First things First: Who are we?

First America is the largest passenger transportation company in North America, we provide passenger transport and maintenance services to municipalities, school districts and the general public in the U.S. and Canada. Our 4.8 billion operation is headquartered in Cincinnati, OH and employs more than 96,000 employees at 1,200 locations in 38 states and 7 Canadian provinces.

The Compensation Analyst will be responsible for collecting, analyzing, and maintaining compensation data used in the administration of broad-based compensation administration. As a Compensation Analyst, you will also support the design, review, implementation, and administration of compensation programs. Moreover, you will support the administration of the Performance Management and year-end Compensation Plans through collection of data, updating performance management system, answering employee and managers questions.

• Conducts market studies and internal job reviews. Determines job market value and grade and prepares employee salary recommendations. Determines exemption status under the Fair Labor Standards Act (FLSA).
• Coordinates salary administration program.
• Completes salary surveys and salary planning surveys in support of the market data required for job/market studies.
• Updates and maintains job and employee data in PayFactors compensation system.
• Supports the annual Performance, Development & Merit Increase processes.
• Administers incentive plan payouts.
• Identifies process-related efficiencies to ensure maximum productivity and accuracy.
• Maintains company organization charts and performs other tasks and projects as assigned.
• Processes payments for Sales Plans and compiles and distributes statements to the Sales Team.
• Other responsibilities as requested or required.

Qualifications

• 2-4 years’ experience applying various compensation principles, laws and regulations
• 2-4 years’ experience analyzing large volumes of data and situations; developing alternatives and presenting results of analyses
• Bachelor’s degree in HR or Business or related degree and/or experience required
• Certified Compensation Professional (CCP) designation preferred

First for a Reason

Benefits

We offer competitive compensation and benefits (which vary based on role, location, and business), including physical and mental health initiatives, medical/dental/vision, 401(k), and paid holiday/vacation.

Professional Advancement

Start here. Go far. We believe in promoting from within which means tremendous opportunities for you, thanks to our strong presence across North America. In addition, our 18-month Aspiring Manager Program prepares future leaders at First Student or First Transit.

Extensive Training

Build skills and knowledge in such areas as safety and security, injury prevention, technology and equipment, and job efficiency.

Diversity & Inclusion

Because we’re stronger together, we aspire to have a culture where all people are First. We’re committed to providing an inclusive and diverse working environment for everyone every day.

Community Service & Impact

Go where opportunity meets community. Our customers are at the heart of everything we do. As the face of First Student, First Transit and First Vehicle Services in your community, you’ll have a positive impact on others.

Our Divisions

About First Student

Twice the size of our next largest competitor, First Student is the leading school transportation solutions provider in North America. Every day, we complete 5 million student journeys, moving more passengers than all U.S. airlines combined. With a team of highly trained drivers and the industry’s strongest safety record, First Student delivers reliable, quality services including full-service transportation and management, special-needs transportation, route optimization and scheduling, maintenance, and charter services for 1,100 school district contracts.

About First Transit

First Transit Inc. is a leading provider of public transportation contracting and management services. For over 60 years, we have supplied precision, efficiency, innovation, and all-around expertise to both public and private transportation systems. Today, we operate in 335 locations, carrying more than 350 million passengers annually throughout the United States in 39 states, Puerto Rico and Canada.

About First Vehicle Services

First Vehicle Services is a leading provider of diverse fleet management and maintenance services in North America. Since 1981, First Vehicle Services has been providing efficient and cost-effective vehicle management and maintenance services at governments, school districts, petrochemical companies, transit agencies, airports, universities, and private organizations throughout the United States.

Apply today and get your career on the road with First America!

We aspire to have a culture where all people are First. We strive to attract and retain a diverse workforce therefore all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status. First is also committed to providing a drug-free workplace. For candidates applying to positions in San Francisco or Los Angeles California, First will consider for employment qualified applicants with criminal histories consistent with the requirements of the San Francisco Fair Chance Ordinance or Los Angeles Fair Chance Ordinance. First is an equal opportunity employer and by doing so we will sustain and promote an inclusive culture that supports future growth for all.

#LI-DG1

We are currently searching for a Compensation Analyst to assist in the administration of compensation programs. Maintains compensation-related data in Oracle, MarketPay, and our job description library. Conducts job evaluations, balancing pay competitiveness with internal equity.

Essential Functions

• Maintain compensation-related data in Oracle and MarketPay
• Creates new job and position codes in Oracle when needed
• Performs weekly audits using Oracle delivered reports to ensure data accuracy, capturing and sending corrections to the HR Service Center.
• Maintains job codes in MarketPay system, removing deactivated job codes and market pricing unmatched jobs. Ensure data from SFTP is accurate and up-to-date.
• Maintains Job Description Library, updating job descriptions as needed and archiving previous versions. Updates profile descriptions in Oracle.
• Maintains understanding of HRIS and related systems and processes in order to maximize efficiency and effectiveness of compensation processes and procedures, and ensure all required policies and procedures are developed, documented, and reviewed periodically.
• Prepares written communications, policies and procedures related to compensation, as needed.
• Analyzes and evaluates job descriptions
• Works with HR Business Partners and leaders to discuss new roles within the organization. Recommends revision to job descriptions if needed. Provides recommendation for job grade.
• Reviews proposals for new or revised job descriptions to determine appropriate salary grade assignment and FLSA status.
• Recommends rates for promotion and transfers.
• Updates market/promotion budget file as needed.
• Works with HR Business Partners and others to analyze compensation-related issues, identify potential solutions, complete research, and present recommendations to manager.
• Assists in the development, implementation, and administration of compensation programs.
• Assists in annual compensation processes, such as market reviews and merit cycles.
• Participates in salary surveys. Researches alternative survey sources to ensure the organization maintains a quality survey library in order to determine organization’s market competitiveness.
• Performs annual market analysis of positions to determine competitiveness of salary ranges. Performs market analysis of positions as needed between scheduled reviews.
• Payroll items
• Handles the payroll processing file for special pay administration. Audits incentive pays submitted by various managers to ensure accuracy.
• Completes special projects related to Compensation.
  

KNOWLEDGE, SKILLS AND ABILITIES

• Strong computer proficiency with Excel, Microsoft Word, Outlook.
• Strong critical thinking/problem solving skills.
• Strong interpersonal, verbal and written communication skills; ability to interact with all levels of employees.
• Advanced organizational skills essential for meeting tight deadlines as well as managing multiple complex tasks in a timely manner.
• Strong customer service skills.
• Thorough knowledge of all applicable legislation and regulations related to compensation.
• Demonstrated competence in math and analytics.
  

EDUCATION AND EXPERIENCE

• Bachelor’s degree in Human Resources, Management, Business or other related field or equivalent experience required.
• Minimum 1-3 years of experience in the human resources field required. Experience specializing in compensation strongly preferred.
• Experience with HRIS reporting preferred.
• Healthcare experience preferred.
  

CERTIFICATIONS/LICENSURE REQUIREMENTS

• PHR, CCP preferred.
  

EOE/Vets/Disabled

IND123

• Program Design & Adaptation - You develop and advocate the long-term vision and strategy for the design and adaptation of compensation and benefit programs; you drive the evaluation of current compensation and benefit programs and ensure their alignment with business needs.
• Program Implementation - You are a company-wide expert and thought leader, defining the strategy and philosophy for establishing compensation and benefits programs aligned with market competitiveness and global business strategies.
• Program Management - You evaluate the effectiveness and business impact of compensation and benefits programs and processes; you partner with HRBPs to present compensation and benefit solutions to executive leadership.
• Compensation and Benefits Education & Consultation - You are responsible for developing the education materials on compensation and benefit programs, policies, practices, and customized compensation and benefit solutions; you deliver training on specific compensation and benefit programs/processes to high-level audiences across the organization.
• People Management – You lead a team Area ICB leads for the AMERICAS region. You help employees identify growth opportunities, develop skills and build development plans. You drive the execution of projects. You establish and communicate performance expectations, identify and address gaps and monitor performance to ensure plans are met.

• 20+ years general HR experience or other related work experience
  • OR 15+ years directly related compensation work experienc
  • OR Bachelor's Degree in Human Resources, Business, or related field AND 12+ years related work experience.

• Bachelor's Degree in Human Resources, Business, or related field AND 20+ years compensation, general HR, or related business work experience.
• Compensation project management experience.
• Compensation program design experience.
• 2+ years experience working in the specific position's relevant regional labor, compensation, and statutory context.
• 1+ year(s) people management experience.

Summary/Objective:

Responsible for overseeing the Administration of the Payroll and Benefits functions. Ensures timely completion of all payroll, leave, and benefit related state, federal, and regulatory filings and compliance. This role also supervises the payroll and benefits team, and ensures proper hiring, onboarding, training, and cross training among payroll and benefit staff.

Essential Functions:

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

• Oversee the payroll function, as well as the employee benefit programs such as group health, dental, vision, flexible spending accounts, life insurances and AD&D, Worker's Compensation, COBRA, and other voluntary benefits.
• Oversee all Leave of Absence administration, including benefits such as Short-Term Disability, Long Term Disability, as well as state and federal leave and disability entitlements such as FMLA, and MAPFML.
• Coordinate and oversee the job responsibilities and activities of the payroll and benefits team, ensuring appropriate staffing coverage for payroll processing, and health and wellness and leave benefits on behalf of the team, and assisting with vacation coverage as needed.
• Maintain and manage relationships for all leave, benefit, and payroll related vendors; Consult with vendors and/or HRIS Administrator if revisions or changes to the feeds are needed. Track and manage all vendor tickets for benefits admin and leave system maintenance and administration.
• Ensure all new hires and newly benefit eligible employees are offered and enrolled in benefit plans within the appropriate timeframe in the benefits admin system, assist in troubleshooting system issues and liaising with vendors as needed.
• Take the lead on completing and/or delegating the completion of all State and Federal filings such as PPACA (all 1094-Cs and 1095-Cs), CMS, CHIPRA, HIRD, Medicare Part D, Annual SAR distribution, as well as coordinating with the payroll and benefits teams for cross training and coverage purposes.
• Research all payroll and benefit related regulatory or system changes, and take the lead on enforcing said changes, partnering with the appropriate team members.
• Hire, train, retain, and assess the performance of the payroll and benefits staff; provide coaching, ongoing career support and guidance, regular one on ones, and ensuring all team members are afforded educational and developmental opportunities to stay up to date on the most recent employment laws, and best practices.
• Partner with the Senior Payroll Admin and HR Manager on annual budget items.
• Coordinates the research and recommendation of benefits programs to management by studying employee requirements and trends, and assessing benefits offered by other organizations and keeping abreast of new and current benefit offerings. The team leader will take the lead in working with the payroll and benefits team to ensure a smooth and timely implementation of any new benefit offerings or systems. Seeing through with implementation of education and communication plans for newly implemented benefit programs.
• Oversees the appropriate handling of confidential documentation, storage, and appropriate recordkeeping for all payroll and benefits related records and confidential medical information.
• Ensures compliance with federal, state, and local legal requirements by studying existing and new legislation; obtaining qualified opinions; enforcing adherence to requirements; advising management on needed actions.
• Ensure the payroll and benefits team maintains and updates all procedures, spreadsheets, and audit checklists.
• Assess all payroll and benefit procedures and processes for efficiencies and review all benefit activities for audit and ensuring compliance. Provide suggestions to management for additional measures to ensure appropriate checks and balances are in place for audit and compliance.
• Coordinate and spearhead all payroll and benefit related audits in collaboration with the HR Manager, and partner with Senior Payroll admin on Payroll related audits.
• Perform other job-related duties as assigned by Managers(s).

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.

Job Competencies:

• Action Oriented
• Coaching
• Collaboration
• Decision Making and Problem Solving
• Follow-up
• Guiding and Developing Staff
• Planning and Organizing
• Stress Tolerance
• Team Leadership
• Teamwork
• Technical and Professional Knowledge and Skills

Education and Experience Requirements:

• 5+ years payroll and benefits/leave administration experience.
• 1-3 years of supervisory experience
• Extensive knowledge of Employee Benefit Plans
• Extensive knowledge of Payroll and Tax
• Extensive knowledge of Federal and State Leave laws

Additional Eligibility Requirements:

• PHR or SHRM-CP Certification a plus

Supervisory Responsibility:

Supervises Benefit Specialists, HR Admin – Benefits, Senior Payroll Admin, and Payroll Processors

Work Environment:

This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopier/scanner, filing cabinets, and fax machines.

Physical Demands:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. This is a largely sedentary role. While performing the duties of this job, the employee is regularly required to stand, talk, hear, and use hands and fingers to handle, feel or operate objects, tools or controls and to reach with hands and arms.

Travel:
Some travel may be required as needed.

Service Excellence: The DCU Way:
All employees are expected to provide service excellence the “DCU Way” through teamwork and by providing quality service to internal and external members, incorporating the Guiding Principles of DCU’s culture:

• People come first
• Do the right thing
• Make a difference

Bank Secrecy Act (BSA):

All Credit Union employees are required to complete all BSA related training annually and maintain knowledge of current BSA policies, specifically those related to functions performed within the department and identify and report possible suspicious activity.

We are proud to be an EEO/AA employer M/F/D/V.

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)

#communityhealth #healthcare

About Us:

Cityblock Health is the first tech-driven provider for communities with complex needs—bringing better care to where it's needed most, block by block. Founded in 2017 on the premise that "health is local" and based in Brooklyn, we are backed by Alphabet's Sidewalk Labs along with some of the top healthcare investors in the country.

Our mission is to improve the health of underserved communities. Importantly, our solutions are designed specifically for Medicaid and lower-income Medicare beneficiaries, and we meet our members where they are, bringing care into the home and neighborhoods through our community-based care teams and Virtual Care offerings.

In close collaboration with community-based organizations, local providers, and leading health plans, we are reorganizing the health system to focus on what matters to our members. Equipped with world-class, custom care delivery technology, we deliver personalized primary care, behavioral health, and social services to deliver a radically better experience of care for every member and community we serve.

Over the next year, we'll grow quickly to bring better care to many more members and their communities. To do this, we need people who, like us, believe that everyone should have good care for what matters to them, in their community.

Our work is grounded in a belief in the power of a diverse community. To close gaps in care and advance equity in the communities we serve, we have to start with making our own team diverse and inclusive. Our ways of working are characterized by creativity, collaboration, and mutual learning that comes from bringing together a community from diverse backgrounds and perspectives. We strive to ensure that every person on the Cityblock team, and every Cityblock member, feels supported and included as a part of our community.

Our Values:

• Aim for Understanding
• Be All In
• Bring Your Whole Self
• Lean Into Discomfort
• Put Members First

About the Role:

Reporting to the Head of Total Rewards & People Operations, the Senior Manager, Compensation develops solutions through the design, development, implementation, and administration of compensation programs and practices that are externally competitive and internally equitable.

• Provides consulting services to business leaders and HR partners, designing and creating salary structures and stock-based plans, and analyzing job requirements and leveling.
• Lead project management for annual compensation projects, prepares materials for submission to the Compensation Committee of the Board of Directors, and provides direction for various market analysis initiatives.
• Provides input and recommendations in setting compensation philosophy, strategy, and vision to align with Cityblock's mission, values, and objectives.
• Leads the annual compensation planning cycle including competitive market analysis, budget formulation, salary planning, and annual bonus planning, payouts, equity cycles in close alignment with performance and talent management processes.
• Provides consulting services to HR Business Partners and business leaders in the areas of job design, job evaluation, competitive market analysis and job requisition review to ensure consistency across the company.
• In close partnership with Finance and Stock Administration, manages all stock-based programs from creation/revision to administration.
• Manages the participation in multiple compensation surveys.
• Educates and consults with business leaders and HRBPs on interpretation of compensation policies and programs.
• Provide guidance and direction to internal staff and consultants working on compensation projects and deliverables.
• Conducts various ad-hoc compensation analyses.
• Ensures that Cityblock's Compensation programs/policies comply with best practices, regulatory requirements, and are market competitive.
• Ownership of FLSA classifications and compliance. Manages pay equity review and analysis.
• Prepares materials for the Compensation Committee.
• Other duties and responsibilities as assigned.

