honolulu, Hawai`i 96813.

Education: You must submit a copy of your official transcripts or diploma at the time of application. If you are selected, you will need an official transcript (not a copy) indicating the completion of the training or the awarding of the appropriate degree.

Portfolio Business: Huber Engineered Materials

J.M. Huber Corporation is one of the largest privately held, family-owned companies in the United States. Established in 1883, we are a diversified, global supplier of specialty and commodity chemicals, hydrocolloid solutions, engineered wood products and natural resources to customers spanning a wide variety of industries. With approximately $2.3 billion in sales and 4,000 employees worldwide, we have a material presence in more than 20 countries.

The Global Compensation Manager will assist with the implementation, administration and maintenance of Global Compensation programs, policies and procedures for Huber Engineered Materials. This position will provide support to the Global HR Management team on tools, processes, and practices. This role is responsible for performing a variety of day-to-day activities, as it relates to preparing, processing compensation data, salary survey submission, supporting annual merit and incentive planning, job descriptions and pay analyses. Also responsible for maintaining standard frameworks and templates to comply with Corporate standard rules. This position reports to the VP Global HR and a dotted line to Huber Senior Director of Compensation. This position can be based remote.

• 
  Provides support with the administration of annual Global compensation programs (i.e. merit planning, incentive plans & related accruals, payments, documentation and communications).
• Partners with HR management, HRIS, and HR Administration teams to deliver these processes globally
• Serves as the first-line of contact of HR Managers to explain compensation policies, procedures, tools and systems and make recommendations to solve compensation issues in liaison with Huber shared services.
• Coordinates salary survey participation by gathering and organizing data, matching company jobs to survey jobs and answering survey questions to ensure completion by submission deadlines.
• Supports and manages the annual Merit and Incentive planning process by providing and analyzing market data, updating salary bands in GPS (HR System), compiling job documentations, and enabling management to make informed pay decisions.
• Perform benchmarking analysis of new and existing jobs using salary survey data and comparisons to internal jobs to assign job grades and compensation ranges.
• Review of proposed salary offers and adjustments by providing compensation analytical support and evaluating compliance to established guidelines, policies, and practices.
• Assist to perform modeling, statistical analysis and costing of base & incentive programs.
• Prepares, organizes, maintains and analyzes data & reporting for HR, Managers and Business Leaders as needed.
• Works collaboratively with Human Resources, and Function Leaders in the ongoing administration of compensation operations and projects. Actively participates with the HR global and with the Compensation COE on enterprise-wide initiatives and forums.
• Participates in audits to ensure compliance with Corporate policies, and regulatory requirements.

• 
  BS degree in Human Resources, Finance, Business Administration / Management, or related field preferred.
• Five or more years of experience in a compensation management role
• HR generalist background is a plus
• International exposure and knowledge of global compensation is a must have
• Solid knowledge of employment practices, compensation regulations and best practices
• Customer and detail oriented and quality focused
• Excellent command of English: verbal and written communication skills.
• Flexible and adaptable to work under tight deadlines and/or changing needs independtly
• Must maintain confidentiality of various levels of information
• Demonstrated proficiency with Microsoft Suite and HRIS systems and applications

#LI-JE1

Our employees are our strongest asset, and their safety, health, and well-being is our highest priority. We respect the individual by providing opportunities for professional and personal development. Our Principles drive us to create an inclusive workplace where employees share core values, show dignity and respect toward others, and work hard to achieve their best performance.

J.M. Huber Corporation is an EEO / AAP employer. Pre-employment drug screening is required

• Completes written salary survey questionnaires to provide salary information for national surveys. Reviews results of salary surveys, evaluates market and economic trends, compiles, analyzes and interprets data to recommend salary ranges, adjustments and hiring rates for salary structures and individual rates.
• Investigates requests for the study of existing, new or modified jobs for assigned client groups. Reviews and evaluates requests for position reclassifications. Establishes new positions and reclassifies incumbent employees in accordance with UMMS Human Resources compensations policies and procedures.
• Reviews job duties, qualifications and licensure requirements and performs comparative analyses of positions to assess the level and complexity of the position and for placement at the appropriate salary/pay level. Reviews final recommendations with Compensation Consultant for approval.
• Uses quantitative, market-based, qualitative or other job evaluation systems to evaluate jobs.
• Develops, writes, edits and clarifies job descriptions assuring compliance with various standards and regulations, particularly those of JCAHO and the Department of Labor. Reviews and updates job descriptions upon request.
• Maintains centralized Job Description and Job Evaluation files for the Compensation department.
• Investigates salary administration problems/concerns such as, internal equity issues and job classification changes; reviews special salary adjustments such as bonuses, shift differentials, on-call pay or special pay plans for appropriateness, equity and market competitiveness.
• Generates various computer reports, regularly, to support, explain, document, record and justify and all of the aforementioned studies, salary requests, investigates requests and position reviews, using Human Resources Information System (HRIS) and various PC software packages. Maintains various required records, reports and files.
• Attends and participates in in-service training and various educational programs for professional growth and development. Keeps up-to-date on changes in the field.

Education & Experience:

• A Bachelors Degree in Business Administration/Human Resources or equivalent field is required.
• Two (2) years Human Resources experience required.
• Knowledge of Compensation principles and practices required.

DCP Midstream is a Fortune 500 natural gas company dedicated to meeting the energy and consumer needs of our society. With a focus on technology and innovation, we safely and reliably operate a strong and diversified portfolio of logistics, marketing, gathering, and processing assets across nine states.

Benefits & Additional Compensation

DCP builds connections to enable better lives and is dedicated to supporting our employees with opportunities for internal mobility, continual growth, and ongoing training. We believe all employees contribute to the success of the company and should be able to share in that success, which is why all jobs are eligible for the short-term incentive program with any payouts being subject to individual and company performance. Depending on the position and level, some jobs are also eligible to participate in the long-term incentive programs with any payouts also being subject to performances. We offer a comprehensive benefit program that includes medical, dental, vision, disability, life, a competitive 401(k) match, a retirement contribution, and several other unique benefits offerings. We make health and wellness a priority and offer a generous paid time off policy including parental leave, sick time, and vacation time.

JOB SUMMARY

Administers compensation programs with an intense focus on accuracy to aide retention through a positive employee experience. Conducts analyses to assess effectiveness of compensation programs and competitiveness to market.

WHAT YOU WILL BE RESPONSIBLE FOR

• Assists with major initiatives in maintaining and enhancing compensation programs, and ensures data integrity and accuracy throughout the process
• Builds a collaborative relationship with HR business partners, recruiters, and business leaders on compensation programs and initiatives
• Researches market data, conducts job evaluations, and determines offers for promotions and new hires
• Administers variable compensation programs (incentive plans, special pay, etc.) as well as develops communications, payment calculations, and submission to Payroll
• Uses analytics to monitor the effectiveness of compensation plans and policies and models the financial impact of various programs
• Participates in general and industry-related salary surveys and conducts benchmarking to ensure market competitiveness
• Conducts short-term and long-term incentive tracking and calculations
• Performs compensation related research projects, evaluates information, and prepares presentations conveying insights and findings for leadership
• Creates and updates job descriptions ensuring they accurately reflect the work being performed
• Researches new regulations and judicial decisions related to compensation practices to ensure compliance with Sarbanes-Oxley (SOX), federal, state and local laws
• Assists with creating presentations and trainings on various compensation programs
• Performs other related duties to meet the ongoing needs of the organization

QUALIFICATIONS

• Bachelor’s degree in Human Resources, Finance, Business or a similar degree field and/or equivalent experience
• A minimum of 2 years related experience is required; oil and gas industry experience preferred
• Experience in market pricing and base pay management including compliance and administration
• Good math/quantitative skills and familiarity with financial concepts utilized for planning, designing, researching, analyzing and auditing large volumes of data
• Proficient in Microsoft Office products (Excel, Word, PowerPoint, etc.)
• Strong communication skills, interpersonal skills and ability to build relationships
• Ability to work independently as well as part of a team

SPECIAL DEMANDS

• This job primarily operates in a professional office environment and routinely requires the use of standard office equipment such as computers, phones, copy machines, etc. Noise level is typically low. Frequently in a stationary, sitting position for prolonged periods of time. Regularly moves about inside the office to complete tasks, attend meetings or to access the copy machine or file cabinets. Periodically pulls/pushes doors open to move around the office. Occasionally may lift and carry objects up to 20 pounds.

Salary Range

The salary range for this job is $61,600 - $98,500

It has been and will continue to be the policy of DCP Midstream not to discriminate against any employee or applicant for employment because of their race, color, religion, national origin, age, sex, sexual orientation, gender identity, gender expression, veteran status, disability, or other legally protected status.

Division: Corporate Compensation

Location: Wilmington, Delaware or Rochester, New York

Manager: Jackie Hanley

Title: Associate

JPMorgan Chase & Co. (NYSE: JPM) is a leading global financial services firm with assets of $2.4 trillion and operations worldwide. The Firm is a leader in investment banking, financial services for consumers, small business and commercial banking, financial transaction processing, asset management and private equity. A component of the Dow Jones Industrial Average, JPMorgan Chase & Co. serves millions of consumers in the United States and many of the world's most prominent corporate, institutional and government clients under its J.P. Morgan and Chase brands

The Strategy & Process Improvement team leads initiatives across global compensation and is focused on enhancing the function's analytical capabilities through streamlining and standardizing processes, scaling best practices across businesses, and partnering across teams to drive firm-wide consistency while meeting client needs. This team is responsible for the end to end production and maintenance of the annual incentive tracker/baseline process, facilitating system initialization activities that support year-end salary and incentive compensation planning, and the validation of data to ensure accuracy and strong controls.

Key Responsibilities

• Develop creative solutions to drive firm-wide consistency
• Gather business requirements across all lines of business
• Produce and maintain annual incentive tracker/baseline processes
• Validation of data - to ensure accuracy and strong controls
• Facilitate system initialization activities (CompConnect & CPA)
• Create and automate client-ready reports and analysis in Business Objects
• Collaborate with stakeholders across functions at all levels - including understanding and incorporating business needs and providing solutions and/or recommendations to the team

Experience/Knowledge Required

• Ideally 3-4 years of Compensation or Finance experience with strong analytical and data/ information management skills with a Bachelor's Degree or comparable work experience
• Statistical or mathematical background preferred
• High level of proficiency with Microsoft applications: Advanced understanding of Excel is required
• Experience with business intelligence and reporting tools such as Business Objects
• Self-initiator, ability to challenge status quo and think outside of the box
• High degree of intellectual curiosity
• Detail and results oriented with the ability to manage multiple competing priorities all within a fast paced team environment
• Strong project management, analytical, and technical skills
• Strong consulting, interpersonal and communication
• Innovation and creativity to bring new ideas to team

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

Equal Opportunity Employer/Disability/Veterans

Mecklenburg County is seeking a Classification & Compensation Manager to join the Human Resources Department. As a Classification & Compensation Manager, you will serve as a dynamic leader, sharing in the strategic vision as we work innovatively to transform Mecklenburg County’s HR Department into a world-class organization with a dedicated, responsive staff who serve with integrity, professionalism, competence, and a high level of customer service.

The Classification & Compensation Manager is responsible for managing an internally equitable and externally competitive classification and compensation structure for Mecklenburg County Government, which employs approximately 5,700 staff. Responsibilities include developing pay plan recommendations and implementation strategies, preparing cost analysis for range adjustments, and developing and analyzing market pay surveys. The Classification & Compensation Manager provides county wide consultation regarding salary administration, classification, job redesign and reorganization; researches and analyzes best practices in the job market and provides recommendations for competitive compensation strategies to support the county’s goal of attracting and retaining a qualified workforce; directs the work of two Compensation Analysts and ensures that the organization is being advised on compensation issues including FLSA, job descriptions, position classification and policy interpretation consistently.

The successful candidate must be able to prepare reports and presentation materials for executive leadership and establish strong working relationships with senior management across the organization. This position requires knowledge of FLSA and Title VII; strong skills in Excel; the ability to quickly and accurately analyze and summarize data and report findings. Demonstrated experience in developing and maintaining a market-based compensation system required.

• Plan, direct, supervise, and coordinate work activities of employees in a program area.
• Set goals, implement and enforce policies and procedures, provide program planning and oversight, and develop and monitor budgets.
• Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
• Represent organization at personnel-related hearings and investigations.
• Administer compensation, benefits and performance management systems, and safety and recreation programs.
• Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.
• Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.
• Prepare and follow budgets for personnel operations.
• Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
• Analyze training needs supporting employee development.
• Prepare personnel forecast to project employment needs.
• Study legislation to assess industry trends and potential impact to the organization.
• Contract with vendors to provide employee services.
• Develop or administer special projects.
• Oversee the day-to-day operational aspects of an assigned programmatic area. Prepares a variety of reports related to operations and activities
• Supervise staff to include: prioritizing and assigning work; conducting performance evaluations; ensuring staff are trained; ensuring that employees follow policies and procedures; maintaining a healthy and safe working environment; and, making hiring, termination, and disciplinary recommendations.
• Provide professional staff support to County departments, which includes interpreting laws, regulations, contracts, rules, regulations, and policies related to human resources programs
• Conduct fact-finding investigations; prepares related reports; advises and assists employees in resolving complex issues and/or problems
• Ensures compliance with applicable County policies, procedures, and State and Federal laws and regulations.
• Assesses organizational training needs; seeks and/ or implements training programs and activities
• Represent the department at committee meetings, job fairs, conferences, and other Human Resources related functions

MINIMUM QUALIFICATIONS
Experience: Five years of progressively responsible experience in the assigned Human Resources functional area. Incumbent must have at least two years of supervisory experience.
Education: Bachelor's degree in Human Resources or related field.
A combination of relevant education and relevant experience is accepted.
Licenses and Certifications: North Carolina or South Carolina Driver’s License. Must be able to obtain and maintain a County Operator’s Permit.

PREFERRED QUALIFICATIONS

Current PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
Master’s degree in Human Resources or related field.