Requirements for the Role:

• Bachelor's degree in a related discipline, or equivalent, and 5+ years of demonstrated expert- level compensation experience in progressive public organizations.
• Experience in Healthcare industry.
• Prior people management experience required.
• Strong experience in base and equity compensation. Incentive and Executive compensation experience. Must have pay equity experience.
• Job architecture and leveling experience.
• Superb understanding of current and emerging market trends and leading compensation practices. Ability to gather and synthesize compensation data from both industry surveys and other information sources.
• Ability to translate company and people strategy into compensation strategy and programs, tailoring to the needs of the business.
• Excellent interpersonal and communications skills: relationship building, enthusiasm, and ability to lean in to challenging situations.
• Results oriented with strong ability to work autonomously and with multiple partner teams. Proven ability to manage multiple projects simultaneously.
• Expert level technical and analytical skills: including advanced excel proficiency and data-modeling skills.
• Experience and comfort with enterprise-wide HRIS tools.
• Ability to work quickly with accuracy.

How We Define Success:

• Reporting to the Head of Total Rewards and People Operations, manages the design, development, implementation, and administration of compensation programs and practices that are externally competitive and internally equitable..
• Provides input and recommendations in setting compensation philosophy, strategy, and vision to align with Cityblock's mission, values, and objectives.
• Leads the annual compensation planning cycle including competitive market analysis, budget formulation, salary planning, and annual bonus planning, payouts, equity cycles in close alignment with performance and talent management processes.
• Provides consulting services to HR Business Partners and business leaders in the areas of job design, job evaluation, competitive market analysis and job requisition review to ensure consistency across the company.
• In close partnership with Finance and Stock Administration, manages all stock-based programs from creation/revision to administration.
• Manages the participation in multiple compensation surveys.
• Educates and consults with business leaders and HRBPs on interpretation of compensation policies and programs.
• Provide guidance and direction to internal staff and consultants working on compensation projects and deliverables.
• Conducts various ad-hoc compensation analyses.
• Ensures that Cityblock's Compensation programs/policies comply with best practices, regulatory requirements, and are market competitive.
• Ownership of FLSA classifications and compliance. Manages pay equity review and analysis.
• Prepares materials for the Compensation Committee.
• Other duties and responsibilities as assigned.

Nice to Have, But Not Required:

• Technology industry experience a plus.
• CCP a plus.
• Start-up and mature-company experience ideal.

What We'd Like From You:

• A resume and/or LinkedIn profile
• A short cover letter, please!

Cityblock values diversity as a core tenet of the work we do and the populations we serve. We are an equal opportunity employer, indiscriminate of race, religion, ethnicity, national origin, citizenship, gender, gender identity, sexual orientation, age, veteran status, disability, genetic information, or any other protected characteristic.

We do not accept unsolicited resumes from outside recruiters/placement agencies. Cityblock will not pay fees associated with resumes presented through unsolicited means.

Covid 19 Update - Please Read:

Inova is Northern Virginia’s leading nonprofit healthcare provider. Our mission is to provide world-class healthcare – every time, every touch – to each person in every community we have the privilege to serve. Inova’s 19,000 team members serve more than 2 million individuals annually through an integrated network of hospitals, primary and specialty care practices, emergency and urgent care centers, outpatient services and destination institutes.

Inova’s five hospitals are consistently recognized by the Centers for Medicare and Medicaid Services (CMS), U.S. News & World Report Best Hospitals and Leapfrog Hospital Safety Grades for excellence in healthcare.

Inova is home to Northern Virginia’s only Level 1 Trauma Center and Level 4 Neonatal Intensive Care Unit. Its hospitals have a total of 1,936 licensed beds. More information and statistics about Inova can be found at www.inova.org .

Role Overview

As a Senior Compensation Consultant, you will demonstrate advanced and comprehensive knowledge of compensation theory and best practices. To help achieve our mission, you will oversee compensation department projects as assigned, including job classification reviews, market pricing analyses for clinical and non-clinical positions, department pay practice audits, and policy development. Your ability to serve as a Senior Consultant on major, complex and high profile projects, presentations and initiatives is required. Serving as an expert resource to senior management in the development of effective compensation and Pay for Performance strategies and their integration with management objectives, and to Human Resources Business Partners regarding compensation issues and questions from line managers, is of vital importance.

This role is full-time remote eligible.

Job Responsibilities

• Performs highly advanced compensation review, analysis and recommendations in regards to but not limited to: individual pay review, internal equity review, external equity review, payroll, special pay programs and administration, incentive plan development and implementation, new hire offer review, internal promotions review, salary survey interpretation and submissions.
• Evaluates current compensation programs and makes program updates and recommendations to ensure that all compensation initiatives are progressive and in-line with business initiatives.
• Conducts salary surveys and prices jobs according to the appropriate scope and level of the position. Requires creation and maintenance of job descriptions that properly portray the requirements and duties of the roles within the organization.
• Manages salary ranges, hiring guidelines and annual review processes to develop a compensation program that aligns with the company and business goals.
• Responsible for calculating and administering incentive payouts, retro payments, stipends and other specialty pay.
• Keeps leadership informed of project status to include the identification of barriers and possible solutions.
• Successfully prioritizes and responds to compensation related issues to ensure consistent customer satisfaction while also meeting competing deadlines.
• Negotiates skillfully within the framework of a given project to ensure successful project implementation.
• Creates and facilitates presentations and meetings to ensure proper communication and to gain feedback and buy-in on compensation initiatives.
• Conducts focus groups as part of compensation-related program and project implementation when and where applicable.
• Develops and delivers training programs and tools to facilitate the implementation of variable and base compensation programs, principles, and practices and other Pay for Performance solutions.
• Interacts and maintains a good rapport with members of the executive and leadership teams during compensation-related initiative socialization and implementation.
• Serves as point of contact to Human Resources for salary recommendations related to clinical and non-clinical positions.
• Performs other duties as assigned.

Qualifications

• Bachelor's degree required.
• Minimum eight (8) years of experience in Human Resources profession or related field with at least six (6) years as a compensation specialist required.
• Minimum two (2) years of experience in the design and implementation of base salary and variable pay programs required.
• Minimum four (4) years of analytical experience required.
• Hospital or health system experience strongly preferred.
• Proven Consultative skills and experience.
• Exhibits strong analytical skills and problem solving skills.
• Keen attention to detail. Solid math skills.
• Specialized knowledge in Compensation.
• Ability to build and maintain partnerships with client group.
• A self-starter who can prioritize multiple projects and deadlines effectively.
• Exceptional project management skills to include the ability to manage multiple projects of varying complexity and scope concurrently.
• Outstanding verbal and written communication skills to include the ability to effectively communicate complex information in a clear and concise manner.
• Proven proficiency with HRIS applications.
• Ability to conduct formal group presentations and facilitate focus groups.
• Strong teamwork and collaboration skills.
• Demonstrates a high level of professionalism at all times and is experienced in handling matters of a confidential nature.

Inova is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.

#LI-DNI

Inova is Northern Virginia’s leading nonprofit healthcare provider. Our mission is to provide world-class healthcare – every time, every touch – to each person in every community we have the privilege to serve. Inova’s 19,000 team members serve more than 2 million individuals annually through an integrated network of hospitals, primary and specialty care practices, emergency and urgent care centers, outpatient services and destination institutes.

Inova’s five hospitals are consistently recognized by the Centers for Medicare and Medicaid Services (CMS), U.S. News & World Report Best Hospitals and Leapfrog Hospital Safety Grades for excellence in healthcare.

Inova is home to Northern Virginia’s only Level 1 Trauma Center and Level 4 Neonatal Intensive Care Unit. Its hospitals have a total of 1,936 licensed beds. More information and statistics about Inova can be found at www.inova.org .

Role Overview

As a Senior Compensation Consultant, you will demonstrate advanced and comprehensive knowledge of compensation theory and best practices. To help achieve our mission, you will oversee compensation department projects as assigned, including job classification reviews, market pricing analyses for clinical and non-clinical positions, department pay practice audits, and policy development. Your ability to serve as a Senior Consultant on major, complex and high profile projects, presentations and initiatives is required. Serving as an expert resource to senior management in the development of effective compensation and Pay for Performance strategies and their integration with management objectives, and to Human Resources Business Partners regarding compensation issues and questions from line managers, is of vital importance.

This role is full-time remote eligible.

Job Responsibilities

• Performs highly advanced compensation review, analysis and recommendations in regards to but not limited to: individual pay review, internal equity review, external equity review, payroll, special pay programs and administration, incentive plan development and implementation, new hire offer review, internal promotions review, salary survey interpretation and submissions.
• Evaluates current compensation programs and makes program updates and recommendations to ensure that all compensation initiatives are progressive and in-line with business initiatives.
• Conducts salary surveys and prices jobs according to the appropriate scope and level of the position. Requires creation and maintenance of job descriptions that properly portray the requirements and duties of the roles within the organization.
• Manages salary ranges, hiring guidelines and annual review processes to develop a compensation program that aligns with the company and business goals.
• Responsible for calculating and administering incentive payouts, retro payments, stipends and other specialty pay.
• Keeps leadership informed of project status to include the identification of barriers and possible solutions.
• Successfully prioritizes and responds to compensation related issues to ensure consistent customer satisfaction while also meeting competing deadlines.
• Negotiates skillfully within the framework of a given project to ensure successful project implementation.
• Creates and facilitates presentations and meetings to ensure proper communication and to gain feedback and buy-in on compensation initiatives.
• Conducts focus groups as part of compensation-related program and project implementation when and where applicable.
• Develops and delivers training programs and tools to facilitate the implementation of variable and base compensation programs, principles, and practices and other Pay for Performance solutions.
• Interacts and maintains a good rapport with members of the executive and leadership teams during compensation-related initiative socialization and implementation.
• Serves as point of contact to Human Resources for salary recommendations related to clinical and non-clinical positions.
• Performs other duties as assigned.

Qualifications

• Bachelor's degree required.
• Minimum eight (8) years of experience in Human Resources profession or related field with at least six (6) years as a compensation specialist required.
• Minimum two (2) years of experience in the design and implementation of base salary and variable pay programs required.
• Minimum four (4) years of analytical experience required.
• Hospital or health system experience strongly preferred.
• Proven Consultative skills and experience.
• Exhibits strong analytical skills and problem solving skills.
• Keen attention to detail. Solid math skills.
• Specialized knowledge in Compensation.
• Ability to build and maintain partnerships with client group.
• A self-starter who can prioritize multiple projects and deadlines effectively.
• Exceptional project management skills to include the ability to manage multiple projects of varying complexity and scope concurrently.
• Outstanding verbal and written communication skills to include the ability to effectively communicate complex information in a clear and concise manner.
• Proven proficiency with HRIS applications.
• Ability to conduct formal group presentations and facilitate focus groups.
• Strong teamwork and collaboration skills.
• Demonstrates a high level of professionalism at all times and is experienced in handling matters of a confidential nature.

Inova is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.

#LI-DNI

The COMPENSATION & BENEFITS MANAGER for the University of Arizona Global Campus (UAGC) is a full-time employment position reporting to the SR. DIRECTOR, TOTAL REWARDS . The COMPENSATION & BENEFITS MANAGER will contribute to the strategy, program design, and administration of all health care benefits (medical, prescription drug, dental, vision, etc.) with a focus on delivering an outstanding employee experience. This role will also be responsible for leading and managing compensation processes and projects for the organization. The role will be instrumental in partnering with our third-party vendors and aligning on timing, technique, and year-over-year strategy. This role drives continuous improvement through streamlining of processes, identifying cost savings opportunities and bringing forward innovative program design and strategic solutions. The incumbent will lead/support various compensation-related initiatives such as salary management, compensation programs, employee and manager education and communication, job evaluation, and benchmarking/grading activities within the organization. Additionally, this position does have responsibilities for oversight and direction on compliance, communication, and outcomes-based reporting to ensure awareness, engagement, and overall program efficiency. The incumbent will be an avid collaborator with the broader Human Resources team and will partner with various cross-functional teams throughout the organization. This position will be required to work on-site in our Chandler, AZ office a minimum of 3 days/week.

Essential Job Duties:

Benefits

• Works closely with the Sr. Director, Total Rewards to plan and develop the health and well-being benefits strategy and program design recommendations

• Oversight of vendor relationships, including sophisticated vendor management, with all health and well-being vendors. Ensures exemplary vendor performance through regular status meetings, performance reviews, performance guarantees and audits. Partners with benefits team/vendors to identify trends and cost savings opportunities, as well as opportunities to improve the health outcomes of UAGC employees

• Leads team on all aspects of the heath care plan administration to ensure compliance with ERISA, HIPAA, and other applicable regulations impacting Group Insurance Plans

• Collaborates with legal and other outside resources to keep up-to-date on legislative changes effecting the health benefit plans and recommends changes as the need arises

• Supervises implementation of new benefit plans or benefit changes

• Oversight of communication development and review for benefit plan changes and on-going education

• Oversight of FMLA and W/C plans; actively engaged in answering daily benefit questions from employees in verbal and/or written format

• Champions health and wellness activities throughout the year for University employees

Compensation

• Other duties as assigned

Compensation

• Ensure compensation programs remain competitive and enhance UAGC’s ability to attract and retain talent

• Administer, review, and recommend job titles, pay structures and compensation plans across UAGC

• Manage the companywide annual merit processes

• Conduct job evaluations to determine classification as exempt or nonexempt and appropriate salary range

• Prepare and present summary reports of job analysis and compensation analysis information

• Proactively lead compensation benchmarking and market research process to ensure market competitiveness across all elements of pay; manage survey provider relationships, participate in compensation surveys, perform survey job matching, and conduct ad-hoc benchmarking and market research.

• Partner with DEI to calibrate compensation and ensure pay programs are consistent and equitable.

• Lead the continuous improvement of processes and procedures to drive efficiencies, eliminate manual processes, and improve the employee experience.

• Other duties as assigned

Minimum Requirements:

• Bachelor’s degree from an accredited institution in human resources, business administration or closely related field

• 8 years of progressive experience in Employee Benefits and Compensation with at least 4 years of focus on the design and administration of health care plans and/or compensation design

• Extensive Workday HRIS/ADP system knowledge and Workday Advanced Compensation

• Ability to travel 1-2x/quarter, as necessary for institution/business meetings or training/learning opportunities

• Ability to manage time effectively, train, mentor and coach department leaders, and lead by example

• Previous experience working with benefit vendors, analyzing plans, and working through complex negotiations. Collaborate with benefits providers on renewals, utilization experience, cost management, and plan design options; review vendors' performance and recommend changes to management.

• Advanced knowledge of applicable regulatory and legal compliance obligations, rules and regulations, industry standards and practices

• Ability to effectively present complex topics to individuals and large groups

• Strong written and verbal communication skills; ability to articulate vision with confidence

• Ability to work in a fast-paced environment and navigate through complex change

• Deep analytical skills with the ability to translate data and trends into key insights and recommendations

• Ability to maintain confidentiality and appropriately handle sensitive information

• Ability to serve as a go-to for the Total Rewards/HR Team/Leadership Teams as the need arises and for cross-training learning opportunities

• Knowledge of compensation related federal, state, and local government regulations/advanced proficiency in Microsoft Excel/multi-state payroll experience

Preferred Qualifications:

• PHR/SPHR/CEBS certification and/or Certified Employee Benefits Specialist (CEBS) designations

Education:

• Bachelors degree in human resources or another closely related field required

Education Requirements:

If a degree or education credit minimum is required for the position, all education must be conferred by a regionally accredited or approved nationally accredited institution. All candidates must provide proof of higher education (official transcripts) upon request.

Manager Compensation

At our Company, we grow People, Brands, and Businesses! We are seeking a talented Manager for Compensation who will lead a team responsible for strengthening the company’s rewards programs to ensure they are market competitive, performance-based, and contribute to business success. Evaluate, develop, analyze and recommend base and variable pay, market pricing, pay structures, and software-based solutions.

Take this opportunity to join North America’s leading business solutions provider and build your career working with amazing people in a growing industry! Apply today!

What we offer:

• Full-Time Benefits (Medical, Dental, Vision, Life)
• 401(k) with company match
• Training and Career Development
• Generous Paid Time-Off

Responsibilities:

• Lead the development and maintenance of company-wide job grading/leveling/career-banding. Manage implementation and communication of structures across all lines of business.
• Analyzes job descriptions, formulates recommendations regarding FLSA exemptions, market data comparisons, and organizational structures. Works closely with the leaders of the company providing compensation analysis and guidance for team structures, promotions, equity adjustments. Manages the annual merit review process company-wide.
• Ensure ongoing FLSA compliance and conduct audits periodically to assess compliance; thoroughly document findings and recommend appropriate solutions for compliance.
• Oversee and administer the Company Managerial Bonus program throughout the year and Q1 payout.
• Provide guidance and oversight for the National Awards Program. New manager training on all programs, systemized tracking established and maintained.
• Partner with HRMS team to ensure development and design of compensation tools for manager self-service, bonus and incentive planning a tracking, and annual merit planning.

Qualifications:

• Bachelor's Degree required or equivalent experience
• 8+ years of experience in Compensation
• HR Generalist/ Business partner background is a plus
• WorldatWork Certified Compensation Professional desired
• Ability to complete multiple duties with accuracy shifting from one to another with frequent interruptions and competing deadlines
• Good interpersonal skills with excellent written communication and verbal communication skills

Job Summary

Accountable for the daily operations of the Compensation functions and team management. Liaison among cross-functional groups and departments. Responsible for the design, implementation, and administration of compensation pay strategies that support organizational goals and objectives and includes job evaluations, job description management, incentive programs, and compensation planning. Maintains a total rewards pay program that is competitive, objective, equitable, and rewarding. Ensure the organizations compensation philosophy and guiding principles for base and variable pay programs are designed to attract, retain, and motivate high performing individuals.

Job Specific Duties

• Lead the analysis and design of new compensation programs. Develop sound practices relating to job analysis, salary surveys, benchmarking reviews, salary grades structures, and base pay administration.
• Maintain a three year compensation review cycle by evaluating every position or job family for market competitiveness and internal equity. Prepare rate adjustments recommendations for approval.
• Ensure our compensation practices drive our diversity, equity, and inclusion outcomes through thoughtful and innovative approaches to every phase of the Total Rewards Compensation cycle.
• Collaborate with the operational leaders and HR business partners to develop and review job descriptions, compensation plans, and other compensation initiatives.
• Oversee the annual planning, execution, and review of salary adjustments, merit, and bonus programs. Prepare cost modeling and impact analysis of various scenarios to assist leadership in decision-making process.
• Monitors trends and regulatory developments in the external market that impact our compensation programs.
• Direct the job evaluation process and compensation analysis requests to ensure timeliness of responses to our business partners and leaders.
• Maintain the third-party compensation survey data and market pricing applications current and utilize the compensation software tools to its fullest potential.
• Develops, implements, and administers annual, quarterly and ad hoc bonus programs. Ensures bonus programs are communicated and distributed accurately. Conducts regular analyses to determine effectiveness and financial impact of programs.
• Develop and maintain effective communication strategies to drive employee awareness and understanding of compensation programs.
• Lead, coach, train, and develop a team of motivated, bright and highly competent compensation professionals including succession planning.
• Develops appropriate metrics and tracking mechanisms to measure results, satisfaction, and cost effectiveness of all programs. Ensuring it’s achieving the desired results.

Minimum Job Requirements

• Bachelor's Degree in HR Management, Information Systems, Business Administration, Finance, or other related field
• 3+ years as a Compensation Leader with experience in leading a team
• 5+ years of experience in administration of compensation plans
• Advanced experience in compensation analytics, benchmarking principles, job evaluations methodologies, financial modeling, and utilizing compensation survey tools
• Experience with advanced Excel, PeopleSoft HCM, or other major equivalent HRIS systems

Knowledge, Skills, and Abilities

• Healthcare industry preferred.
• Self-starter with ability to work with little direction and produce results.
• Able to thrive in highly dynamic settings.
• Lead and execute multiple projects concurrently.
• Knowledge of compensation principles (salary structures, pay grade ranges, and job slotting).
• Creating and managing innovative compensation programs in a fast-paced work environment; comfortable with building out of the box solutions to solve problems.
• Understands how to interpret compensation survey, market benchmark data, and utilize tools to evaluate compensation packages.
• Collaborative in role as a team player; delivers results and balances priorities under pressure.
• Understands applicable laws including DOL, FLSA, and other related regulatory requirements.
• Strong analytical and problem solving skills; attention to detail.
• Excellent negotiation and consulting skills.
• Ability to adapt communication style to audience (executives, employees, and external vendors).
• Strong verbal and written communication with experience presenting and interacting with leaders.
• Experience with project management approaches, tools, and phases of the project lifecycle.

Performs an accomplished level of duties in the analysis, evaluation and implementation in one or more areas of compensation including compensation services, compensation administration, incentive systems and international compensation. Analysis involves interpretation of trends, strategies and the culture of the corporation. This role will collaborate with functional management and staff providing professional advice on all compensation matters.

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

Knowledge of federal laws and general human resources policies and procedures related to compensation preferred. Proficiency in various computer applications required. Strong analytical, statistical, human relations and communication skills required. Bachelor's degree/equivalent. Finance, Mathematics or related quantitative discipline degree preferred. MBA preferred. Professional accreditation (CCP, GRP, SHRM, etc.) Preferred. Two to three (2-3) years related experience in compensation, financial analysis, statistical analysis or other quantitative related experience required.

FedEx Express is absolutely, positively your best choice for a career.

Are you looking for a company that provides a safe, diverse and rewarding environment where employees have opportunities to grow and succeed?

Are you looking for a company that provides benefits, competitive pay and opportunities to develop your skills into a rewarding career?

This is who we are and what we do. Come join the team that is recognized consistently among best employers and is the world’s largest express transportation company, providing services to more than 220 countries and territories. Come help us deliver the FedEx Purple Promise by making every customer experience outstanding.

We’re excited that your career search has brought you to FedEx. Visit the link below to see more about what it means to join the team at FedEx:

https://www.fedex.com/en-us/about/working-at-fedex.html

FedEx Express is an EEO/AA employer and prohibits discrimination and harassment against any applicant or employee on the basis of race, color, religion, national origin, citizenship, genetic information, age (except for bona fide occupational qualifications), sex, pregnancy (including childbirth or a related medical condition), disability, sexual orientation, gender identity, gender expression, marital status, military leave or service, status as a disabled veteran or other covered veteran status, participation in EEO protected activity, any other status protected by federal, state, or local law, or association with a person on the basis of one or more of the foregoing.

FedEx Express is an AA/EEO/Veterans/Disabled Employer.

Applicants who require reasonable accommodations to complete a profile or to submit responses to qualifying questions may contact Reginald Stewart at 1-866-730-1021.

• Equal Employment Opportunity is the Law
• EEO is the Law Supplement
• Pay Transparency Policy
• Family and Medical Leave Act (FMLA)
• Employee Polygraph Protection Act

E-Verify Program Participant: FedEx Express participates in the Department of Homeland Security U.S. Citizenship and Immigration Services' E-Verify program (For U.S. applicants and employees only).

Please click below to learn more about the E-Verify program:

• E-Verify Notice (bilingual)
• Right to Work Notice (English) / (Spanish)

If you are applying in Philadelphia, PA, you can click here to learn about Philadelphia's fair chance hiring law.

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

NEW YORK CORRECTION LAW

ARTICLE 23-A

LICENSURE AND EMPLOYMENT OF PERSONS PREVIOUSLY CONVICTED OF ONE OR MORE CRIMINAL OFFENSES

Section 750. Definitions.

751. Applicability.

752. Unfair discrimination against persons previously convicted of one or more criminal offenses prohibited.

753. Factors to be considered concerning a previous criminal conviction; presumption.

754. Written statement upon denial of license or employment.

755. Enforcement.

§750. Definitions. For the purposes of this article, the following terms shall have the following meanings:

(1) "Public agency" means the state or any local subdivision thereof, or any state or local department, agency, board or commission.

(2) "Private employer" means any person, company, corporation, labor organization or association which employs ten or more persons.

(3) "Direct relationship" means that the nature of criminal conduct for which the person was convicted has a direct bearing on his fitness or ability to perform one or more of the duties or responsibilities necessarily related to the license, opportunity, or job in question.

(4) "License" means any certificate, license, permit or grant of permission required by the laws of this state, its political subdivisions or instrumentalities as a condition for the lawful practice of any occupation, employment, trade, vocation, business, or profession. Provided, however, that "license" shall not, for the purposes of this article, include any license or permit to own, possess, carry, or fire any explosive, pistol, handgun, rifle, shotgun, or other firearm.

(5) "Employment" means any occupation, vocation or employment, or any form of vocational or educational training. Provided, however, that "employment" shall not, for the purposes of this article, include membership in any law enforcement agency.

§751. Applicability. The provisions of this article shall apply to any application by any person for a license or employment at any public or private employer, who has previously been convicted of one or more criminal offenses in this state or in any other jurisdiction, and to any license or employment held by any person whose conviction of one or more criminal offenses in this state or in any other jurisdiction preceded such employment or granting of a license, except where a mandatory forfeiture, disability or bar to employment is imposed by law, and has not been removed by an executive pardon, certificate of relief from disabilities or certificate of good conduct. Nothing in this article shall be construed to affect any right an employer may have with respect to an intentional misrepresentation in connection with an application for employment made by a prospective employee or previously made by a current employee.

§752. Unfair discrimination against persons previously convicted of one or more criminal offenses prohibited. No application for any license or employment, and no employment or license held by an individual, to which the provisions of this article are applicable, shall be denied or acted upon adversely by reason of the individual's having been previously convicted of one or more criminal offenses, or by reason of a finding of lack of "good moral character" when such finding is based upon the fact that the individual has previously been convicted of one or more criminal offenses, unless:

(1) There is a direct relationship between one or more of the previous criminal offenses and the specific license or employment sought or held by the individual; or

(2) the issuance or continuation of the license or the granting or continuation of the employment would involve an unreasonable risk to property or to the safety or welfare of specific individuals or the general public.

§753. Factors to be considered concerning a previous criminal conviction; presumption. 1. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall consider the following factors:

(a) The public policy of this state, as expressed in this act, to encourage the licensure and employment of persons previously convicted of one or more criminal offenses.

(b) The specific duties and responsibilities necessarily related to the license or employment sought or held by the person.

(c) The bearing, if any, the criminal offense or offenses for which the person was previously convicted will have on his fitness or ability to perform one or more such duties or responsibilities.

(d) The time which has elapsed since the occurrence of the criminal offense or offenses.

(e) The age of the person at the time of occurrence of the criminal offense or offenses.

(f) The seriousness of the offense or offenses.

(g) Any information produced by the person, or produced on his behalf, in regard to his rehabilitation and good conduct.

(h) The legitimate interest of the public agency or private employer in protecting property, and the safety and welfare of specific individuals or the general public.

2. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall also give consideration to a certificate of relief from disabilities or a certificate of good conduct issued to the applicant, which certificate shall create a presumption of rehabilitation in regard to the offense or offenses specified therein.

§754. Written statement upon denial of license or employment. At the request of any person previously convicted of one or more criminal offenses who has been denied a license or employment, a public agency or private employer shall provide, within thirty days of a request, a written statement setting forth the reasons for such denial.

§755. Enforcement.

1. In relation to actions by public agencies, the provisions of this article shall be enforceable by a proceeding brought pursuant to article seventy-eight of the civil practice law and rules.

2. In relation to actions by private employers, the provisions of this article shall be enforceable by the division of human rights pursuant to the powers and procedures set forth in article fifteen of the executive law, and, concurrently, by the New York city commission on human rights.

$18.32 - $31.87 Hourly

$38,101 - $66,296 Annually

This position is a Pay Band 70

THIS POSTING WILL BE USED TO CONDUCT ONGOING RECRUITMENT AND WILL REMAIN OPEN UNTIL POSITION HAS BEEN FILLED.

Position will serve as key member on State Personnel team that helps develop job descriptions and job pay structures for the staffing needs of state agencies.

• Utilizes a high degree of analysis in the development of classification descriptions and their proper alignment in an organizational structure.
• Employs complex analysis on labor market salary research to develop appropriate pay mechanisms.
• Provides analytical support and data analysis on projects and human resource metrics.
• Produces accurate and timely cost reports and projections for salary increases and salary structure adjustments.
• Completes salary and benefits surveys and reports analysis findings to key stakeholders.
• Provides organizational analysis and consultation for agency clients and develops in-depth structural solutions.

• State employees
• State Personnel Board and Director
• New Mexico State Legislature

• Utilizing Hay job evaluation methodology;
• Developing and completing salary and benefit surveys;
• Analysis of survey data;
• Preparing data reports and presenting results to key stakeholders.

Bachelor's Degree in Human Resource Management or Business Administration, Personnel Administration and four (4) years of experience in HR administration, compensation and benefits administration and/or job classification. Substitutions Apply. See Substitution Table below.

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. Must possess and maintain a current Defensive Driving Course Certificate from the State of New Mexico or must pass and receive Defensive Driving Course Certification within six (6) months of date of hire as a condition of continued employment.

Executive Order 2021-046 requires all employees with the State of New Mexico to provide either proof of COVID-19 vaccination or proof of a COVID-19 viral test every week.

The Public Health Order (on Vaccination) dated August 17, 2021, requires Congregate Care Facility Workers and Hospital Workers to be fully vaccinated.

If you have questions about whether these requirements apply to this specific position, contact the agency contact listed on this advertisement.

Links to the referenced Executive Order and Public Health Order can be found on the State Personnel Office website homepage: www.spo.state.nm.us

Work is usually performed in an office setting, with extensive exposure to Visual/Video Display Terminal (VDT), personal computer, tablet, printer, calculator, hole-punch, cellphone, copy machine, scanner, keyboard, and telephone usage. Some travel may be required.

Benefits:

Do you know what Total Compensation is? Click here

Agency Contact Information: Cliff McNary, (505) 551-2994 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.

Donaldson is committed to solving the world’ s most complex filtration challenges. Employing innovation and breakthrough solutions, we are advancing filtration for a cleaner world. We look for the best people to help us succeed, offering opportunities to learn, effect change, and make meaningful contributions at work and in our communities. This is a place where you can make a world of difference.

The Senior Compensation Analyst will manage and provide analytic support for base pay programs and administration as well as incentive plan design and administration. This individual will serve as a compensation subject matter expert and consult with HR leaders, both domestically and globally, on compensation related activities and initiatives.

Role Responsibilities:

• Evaluate and analyze market data. Counsel HR partners and business leaders on competitive pay decisions.