Experience with Payfactors

• Supervisory principles;
• Applicable human resource program management principles, practices, methods, and procedures;
• Applicable Federal, State, and Local laws, rules, and regulations;
• Research methods;
• Needs assessment principles;
• Budgetary principles;
• Public relations principles;
• Project management principles;
• Principles and practices in assigned area of responsibility.

• Supervising and evaluating employees;
• Prioritizing and assigning work;
• Conducting investigations;
• Assessing organizational needs;
• Conducting research and preparing related reports;
• Handling sensitive and confidential information;
• Collecting and analyzing data;
• Administering human resource programs;
• Administering a budget;
• Interpreting and applying laws, regulations, policies, and procedures;
• Planning projects;

• Building Partnerships - Identifying opportunities and taking action to build strategic relationships between one’s area and other areas, teams, departments, units, or organizations to help achieve business goals
• Planning and Organizing - Establishing courses of action for self and others to ensure that work is completed efficiently.
• Communication - Clearly conveying information and ideas through a variety of media to individuals or groups in a manner that engages the audience and helps them understand and retain the message.
• Developing Others - Planning and supporting the development of individuals’ skills and abilities so that they can fulfill current or future job/role responsibilities more effectively.
• Decision Making - Identifying and understanding issues, problems, and opportunities; comparing data from different sources to draw conclusions; using effective approaches for choosing a course of action or developing appropriate solutions; taking action that is consistent with available facts, constraints, and probable consequences
• Gaining Commitment - Using appropriate interpersonal styles and techniques to gain acceptance of ideas or plans; modifying one’s own behavior to accommodate tasks, situations, and individuals involved.

COMPENSATION & BENEFITS

In addition to a competitive salary, Mecklenburg County offers a generous benefits package which greatly increases your total compensation. Benefits include medical, dental, vision, life, short term disability, long term disability, accident, cancer, critical illness, medical bridge and pet insurance; dependent care, healthcare and commuter flexible spending accounts; health savings account; paid holiday, vacation and sick days; near site clinics for preventive care and illnesses; an employee discount program which provides discounts for retail, dining, shopping, travel, tickets and more; an employee assistance program including financial and legal counseling; access to Mecklenburg County fitness and aquatic facilities; paid family leave; tuition reimbursement; a 5% employer match on retirement savings plan contributions and a defined benefit plan for retirement.

REASONABLE ACCOMMODATIONS STATEMENT

To accomplish this job successfully, an individual must be able to perform, with or without reasonable accommodation, each essential function satisfactorily. Reasonable accommodations may be made to help enable qualified individuals with disabilities to perform the essential functions.

JOB DESCRIPTION

We call our corporate office the Global Support Center for a good reason – everything we do here is to support our restaurants and in turn, make an impact on the lives of our restaurant team members and our guests. Our Global Support Office team members are energetic, innovative, and creative individuals who are A Cut Above!

The Compensation Analyst analyzes, designs, and administers employer compensation programs, including base pay, incentive pay, and performance management programs. Evaluates jobs, determines pay grades, participates in compensation surveys, and performs associated analysis. Ensures that requests for pay adjustments comply with current compensation policy.

ESSENTIAL FUNCTIONS:

• Conducts ad hoc compensation benchmarking or other analyses to assess pay for incumbents, for new job evaluation, and during the recruiting process
• Engages in annual salary benchmarking exercise for the organization, including salary surveys, to ensure internal equity, external competitiveness, and compliance with laws and regulations;
• Creates and maintains tools distributed to leaders across the organization that enable leaders to participate in compensation programs that require their input
• Assists with the administration of all compensation related programs including merit. bonus, 401(k), and executive programs
• Provide analysis, modeling, and recommendations to assess and develop a variety of compensation programs such as commissions, annual and long-term incentive programs, and other rewards programs
• Assists with the annual base compensation planning process by developing budget recommendations, communications, partnering with key leaders, and preparing the various systems, leveraging Kenexa and Workday where possible
• Assists in reviewing job descriptions and provides advice and consultation to stakeholders; determines FLSA status of new and re-evaluated jobs
• Conducts regular audits to ensure accuracy of data in all systems and responds to data requests as needed.
• Responsible for functional area processes and procedures and continuous improvement efforts

KNOWLEDGE, EXPERIENCE, QUALIFICATIONS:

• Bachelor’s in Finance or Accounting preferred; advanced business degree a plus
• 1-3 years of Compensation experience with base and incentive compensation in a large organization
• Familiarity with compensation regulatory, compliance, legislative, finance and market issues and a clear understanding of the impact of changes on compensation programs
• Self-starter with strong sense of urgency; skilled at being resilient, adaptable and flexible
• Strong financial acumen and analytical skills. Ability to identify gaps in program design and errors in data should they exist. Ability to analyze alternative performance metrics for plan design
• Strong communication skills and comfort presenting when required
• Strong system skills – knowledge of compensation planning systems, Excel, and PowerPoint
• Workday experience a plus
• Strong process skills and knowledge of internal controls
• Results orientation – drives projects to closure and holds self and others accountable for achieving goals
• Track record of building trust across an organization, able to quickly build relationships, influence, gain credibility and partner with business leaders, functional leaders, and HR leadership team

Compensation & HRIS Systems Manager

Great Lakes Dredge & Dock Corporation is the largest provider of dredging, land reclamation and beach nourishment services in the United States, and the only U.S. dredging company with significant international operations. With the largest and most diverse dredging fleet in the US, Great Lakes serves a wide range of customers including the US Army Corps of Engineers; state, local and foreign governments; and private companies both international and domestic. Headquartered in Houston, TX GLDD has more than 200 pieces of dredging plant located strategically throughout North America and in various locations throughout the world. We are currently seeking a Compensation & HRIS Systems Manager to join our team in Houston, TX.

Position Summary:

The successful candidate will be responsible for the design, implementation, and ongoing evaluation of the organization's compensation programs and HRIS. She/He works with company leadership to ensure that compensation strategies and programs support the company’s long-term objectives and meets all legal requirements. And administers the company’s HRIS system.

The person that oversees Compensation, and HRIS is responsible for the design, oversight and administration of all employee compensation, and HRIS system.

Developing the appropriate salary infrastructure and leveling for the organization, salary and incentive administration, executive compensation, and recognition programs. Support the CHRAO in developing and providing the necessary data, competitive market analysis, and presentation materials for compensation committee meetings.

This role is responsible for developing, recommending, and implementing creative and cost effective, new, or modified plans and policies that provide a competitive employee value proposition and are sound business decisions for the organization.

This person supervises the administration of all plans, propose changes, ensure regulatory compliance, and ensure effective implementation of compensation and HRIS integration.

This person will oversee the compensation function; planning, developing, and implementing employee and executive compensation programs, establishing programs to support the organization’s goals and competitive practices.

This person ensures data integrity as well as compensation compliance with GLDD’s policies, procedures and stays abreast of all applicable local, state, and federal laws.

This person is a strong advocate and keeper of company culture; will be responsible for building a strategy to strengthen GLDD’s overall recruitment and retention strategies to attract and retain high caliber leaders and talents.

Reporting relationship:

The position reports to the SVP, Chief Human Resources and Administrative Officer.

Duties and Responsibilities:

• Responsible for the overall administration, design, implementation, and evaluation of the Company’s compensation programs (executive, technical, professional, and hourly compensation structure, classification, compensation benchmarking, annual merit review, stock grant awards and administration)
• Work closely with executive management to develop a compensation strategy and recommendations that are aligned with company goals and responsible for execution of changes.
• Plans, develops, recommends, and implements new and revised compensation programs, policies, and procedures to be responsive to GLDD’s goals and competitive practices as well as providing a competitive advantage with surrounding talent market, business organizations and neighboring projects.
• Assist senior executive leadership in the preparation of materials for relevant compensation committee and board approval.
• Supports HR Generalists in the process for job upgrades and requests for employee compensation review.
• Ensure services are in compliance with professional recordkeeping, reporting standards, state, and federal regulatory requirements, OFCCP, and laws including compliance with Fair Labor Standards Act to properly classify jobs as exempt or non-exempt.
• Responsible for employee communications related to compensation, and employee HRIS system changes.
• Responsible for the design, implementation, and ongoing evaluation of the organization's compensation programs (including stock programs, base pay, short-term and long-term incentives).
• Administer annual merit, short-term, long-term incentive, and stock plans.
• Responsible for all employee communications related to annual compensation changes.
• Provide compensation guidance on salary adjustments, promotions and/or market adjustments as requested.
• Support CHRAO with providing updates for monthly Compensation Committee Meetings, Executive Leadership Meetings, Quarterly Board Meetings and Town Hall Meetings.
• Work closely with CHRAO to develop and implement an incentive program based on employee performance.
• Develop a solid strategy to align job titles, job descriptions with a proper salary structure by conducting benchmarking and market analysis.
• Main point of contact for the company’s’ HRIS system.
• Develop and distribute HR and Payroll related reports that support entire organization.
• Maintain data integrity and keep data current by completing monthly imports into HR system.
• Responsible for employee communications, standard operating procedures, and ongoing support for using the HR system.
• Provide systems and tools for the company’s performance management process.

Human Resource Information System Duties:

• HR/Payroll security, Workflow, Employee Self Service access, responsible for updating and maintaining the HRIS.
• Responsible for maintaining data integrity in the HRIS system.
• Support Payroll Dept with data of required state personnel reports.

Managing Projects and Priorities:

• Functions as a strategic senior technical expert within the department.
• Develops specific goals and plans to prioritize, organize, and accomplish work.
• Champions leadership’s vision for system and service delivery.
• Makes and executes the necessary decisions to keep moving forward toward achievement of goals.
• Provides direction and assistance to other teams regarding projects.
• Determines priorities, schedules, plans and necessary resources to promote completion of any projects on schedule.
• Analyzes information and evaluates results to choose the best solution and solve problems.
• Review’s vendor proposals and selects appropriate vendor for services, technologies, and hardware.
• Thinks creatively and practically to develop, execute, and implement new project plans.
• Generates and provides accurate and timely results in the form of reports, presentations, etc.
• Plans, develops, implements, and evaluates the quality of operations.

Requirements:

• Bachelor’s degree: Masters preferred (Business, Finance, Economics, HR, or related field)
• 10+ years HR experience including 7-10 years in the design, communication, and administration of health & welfare benefits, defined contribution plans, short-term incentive, long-term incentive, and stock programs.
• Demonstrated ability working in the Human Resources function within a fast moving, multi-faceted and global organization.
• Collaborative working style.
• Strong oral and written communication skills
• Strong data analytical skills.
• Advanced Microsoft Office skills.
• ADP Workforce Now and HRIS experience preferred.

Benefits:

• Competitive salary
• 401(k) program that includes 100% company matching of the first 6% of employee contributions with immediate vesting.
• Employee Stock Purchase Plan (ESPP).
• Annual profit-sharing contributions by the company to participants’ 401(k) accounts based on company’s annual performance.
• Medical, Dental, Prescription, Life and Disability insurance plans

Great Lakes Dredge & Dock Company is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment regardless of and will not be discriminated against on the basis of gender, sexual orientation, gender identity, race, color, ethnicity, national origin, religion, age, veteran status, disability status, genetic information or any other protected category.

May be required to perform other duties as assigned. May be required to assist the agency or state government generally in the event of an emergency declaration by the Governor.

The selected candidate’s offer is contingent upon the successful completion of a criminal background investigation, which may include: fingerprint checks, local agency checks, employment verification, verification of education, credit checks (relevant to employment). Additionally, selected candidates may be required to complete the Commonwealth’s Statement of Economic Interest. For more information, please follow this link: http://ethics.dls.virginia.gov/

The Virginia Community College System, an EEO employer, welcomes applications from people of all backgrounds and recognizes the benefits of a diverse workforce. Therefore, the VCCS is committed to providing a work environment free of discrimination and harassment. Employment decisions are based on business needs, job requirements and individual qualifications. We prohibit discrimination and harassment on the basis of race, color, religion, sex, national origin, age, sexual orientation, mental or physical disabilities, political affiliation, veteran status, gender identity, or other non-merit factors.

The VCCS is an EOE and Affirmative Action Employer. In compliance with the Americans with Disabilities Acts (ADA and ADAAA), VCCS will provide, if requested, reasonable accommodation to applicants in need of access to the application, interviewing and selection processes.

VCCS uses E-Verify to check employee eligibility to work in the United States. You will be required to complete an I-9 form and provide documentation of your identity for employment purposes.

Stock Administration and Executive Compensation are the key responsibilities in this senior Total Rewards role. You will work in close partnership with our HR, Accounting, and Legal teams to assist in scaling and refining the administration aspects as the Company continues to grow. This position is based in our regional headquarters in either Sunnyvale, CA or Pittsburgh, PA, and will report to the VP, Total Rewards.

The ideal candidate will be responsible for hands-on, end-to-end administration of the Company's equity plan(s), bonus programs, and executive compensation programs. You will support and collaborate with internal business partners, executives, compensation committee members, and answer their questions regarding equity grants, filings, bonus accruals, and attainments. Along with the VP of Total Rewards, you will manage communications, and assist with employee education and training regarding the company's equity and total rewards plans.