• Conduct job evaluations in order to determine salary grade and pay recommendations.

• Understand and apply FLSA regulations with regard to job evaluation process.

• Market price non-executive jobs to meet business needs and comply with internal equity.

• Develop and maintain U.S. salary ranges.

• Review and develop merit budget, establish merit matrix guidelines, and determine changes in salaries based on labor market trends.

• Support annual rewards planning process from a global perspective.

• Serve as the Workday subject matter expert with regard to compensation data. Support the implementation of new compensation processes within Workday.

• Responsible for managing the integrity of overall job and compensation data within Workday.

• Provide input and assist with the assessment and ongoing use of market pricing software and data.

• Provide input to the Global Total Rewards Center of Excellence for the design of compensation programs, practices, systems, communications, and Workday reporting.

• Collaborate with cross-functional teams including Human Resources and Finance on compensation program design, program set-up/configuration within Workday, and budgeting process.

• Lead sales and non-sales incentive plan evaluation and design.

• Assess incentive program effectiveness through plan design modeling and determine cost impact.

• Lead incentive plan administration including payout calculations and partner with Finance from an audit perspective.

• Update and maintain incentive system with employee data and plan design features.

• Draft communications to HR, managers and employees.

• Lead compensation related projects as needed.

Minimum Qualifications:

• Bachelor’s degree in human resources, business or related field

• 5+ years of progressive Compensation experience

• 2+ years of project management experience

Preferred Qualifications:

• Previous experience working with Workday, Mercer eIPE and Market Pay systems

• CCP certification

• Advanced Excel skills and intermediate-to-advanced Access skills

• Ability to: Work in a matrixed environment and manage multiple projects with minimum supervision; Provide work guidance and direction to other team members; Advise cross-functional leaders and offer innovative solutions and recommendations.

Come make a World of Difference!

Employment opportunities for positions in the United States may require use of information which is subject to the export control regulations of the United States. Hiring decisions for such positions are required by law to be made in compliance with these regulations. Applicants for employment opportunities in other countries must be able to meet the comparable export control requirements of that country and of the United States.

Our policy is to provide equal employment opportunities to all qualified persons without regard to race, gender, color, disability, national origin, age, religion, union affiliation, sexual orientation, veteran status, citizenship, gender identity and/or expression, or other status protected by law.

• Manages and implements the approved provider compensation plans and is responsible for all processes and procedures to compensate providers accurately and timely per the providers contracts and approved compensation plans.
• Supports the Compensation Committees. Works with the Committee Chair and physician enterprise leadership to create the agenda, provide financial models related to compensation plan proposals, and makes recommendations regarding plan design.
• Continuously analyzes compensation issues raised and makes recommendations to the Compensation Committee and physician enterprise leadership.
• Prepares and reviews various modeling and analytics for operations, and collaborates with finance on various modeling and analytics to support business decisions.
• Works regularly with providers to help them understand production to compensation gaps, compensation plans, and processing compensation.
• Utilizes financial statements and benchmarks to assist in determining the conversion factors related to the compensation plans.
• Prepares the annual physician compensation budgets.
• Prepares and reviews monthly physician compensation calculations, and maintains an effective process to calculate and manage provider compensation.
• Manages and maintains all employment contracts. Ensures all contracts are up-to-date and in compliance with regulations and operating procedures.
• Prepares and presents various compensation and productivity reports to various constituencies to assess performance. Meets with physicians as needed to educate and respond to various issues.
• Reviews total individual physician compensation, relative to industry benchmarks to ensure it is within fair market value; and prepares materials and manages the process for fair market value reviews by Physician Transaction Advisory Group.
• Provides one-on-one training to new physicians to educate them on the compensation plan, how and when productivity and non-productivity metrics will be calculated, and how their initial draw rate for compensation is calculated.
• Must have the ability to work effectively and collaboratively in a diverse and multicultural environment.
• Completes special projects as requested.

Required Education (for CHI Leadership Job Levels from Supervisor through President)

Bachelor's Degree is required.

Required Education for Staff Job Levels

Required Licensure and Certifications

None

Required Minimum Knowledge, Skills and Abilities

Strong analytical base and understanding of provider compensation principles

Basic analytical skills necessary for the evaluation of systems and changes and preparation of a variety of reports and analyses. Must also possess a level of analytical ability to problem-solve, evaluate, plan, and benchmark activities related to provider compensation.

Basic interpersonal skills necessary to build effective relationships and to adequately explore complex/sensitive situations with executive management, department management, line staff, physicians, and regulatory agencies when planning and evaluating work flows, policies/procedures, and systems related to provider compensation, as well as the ability to explain, teach, and present the related issues to these groups.

Computer proficiency with MS Office products (Word, Excel & PowerPoint)

• JobID: 3850
Position Type:
Central Office, Professional/Classification and Compensation Analyst
Date Posted:
12/3/2021
Location:
Central Office, Howard County Public School System
Classification and Compensation Analyst
This position opens December 3, 2021 and closes December 15, 2021.

In alignment with our Strategic Call to Action, the Office of Human Resources (OHR) delivers services, programs, and communications to our highly valued current and prospective employees. To learn more about employment with HCPSS, please visit https://www.hcpss.org/employment/.

DESCRIPTION
Under the direction of the Executive Director of Human Resources, the Classification and Compensation Analyst supports the implementation of the Howard County Public School Systems compensation and classification programs.

ESSENTIAL POSITION RESPONSIBILITIES
Communicates with employees regarding compensation, position classification, and administers pay policies and practices for the school system. Processes pay changes and ensures payment of all negotiated stipends, differentials, and compensatory stipends. Conducts classification reviews, desk audits, participates in salary surveys, comparable studies, and conducts ad-hoc surveys. Conducts classification and compensation investigations, research, data analysis and interpretation, and prepares and completes reports, forms, other documents and makes recommendations, including job analysis, job description review, and pay grade classification. Confers with administrators, managers, and employees regarding classification and salary inquires and position review requests. Serves on committees and/or advisory groups related to classification and compensation issues. Supports the events and initiatives for the Division of Human Resources and Leadership Development including recruitment events, processing observing for administrative interview panels, and developing standard operating procedures documentation.

The above list is a summary of the functions of the job, not an exhaustive or comprehensive list of all possible job responsibilities, tasks, and duties.


MINIMUM QUALIFICATIONS
Applicants must meet all the qualifications listed below to be considered for the vacancy.

Education and Experience:
Applicants must meet the criteria in ONE of the rows below.

A high school diploma or equivalent.
AND

Eight (8) years of professional human resources
experience.
AND
An Associate degree in business or a related field.

Six (6) years of professional human resources
experience.

A Bachelor’s degree or higher in
business or a related field.
AND

Four (4) years of professional human resources
experience.

PREFERRED QUALIFICATIONS
Master’s degree in education, human resources, or a related area. Five (5) years of classification and compensation experience in a PreK-12 school setting. Certification as a PHR/SPHR or SHRM-CP. Experience utilizing Workday or a similar Human Capital Management System. Project management experience and professional experience monitoring, tracking, and analyzing data to inform decision-making.

EMPLOYMENT INFORMATION
This is a 12-month per year position in the Howard County Education Association’s Educational Support Professionals (HCEA-ESP) employee unit on the Central Office Technical Salary Scale, Grade 26. The current salary range for this position is $90,961 - $136,172. Salary will be determined by actual relevant experience and in conjunction with salary procedures of the Howard County Public School System. Under the Fair Labor Standards Act, this position is exempt from overtime.

This position is telework eligible under the HCPSS telework program. Approval for telework is based on the needs of the department and the school system.

APPLICATION REQUIREMENTS
Only applicants who submit all the requested information by the closing date of the vacancy will be considered for this position. Interviews will be limited to those applicants who, in addition to meeting the basic requirements, have experiences and education which most closely match the position qualifications and the needs of the school system.

Please note that a completed application includes:
A complete application form that includes a listing of employment locations with dates of employment and documents) required to verify that you meet the minimum qualifications. All supplemental materials (i.e.: resume, letter of introduction, and transcripts) required to verify that you meet the minimum qualifications.

HCPSS requires an official evaluation of foreign credentials to verify educational qualifications.

Currently all full-time and part-time HCPSS staff are required to provide proof of full COVID-19 vaccination or undergo weekly testing.

For questions regarding this vacancy, please contact:

Nicole Carter
Executive Director
Office of Human Resources
(410) 313-6691
Nicole_Carter@hcpss.org

Equal Opportunity Employer

HCPSS celebrates diversity and is committed to creating an inclusive environment for all employees and applicants and prohibits discrimination, harassment, and retaliation of any kind. HCPSS is committed to the principle of equal employment opportunity for all employees in providing them with a work environment free of discrimination and harassment. All employment decisions at HCPSS are based on organizational needs, job requirements and individual qualifications, without regard to race, color, religion or belief, national, social or ethnic origin, sex (including pregnancy), age, physical, mental or sensory disability, sexual orientation, gender identity and/or expression, marital, civil union or domestic partnership status, veteran status or present military service, family medical history or genetic information, family or parental status, or any other characteristic protected by federal, state or local laws.


ind123
Attachment(s):
Classification and Compensation Analyst 12.3.21.pdf

At NRG, we’re bringing the power of energy to people and organizations by putting customers at the center of everything we do. We generate electricity and provide energy solutions and natural gas to millions of customers through our diverse portfolio of retail brands. A Fortune 500 company, operating in the United States and Canada, NRG delivers innovative solutions while advocating for competitive energy markets and customer choice, working towards a sustainable energy future. More information is available at www.nrg.com. Connect with NRG on Facebook, LinkedIn and follow us on Twitter @nrgenergy.

Job Summary

The Compensation Analyst (Remote) position is responsible for performing assignments related to the administration, analysis and development of compensation process and programs.

Essential Duties/ Responsibilities

• 
  Assist in the administration of base pay programs, including structure development, annual salary planning process and job description and grading system.

• 
  Support the calculation of incentives for multiple incentive plans, including sales incentive programs.

• 
  Assist Compensation Manager in supporting HRBP’s in complex compensation analysis needs.

• 
  Extract relevant data from both internal and external information systems to support compensation analysis. Evaluate and analyze jobs to establish externally competitive and internally equitable compensation rates by reviewing job descriptions and specifications.

• 
  Conduct data audits and ensure accurate maintenance and updates to HRIS and compensation related tables and systems as it relates to jobs, positions, grades, geographic differentials, AIP plans and targets and other data elements as needed.- Understand geographic differentials in order to provide appropriate solutions to hiring and transfer issues.

• 
  Coordinate payments with payroll for broad-based incentive payments which may include commission payments, project bonuses, special payments or imputed income items, year-end base salary adjustments and AIP payments. Interface with IT or Data Management in order to process loads to payroll if necessary.

• 
  Assist in the development and presentation of communication and training materials, including user guides.

• 
  Maintain necessary Compensation documentation with respect to compliance with Sarbanes Oxley and various other laws and regulations.

• 
  Maintain budget and invoicing process as relates to Compensation department expenses.

• 
  Special analysis & other duties may be assigned as business needs require.

Preferred Qualifications

• 
  Bachelor’s degree in Human Resources, Finance, Business or a related discipline from an accredited college or university preferred.

• 
  Professional certification (CCP) preferred, but not required.

• 
  Between 2+ years of compensation or other relevant HR experience preferred.

• 
  Experience with a Human Resources Information Systems (HRIS) such as Success Factors, SAP, and market pricing systems such as Payfactors or other similar compensation systems preferred.

Additional KSAs

• 
  Ability to use a personal computer and Microsoft Office software applications. Proficiency with Microsoft Excel, with strong emphasis in statistical analysis. Advanced skill level in Microsoft Excel is preferred.

• 
  Must have the ability to prepare and analyze statistical reports.

• 
  Achieve thoroughness and accuracy when accomplishing a task through significant attention to detail.

• 
  Determined in completing assignments/tasks in the face of resistance or setbacks.

• 
  Anticipate and accept changes in the organization and adapt to meet new requirements.

• 
  Willing to accept accountability for own decisions, performance, and behavior.

• 
  Ability to establish and maintain a positive and professional working relationship with all individuals, listen carefully and understand various points of view and perform in a team environment.

• 
  Excellent oral and written communication skills essential to interact with internal and external contacts.

NRG Energy is committed to a drug and alcohol free workplace. To the extent permitted by law and any applicable collective bargaining agreement, employees are subject to periodic random drug testing, and post-accident and reasonable suspicion drug and alcohol testing. EOE AA M/F/Protected Veteran Status/Disability

EEO is the Law Poster (The poster can be found at http://www.eeoc.gov/employers/upload/poster_screen_reader_optimized.pdf)

Level, Title and/or Salary may be adjusted based on the applicant's experience or skills.

Official description on file with Human Resources

At Stericycle, we deliver solutions and drive innovations that protect the environment, people, and public health. This includes working to create a more sustainable, shared future. Our innovative solutions make a difference in people's lives, communities, and our planet by protecting their health and well-being. Change your career. Change your world. Join Stericycle and help protect health and well-being in a safe, responsible, and sustainable way.

The Manager Compensation is responsible for providing planning, project management, and execution of deliverables for Stericycle’s compensation programs in North America. Leads the development, implementation, and administration of compensation programs, policies, and procedures for team members in the US and Canada. Manages the compensation team responsible for compensation initiatives in North America and their work products, including survey participation, job evaluations, salary administration, and competitive market reviews.

This role can be fully remote.

• Oversees the compensation operations for the North American region including identifying and implementing minimum wage requirements, job evaluations, salary survey completion and market analysis for jobs and/or locations as needed.
• Selects, trains, manages, and mentors an effective and efficient Compensation staff supporting the US and Canada, including communicating performance goals and delivering feedback, and defining the team’s goals, timelines and procedures. Holds self and team accountable for the team’s deliverables.
• Reviews the team’s work for accuracy and completeness, including checking work in Excel using VLOOKUPs, pivot tables and other formulas. Performs analysis in Excel for more complex projects or to model potential solutions.
• Ensures accurate compensation documentation is maintained for standard compensation procedures and on the company’s intranet site for team members and managers.
• Recommends and implements changes in methods, procedures, and organizational structure to secure optimum utilization of time and resources.
• Collaborates with the VP and Director of Total Rewards to provide input on the development and implementation of new compensation plans, processes, and communication tools and updates to the company’s global grading structure.
• Works with members of the Stericycle management team and HR Business Partners to identify and define solutions that would improve/enhance present compensation practices.
• Participates in the preparation of informational materials, including training materials, to assist managers and human resource generalists in understanding and participating in compensation philosophy and processes. Facilitates training for management and HR.
• Collaborates with the global compensation team in leading organizational wide initiatives such as merit, annual incentive plan, equity or other broad-based compensation initiatives.
• Manages compensation survey library and job matching database in CompAnalyst.
• Ensures compliance with all federal, state, and local laws and regulations governing compensation.
• Performs other duties and responsibilities, as assigned.

• Bachelor’s Degree in Human Resources or Business, or other related field, or the equivalent in related work experience, demonstrating sound knowledge of Compensation principles and practices.
• 5+ years of experience including prior management of people, projects or programs in Compensation required. Prior experience in demonstrating sound knowledge of market pricing, job documentation, HRIS systems, and the ability to make solid recommendations based on detailed market analysis. Demonstrates the ability to handle sensitive, confidential information on a regular basis.
• Strong communication skills, both oral and written
• Sound knowledge of local, state, and federal compliance laws, including DOL, and FLSA rules and regulations
• Ability to develop and present compensation-related training and information to all levels of personnel within the organization
• Solid Microsoft Office skills including Word, Excel, and PowerPoint
• Certified Compensation Professional Certification preferred

Stericycle currently offers its employees the option to participate in a full range of benefits, including a health care program which includes medical, dental, vision and prescription coverage, healthcare and dependent care flexible spending accounts, life and accidental death and dismemberment insurance, an employee assistance program, tuition reimbursement, paid vacation and sick time, a 401(k) plan, and an employee stock purchase plan. Participation in some programs requires that employees be regularly scheduled to work a minimum number of hours and/or to have fulfilled a waiting period after they begin employment with Stericycle.

The above description is meant to provide a summary of the nature and level of work being performed; it should not be construed as an exhaustive list of all responsibilities, duties and requirements of the job or person. This document does not create an employment contract, implied or otherwise. Stericycle will consider requests for workplace accommodations for protected physical or mental limitations in accordance with its human resources policies and local laws.To the extent permissible under local law, and consistent with business necessity, Stericycle reserves the right to modify the content formally or informally, either verbally or in writing, at any time with or without advance notice.

Cvent’s HR team is looking to hire a Director/Senior Manager, Corporate Compensation to lead the compensation function, responsible for strategic and financial oversight of core compensation strategies across North America and Europe. This person will ensure that strategies, plans, and operating processes are executed in a timely, scalable, efficient, high quality and repeatable manner. We’re looking for someone with a strong background in broad-based, short-term and long-term incentives, who is passionate about analysis, program design, and teamwork. We are also looking for someone with exceptionally strong process and systems orientation.

What You Will Be Doing

• Designs, creates, administers, and maintains divisional and company-wide competitive, cost-effective, and internally equitable compensation programs to include base pay administration, incentive plans, bonus plans, ensuring alignment with business objectives and overall organizational goals and strategies
• Oversee team in managing compensation-related projects, compensation structure reviews and updates; market pricing analysis; job classification analysis; merit planning; bonus planning; creation of new incentive plans; updating and evaluating existing incentive plans; and integration activities related to mergers and acquisitions
• Assure internal equity and external competitiveness of the organization’s compensation programs through strategic monitoring of business conditions, legal requirements and understanding of industry best practices
• Provide operational analysis, reporting and trends related to commissions and compensation plans
• Advise management and executives on compensation related issues and planning for team members
• Research and analyze data to prepare employee compensation reports for management
• Create and maintain procedural documents to describe operational processes
• Work closely with the executive committee and all areas of Human Resources
• Make continuous process improvements to seek further efficiencies
• Coach and develop Compensation team members to expand skills and increase effectiveness.

What You Will Need for this Position

• A minimum of 8+ years progressively responsible business/HR experience, with majority in compensation roles
• 5+ years as a people manager effectively influencing
• Experience in global companies with both corporate compensation and sales compensation programs
• Superior interpersonal, written and oral communication skills, with the ability to present information in a concise and meaningful manner to managers and senior leaders
• Experience working in a global environment on compensation and related issues strongly preferred
• Ability to lead and influence across multiple levels of an organization on key compensation topics
• Strong analytical rigor with the ability to effectively analyze data and create clear and comprehensive reports and recommendations
• Exceptional time management skills and an ability to handle multiple assignments and meet deadlines
• Excellent organization, multitasking, and prioritization skills, with a focus on attention to detail and delivering of high-quality results
• Comfort with ambiguity, uncertainty and rapidly evolving landscape
• Exceptional Microsoft Excel skills required
• Workday and Salesforce.com experience desired
• A ‘systems’ thinker with a process orientation
• Must be a proactive, possess a high degree of intellectual curiosity and a self-driven learner

At Cvent we celebrate, support and are committed to creating a diverse and inclusive environment. We’re 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, veteran status or any other legally protected characteristics.

Cvent maintains a drug-free workplace.

Pilot Flying J is the 10th largest privately held company in North America with more than 28,000 team members. As the industry-leading network of travel centers, we have more than 950 retail and fueling locations in 44 states and six Canadian provinces. Our energy and logistics division is a top supplier of fuel, employing one of the largest tanker fleets and providing critical services to oil operations in our nation's busiest basins. Pilot Company supports a growing portfolio of brands with expertise in supply chain and retail operations, logistics and transportation, technology and digital innovation, construction, maintenance, human resources, finance, sales and marketing.

Founded in 1958, we are proud to be family owned and consider our team members to be part of the family. Our founding values, people-first culture and commitment to giving back remains true to us today. Whether we are serving guests, a fellow team member, or a trucking company, we are dedicated fueling people and keeping North America moving.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.

Pilot Flying J is part of the Pilot Company family of brands that keeps North America's drivers moving, including E-Z Trip, Mr. Fuel, One9 Fuel Stop, Pride, StaMart and Xpress Fuel.

Are you looking for a company that offers career growth and development? Do you enjoy a fast paced corporate work environment on a fun team? Are you passionate about the field of compensation? If this sounds like you, then you need to check out this job posting! Pilot Company would like to add a new Analyst to our Compensation team!

Here's what you will do on this awesome Team!

• Support a variety of compensation functions, systems, and initiatives including salary surveys, compensation planning, annual merit and salary structure administration, and incentive plan design and maintenance
• Assist with compensation and salary administration programs including promotion increases, market adjustments, new hire pay recommendations, and new store job pricing
• Perform job analysis and evaluation, working with managers and HR partners to develop or revise job descriptions; market price jobs at all organizational levels
• Review and analyze internal and external data to develop pay recommendations, advising managers on individual pay decisions to ensure consistency, equity and competitiveness
• Participate in compensation surveys, matches job descriptions to survey positions, and prepares and analyzes survey data
• Assist in design, implementation and maintenance of compensation functionality in Infor HR syste.
• Monitor changes in the competitive and regulatory environment to ensure compensation programs and practices are competitive and compliant with all applicable laws and regulations
• Participate in development of compensation policies and procedures.
• Assist with bonus plan design, documentation and communication
• Model behaviors that support the company’s common purpose; ensure guests and team members are supported at the highest level

• Bachelor’s Degree in Business Administration, Finance, or Human Resources
• Minimum of 5 years of compensation experience, financial analysis, and business intelligence and retail experience is a plus
• Advanced Excel skills and proficient in entire Microsoft Office suite
• CCP certification a plus
• HR systems experience
• Strong mathematical aptitude and analytical skills
• Knowledge and application of total rewards and compensation programs, including applicable federal, state and local regulations preferred

• Nation-wide Medical Plan/Dental/Vision
• 401(k) and Flexible Spending Accounts
• Adoption Assistance
• Tuition Reimbursement
• Onsite Gym and PFJ Fresh Cafeteria
• Weekly Pay
• All your information will be kept confidential according to EEO guidelines.

• Partner with management to create Annual Incentive Plans, obtain approvals (finance, legal, Talent, GTM leadership), and distribute to GTM personnel on incentives for signature.
• Maintain all approved plan documents.
• Responsible for monthly and quarterly incentive compensation processing, validation, analysis and distribution of incentive compensation reports.
• Ensure plan calculations are accurate, communicated properly, and completed in a timely manner.
• Provide ongoing standard and ad-hoc reports to assist analysis of historical, current and prospective GTM incentive activity.
• Prepare program materials for leadership reviews.
• Support integration of GTM incentive programs, following M&A activities.
• Develop, edit, and distribute training, presentation, and other materials for compensation program roll-outs.
• Partner with Total Reward to ensure timely payout of all approved quarterly incentives.
• Analyze and perform quality control functions on all Incentive deliverables and supporting data elements.
• Research and respond to internal stakeholder inquiries regarding Incentive plans.
• Act as contact with other iCIMS departments to gather information for analysis and data utilized in the IC Process.
• Other projects as deemed necessary by Management.

• 3+ years professional-level work experience in incentive compensation preferably in a software as a service organization.
• Previous Incentive Compensation reporting experience.
• Understanding of the full Incentive Compensation process, inclusive but not limited to the behavioral economics of IC, IC structures and calculations.
• Must demonstrate advanced proficiency in the use of Microsoft Excel (i.e. create complex models, formulas, pivot tables and power pivot reports)
• Must have excellent follow-up and customer service skills.
• Proven strong analytical, critical thinking and problem-solving skills, and ability to synthesize information and data from a variety of sources.
• Ability to apply sound judgment to solve problems, make defensible recommendations.
• Understand how compensation impacts other company departments.

• Bachelor's degree or equivalent experience in Compensation, finance/accounting, or a business-related field; Master's Degree in a directly-related field preferred
• Basic SQL Skills preferred
• Experience with Xactly Incent a plus!

• You will bolster Yelp’s Global Compensation function to effectively design, implement, administer and manage the compensation strategy, philosophy, programs, policies, and initiatives
• We will count on you to bring your expertise and perspective to evaluate our compensation programs, including base pay, equity, incentive compensation, performance rewards, and recognition practices
• Take a close look at our existing compensation practices and recommend changes that are cost-effective and consistent with compensation trends and Yelp’s overall mission
• Partner with leaders in Yelp’s People, Finance, Legal, and Stock Administration teams to design competitive, effective, and equitable compensation programs
• Manage compensation market pricing and benchmarking efforts, including identification of benchmarking solutions and participation in surveys
• Keep a pulse on emerging trends, issues, and best compensation practices, and take a data-driven approach to help enhance programs, processes, or address stakeholder concerns
• Manage and monitor approved annual budgets and processes approved by Yelp’s senior leaders and/or Board
• Manage the moving pieces in various projects and bring your insight and expertise to compensation and cross-functional People projects
• Develop, implement and elevate compensation communication and training programs for managers and Yelp’s People team
• Guide the development and management of compensation analytics, tools, and systems

• You are a passionate benefits and wellness professional with 7+ years of experience in compensation plan strategy, design, and administration with proven experience designing and implementing compensation programs globally
• You’re a hands-on people manager with a track record for hiring, developing, guiding, and engaging professionals
• You hold a Bachelor's degree or equivalent, MBA or advanced certification (CCP, CBP, CEP, or SPHR)
• You rise to the occasion, move quickly to find solutions, and effortlessly manage sensitive and confidential information
• Experience managing global programs including in the United States, Canada, and EMEA
• A core understanding of applicable compensation laws and regulatory requirements in the U.S., Canada, and EMEA
• You’re someone the team can rely on, offering optimism through tough problems, and you are a strong promoter of team chemistry and professionalism
• Your leadership skills are well-balanced with a willingness to play a hands-on role in key projects
• Strong written, verbal, and presentation skills to effectively communicate benefits and wellness strategies at all levels, from administrative to the C-Suite
• Ability to think globally, strategically and equitably to effectively translate data into actionable insights, strategies, and financial plans
• You know how to connect the dots between data and analytics to tell a cohesive story
• Comfort building compensation models to help inform budget planning

• Available your first day: Full medical, vision, and dental (Employee-only plans available at no cost to the employee)
• 15 days PTO per year for first 2 years of employment (accrual begins on date of hire); number of PTO days increases after 2 years of tenure, 7 paid wellness days, 12 paid holidays, 1 floating holiday
• Up to 14 weeks of parental leave
• Monthly wellness reimbursement
• Health Savings, Flexible Spending and Dependent Care accounts
• 401(k) retirement savings plan with employer match
• Employee stock purchase plan

• Comprehensive Compensation and Benefits
• Opportunity to work on exciting new projects and implementations (Workday Learning and Recruiting modules)
• Great Work/Life balance, with team building, volunteer events, an employee matching gifts program, and a generous and flexible leave policy
• 401k Match, Employee Stock Purchase Plan, Employee Discounts
• Onsite fitness facility, running/walking trails, on site Cafeteria
• A commitment to continuous learning
• An environment so awesome, associates have voted CarMax a Forbes Top 100 Best Places to Work!

• 4+ years of relevant Workday experience in multiple areas of HCM, Payroll, Benefits, Compensation, Talent and Recruiting
• Proficient with Workday Report Writing
• Proficient in the Workday Recruiting Module
• Bachelor's degree preferred
• Training Courses or seminars related to Workday preferred
• Experience in the administration of enterprise wide HR Systems in a SaaS environment preferred
• Excellent analytical, problem solving skills
• Ability to drive for results in challenging conditions
• Ability to build and maintain strong relationships throughout the organization, and collaborate with other departments and teams
• Ability to determine customer specific needs and put forth actions to meet those needs
• Ability to prioritize to achieve results
• Ability to execute and adjust a plan with independence
• Ability to initiate and implement innovative process improvements
• Ability to communicate in a clear and open manner through verbal, written, and non-verbal methods, to all levels of the organization
• Ability to summarize or present complex and/or technical information into easy-to-understand pieces

This role will support and help drive the agenda of the Corporate and Investment Bank Compensation/Analytics function. In this role, you will perform a variety of compensation activities, including providing guidance to line and HR management regarding compensation actions for employees, administering/coordinating annual compensation planning processes, and analyzing and reporting internal and external market compensation data.

Specifically, the successful candidate will:

• Provide annual compensation planning and administration support, involving coordination across multiple lines of business, and working closely with HR Business Advisors and Finance colleagues
• Evaluate and provide balanced options on compensation related activities, including new hire offers, promotions, transfers, budget allocation/forecasting
• Help to design and implement overall comp strategy for clients that align with the pay for performance philosophy and sustain our competitive position, and influencing / articulating to senior management
• Actively lead and/or participate in Corporate and Investment Bank and firm-wide projects involving compensation, including changes in compensation practices and systems development
• Lead coordination for other activities such as divestures and acquisitions, integration of new business
• Participate in compensation surveys; perform independent analysis of internal and external benchmarking data to support compensation needs
• Provide counsel to HR advisors and business managers about compensation decisions; interpretation and application of policies, coordination of offers for senior positions, and executive compensation plans
• Leverage technical, negotiation and relationship management skills to create, sustain and enhance interaction and influence with HR and line of business clients

• Typically, 6-9 years relative 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. Experience with Business Objects is preferred, but not required
• Proven consulting skills; ability to drive business goals through HR / Compensation strategies and to address issues / devise solutions with creativity and innovation
• Strong interpersonal, communication, and consulting skills
• Client focused, proactive and results oriented, with ability to work within a matrixed, geographically dispersed, complex business
• Desire to work in a fast-paced, constantly evolving environment; ability to work well under pressure and to manage multiple priorities
• Basic knowledge of financial policies and accounting practices
• Prior experience in the financial services industry is ideal, but not mandatory

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

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

The health and safety of our colleagues, candidates, clients and communities has been a top priority in light of the COVID-19 pandemic. JPMorgan Chase was awarded the "WELL Health-Safety Rating" for all of our 6,200 locations globally based on our operational policies, maintenance protocols, stakeholder engagement and emergency plans to address a post-COVID-19 environment.
As a part of our commitment to health and safety, we have implemented various COVID-related health and safety requirements for our workforce. These requirements may include sharing information in the firm's vaccine record tool, vaccination or regular testing, mask wearing, social distancing and daily health checks. Requirements may change in the future with the evolving public health landscape. JPMorgan Chase will consider accommodation requests.

Equal Opportunity Employer/Disability/Veterans

Join a team that puts its People First! Since 1889, First American (NYSE: FAF) has held an unwavering belief in its people. They are passionate about what they do, and we are equally passionate about fostering an environment where all feel welcome, supported, and empowered to be innovative and reach their full potential. Our inclusive, people-first culture has earned our company numerous accolades, including being named to the Fortune 100 Best Companies to Work For® list for six consecutive years. We have also earned awards as a best place to work for women, diversity and LGBTQ+ employees, and have been included on more than 50 regional best places to work lists. First American will always strive to be a great place to work, for all. For more information, please visit www.careers.firstam.com.