Responsibilities

• Apply a thorough understanding and expertise of total rewards to manage projects from initial concept through delivery.
• Play a key role in developing and supporting programs and policies, content delivery, and analytics.
• Address questions from Executives and Board of Director members regarding their total rewards offerings, e.g. Performance Shares, Deferred Compensation.
• Assist with mergers and acquisitions in relation to executive compensation, transitioning 401(k) plans, and equity platforms.
• Reinforce & maintain compliance details, deadlines, process documentation, vendor management, and activities related to process improvement through automation.
• Utilize your stock administration expertise to administer the company's equity programs for all employees and BOD in the U.S. and internationally.
• Utilize your executive compensation knowledge with identifying status on bonus attainment, performance equity measurements, and executive compensation compared to peer groups.
• Build a collaborative relationship with the Executive Compensation Consultants and Compensation Committee members regarding assigned projects.
• Thorough knowledge of Say-on-Pay and ISS and Glass Lewis Updates.
• Assist with preparation of Proxy and CD&A.
• Support employee understanding of equity awards and refresh grants including general guidelines on taxation.
• Assist efforts to grow and scale the stock administration function, including but not limited to enhancing existing manual processes, automating processes, and helping to evaluate service providers.
• Lead efforts to automate routine workstreams and manual processes to enable efficient, accurate, and timely processing of equity award data.
• Maintain the company's equity data using Solium and Shareworks, reconcile new hire grants, and terminations to payroll records, maintain and reconcile employee database.
• Process employee exercises, coordinate with transfer agent and accounting to ensure accuracy and timely flow of exercise funds including tax withholding.
• Support accounting for stock-based compensation by providing equity information.
• Calculate equity-related employee compensation including regular income and gains from ISO, Non-Qualified, and RSU grants time-based and performance-based.
• Coordinate with Broker and payroll to ensure proper withholding of tax from equity proceeds.
• Provide data needed for stock impacts of W-2 and 1099-R reporting related to stock compensation.
• Manage, communicate, and roll out new equity programs including ESPP, RSUs, Annual refresh grants, etc.
• Manage the exempt level bonus program and deferred compensation program.
• Work closely with the company's internal and external legal counsel, in addition to Finance, Payroll/Accounting, HR, and other teams, as necessary.
• Evaluate and implement equity solutions as required for business needs and scalability.
• Perform other duties and ad hoc projects and reporting as requested.
  

Qualifications

• Certified Equity Professional (CEP) and Certified Compensation Professional (CCP) certifications strongly preferred
• 10+ years of relevant work experience in public companies.
• Bachelor's Degree in HR, Accounting, Finance or related work experience
• Experience working with Solium preferred
• Self-motivated, reliable, flexible, deadline-oriented, high employee service orientation, have a keen attention to detail and are able to complete multiple tasks in a timely fashion, independently with minimal supervision.
• An effective communicator using any medium with a variety of levels of internal employees, business partners, external vendors, etc.
• A compliance and process-oriented individual who can excel in a fast-paced and rapidly evolving environment.
• An extremely analytical skillset
• Able to maintain strict confidentiality in a very open and transparent environment.
  

Note to recruiters and employments agencies: We will not pay for unsolicited resumes from recruiters and employment agencies unless we have a signed agreement and have required assistance, in writing, for a specific opening.

II-VI is an equal opportunity employer.

• 
  Audit jobs for content and prepare job descriptions reflecting job responsibilities, activities, duties, and requirements.
• Oversee participation in compensation surveys to collect and analyze competitive salary information to determine company's competitive position.
• May train other team members on compensation philosophy and aspects of compensation administration of programs.
• Support compensation strategy elements such as job architecture, pay structure development, job family and career path development.
• Provide recommendations to the business units supported based on established guidelines, policies, and practices; recommend corrective or alternative actions to resolve compensation-related problems using sound judgement.
• Review requests for new or revised classifications to determine appropriate salary grade assignment.
• Formulate recommendations regarding development of company salary structure, FLSA exemptions, job revisions and organizational structures
• Review statutory requirements governing compensation administration and recommends appropriate courses of action. Stay current on statutory requirements (pay equity, minimum wage, etc.).
• Assist in the administration of the annual and mid-year review cycles; administer the annual merit increase, bonus, and long-term incentive program and communication for assigned clients.
• Prepare special studies and recommendations on subjects such as incentive compensation, bonus plans, sales compensation.
• Partner with the HR Operations/HRIS team in enhancing processes and insights; Assist with technology implementations and data maintenance.
• Be an effective supporter and challenger to the business by balancing business acumen, reward expertise and relationship skills.
• Other duties as assigned

Minimum

• Bachelor's Degree
• 5 years' experience
• Knowledge of laws and requirements as they apply to base compensation and incentive compensation programs
• Advanced skills in Excel (lookups, pivot tables, advanced formulas, etc.); Proficiency in MS Office suite.
• Experience with Mercer, Radford, Payscale, and other benchmarking surveys and tools.
• Ability to design and generate creative solutions, and use feedback to modify designs.
• Detail-oriented with a high level of accuracy and time management skills
• Knowledge of FLSA, Equal Pay, Title VII, State Wage and Hour Laws, etc.

Preferred

• CCP, SHRM, PHR/SPHR a plus
• Experience with system configuration, implementation, and management of HCM systems and compensation tools.
• Experience with SuccessFactors a plus.
• Equity and Long-Term Incentive experience a plus.

Skills, Knowledge and Abilities

• Outstanding analytical capabilities, experience with data and interfacing between HRIS applications.
• Proven financial and compensation modeling skills and ability to communicate persuasively with business partners to resolve complex problems.
• Demonstrated organizational and project management skills.
• Ability to maintain a sense of urgency and execute quickly and efficiently.
• Strong interpersonal and relationship building skills.
• Positive attitude, deep curiosity, and solid work ethic.

May be required to perform other duties as assigned. May be required to assist the agency or state government generally in the event of an emergency declaration by the Governor.

The selected candidate’s offer is contingent upon the successful completion of a criminal background investigation, which may include: fingerprint checks, local agency checks, employment verification, verification of education, credit checks (relevant to employment). Additionally, selected candidates may be required to complete the Commonwealth’s Statement of Economic Interest. For more information, please follow this link: http://ethics.dls.virginia.gov/

The Virginia Community College System, an EEO employer, welcomes applications from people of all backgrounds and recognizes the benefits of a diverse workforce. Therefore, the VCCS is committed to providing a work environment free of discrimination and harassment. Employment decisions are based on business needs, job requirements and individual qualifications. We prohibit discrimination and harassment on the basis of race, color, religion, sex, national origin, age, sexual orientation, mental or physical disabilities, political affiliation, veteran status, gender identity, or other non-merit factors.

The VCCS is an EOE and Affirmative Action Employer. In compliance with the Americans with Disabilities Acts (ADA and ADAAA), VCCS will provide, if requested, reasonable accommodation to applicants in need of access to the application, interviewing and selection processes.

VCCS uses E-Verify to check employee eligibility to work in the United States. You will be required to complete an I-9 form and provide documentation of your identity for employment purposes.

Thursday, July 22, 2021

• Administer employee benefits programs such as retirement plans; medical, dental, vision plans; life insurance plans; disability programs; leave of absence and wellness programs
• Plan, develop and/or participate in industry surveys. Analyze results of surveys and develop specific recommendations for review by management
• Implement approved new plans or changes to existing plans by preparing announcement materials, plan summary documents and other materials for communicating plans to employees. Conduct employee meetings and arrange for enrollment. Advise and counsel management and employees on existing benefits
• Prepare for execution, with legal consultation, benefits documentation, such as original and amended plans, benefit agreements and insurance policies. Instruct insurance carriers, trustees and other administrative agencies outside the company to effect changes in benefits program once approved. Ensure prompt and accurate compliance
• Assure company compliance with provisions of Employee Retirement Income Security Act and the Affordable Care Act. Supervise preparation of reports and applications required by law to be filed with federal and state agencies, such as Internal Revenue Service, Department of Labor, insurance commissioners, and other regulatory agencies. Review and analyze changes to state and federal laws pertaining to benefits, and report necessary or suggested changes to management. Coordinate company benefits with government-sponsored programs
• Handle benefits inquiries and complaints to ensure quick, equitable, courteous resolution. Maintain contact in person, and by phone or mail, with physicians, insurance companies, employees, and beneficiaries to facilitate proper and complete utilization of benefits for all employees
• Manage maintenance of enrollment and claims records for all benefits plans in HRIS and with all benefit providers
• Monitors the effectiveness of existing compensation policies, guidelines and procedures recommending plan revision as well as new plans that are cost-effective and consistent with compensation trends and company objectives and provides guidance to appropriate staff
• Manages implementation and maintenance of compensation and performance management programs on HRIS
• Provides advice to management on pay decisions, policy and guideline interpretation, and job evaluation, including the design of creative solutions to specific compensation-related programs
• Manages the administration of compensation (executive, sales, exempt and nonexempt compensation programs) for staff, including the processing, recording and reporting of compensation-related actions including the annual performance management program
• Develops techniques for compiling, preparing and presenting data
• Participates in, conducts and/or acquires exempt and nonexempt salary surveys to ensure corporate compensation objectives are achieved
• Manage the day-to-day activities to support the HRIS and other interrelated functions. Serve as an interface between internal/external customers and the functional team members to ensure effective definition of and delivery of HRIS applications
• Promote proactive approaches using the HRIS to solve business needs/problems while also enhancing the understanding and acceptance of the HRIS capabilities. Based on business need, negotiate priorities and support requirements with the IT department, functional HR staff and others as appropriate
• Plan, budget and forecast HRIS needs and applications. Maintain awareness of vendor plans and the potential impact of those plans on current and future HRIS functionality
• Build and maintain a strong functional team through effective recruiting, training, coaching, team building and succession planning. Prepare and participate in the preparation of staff development plans for each associate who is a member of the benefits, compensation and HRIS team. Assess the skills and skill levels necessary to achieve HRIS work objectives
  

• A bachelor's degree and five (5) to seven (7) years of experience in benefits administration, compensation and HRIS administration
• 10 years minimum in a leadership role
  

• Action orientated
• Adaptability/flexibility
• Attention to detail
• Business acumen
• Coaching/development of direct reports
• Communication
• Data driven
• Drive for results
• Prioritization/organization
• Teamwork/ building effective teams
• Technical capacity
  

Other details

• Job Family

  Manager/Supervisor

• Pay Type

  Salary

Performs advanced level professional work developing, maintaining and administering a system-wide
compensation, classification and pay for performance program, including reviewing, analyzing and
grading jobs, assisting departments with workforce analysis and planning and acting as a trusted advisor
to employees and management on total rewards related matters. Develops and implements approved
policies, procedures, practices, forms and other operational methods. Leads and/or works on special
projects as assigned. Performs other duties as needed.

KEY RESPONSIBILITIES:
1. Maintains and administers the job classification system used to classify positions within the
System.
2. Maintains and administers the compensation system used within the System.
3. Conducts studies of positions to determine the appropriate classification to be assigned to
employees, makes recommendations concerning any required changes.
4. Participates in and conducts wage and salary surveys in appropriate market segments.
5. Interprets compensation procedures and practices for staff, management and executives.
6. Administers the pay for performance system covering all levels within the organization.
7. Leads and/or works on special projects.
8. Ensures a consistent application of data base rules and logic across HR systems.
9. Creates custom and ad hoc reports to meet the information needs of HR and all operating units
KNOWLEDGE, SKILLS, ABILITIES
Skill and ability to communicate effectively both verbally and in-writing.
Skill and ability to handle multiple priorities and deadlines.
Ability to work as a member of a team.

Skill and ability in Microsoft Office applications.

MINIMUM EDUCATION REQUIRED:
Bachelor’s degree from a recognized college or university with course emphasis in Business
Administration, Human Resources or a closely related field required.

MINIMUM EXPERIENCE REQUIRED:
Three (3) years of professional work experience in compensation/ total rewards is required with
considerable and demonstrated knowledge of compensation theory, design and methods.

MINIMUM LICENSURE/CERTIFICATION REQUIRED BY LAW:
None.

ADDITIONAL QUALIFICATIONS:
Previous experience with annual compensation planning and analysis, including administering pay for
performance models and matrixes required. Advanced reporting and analytical skills, including the ability
to use databases to analyze and manipulate data and utilize, understand and communicate complex
statistics. Excellent customer service and written and oral communication skills, including the ability to
partner with operating unit heads to creatively solve problems. Must have the ability to use technical
expertise and problem solving to guide organizational decisions and people with the purpose of reaching
optimal outcomes.

JOB SUMMARY

The Senior Compensation Analyst assists with collecting data, evaluating/analyzing, costing, designing, implementing, and administering all compensation programs. Develops documentation for compensation processes and procedures. Creates and updates job descriptions and evaluates jobs. Performs market research, analyzes data, and makes recommendations as to job pricing. Administers most phases of the performance appraisal process including both annual and quarterly appraisals. Prepares reports to assist with planning and hiring decisions. This position is also responsible for maintaining compensation systems, procedures, and controls that are consistent with the Firm's policies and practices. Identifies opportunities for and implements process improvement.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Perform deep analysis on effectiveness and competitiveness of existing compensation programs and model potential impact of alternatives.
• Develop a strong understanding of the various data sources to help in the creation of tools, dashboards, and other analytics leveraged by the compensation department and others to help drive greater business impact in the areas of turnover, attraction, cost management, and retention.
• Partner with HR Business Partner and regional team members to provide guidance to the business, and develop creative solutions on a variety of compensation issues including the setting of appropriate pay levels, base pay, and to support complex data analytics capability.
• Develop proposals and presentations about compensation programs to influence and educate HR and Recruiting, as well as high level decision-makers.
• Responsible for requirements gathering, documentation, analysis, data validation, and testing of dashboards and reports created.
• Develop, automate, maintain, and deliver weekly, monthly, quarterly, and yearly HR metrics to monitor key measurements as it relates to compensation specific data for the various client groups.
• Enhance and refine reporting through the design of dashboards and other data visualization techniques that enhance our partners understanding and access to key metrics.
• Partner with the HRIS and Data Management teams to create and execute regular data audits.
• Identify and implement controls and validation measures to ensure data integrity on any project completed.
• Partner with other lateral role(s), monitor, and respond to inquiries sent to the team mailboxes, such as miscellaneous questions, requests for compensation support for a specific offer, or retention scenario.
• Support day-to-day reporting needs including training, demonstrations, troubleshooting, ad hoc reporting, etc.

QUALIFICATIONS

• Strong analytical skills with the ability to find trends in large sets of compensation data.
• Strong project management skills and ability to complete projects under tight timelines.
• Demonstrated knowledge of compensation methodologies, commonly-used concepts, practices, and procedures.
• Ability to create and maintain complex spreadsheets.
• Experience and judgment to plan and accomplish goals and perform a variety of complicated tasks.
• Effective communication skills both written and verbal.
• Significant amount of organization and the ability to multi-task.

EDUCATION AND EXPERIENCE

• Minimum Required: Bachelor's degree.
• Minimum Required: 5+ years' of experience in the field of compensation, especially in administering various compensation programs (job evaluation and analysis, compensation legal compliance, salary survey participation, and other similar experience).