Essential Functions

• Partner with internal and external partners, including Payroll, Accounting, Finance, Legal, Vendors and Consultants to execute assigned compensation strategy and programs seamlessly.
• Provide day-to-day program administration of the assigned program through partnership with external service providers.
• Maintain program and participant data integrity. Monitor data feed and data load for data accuracy.
• Perform ongoing analysis and audits. Ensure program administration comply with the relevant laws, regulations and plan documents.
• Serves as SME on assigned programs and processes. Document existing process and seek opportunities for continuous improvement.
• Respond to inquiries relevant to assigned programs. Update and enhance program material and participant communication to engage program participation and understanding.
• Prepare compensation summaries and reports for management and compliance requirements. Collaborate with internal partners to assist in the preparation of compensation committee presentation and annual Proxy tables.
• Participate in the design and modeling of new and improved compensation plans.

Equity Program Administration:

• Administer equity grant and vesting process. Fully understand the pertinent processes and timelines to ensure seamless execution.
• Coordinate with Legal to maintain opening and closing of the insider trading windows, covered individual list and section 16 officers trade restrictions in the equity system.

Employee Stock Purchase Program Administration:

• Lead the stock purchase process for quarterly employee stock purchase offering.
• Reconcile and audit activity with company, record keeper, transfer agent and payroll data. Deferred Compensation Plan Administration:
• Responsible for new hire and annual enrollment for executives and non-employee board members.
• Oversee and reconcile quarterly payment distributions.
• Provide oversight to Trust administration & COLI policy management

Knowledge and Skills/Technology Used

• Knowledge of equity and executive compensation practices and principles, laws, and regulations
• Proficient in Excel, Word, and Power Point
• Working knowledge of HRIS and compensation platforms/administration sites, such as Workday, Comp Analyst and Fidelity NetBenefits
• Understanding and experience with compensation processes and programs administration
• Strong organizational skills and proven ability to successfully manage multiple projects and deadlines within program guidelines
• Attention to detail and ability to produce accurate and high-quality work
• Clear and effective communication skills
• Ability to maintain confidentiality around personal employee and compensation data, based on authority and business reason

Typical Education

• Bachelor’s Degree in relevant field of study or equivalent education, training and/or experience
• Certified Compensation Professional (CCP) and Certified Equity Professional (CEP) preferred

Typical Range of Experience

• 3+ years relevant experience in compensation, including program administration experience

Disclaimer

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

First American invests in its employees' development and well-being, empowers them to provide superior customer service and encourages them to serve the communities where they live and work. First American is committed to diversity and inclusion. We are an equal opportunity employer.

Based on eligibility, First American offers a comprehensive benefits package including medical, dental, vision, 401k, PTO/paid sick leave and other great benefits like an employee stock purchase plan.

Qualifications

Job Overview

As the Compensation Manager, you will manage the Airport’s competitive position for all compensation programs, such as the annual merit and incentive administration, structure development, job evaluations, market compensation studies, position management, reclassifications, salary offers, reorganizations and data requests. You will also be the subject matter expert in all compensation strategies and supports the organization design efficiencies. Under the general direction of the Assistant Vice President Total Rewards & Human Resources Operations, you will be responsible for the design, development, implementation, and maintenance of the Airport’s compensation programs.

What you will be doing:

• Conduct non-executive job evaluations using job evaluation methodologies to maintain equitable classification and pay levels.
• Manage the salary planning eCompensation system by recommending enhancements, outlining system requirement testing, developing test scenarios and final testing before system goes live.
• Lead the annual salary planning process for non-executives which includes monitoring performance management distribution, eligibility requirements, adherence to budget and client support.
• Provide guidance and oversight to Compensation Analyst regarding job descriptions and salary action items.
• Manage the annual structure review of Public Safety positions.

What you need:

• Bachelor’s degree in business administration, finance, human resource management, public administration, or related field.
• Five (5) years of experience in compensation administration, consulting or related field including two (2) years of experience with job evaluation methodologies.
• Three (3) years with direct supervisory experience.
• Any equivalent combination of education and/or experience may be substituted for the above.

What we desire:

• Certification such as, CCP, PHR or SPHR, SHRM-CP or SHRM-SCP, CEBS, CBP or other human resources certification.
• PeopleSoft/Oracle experience.
• HAY Job Evaluation experience.
• Public speaking skills and experience.

About Us

We are Dallas Fort Worth International (DFW) Airport—one of the most successful airports in the world by any definition. We’re recognized for our innovation, leadership, drive for excellence and talented employees.

Our success is made possible because of the diverse talents of over 2,000 employees who champion our mission of providing an exceptional airport experience to our customers and connect our community to the world. We’re looking for the best talent to join us and help reimagine what an airport can be.

Bring your talents to DFW. Live and work with purpose.

Compensation Analyst

Come discover what our 25,000+ employees already know: work here matters everywhere. We’re a growing and evolving biopharmaceutical industry leader, which means you’ll have endless opportunities to work with experts around the world and build the career you’ve dreamed of.
As a part of the Syneos Health team, you’ll help us deliver results for a rewarding reason – we improve patients’ lives around the world. Because to us, a patient isn’t just a number, they’re our family, friends, and neighbors.

• #SyneosHealthLife means we’re committed to our Total Self culture – where everyone can authentically be themselves. Our Total Self culture is what unites us globally, and we know every person’s unique contributions make a difference.
• We believe our success is a direct result of the people who are driving it – you! We value your dedication to care for our customers and patients, so we want to focus on taking care of you. That’s why we offer a comprehensive benefits program encompassing your total health - physical, mental and financial.
• We are continuously building the company we all want to work for and our customers want to work with. Why? Because when we bring together diversity of thoughts, backgrounds, cultures, and perspectives – we’re able to create a place where everyone feels like they belong.

• Provides Human Resources (HR) team and management with compensation support and develops solutions for compensation-related issues. Researches and formulates recommendations on external and internal employment offers, job leveling, and internal equity adjustments through the use of salary surveys and internal compensation tools.
• Participates in salary surveys by researching appropriate survey matches and analyzing data for input.
• Analyzes Company’s market position on jobs and makes recommendations on market adjustments. Presents survey data and market position analyses to HR management.
• Performs job analysis, drafts job descriptions, and ensures globally compliant and accurate job documentation is on file for all active job titles. Ensures all positions are classified appropriately according to Fair Labor Standards Act (FLSA) and globally equivalent regulations.
• Assists with annual salary review cycles.
• Assists with incentive plan administration and plan design.
• Works with HR Shared Services team to maximize the use of internal systems to meet the needs of the compensation function. Ensures the system is updated to reflect additions/changes to job titles, salary grades, salaries, bonus plans, etc. Utilizes HR systems for standard and ad hoc reporting.
• Prepares and analyzes reports as requested.
• Ensures compliance with laws and regulations which impact compensation plans and policies. Audits and analyzes internal compensation practices in relation to relevant regulations, such as the Equal Pay Act. Makes recommendations for corrections.

#LI-JK1

• BA/BS degree, preferably in a related field.
• Moderate related compensation experience, with CRO experience preferred.
• CCP certification, HR systems, and global compensation experience preferred.
• Demonstrate strong analytical and critical thinking skills.
• Thorough knowledge and proper application of relevant employment laws.
• Ability to demonstrate persuasive verbal and written communication skills.
• Ability to identify creative solutions and implement with minimal direction.
• Ability to facilitate presentations, meetings, and training programs.
• Professionalism and effective ability to manage confidential information.
• Strong MS Office skills with advanced Excel skills.
• Ability to prioritize and handle multiple tasks in a dynamic and fast-paced environment.

Get to know Syneos Health
We are the only full-service biopharmaceutical solutions company in the world. That means we bring together the best clinical and commercial minds to create a better, smarter, faster way to get medicines into the hands of patients who need it most. Learn more about Syneos Health.

Additional Information:
Tasks, duties, and responsibilities as listed in this job description are not exhaustive. The Company, at its sole discretion and with no prior notice, may assign other tasks, duties, and job responsibilities. Equivalent experience, skills, and/or education will also be considered so qualifications of incumbents may differ from those listed in the Job Description. The Company, at its sole discretion, will determine what constitutes as equivalent to the qualifications described above. Further, nothing contained herein should be construed to create an employment contract. Occasionally, required skills/experiences for jobs are expressed in brief terms. Any language contained herein is intended to fully comply with all obligations imposed by the legislation of each country in which it operates, including the implementation of the EU Equality Directive, in relation to the recruitment and employment of its employees. The Company is committed to compliance with the Americans with Disabilities Act, including the provision of reasonable accommodations, when appropriate, to assist employees or applicants to perform the essential functions of the job.

Primary Location: North America - USA-NC-Morrisville-1030-SyncSt

Job: Human Resources

Schedule: Full-time

Travel: No

Employee Status: Regular

Position Description

Position Requirements

We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.

At Dominion Energy we love our jobs. That’s right. Love. Every day we go to work filled with passion to be excellent, to creatively problem solve and to innovate. These are exciting days for energy companies, and Dominion Energy aims to shape the future of energy in America. We are looking at all of our work with fresh eyes, retooling everything we do, in every part of the company, to operate more sustainably and to deliver energy more reliably than ever. We are looking for interesting, independent thinkers and doers who can help shape the culture of a forward-looking company that’s proud of its rich legacy. Are you a change agent? Do you think differently? Do you want to fall in love with your job? If you answered “yes,” then read on!

At this time, Dominion Energy cannot transfer nor sponsor a work visa for this position.

This position does not offer relocation assistance.

• Develop, implement, and coordinate corporate wide compensation policy guidelines, programs, and processes and monitors their effectiveness to further business objectives and legal requirements.
• Lead compensation, projects and facilitate change management initiatives, to effectively integrate compensation with the organization's strategy, its structures and systems, and the processes by which work and goals are accomplished for improved organizational performance.
• Provide leadership and expertise within compensation.
• Serve as the compensation technical resource and expert to management and human resources community.
• Ensure data integrity as it relates to reporting and analytics for compensation.
• Act as source of "best practice" information and keep abreast of trends and issues to design, implement, communicate, and administer compensation, policies, and programs including: annual merit, incentive and equity based pay programs, and supplemental and differential pay policies.
• Serve as the compensation liaison with IT to ensure system changes are implemented accurately and in a timely manner.

• 7-8+ years of directly related compensation experience. (Note: A Master's Degree can count as one year of experience. Partial year experience of at least six months of experience will be rounded up to one full year.)
• Advanced knowledge of compensation theories, practices and procedures.
• Excellent analytical skills and ability to independently resolve complex problems in a timely manner.
• Demonstrated ability to lead projects to closure.
• Strong planning and organizational skills with the ability to facilitate and/or work on multiple project teams simultaneously.
• Exceptional verbal and written communication interpersonal and persuasion skills.
• Ability to build relationships and gain buy-in for compensation programs with all levels of management.
• Proficient in application of business process improvement methodology, benchmarking, and change management.
• Excellent personal computer skills including Microsoft Office with advanced knowledge of Microsoft Excel and PowerPoint. Experience with Visual Basic, Tableau and/or SAP BW is a plus.

• Thorough knowledge and understanding of company organizational structure, policies and programs preferred.
• Demonstrated problem solving skills and ability to think analytically and strategically.
• Strong customer service orientation.

The company is actively seeking United States military veterans and service members who meet the qualifications outlined above.

• Military service members and veterans with ranks from E5-E9, W1-CW5, or O3-O6, plus appropriate equivalent combination of education and years of experience are encouraged to apply.

Degree or an equivalent combination of education and demonstrated related experience may be accepted in lieu of preferred level of education: Bachelor or Master

Professional certification in specialty area desirable.

Export Control

Certain positions at Dominion Energy may involve access to information and technology subject to export controls under U.S. law. Compliance with these export controls may result in Dominion Energy limiting its consideration of certain applicants.

Other Information

We offer excellent plans and programs for employees. Employees are rewarded with a competitive salary and comprehensive benefits package which may include: health benefits with coverage for families and domestic partners, vacation, retirement plans, paid holidays, tuition reimbursement, and much more. To learn more about our benefits, click here dombenefits.com.

Dominion Energy is an equal opportunity employer and is committed to a diverse workforce. Qualified applicants will receive consideration for employment without regard to their protected veteran or disabled status.

You can experience the excitement of our company – it's the difference between taking a job and starting a career.

• PERA retirement benefits including PERA Defined Benefit Plan, PERA Defined Contribution Plan, plus 401K and 457 plans
• Medical, Dental, and Vision insurance coverage
• Automatic Short-Term and Optional Long-Term Disability Coverage
• Life and AD&D Insurance
• Flexible Spending Accounts (FSAs)
• Family Medical Leave Act (FMLA) job protection and State of Colorado Paid Family Medical Leave (PFML)
• 10 Paid Holidays Annually and Accrued Annual and Sick Leave
• Accrued Sick Leave for State of Colorado Temporary Employees
• Flexplace and Flextime work arrangements
• Variety of discounts on services and products available through the State of Colorado's Work-Life Employment Discount Program.
• Discounted RTD EcoPass

• Reduced college tuition through CSU Global

• Analyze compensation data for the entire agency to ensure compensation is equitable for all employees
• Provide salary recommendations for new hires, transfers, promotions, etc.
• Train employees and managers on salary processes and rules
• Analyze HR data and provide necessary work products related to data to HR leadership
• Review and respond to employee pay equity review requests

Here is the stuff we need you to have:

MINIMUM QUALIFICATIONS:

Education and Experience:

• 
  Prior experience as a successful compensation analyst
• Prior experience working with various data analytics software
• Above-average to expert level expertise with Excel
• Experience with HRIS systems and other tools for HR data analysis
• Prior experience providing HR data analytics to HR leadership
• Certified Compensation Professional (CCP) credential
• Strong ability to coach, provide advice and facilitate healthy dialog
• Excellent written and interpersonal communication skills
• Professional HR or Data Analytics experience working for the State of Colorado
• PHR, SHRM-CP or higher-level certifications
• Private employer HR experience
• Master's degree in a related field
• State of Colorado SPCP certifications in selection, job evaluation, and personal services

• All positions at HCPF are security-sensitive positions and require that the individuals undergo a criminal record background check as a condition of employment.
• Employees who have been disciplinarily terminated resigned in lieu of disciplinary termination or negotiated their termination from the State of Colorado must disclose this information on the application.
• Effective September 20, 2021, employees will be required to attest to and verify that they are fully vaccinated for COVID-19, or, submit to twice-weekly serial testing. Testing details will be provided during the onboarding process. Upon hire, new employees will have three (3) business days to provide attestation to their status with proof of vaccination or begin twice-weekly serial testing for COVID-19.
  • Testing place is to be determined and will be considered paid work time.
  • Note: Fully Vaccinated means two (2) weeks after a second dose in a two-dose series of the COVID-19 vaccine, such as the Pfizer or Moderna vaccine, or two (2) weeks after the single-dose vaccine, such as Johnson & Johnson’s Janssen vaccine, as defined by the State of Colorado’s Public Health Order and guidance issued by the Colorado Department of Public Health & Environment.

How to Apply (PLEASE READ CAREFULLY)

Check out this video.

Please note that ONLY your State of Colorado job application will be reviewed during the initial screening; if you submit a resume and cover letter, they will be reviewed in later stages of the selection process. Therefore, it is paramount that you clearly describe all of your relevant experience on the application itself. Applications left blank or marked "SEE RESUME" will not be considered.

Your application will be reviewed against the minimum qualifications for the position. If your application demonstrates that you meet the minimum qualifications, you will be invited to the comparative analysis process, which is described below.

Comparative Analysis Process
The comparative analysis process will consist primarily of an exercise to assess candidates' suitability for the position and a review of applications against the minimum and preferred qualifications of this position. Applications will be reviewed in comparison to all others in the applicant pool in order to identify a top group of up to 6 candidates who may be invited for a final interview. Depending on the size of the applicant pool, additional selection processes may be utilized to identify a top group of candidates. Applicants will be notified of their status via email.

Failure to submit properly completed documents by the closing date or when the required number of applications have been received, as specified in this announcement, will result in your application being rejected.

Due to COVID-19, we anticipate interviews for this position will be done via Google Meet.

ADAAA Accommodations: Any person with a disability as defined by the ADA Amendments Act of 2008 (ADAAA) may be provided a reasonable accommodation upon request to enable the person to complete an employment assessment. To request an accommodation, please contact the person listed on this announcement by phone or email at least five business days before the assessment date to allow us to evaluate your request and prepare for the accommodation. You may be asked to provide additional information, including medical documentation, regarding functional limitations and type of accommodation needed. Please ensure that you have this information available well in advance of the assessment date.

THE STATE OF COLORADO IS AN EQUAL OPPORTUNITY EMPLOYER

TECHNICAL ASSISTANCE: If you experience difficulty in uploading or attaching documents to your online application, call NEOGOV technical support at 877-204-4442 anytime between 6:00 a.m.-6:00 p.m. (Pacific Time).

Qualifications

Job Overview

As the Compensation Analyst, you will assist in developing job descriptions, salary offers and conducting surveys which includes gathering and analyzing salary data, trends, and market movement. Under general direction of the Compensation Manager, analyzes and administers activities in support of the compensation programs. Programs include, but are not limited to, the annual merit and structure development, market compensation studies, position management, salary offers, reclassifications and reorganizations and data requests.

What you will be doing:

• Respond to surveys and data requests to provide support to the Compensation Manager regarding organization design efficiencies.
• Conduct non-executive job evaluations and update job descriptions.
• Support the annual salary planning process for non-executives which includes monitoring performance management distribution, eligibility requirements, adherence to budget and client support
• Support the salary planning eCompensation system by recommending enhancements, outlining system requirement testing, developing test scenarios and final testing before system goes live.
• Assist the clients regarding reclassifications, reorganizations, department headcount reconciliation and job evaluations (including FLSA classification).

What you need:

• Bachelor’s degree in business administration, finance, or human resource management.
• Three (3) years of experience in Compensation or related field.
• Any equivalent combination of education and/or experience may be substituted for the above.

What we desire:

• Certification such as, CCP, PHR or SPHR, SHRM-CP or SHRM-SCP, CEBS, CBP.
• Experience with job evaluation methodologies, Hay Job Evaluation methodology preferred.
• PeopleSoft/Oracle experience.

About Us

We are Dallas Fort Worth International (DFW) Airport—one of the most successful airports in the world by any definition. We’re recognized for our innovation, leadership, drive for excellence and talented employees.

Our success is made possible because of the diverse talents of over 2,000 employees who champion our mission of providing an exceptional airport experience to our customers and connect our community to the world. We’re looking for the best talent to join us and help reimagine what an airport can be.

Bring your talents to DFW. Live and work with purpose.

• Provide analysis, interpretation, and clear recommendations on compensation to managers, HR Business Partners, and Talent Acquisition staff.
• Conduct job and position evaluations and determine appropriate pay grades for individual contributor positions below the Director level.
• Recommend annual menu of non-executive compensation surveys for participation and purchase; complete and submit survey participation data and analyze survey results when returned.
• Benchmark jobs in accordance with market data. Create and maintain periodic benchmarking reports as needed for various compensation projects.
• Conduct competitive reviews of salaries below the Director level.
• Collaborate with leadership on sales incentive program administration, including (1) advising on plan language, (2) maintaining the sales bonus submission/audit processes, and (3) identifying/implementing process improvements.
• Coordinate with internal departments such as payroll, finance and, others to facilitate reporting, payment, and issue resolution as needed.
• Manage one or more Total Reward programs.
• Perform various tasks related to specific compensation projects (such as annual merit and STIP processes) and initiatives as assigned by the Director, Human Resources.
• Respond to ad hoc report requests from the Director and HR Business Partners.
• Cross-train with other Total Reward & HR Operations team members to provide back-up support as needed during vacations, etc.
• Recognize and advise regarding trends in this position's purview.
• Recommend and implement process improvements in all subjects within this position's purview.
• Other duties as assigned.

• Understanding of basic compensation principles recognized in the HR industry.
• Solid understanding of federal and state laws and regulations affecting employee compensation programs, including but not limited to FLSA, Massachusetts Pay Equity Act, and Massachusetts Wage Act, Title VII, and Massachusetts anti-discrimination laws.
• Strong MS Office (including advanced Excel) and HRIS skills.
• Polished and professional verbal, written, email and phone communication skills; ability to effectively represent the company to a variety of audiences
• Strong analytical, problem solving, and project management skills.
• Proven attention to detail and accuracy; ability to manage several complex projects simultaneously while working under pressure to meet deadlines.
• Demonstrated ability to provide excellent customer service.
• Adept at relationship building with HR team, supervisors and the employees.
• Ability to handle sensitive information; must be able to maintain discretion and confidentiality.
• Demonstrated self-sufficiency and initiative in work style The ability and desire to embrace and manage change; demonstrated ability to maintain a high level of productivity and effectiveness in the midst of ambiguity or stress.

Responsible for the design, implementation, and administration of the company’s broad-based employee and/or executive compensation programs and processes, including but not limited to base pay, short and long-term incentives, sales compensation, recognition, annual salary planning/merit process or regulatory activities. Provides consultative services to business areas as assigned. Leads large-scale and complex compensation projects and/or serves as subject matter expert on broader initiatives that support the attraction and retention of desired talent.

Essential Responsibilities for Senior Compensation Consultant

• Serves as the primary expert consultative resource and consults on the design, development, implementation, and communication of compensation programs and processes for assigned business areas or organizational level. Partners with leaders, HR business partners or other departments.
• Acts as subject matter expert or project management lead for special initiatives including the research, development, implementation, and communication for compensation programs. Projects may include broad-based or executive compensation programs, annual compensation processes, regulatory/rate cases or required filings, system implementations and HR talent initiatives.
• Evaluates positions for assigned business areas or organizational level. Participates in annual market surveys and special surveys to support and guide compensation initiatives in assigned business areas/organizational level.

Minimum Requirements for Senior Compensation Consultant

• Bachelor's degree in a business-related field, or an equivalent combination of education and relevant experience.
• At least 6 years of progressively responsible experience in broad-based compensation, executive compensation, or finance with at least 4 years in a consultative oriented role.
• Requires demonstrated in-depth knowledge of compensation issues, trends, and practices.
• Ability to work independently with minimal guidance and effectively manage multiple projects and priorities.
• Strong client relationship, interpersonal and communication skills required to effectively work and influence individuals and groups at all levels of the organization.
• Strong data management, analysis, and reporting skills with the ability to interpret, summarize and clearly communicate the data.
• Requires working knowledge of Excel, Word, PowerPoint, and other applications.
• Professional compensation certification from a recognized professional or educational organization is preferred.

Essential Responsibilities for Principal Executive Compensation Consultant

• Act as a lead in activities related to the design and administration of Xcel Energy executive compensation programs including base pay, annual incentives, long-term incentives and perquisites.
• Ensure programs are administered to be compliant with IRS, SEC and regulatory requirements, in partnership with the company’s subject matter experts (such as departments of Legal, Tax, Finance, Corporate Secretary, etc).
• Provides analysis and data that is required for filings related to executive compensation programs, or other disclosures for executives or board of directors. Includes proxy, 10(k), annual report and rate case filings, or other compliance filings.
• Conduct market analysis related to executive compensation programs, with Compensation/Total Rewards leadership and other consultants. Includes vendor management, consultant coordination and project planning, as needed.
• Effective project manager on executive compensation matters who defines a project, develops the overall project plan with clear deliverables and timelines, and also manages the outcome and results.
• Prepare research, analysis reporting and materials regarding compensation programs for meetings of the Governance, Compensation and Nominating Committee. Includes partnership with other departments to prepare for these periodic meetings.
• Work with corporate finance to establish methodology for tracking and providing data for accruals related to executive compensation programs.
• As requested, provide consultative services to Senior Management regarding executive compensation issues.

Minimum Requirements Principal Executive Compensation Consultant

• Bachelor's degree in a business related field or equivalent of education and relevant experience.
• Five years of executive compensation experience; or equivalent and relevant experience of eight years or more in HR, compensation or finance.
• Knowledge of executive compensation trends, finance, SEC and IRS requirements.
• Strong written and verbal communication skills and the ability to interact with all levels of management.
• Strong data management, analysis and reporting skills, and solid proficiency in computer applications.
• Demonstrated experience and knowledge of executive compensation, complex compensation or complex financial programs, design and administration practices preferred.
• Professional compensation certification from a recognized professional or educational organization is preferred.

_______________________________________________________________________________________________

COVID-19 Vaccine Requirement
COVID-19 continues to significantly impact our employees, families and communities. With employee health and safety as our top priority, Xcel Energy requires all persons be fully vaccinated or receive a formal medical or religious accommodation prior to their start date, unless prohibited by state or local law.

As a leading combination electricity and natural gas energy company, Xcel Energy offers a comprehensive portfolio of energy-related products and services to 3.4 million electricity and 1.9 million natural gas customers across eight Western and Midwestern states. At Xcel Energy, we strive to be the preferred and trusted provider of the energy our customers need. If you’re ready to be a part of something big, we invite you to join our team.

Posting Notes: MN - Minneapolis || MN - Minneapolis || United States (US) || Human Resources & Employee Svc || 85075:Total Compensation || Full-Time || Non-Bargaining ||

The anticipated starting base pay for this position is: $77,000 to $109,666 per year

Click here to see our benefits

Requisition Number: 38782

Equal Opportunity Employer: Minority/Female/Disability/Veteran

Individuals with a disability who need an accommodation to apply please contact us at recruiting@xcelenergy.com

Role Responsibilities

• Successfully manages Juniper’s global compensation business processes, programs, policies, and events – e.g., end to end project management of Juniper’s mid-year and annual compensation planning cycles within Oracle HCM (merit, bonus, equity, and promotions)
• Partners closely with key Juniper stakeholders (e.g., HR, IT, Legal) to develop and refine compensation business requirements, translate needs into systems design, lead testing and audit efforts, and implement solutions that are simple, scalable, and automated
• Develops and executes change management strategies; designs and delivers communications, training, and related compensation education collateral for targeted audiences
• Facilitates HR Technology projects/meetings by maintaining compensation issues log, obtaining status updates, assigning tasks, identifying risks, and managing issues through to resolution. Provides regular status updates to management and escalates issues and critical risks.
• Creates reports, dashboards, and insights for various compensation programs/processes (e.g., monthly update of off-cycle pay and equity holdback budgets)
• Collaborates closely with HR Business Partners, regional leaders, and key business stakeholders to provide compensation recommendations on day to day needs such as new hire offers, promotions, job leveling, retention proposals, etc.
  • Provides subject matter expertise and support on HR Technology projects as it relates to compensation requirements, process, reporting, testing, and data
• Leads compensation design projects that require a broad understanding of compensation center of excellence programs (e.g. short term incentives, job architecture, long term incentives, base pay programs, salary structures, budgeting, benchmarking, etc.)
  

Qualifications

• 6-8 years of hi-tech broad-based compensation expertise
• Bachelors or Masters’ degree in HRM, Business, or IT
• Oracle HCM knowledge and expertise as it relates to Compensation processes
• Project Management expertise - proven track record of managing large scale global HR projects/initiatives
• Excellent communicator and influencer. You know how to simplify complex issues into digestible bites and thrive on engaging and partnering others in achieving your goals
• Highly competent knowledge of MS Office (Outlook, Word, PowerPoint, Excel); reporting/data analytical tools (e.g., Tableau); an project management principles and best practices
• Able to navigate remote management/team collaboration and are comfortable with virtual communication tools.
• Ability to analyze data and create meaningful insights
• You are an innovative and naturally curious team player with skills to influence at all levels.
• You are self-driven with great organization skills and follow-through, with the ability to prioritize your workload. Multiple projects on hand? No problem!
• You have a proven track record in stakeholder management & are customer focused

• You demonstrate confidence, credibility, good judgment
• You are always on the lookout to do better and take on new challenges
• You have fun and love your work

At Owens & Minor, we are a critical part of the healthcare process. As a Fortune 500 company with 50+ facilities across the US and 18,000 teammates in over 90 countries, we provide integrated technologies, products and services across the full continuum of care. Customers—and their patients—are at the heart of what we do.

Our mission is to empower our customers to advance healthcare, and our success starts with our teammates.

Owens & Minor teammate benefits include:

• Medical, dental, and vision insurance, available on first working day
• 401(k), eligibility after 30 days of employment
• Employee stock purchase plan
• Tuition reimbursement
• Development opportunities to grow your career with a global company

Partners with HR and leadership teams on planning, designing, communicating and implementing market competitive base pay and incentive programs. Leads executive compensation planning and communication. Serves as Compensation Team lead for potential business expansions and/or M&A activities. Presently, this is a high-level individual contributor role.

• Develops, designs, and implements global short-term incentive programs to strengthen "pay for performance" culture, ensure cost effectiveness, and support internal process efficiencies.

• Leads the implementation of streamlined compensation-related Workday/HRIS modules, and partners with Total Rewards and HRIS teams to ensure maximum customer satisfaction and transaction accuracy/efficiency

• Compensation team lead in providing due diligence support for M&A activities

• Counsels and coaches HR and leadership teams on the application of policies, identifies creative solutions to business issues, and measures/reports results.

• Partners with Audit team to ensure company adherence to guidelines.

• Stays abreast of new compensation strategies, changes that impact incentive programs, and latest technology related to compensation programs (tax changes, legal issues, etc.).

• Performs market analysis to ensure compensation programs are competitive

• Develops collaborative partnerships with the HR Business Partner and COE teams in the creation of compensation programs and strategies.

• Mentors Global Compensation teammates on compensation best practices, provides subject matter expertise to excel in day-to-day service delivery as well as conduct on-going continuous improvement efforts focused on cost, efficiency, and customer satisfaction.

• Provides analytical, program, and project leadership and support on all executive compensation programs (typically for VP and above level teammates).

• Prepares market analysis, base pay range setting, STI and LTI targets, plus promotion/new-hire approvals and exit package compensation review for Vice President level teammates and above, coordinating with other stakeholders.

• Helps maintain annual schedule, project-timelines, and documentation related to executive compensation programs which require coordination with various departments.

• Compensation Committee Support: Executes initial research and preparatory work necessary to complete the following key activities, including drafting slides for use at the Compensation and Benefits Committee:

  • Propose changes to the global short- and long-term incentive plans for the upcoming year, coordinating with finance for budgeting approvals

  • Update comparator group companies in partnership with external consultants, and support risk review

  • Review Executive and non-employee director compensation study, and review committee charters

  • Recommend various items for approval including prior year AIP payout, new short- and long-term incentive plans, annual proxy statement, and salary increases and equity awards for Executives

  • Assist with review of proxy advisor voting recommendations, and stock ownership compliance

• Prepares compensation tables and corresponding drafting language for annual proxy and CD&A.

• Prepares analysis and research related to executive compensation programs such as preparation of Executive Summaries, peer and market benchmarking, share plan usage.

• Assist participants and leaders with questions related to executive compensation and long-term incentive program administration.

• Partners with Stock Plan Administrator on implementation and reporting relating to executive compensation and benefit programs.

• Supports Total Rewards continuous improvement initiatives as the need arises.