ABOUT STIFEL

Established in 1890, Stifel is one of the nation’s leading full-service wealth management and investment banking firms. Stifel serves clients from more than 400 offices across the United States and ranks as the nation’s seventh largest full-service investment firm in terms of number of financial advisors. We are also a leading provider of investment banking services to the middle market, a top-ten municipal bond underwriter, and home to one of the industry’s largest research franchises. In addition our Stifel Bank subsidiary provides a comprehensive range of banking services.

At Stifel we offer an entrepreneurial environment, comprehensive benefits package to include health, dental and vision care, 401k, wellness initiatives, life insurance, and paid time off.

The health and safety of our employees and candidates is very important to us. We continue to monitor the current public health situation and have adjusted our hiring procedures to include virtual recruiting tools that allow us to continue meeting new candidates. We look forward to “virtually” meeting you.

DePuy Synthes Companies of Johnson & Johnson is searching for a Compensation and Execution Analyst, Business Unit to be based in Raynham, MA, West Chester, PA, or Warsaw, IN.

DePuy Synthes Companies of Johnson & Johnson is the largest, most innovative, and comprehensive orthopaedic and neurological business in the world. DePuy Synthes Companies offer an unparalleled breadth and depth of products, services and programs in the areas of joint reconstruction, trauma, spine, sports medicine, neurological, craniomaxillofacial, power tools, and biomaterials. With a focus on activating insights to develop innovative, comprehensive solutions, we are inspired to advance patient care in greater ways than either company could accomplish on its own.

We are seeking creative and ambitious analysts who desire opportunities to apply their skills and knowledge to critical business questions in support of our field sales organization and our commercial selling model.

• Supports business initiatives, projects, and operations by developing insights through analytics allowing leadership to advise decisions linking pay to performance.
• Creation and optimization of data sets, dashboards, and other data visualization tools to provide real-time performance information to sales leadership to support critical decisions.
• Supports key cycle planning processes across wide range of partners and leadership, to include business planning/goal setting, plan design and modeling.
• Partners closely with compensation system and administration analyst teams to ensure accurate system programming and delivery of compensation for assigned business units.
• Leads and supports research and analysis for key business questions and projects (benchmarking, program effectiveness, etc.) in support of the DPS field sales incentive program.
• And other tasks and duties, as assigned.

• A minimum of a bachelor’s degree is required.
• A minimum of 3 years of relevant work experience is required
• Experience working with large data sets to develop analytics and insights to drive decision making is preferred.
• Experience in analytics, financial or statistical modeling is preferred.
• Proficient in Microsoft Office Suite, specifically Excel, PowerPoint, and Access preferred.
• This position will be based in Raynham, MA or West Chester, PA, Warsaw, IN and may require up to 10% domestic travel.

Johnson & Johnson Family of Companies are equal opportunity employers, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, genetic information, national origin, protected veteran status, disability status, or any other characteristic protected by law.

Compensation and Performance Analyst

The Compensation and Performance 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 and Performance 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.

The Compensation Analyst will work as part of the Compensation and HR Services team provide analytical and processing support for Human Resource compensation actions, including position classification, pay/market analysis, survey responses, organizational review, and HR Information System data auditing. The Compensation Analyst will also work directly with colleagues of all levels to provide information, guidance and support on Compensation processes, workflows, and data to help departments accomplish position creations, reclassifications, promotions, reorganizations, and market/equity studies.

This position reports to the Director of Compensation & HR Services, and is part of the Total Rewards and Service Delivery team.

Please note that this is one year, limited-term position.

• Compensation Administration: Using compensation policies and procedures, provides guidance to representatives across the university on appropriate job leveling, FLSA classifications, AAP codes, and pay bands for new position creation and existing position modification for staff positions. Works with existing workflows to review position descriptions for appropriate language, titling, and minimum qualifications in preparation for job postings and reclassifications. Provides assistance to HR representatives across all schools in the creation/drafting of job descriptions based off of unit requirements as needed.
• Analytical Support: Works in partnership with the Compensation team on position reviews, including individual position assessments and/or full department/unit reviews. Will assess job classification, equity analysis, market analysis, and organizational analysis. Work with part-time Compensation Assistant to respond to professional salary surveys as requested.
• Project Support: Participates on cross functional Human Resources working groups on various projects, such as Compensation Management training, audits, reporting, process improvement and analytics.
• Other duties as appropriately assigned.

• Full-time
• 35 hours per week

• Commensurate with experience

• Bachelor's degree or equivalent
• 3-5 years of relevant experience

• Experience in higher education strongly preferred.
• Experience working with colleagues at all levels with a customer focused minadset.
• Experience with high volume compensation action/position management reviews.
• Hiring offers for this position are contingent on successful completion of a background check.

• Click here to learn about American University's unique benefit options

Current American University Employees:

If you are a current full-time or part-time staff member at American University, please log into AsuccessfulU through the myAU portal. Once in AsuccessfulU, please select the Careers tile which will take you to our internal career page.

Contact Us:

For more information or assistance with the American University careers site, email theworkline@american.edu.

American University is an equal opportunity, affirmative action institution that operates in compliance with applicable laws and regulations. The university does not discriminate on the basis of race, color, national origin, religion, sex (including pregnancy), age, sexual orientation, disability, marital status, personal appearance, gender identity and expression, family responsibilities, political affiliation, source of income, veteran status, an individual’s genetic information or any other bases under federal or local laws (collectively "Protected Bases") in its programs and activities.

Join the #1 hospital in Wisconsin!

We are seeking a Compensation Analyst to:

• Ensure position descriptions are appropriately reviewed and up to date.
• Perform job evaluations and market analysis based on assigned client group; analyze data received from external market surveys to evaluate UW Health’s pay position and make recommendations.
• Assist with performing audits of employee, position and job information and make corrections as appropriate.
• Ensure compensation programs and policies are in accordance with state and federal law.
  

Education :

Minimum – Bachelor’s Degree in Human Resources Management or related field. Equivalent experience will be considered in lieu of.

Work Experience :

Minimum – Three years’ experience with analytical processes within Human Resources with knowledge of Compensation programs

Preferred – Five years of experience in compensation and benefit administration that includes experience in administering and participating in implementing compensation and benefit programs, developing plan materials, and identifying/implementing opportunities to improve compensation and benefit plans and related costs

Licenses and Certifications :

Preferred – Certified Compensation Professional (CCP), Certified Employee Benefits (CEBS), Professional Human Resource Certificate (PHR), or Senior Professional Human Resource Certificate (SPHR)

Required Skills, Knowledge, and Abilities :

• Must be detail oriented with strong organizational skills
• Must possess knowledge of and ability to use computer software including Microsoft Office suite and HRIS systems
• Exceptional spreadsheet skills
• Demonstrated ability to turn large volume of data into meaningful information
  

Physical Requirements :

Sedentary: Ability to lift up to 10 pounds maximum and occasionally lifting and/or carrying such articles as dockets, ledgers and small tools. Although a sedentary job is defined as one, which involves sitting, a certain amount of walking and standing is often necessary in carrying out job duties. Jobs are sedentary if walking and standing are required only occasionally and other sedentary criteria are met.

Our Commitment to Diversity, Equity, and Inclusion

UW Health is committed to being a diverse, equitable, inclusive and anti-racist workplace and is an Equal Employment Opportunity, Affirmative Action employer. Our integrity shines through in patient care interactions and our daily work practices as we work to embrace the knowledge, unique perspectives and qualities each employee and faculty member brings to work each day. Applications from Black, Indigenous and People of Color (BIPOC) individuals, LGBTQ+ and non-binary identities, women, persons with disabilities, military service members and veterans are strongly encouraged. EOE, including disability/veterans.

W ork Schedule :

100% FTE, 40 hours per week. Scheduled shifts are typically 8:00 AM – 5:00 PM, Monday through Friday. This is a remote position for those living in Wisconsin.

UW Health Administrative Facilities - UW Health has administrative locations throughout Madison and beyond where thousands of employees provide vital support to our clinical areas. These locations are home to departments such as Access Services, Compliance, Human Resources, Information Services, Patient Medical Records, Payroll and many others.

Working under minimal direction, the Compensation Specialist applies knowledge and expertise in compensation practices supporting Talent Management, HR Business Partners and leaders in making compensation decisions.

40% - Conduct analysis and make pay recommendations for external and internal job offers. Review requests for promotions and provide guidance on job leveling and salary increase decisions. Participate in salary surveys and utilize market data to enhance the organization’s ability to maintain a competitive edge by attracting and retaining a highly qualified workforce.

30% - Lead the administration of one or more compensation programs such as the annual merit increase cycle, short-term & long-term incentive plans and recognition programs. Develop and deliver training to communicate compensation programs to management and the HR Business Partner team.

20% - Collaborate with functional management to develop job descriptions that represent current and accurate job responsibilities for various job classifications. Prepare documentation in support of government, internal and external audits.

10% - Responsible for budget tracking of various compensation programs leveraging different reporting tools to create budget summaries and dashboards.

Requires a Bachelor’s degree in an appropriate discipline and six (6) years of directly related experience, or an equivalent combination of education and experience.

Additional Requirements and Preferred Qualifications:

• Strong knowledge of compensation theories and practices and a demonstrated ability in providing guidance and counselto leaders and employees required.
• The ability to effectively communicate across all levels of the organization is expected.
• The ability to work in a team environment.
• Attention to detail and accuracy is critical, as well as the ability to handle multiple tasks, shifting priorities and ambiguitywhile remaining flexible.
• Working knowledge and experience in the administration of short-term incentive plans and long-term equity incentive plans.
• Proficiency in HR systems (including report writing) and MS Office, with advanced skills in Excel is required.
• Certification in Compensation is preferred.
• Experience in a fast-paced engineering environment and manufacturing industry is strongly preferred.
• Proficiency in market analysis tools such as Market Pay is highly desirable.
• Ability to travel as needed (5-15%).

Want to infuse a $25B sector of the insurance and real estate industry with predictive analytics and a tech-forward customer experience? Yearning for a startup culture within a profitable nationwide company? Join Doma and send an entirely new type of real estate model into the wild.

Doma and its family of brands - States Title, North American Title Company (NATC) and North American Title Insurance Company (NATIC) - offer solutions for lenders, real estate professionals, title agents, and homeowners that make closings vastly more simple and efficient, reducing cost and increasing customer satisfaction.

• Customer Obsessed – We always put our customers first.
• Solution Driven – We solve problems that other people are afraid to.
• People leaders – We grow all of our people into leaders.
• One Team – We believe inclusion and teamwork produce the best results.
• Direct with Respect – We communicate with honesty and respect to our colleagues, customers, and partners.

Doma is now seeking a Manager, Executive Compensation!

The Manager, Executive Compensation is an analytical, numbers-based individual who is detail oriented and can run models easily. This role sits on our Corporate Total Rewards team, reports to our Head of Total Rewards and is responsible for managing the planning, implementation and administration of executive compensation, as well as the administration of equity and executive benefits programs across the Company.

In this role, you will use your expertise to lead executive compensation for the team and manage a variety of projects, which may include benchmarking for executive compensation levels, consulting on executive level offers, administering short and long-term incentive plans, maintaining grant detail on our equity administration platform, tracking/auditing, and other projects.

Essential Duties

• Plans, executes, and leads executive compensation projects requiring analysis of factors that impact multiple organizational units.
• Recommends and participates in assigned salary surveys in order to understand competitive compensation levels for executives.
• Assists in development and preparation of Compensation Committee meeting materials.
• Drafts executive compensation tables and related proxy materials.
• Manages annual executive compensation planning, executive communications, and equity administration.
• Acts as liaison with internal business partners (Compensation, Legal, Corporate Tax, Accounting, HR, Compensation) and outside partners.
• Assures through audits, analysis, and reports, that executive compensation programs are consistently administered in compliance with company policies and government regulations.
• Provides informal assistance such as technical guidance and/or training to colleagues. May lead project teams and/or plan and supervise assignments of lower-level employees.
• Performs other duties as assigned.

Education

• Bachelor's degree in Business, Finance, Economics, Accounting, Human Resources, or related discipline from 4-year college or university

Experience

• Minimum of 5+ years of experience in compensation strategies and programs (primarily focused on executive compensation and/or equity-based awards programs)
• At least 3 years' relevant work experience doing quantitative work (data analysis, financial modeling)
• Prior knowledge of executive compensation principles and concepts, compensation analysis including market pricing strategies, and compensation planning/structure design.
• Strong understanding of Short- & Long-Term Incentive Plan concepts and designs.

Preferred

• Prior experience with equity plan/stock plan administration.
• Experience in Risk, Compliance, or other regulatory related projects/environments.
• Compensation consulting experience.
• Certified Compensation Professional (CCP), Certified Executive Compensation Professional (CECP), or Certified Equity Professional (CEP).

Core Competencies of Role

• COMMUNICATION SKILLS: Ability to communicate on a variety of levels (technically and non-technically) with people at all levels in the organization. Strong organizational and analytical skills. Ability to provide efficient, timely, reliable, and courteous service to customers. Ability to create and deliver dynamic presentations and effectively tell a story in building presentation materials.
• REASONING ABILITY: Ability to comprehend, analyze and interpret documents, solve problems involving several options in situations. Requires advanced level analytical and quantitative skills.
• OTHER SKILLS and/or ABILITIES:
  • Excellent modeling, analytical and technical skills including expertise in Excel, Word, and PowerPoint..
  • Strong analytical skills with high attention to detail and accuracy.
  • Strong planning, problem-solving and project management skills.
  • Ability to meet deadlines while dealing with multiple priorities and deliver high quality results with accuracy, speed, and agility.
  • A pro-active, forward thinking approach to work; the ability to see the big picture, while managing details.
  • Ability to work effectively in a team environment and across all organizational levels, where flexibility, collaboration, and adaptability are important.

We want the work you do here to be the best work of your life.

We believe the most valuable investment we can make - and the greatest boost we can give to your career - is to build an outstanding team of colleagues who are passionate about our mission.

We currently offer the following benefits and will continually evolve them with the goal of efficiently attracting, retaining, and leveraging the very highest quality talent.

• Our passionate, capable team will always be our #1 benefit
• We are proud of the team we have built so far, and we are excited about the team we have yet to add
• Learn something new every day
• Get more done than you would anywhere else
• Competitive salaries
• Top-of-the-line computer equipment
• Multiple Medical, Dental, and Vision Benefits options to allow you to customize to your and your Family's needs
• Paid Time Off
• Health & Dependent Care Flexible Spending Accounts (FSA)
• Short Term & Long Term Disability
• Supplemental Life and AD&D Insurance
• Auto & Home Insurance Group Life Insurance
• Pet Insurance

We believe in Equal Opportunity

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

Sonder is revolutionizing hospitality through innovative, tech-powered service and inspiring, thoughtfully designed accommodations combined into one seamlessly managed experience. Officially launched in 2014 and headquartered in San Francisco, Sonder is making a world of better stays open to all with a variety of accommodation options — from rooms to suites and apartments — found in more than 30 cities spanning eight countries and three continents. Sonder's innovative app empowers guests by making self-service features and 24/7 on-the-ground support just a tap away. From simple self check-in to boutique bathroom amenities, we bring the best of a hotel without any of the formality.

The Compensation Analyst is a new role and you'll function as a key member in developing global compensation structures, provide guidance on compensation best practices and build consistent auditing and business processes. As an HR team member, you'll partner to drive broader HR programs and strategies. This role reports to the Global Compensation Manager.

AT SONDER YOU WILL:

• Assist in the development, implementation and administration of compensation policies and programs
• Review and process compensation change requests, ensuring compliance with established guidelines, policies and practices
• Formulate recommendations regarding development of company salary structures, FLSA exemptions, job revisions, job descriptions and organizational structures
• Participating in various salary surveys and analyze competitive information to determine appropriate benchmarks and company's market position
• Performing data audits and troubleshooting within Google sheets, Excel and HRIS
• Stay apprised of federal, state, and local compensation laws and regulations to ensure Company compliance

WHAT WE LOOK FOR:

• BA in Human Resources, Finance, or related field and 2+ years of experience
• Broad, practical knowledge of Compensation and HRIS techniques and methods
• Ability to analyze and interpret data and statistics associated with compensation tasks
• Proficient in Google sheets Microsoft Excel, Word and PowerPoint
• Significant attention to detail in the maintenance of spreadsheets, databases and communications
• Strong business acumen and ability to respond to request for information in a courteous manner
• Strong oral and written skills to prepare comprehensive and clear written documents, presentations and policies
• Excellent organization and time management skills to manage competing priorities
• Workday experience strongly preferred
• Technology sector experience strongly preferred
• Sales compensation experience strongly preferred

We also have great benefits to make your life easier so you can focus on what you're best at:

• Competitive salary
• Generous stock option plan
• Medical, dental and vision insurance
• Unlimited vacation
• Annual free credits and discounts to stay in Sonders
• A company with a huge vision, a dynamic work environment, and a team of smart, ambitious and fun to work-with colleagues!

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 or other protected classes.

The IACS Analyst II will support the IACS team in a timely and efficient manner. The candidate will accurately gather, analyze, process, and communicate international assignment related compensation data according to Cartus and client policy. The Analyst II will be accountable for accuracy of their own workload as well as audit the work of an Analyst I and Associate to ensure customer and client needs are met in a timely, accurate, and efficient manner.

Essential Duties Include Some the Following:

• Research and compile data used to produce deliverables such as cost projections, assignment letters , and initial and active balance sheets

• Prepare and audit complex cost projections, letters of assignment, compensation balance sheets, and conduct self-reviews of all deliverables using checklists

• Prepare and track Certificates of Coverage

• Perform a self-audit targeting 100% accuracy

• Perform an audit of deliverables, payroll and year-end reports prepared by a peer or associate

• Liaise with Cartus International Assignment Consultants to initiate, update and cease assignment allowances for international assignees

• Prepare and audit payroll changes using Cartus software and forward to client’s payroll or Relocation Accounting Services team for processing

• Monitor and calculate adjustments to assignment allowances and deductions and communicate information to all appropriate contacts

• Reconcile allowances paid through payroll with monthly audits against payroll instructions provided by Cartus and resolve discrepancies through communication with global client payrolls

• Gather, track and upload worldwide compensation data from multiple sources including home and host country payroll and finance teams. Audit data collected for accuracy, compliance and policy consistency

• Build and maintain reports, monitor the integrity and validity of the data reported by using logic checklists

• Work with large amounts of data and build tools to streamline the collection and audit process

• Prepare and maintain the Compensation Accumulation Tool (CAT) and tracking tool

• Audit assignee information in various databases, client specific trackers, and reports

• Provide support on shadow payroll reporting by generating compensation reports, timely distribution to client or clients’ appointed tax service providers, and responding to questions raised by client or the tax service providers

• Guide and train less experienced or new team members on Cartus protocol and client-specific policies/processes

• Interpret client policies and apply benefits based on the policies

• Maintain and enhance relations with Cartus' internal departments and external suppliers/partners in regards to exceeding client expectations

• Proficient in Microsoft Word and Excel including formulas and formatting functions such as V-lookup, pivot tables, etc.

• Provide support on projects and other duties as directed

• Assist with preparation of billing when necessary and understand the impact of the financial impact of client’s service level agreements

• Serve as team mentor on client processes and procedures in addition to handling all standard analyst I duties

• Assist in monitoring and mentoring Analyst I and Associate to standard International Assignment Compensation Services processes and procedures

To qualify for the role you must have:

• Bachelor’s or Associates Degree in related field preferred (Accounting, Economics, Math, International Business, Human Resources Management) or similar work experience

• 2 to 4 years of working experience preferable in the field of global mobility, accounting, payroll, compensation, international human resources, or tax experience in a multinational corporation

• Advanced knowledge in Microsoft Office Programs, especially Excel

• Systems proficiency and demonstrated ability to learn new technical systems

• Possess strong organization, planning and analytical skills

• Strong aptitude for numbers

• Strong written and verbal communication skills

• Proactive and possess strong problem solving skills

• Ability to document processes

• Natural curiosity about how processes work and why

• Demonstrated competency of Analyst I job responsibilities and knowledge

Ideally, you’ll also have:

• Knowledge of Cartus products and services highly desirable

• Understanding of world affairs, geography and economic issues

• Language skills or international living/working experience Knowledge of foreign assignment matters (payroll, accounts payable, relocation, tax, and compensation and benefits)

• Preferred SQL coding and VBA knowledge with ability to write macros

Core Competencies:

• Strong analytical skills

• Detail and deadline oriented

• Results focused

• Client and customer service oriented

• Strong organization, planning, and prioritization skills

• Excellent communication skills

• Team player

• Flexible and ability to multi-task and perform under pressure

• Initiative

• Mentoring and training skills

• Self-motivated and able to work independently

• Technology skills

Why Choose Cartus?

• Comprehensive Health Benefits

• Top 50 Most Engaged Workplaces 2 years in a row

• Rated Number One Large Relocation Company by Trippel Survey & Research

• Gold Stevie Award for Customer Service

• Recognized Among Achievers 50 Most Engaged Workplaces in North America

• 2017 Winner of the Top 125 Training

• 2017 Winner of the World’s Most Ethical Companies

• On Site Health Facility *

• On Site Wellness Center *

• To learn more about Employee Stories go here: https://www.cartus.com/en/global/about-cartus/employee-stories/

• 
  Available in Danbury, CT office

Employment Type

Company

About Us

Realogy Holdings Corp. (NYSE: RLGY) is the leading and most integrated provider of U.S. residential real estate services, encompassing franchise, brokerage, and title and settlement businesses as well as a mortgage joint venture. Realogy’s diverse brand portfolio includes some of the most recognized names in real estate: Better Homes and Gardens® Real Estate, Century 21®, Coldwell Banker®, Coldwell Banker Commercial®, Corcoran®, ERA®, Sotheby's International Realty®. Using innovative technology, data and marketing products, best-in-class learning and support services, and high-quality lead generation programs, Realogy fuels the productivity of independent sales agents, helping them build stronger businesses and best serve today’s consumers. Realogy's affiliated brokerages operate around the world with approximately 190,000 independent sales agents in the United States and more than 112,000 independent sales agents in 113 other countries and territories.

At Realogy, diversity fuels success – for our company and for our employees. We strive to be the preferred company for diverse talent, committed to creating an inclusive environment that encourages everyone to succeed. We pursue talent – strategic thinkers who are eager to innovate, focused on execution and accountable for results. We value diversity – respecting backgrounds, cultures, perspectives.

You’ll find our commitment to diversity reflected in our achievements:

• Forbes 2020 Best Employers for Diversity.
• Recognized on the 2020 Human Rights Campaign Corporate Equality Index .
• Recognized for gender diversity on our board of directors by Executive Women of New Jersey and Women’s Forum of New York.
• First residential real estate company to endorse the Equality Act and fully support H.R. 1447 amending the Fair Housing Act to include LGBTQ+ as protected classes.

With diversity, we succeed together. We hope you’ll join us.

Cartus is the trusted industry leader, guiding clients through thousands of corporate relocation programs, large and small, unique and complex. Ideally equipped to lead, Cartus is ready to help your business – whenever, wherever your relocation program is headed. For more than 60 years, Cartus has helped relocating employees and their families find their way to new homes, new communities, and new experiences. We do it through an unwavering focus on listening and delivering services, solutions, and expertise that respond to their needs and the needs of their companies around the world. Whatever the move or location, we couple personal attention with the expertise gained through more than 4 million moves and a diverse client base.

EEO Statement

• Provide analytical expertise to support the ongoing management of the segment's compensation philosophies
• Responsible for ongoing survey participation and search for new opportunities
• Provide analytical support to ensure successful execution of the year-end merit increase and bonus payment cycle
• Provide analytical support for the annual budget process
• Maintain data in compensation systems to ensure data integrity
• Lead small to mid-size compensation projects
• Design and prepare ad hoc compensation reports for management
• Contribute ideas to improving compensation programs and processes
• Support compensation regulatory compliance processes

• 3-5 years of related experience in Compensation Administration
• Bachelor's Degree required
  
  

• Comfortable working with ambiguity
• Strong analytical and problem-solving skills
• Excellent written and verbal communication skills
• Positive attitude and strong work ethic
• Ability to handle multiple tasks in a fast-paced environment
• Recognizing and maintaining confidentiality of work materials
• Willingness to learn HR systems/procedures/functions
• Willingness to take initiative and ownership of projects
• Strong organizational skills and attention to details
• Self-motivated and proactive
• Exhibits strong customer service competency

• Advanced Excel skills (e.g. - nested IF statements, v-lookups and pivot tables) required
• Strong PowerPoint skills preferred
• Working knowledge of HRIS systems, specifically PeopleSoft and Success Factors a plus
• Have or pursuing Certified Compensation Professional (CCP) designation a plus

• Competitive salary and bonus plans
• Generous paid holidays, time off and parental leave
• Full package of benefits plans
• Company matched 401K
• Annual paid volunteer hours
• Corporate matching for charitable donations
• Potential for flexible working arrangements
• Free snacks and drinks
• Upscale offices close to public transportation
• Pet insurance
  

• Support the annual merit, bonus and equity cycles each spring by ensuring data accuracy in our system of record and partnering with HRBPs and business leaders to provide analytics and review materials
• Support non-annual equity cycles with process improvements and communication to the business
• Submit salary survey information in partnership with Fortive
• Provide support to the business to resolve both straightforward and complex questions about employee compensation and job mapping under the Fortive Career Framework
• Build tools and processes to support ongoing compensation analysis and review throughout the year
• Assist in building salary structures for multiple countries
• Assist in building annual merit budgets based on the results of salary budgeting surveys
• Recognize and suggest short-term and long-term goals, milestones, and benchmarks for key performance metrics within the compensation function
• Perform regular audits of the compensation data quality in the system and coordinate with the business and HRBPs to ensure any errors are corrected
• Partner with Fortive (Fluke’s parent company) to build and improve upon current compensation capabilities
• Bachelor’s degree required
• Strong attention to detail
• Ability to deal effectively with ambiguity and identify systemic approaches to problem solving
• Curiosity and learning agility
• Strong collaboration and team-work skills

CommonSpirit Health was formed by the alignment of Catholic Health Initiatives (CHI) and Dignity Health. With more than 700 care sites across the U. S. & from clinics and hospitals to home-based care and virtual care services CommonSpirit is accessible to nearly one out of every four U. S. residents. Our world needs compassion like never before. Our communities need caring and our families need protection. With our combined resources CommonSpirit is committed to building healthy communities advocating for those who are poor and vulnerable and innovating how and where healing can happen both inside our hospitals and out in the community.

The Senior Compensation Analyst supports CommonSpirit Health compensation programs from plan design through implementation and ongoing administration. The Sr. Analyst applies solid knowledge of compensation (base and variable pay) and data to provide analytical insight to inform compensation-related decisions and programs. They provide analytical support, ongoing research, modeling and compensation analysis for base pay and incentive programs. The Sr. Analyst evaluates jobs, completes market pricing, determines pay grades, completes compensation surveys, and performs associated analysis by applying standard job evaluation methodologies. They ensure compensation related programs and practices are competitive and equitable and in compliance with all regulatory requirements. The Sr. Analyst is a trusted advisor who consults with leaders on compensation issues and mentors and guides compensation analysts and specialists. The Sr. Analyst may be assigned as the point of contact for smaller markets or service lines.

Job Responsibilities:

• Supports the planning, development and implementation of new and revised CSH compensation programs to meet the organization's goals and competitive practices. Provides analytic support for CSH compensation program management and implementation, including but not limited to: base pay administration, annual salary increase processes, variable pay program administration, special pay practices and ad-hoc compensation projects. Facilitates the delivery, education and communication of compensation programs.
• Participates and/or completes salary surveys, analyzes salary survey results, and assists with the design or revision of salary structures. Reviews and consults with human resources or managers on new or revised jobs, conducts job evaluations, determines FLSA status, and provides salary recommendations to ensure internal equity and market alignment.
• Prepares regular and ad-hoc reports regarding market compensation data, special pay practices and internal company compensation information. Participates in special projects as assigned, including executive compensation analysis, labor negotiations support and merger and acquisition activities.
• Partners with HR COE's, HR Technology and other CSH colleagues to ensure continuous improvement of processes and technology in support of compensation programs. Identifies issues and concerns and offers options of potential solutions for problem solving. Ensures accuracy of compensation-related data that is maintained within company information systems and databases.

Benefits Include:
Benefits include Medical, Dental, Vision, Paid Time Off, Holidays, Retirement Program, Disability Plans, Tuition Reimbursement, Adoption Assistance, Employee Assistance Program (EAP), Discount Programs, Life Insurance Plans, Worker Compensation, Dress for Your Day Policy, Voluntary Benefits.

Compensation Range:
$31.92 to $41.50 hourly rates, annualized.

Required Qualifications:

• Bachelor's degree or five (5) years of related job or industry experience in lieu of degree.
• Four (4) years progressive compensation or analytics experience.
• Demonstrated technical proficiency in Excel or other spreadsheet and HR Technology applications using quantitative analysis, charting, pivot tables and formulas.
• Strong analytical and problem-solving skills.
• Proficiency in presentation and education skills to include delivery and communications as well as technical software.

• Develop compensation programs in order to attract, retain and motivate employees.
• Gather & analyze compensation data from both internal & external sources to drive compensation initiatives and decisions.
• Responsible for the oversight/management of all compensation programs including base pay, bonus/incentives, and executive compensation
• Direct the development & application of creating accurate job descriptions, job analysis/evaluation, and external pricing of jobs
• Develop and participate in compensation surveys in order to gain understanding of market trends and changing conditions; sssess findings and impact on the company
• Prepare statistical data and reports concerning compensation activities, programs or results. Assess report findings and make recommendations to management as needed.
• Responsible for developing pay guidelines & policies. Determine compliance with legal requirements and recommend actions for new and evolving legislation.
• Interpret and make judgments pertaining to related policies/procedures
• Manage Kemin relationships with salary survey vendors
• Work with Global HR team in the purchase of and consistent use of competitive salary surveys, partnering with Busines Partners to ensure coordination of consistent Kemin job mapping to external sources
• Oversight of repricing/updating of market pricing
• Manage the ongoing administrative processes related to the creation of new job codes, geographic differentials, annual aging of salary ranges, recommending merit increase budget, etc.
• Provide leadership of the US Comp & Benefits Committee in conjunction with the Benefits Manager
• Champion the audit of compensation programs, coordinating with outside agencies as required
• Back-up to Kemin Payroll
• Attend compensation specific and industry relevant meetings, staying abreast of compensation trends
• Address all employee compensation questions.
• Partner with Kemin Mergers & Acquisition team on all compensation related issues

• Bachelor's Degree or equivalent. CCP or related certification preferred
• 5+ years' experience in the design, development, implementation, and administration of compensation programs
• Experience in Payroll is a plus
• Demonstrated experience with plan design, legal interpretation, cost/benefit analysis, vendor analysis, communication development and systems and related platforms
• Excellent communication and negotiation skills
• Intermediate skills in Office365

Position Summary:

This position is a hands-on role focusing on analysis, evaluation, development, implementation and administration of employee compensation programs designed to attract, motivate, and retain employees.

Responsibilities:

• Partner with HRBP/HRGs and managers on various employee/job studies to determine compensation best practices. Research and respond to inquiries. Provide consultation and guidance on compensation matters
• Act as trusted advisor to business groups, providing recommendations on compensation matters that support of business goals and ensure market competitiveness regarding application of compensation policies, practices, and guidelines
• Perform various research and analyses to determine market competitiveness of compensation programs and/or to ensure compliance with current legal regulations
• Develop insights to analyze effectiveness of compensation programs
• Conduct job evaluations, job leveling, and provide salary recommendations ensuring internal equity and market alignment of total compensation
• Participate in the planning, development, implementation and administration of a wide variety of employee compensation programs including base pay, merit, incentive, and equity.
• Develop and prepare various standard and custom reports in support of compensation team and programs
• Develop and deliver communications and training related to compensation programs, polices, and process
• Work closely with all areas of HR in the development, implementation, revision, and maintenance of programs to support the efficient administration of compensation programs and analyses

Listed responsibilities are an essential, but not exhaustive list, of the usual duties associated with the position. Changes to individual responsibilities may occur due to business needs.

Requirements:

• Typically has 5-8 years of compensation experience including base, variable, and equity.
• Experience in Manufacturing Compensation preferred.
• Experience in a complex, multi-tiered, matrix company characterized by fast growth and change.
• Knowledge of US regulations and compensation market practices; sensitive to and good understanding of different cultures.
• Excellent verbal and written communication skills and ability to effectively present information and recommendations.
• Self-directed, energetic team player with proven ability to produce positive results under tight deadlines and limited resources.
• Able to work successfully in a fast-paced environment.
• Experience with Workday highly desirable.
• Experience in Life Sciences, Biotech or Technology industries a plus
• This role can be based anywhere in the US, preferably West coast

All listed requirements are deemed as essential functions to this position; however, business conditions may require reasonable accommodations for additional task and responsibilities.

• Medical, Dental, Pre-tax flex plan, Basic life insurance, Supplemental life, Short- and long-term disability, Accidental death insurance plans.

• Employer-matching 401(k) plan that offers financial planning and independent brokerage services.
• Wellness Program, 24-hour Employee Assistance, Service awards and Paid time-off.

The Compensation Planning and Analysis team leads initiatives across global compensation focused on enhancing the function's reporting and analytics capabilities through streamlining and standardizing processes, scaling best practices across businesses, and partnering across teams to develop and launch self-service reporting tools for clients. This team plays a key part in developing solutions to complex data problems and supporting leadership in analyzing data to tell the story to senior clients. This role will sit on the Data Solutions team and focus on development of key compensation reports and delivery to users in the HR organization from end to end. The end to end process includes gathering business requirements across all lines of business, developing creative solutions to drive Firmwide consistency while meeting client needs, creating reports in Business Objects, and finally delivering and presenting the product to the users.

Key Responsibilities

• Simplify and standardize reporting and analytics processes across compensation, while meeting unique business needs across the firm
• Create and automate high impact, client-ready reports and analysis in Business Objects that lead to actionable business insights
• Develop and implement strategy for user-friendly self-service capabilities for compensation and HR partners to access suite of reports, including key reporting needs to facilitate the year-end process
• Provide ad-hoc analytics and presentations to support senior management in making strategic key business decisions around comp differentiation, talent retention and potential gaps
• Lead multiple projects end to end - maintain project plans, update and influence key stakeholders, and implementation of change management strategy
• Collaborate with stakeholders across functions at all levels - including understanding and incorporating business needs from compensation managers and HR partners and providing recommendations and presenting the story to compensation leadership team

Experience/Knowledge Required

• Ideally 3-4 years of Compensation or Finance experience with strong analytical and data/ information management skills with a Bachelor's Degree or comparable work experience
• Statistical or mathematical background preferred
• High level of proficiency with Microsoft applications: Advanced understanding of Excel is required
• Experience with business intelligence and reporting tools such as Business Objects
• Self-initiator, ability to challenge status quo and think outside of the box
• High degree of intellectual curiosity
• Great with presentations and making the key points come alive
• Detail and results oriented with the ability to manage multiple competing priorities all within a fast paced team environment
• Strong project management, analytical, and technical skills
• Strong consulting, interpersonal and communication
• Innovation and creativity to bring new ideas to team

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

Equal Opportunity Employer/Disability/Veterans

JPMorgan Chase is seeking an experienced Compensation Leader to design, execute, and support the appropriate pay strategies to attract, retain, and motivate talent. This individual must have a balance of business acumen, organizational agility, strategy development, knowledge of Regulatory environment and analytical capability to drive initiatives that directly support the business objectives.

The Enterprise Technology Compensation team provides analytics, oversight and infrastructure support core compensation related processes - with a focus on high quality information, strong controls, as well as scalable processes and protocols that are efficient, effective and appropriately consistent.

This role works in close partnership with the Head of Compensation for Global Technology to develop and create executive level analyses to support the compensation process and will manage a compensation team to deliver results to the client. This role also establishes strategic direction, provides coaching and feedback to the team, partners with client teams to identify needs and potential solutions, executes against timelines, ensures quality of output, and maintains well controlled processes.

Responsibilities will include:

• Trusted compensation Advisor and thought leader for Head of Global Technology in close partnership with HR Business Advisor (s)
• Designing incentive compensation plans that align with the pay for performance philosophy and sustain our competitive position
• Performing complex analyses and presenting findings to senior management
• Leading compensation related projects and initiatives involving multiple stakeholders with significant strategic and financial impact
• Continually assessing market conditions and pay practices to ensure competitiveness of compensation plans and programs
• Translating regulatory and policy governance/requirements into clear guidance for clients
• Leveraging corporate partners and firm-wide resources to achieve desired outcomes efficiently and with consistency across lines of business, where appropriate
• Actively participates in Line of Business and firm-wide projects involving compensation, including but not limited to policy reviews, changes in compensation practices and systems development.
• Provides end to end annual compensation planning and administration support, involving global coordination across multiple clients and/or line(s) of business
• Leverage technical, negotiation and relationship management skills to create, sustain and enhance interaction and influence with HR and line of business clients
• Drives efficiency of process and analysis within the compensation team
• Provides counsel to HR professionals and business managers about compensation decisions; interpret and apply policies, often in complex situations.
• Program management of all aspects of year-end process, including executive presentations and reporting, full complement of communication along with close partnership with finance on accrual and financial reporting
• Ongoing business-wide process support of risk and control related items (RCSA integration, regulatory designation management, user tech tools, data and record management, FCE/Buy-out process, Security management and Market Data processes/tools, etc.).

• 10+ years of compensation experience with strong people management and data & analytics
• Experience supporting Technology function or client group is a plus
• Proven consulting skills; ability to drive business goals through HR / Compensation strategies and to address issues / devise solutions with creativity and innovation
• Well-developed analytical skills
• Ability to work collaboratively and to cultivate and sustain strong partnerships with internal and external clients and colleagues
• Client focused, proactive and results oriented, with ability to work within a matrixed, geographically dispersed, complex business
• Strong project management skills; ability to work well under pressure and to manage multiple priorities
• Self-starting, high energy, trusted advisor on compensation related matters.
• Exceptional Technical capabilities; Business Objects and Web intelligence / Desktop Intelligence skills preferred. Advanced MS Excel skills H .
• Ability to drive and sustain operational excellence and to develop controls
• Strong interpersonal skills, especially teamwork and influence

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

HR Specialist (Compensation and Retirement) - Human Resources * Days - 40hrs/wk

Requisition #: req3611

Shift: Days

FTE status: 1

On-call: No

Weekends: No

General Summary:

Under limited direction, the HR Specialist is accountable for a wide range of HR functions including Compensation, HRIS and Retirement Plan Administration. The Human Resources Specialist is accountable for maintaining the data and integrity of numerous HRIS database systems and coordinating the HR reporting process. The HR Specialist is expected to exercise independent judgment to identify, analyze, develop, implement, and maintain numerous human resource projects, processes and related issues in accordance with current internal policies and procedures and applicable laws and regulations.

Requirements:

• High School Diploma required, Bachelor’s Degree in business administration, management or closely related field strongly preferred.
• Certification as a Professional in Human Resources preferred.
• Minimum of three (3) years of directly related Human Resources (compensation, HRIS, and/or retirement plan administration) experience required.
• Strong interpersonal communication/customer service skills
• Presentation skills: verbal and written
• Organizational skills: time management, project management, priority setting.
• Strong computer skills: word, excel, access, PowerPoint
• High degree of analytical ability, organizational skills and ability to multi-task.
• Ability to work with frequent interruptions.
• Ability to maintain a high volume of work while maintaining the quality.
• Ability to maintain confidentiality and professionalism at all times.

Essential Functions and Responsibilities:

• Oversees the daily administration of the 403(b) retirement savings and pension plans. Reviews, audits and processes required participant documentation to ensure they are processed in a timely manner and in conjunction with the plan rules.
• Assists with the annual participant distributions, compliance testing and audits for all retirement plans.
• Maintains numerous HRIS database systems through information collecting, personnel data entry, system analysis and system maintenance including the download and dissemination of information to other appropriate hospital systems.
• Provides timely and accurate support to resolve application errors and user reported problems. Acts as a resource / subject matter expert for department staff and provides documented solution alternatives to problems/issues including ad hoc reports. Escalates reported system issues to the IT technical support as needed.
• Provides user training and education to managers, HR and operations staff.
• Identifies departmental and management data needs in order to develop and provide timely ad hoc reports.
• In collaboration with IT staff, assists in the evaluation of system hardware and software products, performs testing of software, develops inclusive application test plans and validates application requirements are met.
• Participates in national and local market surveys and completes annual and periodic market analysis.
• Drafts, reviews and maintains the job description library.
• In coordination with department leadership, is accountable for administering the mid-year and annual merit evaluation processes.
• Performs other duties as assigned. These may including but are not limited to: Assisting with other Human Resources functions as assigned, maintaining a current knowledge base of use standards professional practice, pursuing self-directed learning and continuing education opportunities, and participating on committees, task forces, and work groups as determined by management.

DCP Midstream is a Fortune 500 natural gas company dedicated to meeting the energy and consumer needs of our society. With a focus on technology and innovation, we safely and reliably operate a strong and diversified portfolio of logistics, marketing, gathering, and processing assets across nine states.

Benefits & Additional Compensation

DCP builds connections to enable better lives and is dedicated to supporting our employees with opportunities for internal mobility, continual growth, and ongoing training. We believe all employees contribute to the success of the company and should be able to share in that success, which is why all jobs are eligible for the short-term incentive program with any payouts being subject to individual and company performance. Depending on the position and level, some jobs are also eligible to participate in the long-term incentive programs with any payouts also being subject to performances. We offer a comprehensive benefit program that includes medical, dental, vision, disability, life, a competitive 401(k) match, a retirement contribution, and several other unique benefits offerings. We make health and wellness a priority and offer a generous paid time off policy including parental leave, sick time, and vacation time.

JOB SUMMARY

Administers compensation programs with an intense focus on accuracy to aide retention through a positive employee experience. Conducts analyses to assess effectiveness of compensation programs and competitiveness to market.

WHAT YOU WILL BE RESPONSIBLE FOR

• Assists with major initiatives in maintaining and enhancing compensation programs, and ensures data integrity and accuracy throughout the process
• Builds a collaborative relationship with HR business partners, recruiters, and business leaders on compensation programs and initiatives
• Researches market data, conducts job evaluations, and determines offers for promotions and new hires
• Administers variable compensation programs (incentive plans, special pay, etc.) as well as develops communications, payment calculations, and submission to Payroll
• Uses analytics to monitor the effectiveness of compensation plans and policies and models the financial impact of various programs
• Participates in general and industry-related salary surveys and conducts benchmarking to ensure market competitiveness
• Conducts short-term and long-term incentive tracking and calculations
• Performs compensation related research projects, evaluates information, and prepares presentations conveying insights and findings for leadership
• Creates and updates job descriptions ensuring they accurately reflect the work being performed
• Researches new regulations and judicial decisions related to compensation practices to ensure compliance with Sarbanes-Oxley (SOX), federal, state and local laws
• Assists with creating presentations and trainings on various compensation programs
• Performs other related duties to meet the ongoing needs of the organization

QUALIFICATIONS

• Bachelor’s degree in Human Resources, Finance, Business or a similar degree field and/or equivalent experience
• A minimum of 2 years related experience is required; oil and gas industry experience preferred
• Experience in market pricing and base pay management including compliance and administration
• Good math/quantitative skills and familiarity with financial concepts utilized for planning, designing, researching, analyzing and auditing large volumes of data
• Proficient in Microsoft Office products (Excel, Word, PowerPoint, etc.)
• Strong communication skills, interpersonal skills and ability to build relationships
• Ability to work independently as well as part of a team

SPECIAL DEMANDS

• This job primarily operates in a professional office environment and routinely requires the use of standard office equipment such as computers, phones, copy machines, etc. Noise level is typically low. Frequently in a stationary, sitting position for prolonged periods of time. Regularly moves about inside the office to complete tasks, attend meetings or to access the copy machine or file cabinets. Periodically pulls/pushes doors open to move around the office. Occasionally may lift and carry objects up to 20 pounds.

Salary Range

The salary range for this job is $61,600 - $98,500

It has been and will continue to be the policy of DCP Midstream not to discriminate against any employee or applicant for employment because of their race, color, religion, national origin, age, sex, sexual orientation, gender identity, gender expression, veteran status, disability, or other legally protected status.

Classification Title:

Compensation Analyst I

Job Description:

Under direct supervision, the Compensation Analyst I position performs analysis and support services in the development and administration of compensation programs. Serves as an internal expert in compensation to staff and management. Responsible for functions including, but not limited to, salary structures, compliance, market analysis, and internal/external equity assessments. This is a visiting, renewable position.

Department:

ADMINISTRATION-HUMAN RESOURCE Compensation

Work Schedule:

Monday – Friday; 8:00 AM-5:00 PM

Type of Appointment:

Visiting- Renewable

Expected Salary:

$48,722 to Negotiable

Minimum Qualifications:

Bachelor's or Master's degree and 0+ years of relevant experience

Additional Minimum Requirements:

N/A

Preferred Qualifications:

The ideal candidate will possess the following skill:

• Knowledge of best practices in Human Resources. Industry certification such as (S)PHR/SHRM-(S)CP is preferred.
• Knowledge of best practices in Classification and Compensation. Industry certification such as CAC or CCP.
• Previous compensation experience.
• Ability to work on many projects simultaneously and be detail-oriented.
• Ability to work with cross-functional teams.
• Ability to exercise independent judgment and critical thinking.
• Demonstrated experience in effective time management, problem-solving, and interpersonal skills.
• Effective communication and organizational skills.
• Understand and apply applicable rules, regulations, policies, and procedures.

Additional Application Materials Requirements:

Please submit a resume and a cover letter.

Special Instructions to Applicants:

If you are selected as the final candidate for an employment opportunity here at UCF, both your position and salary will be significantly based upon the information that you have provided in your application for employment. We urge you to please take the time to complete the application in its entirety.

Equal Employment Opportunity Statement:

As an equal opportunity/affirmative action employer, UCF encourages all qualified applicants to apply, including women, veterans, individuals with disabilities, and members of traditionally underrepresented populations. UCF's Equal Opportunity Statement can be viewed at: http://www.oie.ucf.edu/documents/PresidentsStatement.pdf. As a Florida public university, UCF makes all application materials and selection procedures available to the public upon request.

The University of Central Florida is proud to be a smoke-free campus and an E-Verify employer.

Advertised: July 23, 2021 Eastern Daylight Time
Applications close:

• Responsible for providing analytical and data management support for Saint Anthony Hospital compensation program. This role will aid in the administration of compensation programs, guidelines, and processes in alignment with Saint Anthony Hospital policies.
• Requires strategic thinking and the ability to identify industry trends and emerging issues in healthcare and compensation.
• Performs research and recommends cost effective changes that meet employee and organizational needs.
• Assists in fulfilling all reporting requirements to relevant government agencies.

Essential Functions:

• Assists in managing compensation, job, and position data, data integrity, reporting and automation, participants in system integrations and processes
• Conducts data analysis, financial modeling, performance metric tracking and research projects, including pay equity analysis
• Assists with salary planning, salary surveys, merit pay, compensation training and audit processes
• Coordinate compensation processes and projects
• Reviews compensation data and job descriptions for consistency and accuracy
• Develops, organizes, and maintains centralized job description library
• Directly conducts benchmarking, competitive market analysis, job evaluation, and internal pay for performance analyses
• Participates in salary surveys to ensure that hospital compensation practices are competitive with market trends and consistent with internal compensation and recruitment strategies
• Develop data visualizations, presentations, communications, and materials related to the implementation of compensation programs and processes
• May provide HRIS support in ensuring the accuracy of position classifications, including job codes, titles, FLSA statues, etc.by conducting periodic classification audits
• Maintains knowledge of employment law and assures compliance with regulatory agencies. Reviews and analyzes changes to local, state, and federal laws related to compensation and benefits and reports/recommends changes to management
• Actively contributes as a team member within Human Resources, participating in and completing special projects and assignments as needed

General Job requirements:

• BS in Business Administration or HR, or equivalent is required
• Minimum of 2 years as a compensation analyst is required
• Strong technical compensation skills required. Healthcare compensation, including physician compensation experience highly preferred
• Excellent problem solving, analytical, planning and organizing, communications, teamwork, and innovation skills are necessary
• Ability to conduct research of salary surveys, job descriptions and compensation reviews
• Ability to relate well with and influence, strong, independent thinkers
• Professional presence and demeanor; ability to stay calm in contentious situations
• CEBS, CCP/CBP and SPHR/PHR certification preferred
• Computer proficiency related to working with HRIS systems
• Strong Microsoft Office skills: advanced EXCEL skills required

Saint Anthony Hospital Highlights:

• Saint Anthony Hospital is an independent, nonprofit, faith-based, acute care, community hospital dedicated to improving the health and wellness of the families on the West Side and Southwest Side of Chicago.
• Saint Anthony Hospital has been certified as a Primary Stroke Center by The Joint Commission.
• Saint Anthony Hospital offers competitive wages and a comprehensive benefits program for employees and their families.
• Saint Anthony Hospital employs and teaches some of the city’s brightest, most innovative resident physicians and medical students.

Description

Job Summary

The Senior Analyst, Compensation will provide the research, analysis, planning, and administration of Excela Health’s Compensation programs that are competitive and responsive to the evolution of the organization. This position will be responsible for maintaining and communicating a broad based pay structure that is internally equitable and externally competitive by measuring jobs in terms of their relative value to the organization, industry, and country/local competitive markets, in turn attracting and retaining top talent. This position provides analytical support including but not limited to, turnover analysis and budget impact projections. This position is a true subject matter expert in all areas of compensation.

Essential Job Functions

• Facilitate the participation, evaluation, and assessment of compensation surveys to ensure best practices, utilizing information to advise strategic, tactical corporate objectives and efficient administrative practices are developed and maintained.
• Provides independent consultative analysis to business units on the administration of compensation and reward practices and procedures.
• Represent a true subject matter expert in functional areas that have significant impact on operations and employees.
• Proven ability to develop, propose, and present major compensation recommendations to Sr. Level management.
• Serve as a consultant to business unit human resources on compensation related issues.
• Ability to run queries and reports to generate statistical data used for compensation planning, business plans and audits.
• Complete evaluation of new and existing jobs and recommends pay grades and FLSA status evaluations.
• Manage and participate all compensation surveys.
• Expert knowledge of federal and state wage and hour laws. impacting employee Compensation programs and recommending changes to programs, if necessary.
• Provide compensation consulting through market pricing, compensation analysis, and FLSA evaluations.
• Manage the job change process to ensure pay is in accordance with Excela Health’s compensation practices and internal compensation guidelines.
• Calculate and recommend compensation offers for new hires, promotions, transfers, and other compensation actions.
• Lead the process of analyzing, initiating and administrating the fiscal year merit cycle based on guidelines and performance evaluations.
• Work directly with Senior and Executive leaders on analysis that includes, but not limited to, turnover, equity and market evaluations, vacancy reporting, and employee engagement.
• Assist with the creation and administration of incentive plans for Advanced Practice Providers (APP’s).
• Participate in the negotiation and evaluation of Bargaining contracts as it relates to salary and pay rates.
• Provide recommendations for program enhancements that directly affect the Total Rewards Strategy of Excela Health.
• Develop and propose process improvements to assist with retaining, motivating and attracting employees.
• Lead the monthly turnover analysis for the System by calculating results and providing details to Senior and Executive Leadership for review.
• Assist the CHRO in Executive Compensation program administration by providing analysis, creating surveys, and administering evaluations as needed.
• Provide annual budget analysis for all compensation areas for finance.
• Lead the redesign and implementation of job descriptions for the System.
• Own the Human Development pillar with the LEM module by creating goals for management and administering the metric result calculations each month.
• Process and approve Employee Action Forms (EAF) each pay period that would include promotions, demotions, status changes, transfers, and other related compensation changes.
• Work directly with the HRIS team to utilize UltiPro workflow for administering large-scale compensation changes.
• Partner with Payroll, HRIS and Benefits to ensure communication of compensation guidelines are understood through the Shared Services department.
• Create and present corporate and departmental scorecards that overview pertinent compensation related data.
• Assist managers and employees with general compensation related issues.
• Create talking points, communication guides, and announcements to ensure compensation administration is transparent to the System.
• Other duties as assigned.

Required Qualifications

• Bachelor’s Degree in Business Administration, Human Resources, Finance, or related field.
• Three (3) to Five (5) years of direct experience in Compensation.
• Strong leadership ability, good organizational skills, independent and critical thinking skills, and sound judgment.
• Strong ability to communicate complex and/or controversial topics and concepts to a wide and diverse audience.
• Expert proficiency in Microsoft Office applications, including Excel, PowerPoint, and Word.
• Possess technical knowledge of competitive compensation practices and State and Federal legal requirements.
• Adapt to a rapidly changing work environment, work independently and manage competing demands in a productive manner.
• Analyze various metrics and data points from both micro and macro perspectives.
• Utilize applied knowledge and research to produce useful, insightful, and professional metrics for the HR Scorecard.
• Plan, organize, and prioritize multiple and simultaneous compensation related projects and programs in a changing corporate environment.
• Quickly and accurately research issues and propose solutions or course of action.
• Maintain the confidentiality of sensitive Company and personal information.

Preferred Qualifications

• Master’s Degree in Business Administration, Human Resources, Finance, or related field preferred.
• Compensation experience in Healthcare setting strongly preferred.
• Certified Compensation Professional (CPP).

License, Certification & Clearances

• Act 34-PA Criminal Record Check from the PA State Police system

Supervisory Responsibilities

• This position has no direct supervisory responsibilities, but does serve as a coach and mentor for other positions in the department.

Position Type/Expected Hours of Work

• This position primarily works standard business hours, Monday through Friday, in a hybrid work setup.
• Travel may be expected locally between Excela Health locations for meetings and presentations.

LEAN

• Actively promotes a Lean work culture by performing team member duties to encourage consistent use of LEAN principles and processes, including continually seeking work process improvements. Recognizes the necessity of taking ownership of one’s own motivation, morale, performance and professional development. Strives for behavior consistent with being committed to Excela’s missions, vision and values.

AAP/EEO

• Excela Health is an Equal Opportunity Employer. It is the policy of Excela Health to prohibit discrimination of any type and to afford equal employment opportunities to employees and applicants, without regard to race, color, religion, sex, national origin, age, marital status, non-job related disability, veteran status, or genetic information, or any other protected class. Excela Health will conform to the spirit as well as the letter of all applicable laws and regulations.
• Ability to perform the Essential Functions listed on the Physical Conditions and ability to perform the Essential Functions on the Working Condition chart below.

Work Environment

Effective March 2020 or during pandemic: goggles, face shield and mask are required according to CDC guidelines

When lift requirement is in excess of 50#, lift assistance (2 person) and/or transfer device is required.

Essential – Absolute Necessity.

Marginal – Minimal Necessity.

Constantly – 5.5 to 8 hours or more or 200 reps/shift.

Frequently – 2.5 to 5.5 hours or more or 32-200 reps/shift.

Occasionally – 0.25 to 2.5 hours or 2-32 reps/shift.

Rarely – Less than 0.25 hours or less than 2 reps/shift.

Physical Demands

When lift requirement is in excess of 50#, lift assistance (2 person) and/or transfer device is required.

Essential – Absolute Necessity.

Marginal – Minimal Necessity.

Constantly – 5.5 to 8 hours or more or 200 reps/shift.

Frequently – 2.5 to 5.5 hours or more or 32-200 reps/shift.

Occasionally – 0.25 to 2.5 hours or 2-32 reps/shift.

Rarely – Less than 0.25 hours or less than 2 reps/shift.

When lift requirement is in excess of 50#, lift assistance (2 person) and/or transfer device is required.

Qualifications

Skills

Required

Preferred

Education

Required

Experience

Required

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)

• Analyze pay-for-performance programs, compensation structures, and Compensation policy to ensure business alignment and market competitiveness; make recommendations to senior HR and business leadership
• Perform Compensation market pricing, research, cost analyses, and other analytics to provide recommendations that drive business goals
• Administer non-cash awards and related policies, plans, and processes for executive compensation as well as prepare board materials

• Consult with HR partners and business leaders by providing analysis, guidance, and management of compensation programs; including base compensation and incentive plans.

• Provide day-to-day department operations leadership to continually evidence an integrated approach to total rewards and recognition that is competitive, cost effective, and aligned to business, team, and individual performance
• Develop HR products and services incorporating process improvements and automation that are customer-focused and cost efficient
• Maintain and update the company-wide salary structure to ensure market competitiveness through market pricing of roles and discussions with business on compensation drivers
• Partner with peers and external business partners to develop a communication plan which engages employees in understanding their compensation, benefits, and how the business and employee partnership works to achieve strategies and goals

• Bachelor's degree from four-year college or university; or 5+ years related experience and/or training; Master’s Degree preferred; experience working in an entrepreneurial culture as well as a larger, established company desired.

• Thorough understanding of leading-edge HR practices and principles including applicable pay and benefits laws and regulations.
• Strong attention to detail and solid planning, time management, decision-making and organization skills; sense of urgency, excellent follow-through and ability to handle multiple priorities concurrently.
• Ability to understand current compensation trends; handle sensitive information with the strictest of confidentiality and use common sense regarding employee information; ensure policies, practices and procedures are administered in a fair and consistent manner and in accordance with all applicable local, state and/or federal laws.
• Poise and excellent communication and influence skills with employees at every level from frontline to senior executives; exceptional verbal and written communication skills; proven ability to communicate effectively and influence with all levels of management and staff.
• Adept at handling multiple competing priorities and duties in a fast-paced, results driven, rapidly changing environment - with minimal daily oversight.

• Coordinate internal and external meetings for multiple executive
• Manage hectic and complex calendars
• Prepare expense reports and purchase requisitions
• Coordinate both domestic and international travel arrangements
• Organize space planning and large offsite events
• General office duties as needed
• Build cross-functional relationships between departments

• 4+ years of experience providing administrative support to 1 or more executives
• 4+ years of experience coordinating travel logistics on behalf of 1 or more executives
• 4+ years of calendar management and expense report management experience for 1 or more executives
• Experience prioritizing multiple projects
• Experience with Microsoft Office and Google Suite

• BA/BS

• Ensure the consistent implementation of compensation framework across compensation programs (base pay, incentives, sales compensation, executive compensation and recognition) in alignment with global job design and compensation structure
• Assess the market competitiveness and cost effectiveness of our compensation plans, as well as overall compensation structure and design to align with our business strategy and optimize our ability to attract and retain top talent
• Support job analysis process and market-pricing methodology
• Serve as project manager for annual compensation planning and communication
• Lead the external salary survey participation and benchmarking processes; manage vendor relationships, integrations and budgets
• Ensure all regulatory compliance requirements are met for compensation programs globally; identify solutions and resources for reconciliation
• Implement compensation programs that enhance the employee value proposition and support best-in-class talent programs and processes
• Manage the compensation relationship across global business units and provide recommendations and influence decision-making to support talent attraction and retention
• Comply with health and safety guidelines and rules; managers should also ensure compliance across their teams
• Protect CGI’s reputation by keeping information confidential

• Bachelors degree
• 7+ years of compensation experience

WHO WE ARE

SUEZ Water Technologies & Solutions looks for innovation everywhere. For more than 100 years, SUEZ has been at the forefront of innovation, from the SUEZ Canal to addressing water scarcity. Finding solutions to the world's biggest problems has never been more important than right now.

WHAT YOU WILL BE DOING

As a Senior Compensation Analyst you will be a key member of the HR team for SUEZ Water Technologies and Solutions (WTS). With a focus on North America, you will help support our compensation strategy across all levels of WTS, conducting analyses and studies to support the development and administration of effective compensation programs. With 4,000 employees in North America and 10,000 globally, your work will have far reaching impacts and you’ll know you’re making a real difference for our employee population.

This is a great opportunity to work with a top-notch team in a growing organization that’s doing big things to help create a cleaner more sustainable world for us all. You will have the opportunity to learn from a team of experienced professionals who are transforming the compensation function for WTS globally. There’s a lot to accomplish and we’re looking for people who are insightful, data-oriented, and passionate about the work they do. If you like the idea of deepening your skills and growing your career with a leading environmental services company, here’s more!

Other key responsibilities include:

• Review and compare positions relative to market data and recommend appropriate salary grades and attributes of jobs.
• Create and administer salary surveys. Analyze results and produce reports, complete with summarized findings and recommendations.
• Evaluate job profiles by reviewing descriptions, analyzing best practice and benchmark data both internally and externally to align WTS’s job design with the market while ensuring positions are internally equitable.
• Help develop training and communications programs to promote new or revised compensation plans to the organization
• Participate in special projects such as reorganizations, acquisitions, across- the-board increase processes, etc.
• You are a genuine collaborator, an empathetic listener, and an excellent decision-maker with sound judgment.
• You are passionate about preserving and restoring the environment

WHO WE ARE LOOKING FOR

Core Requirements:

• Bachelor's degree in Human Resources, Business Administration, Economics or related field
• 2-5 years of professional experience in broad-based compensation

Other Useful Skills & Abilities:

• Good project management skills and attention to detail with the ability to prioritize and manage multiple assignments
• Advanced Excel skills are important and comfort learning new technology
• Experience working with international compensation programs and/or experience in compensation consulting is helpful

At Suez, we realize diverse teams make smarter decisions, deliver better results and build stronger communities. We are an organization that champions diversity and inclusion at every rung of the ladder and are proud to be an equal opportunity workplace. We offer challenging and meaningful careers, with competitive benefits and flexible work arrangements.

WTS is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.

WTS is NOT accepting unsolicited assistance from search firms. All resumes submitted by search firms to any employee of WTS in any fashion without a valid written search agreement in place will be deemed the sole property of WTS. No fee will be paid if a candidate is hired by WTS based upon an unsolicited referral.

Orga: WTS

#IndeedWTS:No

BU: WTS

Your Job:
The Sr. Compensation Analyst for Providers’ Comp leads the development, design and administration of compensation programs for providers (Physicians and Advanced Practice Providers) in Methodist Medical Group and PASD. Continuously evaluates market pay data and industry trends, and reports findings to maintain competitive and cost effective pay practices. Documents fair market value and commercial reasonableness.

Your Job Requirements:

• Bachelor’s Degree required.
• Major in Business, Economics, Finance, Accounting or Health Administration preferred.
• 5 years experience in compensation principles, practices and analysis.
• Health care experience, including experience in designing and implementing physician compensation models and aligning with health system strategies highly desired.
• High proficiency skills in Microsoft Excel, compensation management software and financial systems.
• Excellent critical thinking and analytical skills.
• Strong understanding of Stark, Anti-Kickback Statute, FMV concepts and competitive market benchmarking.
• Working familiarity of tax laws, equal employment opportunity laws, and pay equity regulations.
• Typical professional office environment, and potential for work-from-home some days.

Your Job Responsibilities:

• Conducts market pay assessments of individual jobs and/or medical practice groups, using available competitive market data resources, internal equity comparisons and professional knowledge/experience.
• Document results and provides cost impact analysis (projections) for any proposed compensation changes.
• Develops and administers compensation structures, models, incentive programs and processes based on professional category (physician, nurse practitioner, physician assistant, etc.) and medical practice type, these may include value-based provider compensation, income guaranty, ER or after hours call, etc.
• Provides advice and guidance to senior leadership regarding these structures, models, programs and processes.
• Prepares a compensation package recommendation for prospective new providers, which may include sign-on bonus, relocation reimbursement, student loan repayment and other components.
• Ensures compliance with employment agreements regarding compensation and produces associated reports as needed.
• Ensures provider compensation models and practices are effective, well understood, market competitive, compliant with applicable state and federal laws and regulations, and aligned with Methodist Medical Group/PASD physician compensation philosophy and with strategic objectives.
• Assesses competitive market (medical groups, employers of professional medical providers) regarding supplemental or specialty benefits programs; advises senior leadership regarding such offerings and assists in obtaining competitive proposals from vendors.
• Reports to medical group and HR leadership, keeps up to date re significant issues/developments and assists in communications regarding total compensation which are clear, concise and informative.
• Provides expertise to management and staff; and serves as an internal consultant while providing training for management personnel as needed.
• Works collaboratively in all aspects of physician/APP recruitment.
• Participates in medical group budget process and conducts or assists in audits as requested.
• Coordinates with Human Resources and Payroll staff to maintain data system elements affecting compensation, including job and position codes, job titles, pay grades/ranges and premium pay components.
• Other Job duties as assigned.

Freeport-McMoRan is a leading international mining company with headquarters in Phoenix, Arizona. We operate large, long-lived, geographically diverse assets with significant proven and probable reserves of copper, gold, and molybdenum. The company has a dynamic portfolio of operating, expansion and growth projects in the copper industry. Freeport-McMoRan is one of the world’s largest publicly traded copper producers, the world’s largest producer of molybdenum and a significant gold producer. We have a long and successful history of conducting our business in a safe, highly efficient and socially-responsible manner.

We have the assets, the talent, the drive and the financial strength to provide attractive and rewarding careers of our employees. We encourage you to take the time to explore the opportunity to advance your career at Freeport-McMoRan.

Administers employee equity award program in accordance with stock plans and agreements, and in compliance with securities-related regulations and laws.

• Under direct supervision coordinates all exercises of nonqualified stock options, and all vestings of restricted stock units, performance share units, and performance units with third party administrator, Payroll, Accounting, Legal, Tax and other departments, as applicable. Facilitate appropriate wires and/or DWACs in connection with such transactions. Ensure transactions are compliant with regulations such as 409A. Timely report applicable stock transactions to assist in the generation of Form 4’s and other required filings. Maintain updated tax withholding information on participants in anticipation of upcoming transactions.
• Facilitate recordation of equity award grants within third party administrator’s system and internal HRIS. Make all necessary grant documentation available to program participants. Monitor and secure all necessary grant agreement acceptances. Supply grant information to the Financial Reporting Team for the proper expensing and accruals of equity awards.
• Serve as point of contact for domestic and international employees with respect to long-term incentives. Address questions. Draft and distribute applicable communications to participants. Maintain company SharePoint site as an internal resource for equity-related materials.
• Foster relationship with third party administrator. Partner with vendor to provide seamless customer service to program participants. Services offered in tandem with third party vendor may include brokerage account establishment and assistance with other account maintenance such as address updates, beneficiary designations, asset transfers, and tax forms such as W-8BENs.
• Perform monthly reconciliations of all equity-related data in the recordkeeping system. Monitor and track shares available for grant, awards issued, equity transactions, cancellations and forfeitures, in-the-money stock options nearing expiration. Reconcile plan reserve balances monthly with transfer agent.
• Supply information pursuant to long term incentives for purposes of the company proxy statement and financial statement disclosures.
• Track employee status; process and monitor impact upon all equity awards. Track participant retiree-eligible dates and process taxable events prompted by retiree-eligibility.
• Assist applicable stock plan participants with compliance of federal securities laws by implementing restrictions on their equity award accounts during closed window periods.
• Maintain accurate records of dividend equivalent accounts.
• Solicit and document annual deferral elections by Non-Employee Directors.
• Provide information in compliance with internal and external audit reviews while maintaining utmost confidentiality of employee records.
• Research equity plan design and incentive compensation. Participate in seminars and sessions to gain knowledge regarding industry-recommended best practices.
• Supply ad-hoc reports related to equity award information to upper management upon request. Assist in special projects as assigned.

• 
  Bachelor's degree in an analytic field such as Finance, Business or Accounting.
• Advanced knowledge of Excel
• Advanced problem-solving and analytical skills
• Superior organizational, preparational and planning skills
• Ability to prioritize in time-sensitive situations
• Ability to multi-task
• Ability to adapt to change
• Works well both independently and in group settings
• Excellent written and verbal communication skills
• Detail-oriented
• Ambitious, self-motivated, forward thinker
• Thrives in both remote work environment, as well as office setting
• Willing and able to travel upon need

Criteria/Conditions

• Ability to understand and apply verbal and written work and safety-related instructions and procedures given in English
• Ability to communicate in English with respect to job assignments, job procedures, and applicable safety standards
• Must be able to frequently sit, stand and walk
• Must be able to frequently lift and carry up to ten (10) pounds
• Must be able to work in a potentially stressful environment
• Personal protective equipment is required when performing work in a mine, outdoor, manufacturing or plant environment, including hard hat, hearing protection, safety glasses, safety footwear, and as needed, respirator, rubber steel-toe boots, protective clothing, gloves and any other protective equipment as required

• Freeport-McMoRan promotes a drug/alcohol free work environment through the use of mandatory pre-employment drug testing and on-going random drug testing

Freeport-McMoRan has reviewed the jobs at its various office and operating sites and determined that many of these jobs require employees to perform essential job functions that pose a direct threat to the safety or health of the employees performing these tasks or others. Accordingly, the Company has designated the following positions as safety-sensitive:

• Site-based positions, or positions which require unescorted access to site-based operational areas, which are held by employees who are required to receive MSHA, OSHA, DOT, HAZWOPER and/or Hazard Recognition Training; or
• Positions which are held by employees who operate equipment, machinery or motor vehicles in furtherance of performing the essential functions of their job duties, including operating motor vehicles while on Company business or travel (for this purpose “motor vehicles” includes Company owned or leased motor vehicles and personal motor vehicles used by employees in furtherance of Company business or while on Company travel); or
• Positions which Freeport-McMoRan has designated as safety sensitive positions in the applicable job or position description and which upon further review continue to be designated as safety-sensitive based on an individualized assessment of the actual duties performed by a specifically identified employee.

Equal Opportunity Employer/Protected Veteran/Disability