• Bachelor’s Degree required; MBA or other relevant Advanced degree preferred

• 10 or more years of related experience (Compensation, Total Rewards, etc.),

• Professional designations such as CCP, SHRM-SCP, or CEP a plus

• Or any combination of education and experience to meet the above requirements

• Demonstrates global compensation knowledge and skills with the ability to translate/adapt concepts to executive audiences

• Experience in implementation of Workday and/or other HRIS Systems

• Experience in mergers and acquisitions highly desired

• Advanced Excel knowledge; Exceptional quantitative skills with a commitment to accuracy and details

• Ability to research/analyze data, identify problems/deficiencies, and make recommendations for corrective action

• Ability to demonstrate effective planning, organization and project management skills

• Ability to adapt to changing priorities and to participate in multiple projects

• Ability to communicate effectively both in written form and verbally

• Ability to work independently with strong consultative skills as well as collaborate with teammates at all levels within the organization

• Strong negotiation and persuasion skills

• Fully remote is optional

If you feel this opportunity could be the next step in your career, we encourage you to apply.

Owens & Minor is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, sex, sexual orientation, genetic information, religion, disability, age, status as a veteran , or any other status prohibited by applicable national, federal, state or local law.

Join a team that puts its People First! Since 1889, First American (NYSE: FAF) has held an unwavering belief in its people. They are passionate about what they do, and we are equally passionate about fostering an environment where all feel welcome, supported, and empowered to be innovative and reach their full potential. Our inclusive, people-first culture has earned our company numerous accolades, including being named to the Fortune 100 Best Companies to Work For® list for six consecutive years. We have also earned awards as a best place to work for women, diversity and LGBTQ+ employees, and have been included on more than 50 regional best places to work lists. First American will always strive to be a great place to work, for all. For more information, please visit www.careers.firstam.com.

Essential Functions

• Manage the annual compensation planning process, including annual salary and bonus planning. Partner with HR Leaders to engage Business Leaders in ensuring successful completion.
• Develop sales incentive plans in partnership with HR Leaders and Sales Leaders.
• Participate in the design and modeling of new or revised variable compensation plans.
• Lead market analysis to determine company’s competitive position, evaluate and recommend changes to existing compensation structures to ensure competitiveness and equity.
• Review proposed salary recommendations and requests for job review to provide guidance and recommendations to Business Leaders.
• Partner with HR Business Partners to recommend corrective or alternative actions to resolve compensation-related issues.
• Provide training and coaching to HR Business Partners and Business Leaders on compensation philosophy, strategy and practices, including FLSA compliance.
• Produce monthly/quarterly/annual HR metric reports and analyze compensation data from various systems.
• Lead or participate in a variety of HR and compensation related projects.

Knowledge and Skills/Technology Used

• Advanced skills in Excel, Word, Power Point, Access
• Working knowledge of HRIS and compensation software, such as Workday, Comp Analyst and Xactly
• High level knowledge of Compensation practices and principles, laws and regulations, including FLSA
• Understanding and experience with sales incentive compensation, processes and programs
• Strong organizational skills and proven ability to successfully manage multiple projects and deadlines
• Attention to detail and ability to produce accurate and high-quality work
• Effective communication skills, clearly and persuasively communicate Compensation principles and recommendation

Typical Education

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

Typical Range of Experience

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

Disclaimer

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

First American invests in its employees' development and well-being, empowers them to provide superior customer service and encourages them to serve the communities where they live and work. First American is committed to diversity and inclusion. We are an equal opportunity employer.

Based on eligibility, First American offers a comprehensive benefits package including medical, dental, vision, 401k, PTO/paid sick leave and other great benefits like an employee stock purchase plan.

DH Pace Company, Inc. will hire an experienced Human Resources Generalist with a focus on Compensation and Benefits based at our Corporate office in Olathe, KS. Business Hours Monday – Friday.

As Human Resources Generalist for our Company you will experience Stability and Growth:

• You will have an important purpose in this position where you will make a significant contribution with our employees, managers and senior leaders as we continue expanding our footprint across the United States
• You will experience the benefit of working with DH Pace Leaders who will share their knowledge for a smooth transition to our organization and continuous learning and development
• Privately owned over 90 years with 50 locations in 24 States and company-wide 2020 Sales over $700M
• Competitive compensation and comprehensive benefits package includes: medical, dental, vision options and company-paid disability insurance, plus a corporate wellness program, 401k retirement plan + match and paid time off plan (PTO)

Position Overview:

• Serve as Compensation & Benefits team member acting as point of contact and first-line support for Human Resources functions with a variety of responsibilities with primary focus on benefits, compensation and compliance
• Interpret and counsel management and employees on policies, procedures and programs relating to benefits, comp and human resources to address and resolve all types of employee questions and/or matters while maintaining balance in representing all parties’ interests
• Determine and recommend employee and labor relations practices necessary to establish a positive employer-employee relationship and promote a high-level of employee morale; consistently maintain favorable and effective relations among all employees; accountable for motivating and ensuring supervisors and managers provide consistent, equal, and fair treatment of employees
• Work collaboratively on teams and consult effectively and independently with all levels of the organization and within the general HR community
• Perform other job-related duties as assigned

Qualifications:

• Bachelor’s degree in Human Resources preferred
• Minimum of 3 years’ experience with all facets of compensation and benefits to include, but not limited to: comp analysis/planning/negotiation and implementation, answer general inquiries involving benefits and compensation related topics, as well as handle employee relations matters
• Work collaboratively with Management and all levels of personnel and accustom to working quickly, accurately, confidentially and comfortably with employees, managers, vendors, HR/Benefits/Comp data and proficient with various HR related software systems and spreadsheets
• Demonstrates strong organizational skills, attention to detail, good writing skills and communicates clearly and effectively
• Successful completion of references, employment verifications, background check, and drug screen required in advance of hire

Company: DH Pace Company, Inc.

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)

• 
  Execute Company-wide benefit guidelines and policies through functional and divisional support, ensuring policies and programs meet regulatory and compliance requirements at the federal, state, and local levels (more specifically reporting requirements for health & wellness plans and FLSA compliance)
• Conduct various analysis (including full Cost Benefit Analysis) related to trends in support of leadership in measuring and/or tracking key HR-related metrics, relevant to Total Rewards programs.
• Develop Standard Operational Procedures (SOP)
• Respond to complex inquiries regarding human resources policies, procedures, programs, and/or initiatives.
• Manage all health and welfare plans (Health, FSA, Disability, Life, 401k) to include a suite of ancillary benefit programs.
• In conjunction with leadership, manage external relationships, including negotiating contracts with Health & Welfare providers.
• Plan, implement, coordinate, and communicate open enrollment and company wellness programs; through structured communication campaigns while interfacing with Company strategy.
• Reconciles vendor accounts, payments and data uploads, while interfacing with Finance and HRIS;
• Provides ongoing analysis of benefits on the following: evaluation of service usage, effectiveness, cost, plan participation metrics and/or benefit experience modules.
• Interface/assist with HRIS with integration efforts regarding benefits, deduction code mapping, and make recommendations on process improvement and data integrity, from a Benefits Administrative perspective.
• Maintain compliance with Nissin’s policies, procedures and mission statement.
• Adhere to all confidentiality and HIPAA requirements as outlined within Nissin’s operating policies and procedures in all ways and at all times with respect to any aspect of the data handled or services rendered in the undertaking of the position.
• Fulfill those responsibilities and/or duties that may be reasonably provided by Nissin for the purpose of achieving operational and financial success of the Employer.
• Administration of leave and return-to-work programs for all locations.

About Us

Since Nissin’s entry into the US in the 1970’s, our flagship brands, Cup Noodles and Top Ramen have held a fond place in US pop culture even before ramen became the trendy dish it is today. It started in post-World War II Japan amidst dire food shortages and inspired our founder, Momofuku Ando, to invent instant ramen in 1958. In order to continue this legacy of innovation, we’re looking for noodle lovers who have a passion to disregard the status quo, seek continuous growth and love being part of something special.

• We want to cultivate a company culture that keeps people excited about our mission and thoroughly engaged.
• Place the right people in the right positions and provide the resources to help them in their current positions while setting them up for success to grow into future roles.
• Offer competitive pay and benefits since we want everyone to work to live (and not the other way around).We invite you to join in our mission to evolve how people think about instant ramen, expand its appeal and be a part of this $4 billion global company that was built from a simple block of noodles.

Nissin Foods (USA) Co., Inc. is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex including sexual orientation and gender identity, national origin, disability, protected Veteran Status, or any other characteristic protected by applicable federal, state, or local law.

If you are a qualified individual with a disability or a disabled veteran, you have the right to request an accommodation if you are unable or limited in your ability to use or access our career center as a result of your disability. To request an accommodation, contact a Nissin Foods (USA) Co., Inc. Human Resources Representative.

Hi, we're Oscar. We're hiring an Equity Compensation Associate to join our Total Rewards Team!

Oscar is the first health insurance company built around a full stack technology platform and a relentless focus on serving our members. We started Oscar in 2012 to create the kind of health insurance company we would want for ourselves—one that behaves like a doctor in the family.

About the role:

The Equity Compensation Associate is responsible for participating in the administration and maintenance of Oscar Equity Program and ensuring alignment with the company's compensation policies, procedures and programs.

You will report into the Equity Manager. This is hybrid role, and you will work part of the time in the New York office and part of the time working remotely.

Responsibilities:

• Assist in the administration and maintenance of Oscar Equity Program
• Analyze equity issues, identify root cause of the issue and work on the resolution in partnership with other Oscar teams
• Identify, implement and document efficient and effective equity processes
• Ensure equity practices are aligned with existing policies and procedures
• Audit equity payroll stock options and RSU transactions to ensure compliance with federal and state reporting and withholding requirements
• Execute and maintain audit procedures for Shareworks equity system. Ensure data integrity in Shareworks system
• Drafts equity related employee communication, FAQs and employee education materials
• Partner with internal teams (such as payroll, legal, PStrat, HR Operations), and third party vendors in coordinating equity activities
• Supports the equity manager with the project management of equity systems implementation and testing
• Works on special projects assigned

Requirements:

• Bachelor's Degree or equivalent work experience
• 3+ years of working experience related to equity administration and compensation analysis
• Experience working on projects that span across the organization
• Strong excel and PowerPoint skills
• Strong background in process improvements and operational efficiencies

Bonus points:

• Federal and state taxation experience
• Experience using Workday and Shareworks Systems

Life at Oscar:

At Oscar, being an Equal Opportunity Employer means more than upholding discrimination-free hiring practices. It means that we cultivate an environment where people can be their most authentic selves and find both belonging and support. We're on a mission to change health care - an experience made whole by our unique backgrounds and perspectives.

We aim to make health care affordable and accessible for all, and apply this same vision to our perks and benefits, including: medical benefits, generous paid-time off, paid parental leave, retirement plans, company social events, stocked kitchens, wellness programs, and volunteer opportunities.

Reasonable Accommodation:

Oscar applicants are considered solely based on their qualifications, without regard to applicant's disability or need for accommodation. Any Oscar applicant who requires reasonable accommodations during the application process should contact the Oscar Benefits Team (accommodations@hioscar.com) to make the need for an accommodation known.

Pay Transparency Policy:

Oscar ensures that you won't be discharged or discriminated against based on whether you've inquired about, discussed, or disclosed your pay. Read the full policy here.

COVID-19 vaccine requirements for in-person work:

To protect the health and safety of our employees, we require any employee conducting in-person work* to be fully vaccinated against COVID-19 by their start date. If you are unable to be vaccinated due to medical or protected religious reasons, please reach out to our Benefits team at accommodations@hioscar.com to submit an accommodations request.

• Note: In-person work includes: employees required to work from our offices, employees conducting sales work in the field and employees conducting at-home or in-person visits with members.

Compensation & Benefits Manager

Job Summary:

Responsible for overseeing all compensation and benefit programs within the Firm. Analyzes compensation data within and evaluates job positions to help determine classification and salary. Administers all employee benefits to include accurate and timely payment to vendors.

Primary Responsibilities:

• 
  Manages all aspects of Firm compensation and benefit program.
• Designs, implements, and manages salary classification and compensation programs
• Monitors the effectiveness of existing compensation practices and recommends changes that are cost-effective and consistent with compensation trends and Firm objectives.
• Designs creative solutions to specific compensation-related programs and incentive plans.

• Conducts analysis of compensation and benefits within the firm.
• Prepares occupational classifications, job descriptions, and salary scale.
• Develops job descriptions for various positions and recommends appropriate base pay.
• Performs salary reviews based on market and sector specific benchmarking to ensure competitiveness.
• Administers and manages employee insurance plans.

• Ensures compliance with federal, state and local benefit and compensation laws and regulations.
• Develops compensation and rewards strategies that attract and retain talent.
• Completes annual total rewards documents that captures all aspects of employee pay and benefits.
• All other duties as assigned.

Required Skills/Abilities:

• 
  Knowledge of all federal, state and local regulations and compliance requirements related to employee benefit and compensation.
• Strong analytical skills and ability to interpret and communicate data.
• Computer proficiency and technical aptitude with the ability to use Microsoft products, including Excel.
• Strong leadership and team management skills.
• Excellent time management skills and ability to plan and set priorities.
• Excellent verbal and written communication skills.
• Strong interpersonal skills in dealing with senior management.

Education and Experience:

• 
  Bachelor’s degree or equivalent in business, human resources or related field and six years of progressively responsible experience in employee benefits and compensation
• At least one year of experience managing subordinates.
• Knowledge of laws and regulations as they apply to base compensation and incentive compensation programs, benefit programs, and defined compensation retirement plans.

The Incentive Compensation Analyst I will be responsible for incentive compensation processing, validation, analysis and distribution of incentive compensation reports and payments for one or more Epsilon Business Units. Reporting to the Senior Manager, Incentive Compensation, this person will be accountable for ensuring that incentive compensation calculations are accurate, communicated properly, and completed in a timely manner.

Responsibilities include:

• Responsible for monthly and quarterly incentive compensation processing, validation, analysis and distribution of incentive compensation reports and payment. Ensure plan calculations are accurate, communicated properly, and completed in a timely manner.
• Provide ongoing standard and ad-hoc reports to assist analysis of historical, current and prospective sales commission activity.
• Prepare program materials for leadership reviews.
• Support integration of sales programs, following M&A activities.
• Develop, edit, and distribute training, presentation, and other materials for compensation program roll-outs.
• Participate in sales compensation system implementation and user acceptance testing. Following implementation, serve as subject matter expert for system administration and reporting.

Qualifications:

• BA/BS in quantitative major (finance, economics, business, mathematics, statistics) preferred
• 1+ years of equivalent experience, sales compensation familiarity preferred
• Technical experience in compensation, finance or accounting preferred
• Intermediate Microsoft Excel skills including use of Vlookup, advanced formulas and scenario and statistical analysis
• Intermediate Microsoft Access and Excel skills including ability to create fully functioning databases, queries, reports, advanced calculations and participant reports
• Familiarity with the Xactly sales incentive tool desired
• Professional with strong organizational, communication and technical skills
• Ability to communicate effectively with internal and external customer of all levels.
• Ability to lead, act as an owner, and build trust among stakeholders.
• Ability to maintain data integrity through attention to detail and accuracy.
• Advanced time management skills including ability to handle multiple projects with aggressive deadlines.
• Experience identifying areas for process improvement and recommending solutions.
• Advanced analytical and problem solving skills.
• Knowledge of compensation design, development, and administration.

When you’re one of us, you get to run with the best. For decades, we’ve been helping marketers from the world’s top brands personalize experiences for millions of people with our cutting-edge technology, solutions and services.

Thanks to the work of every employee, Epsilon products and services have been recognized as industry-leading by the Forrester Wave™. We process more than 500 billion consumer actions each day and hold many patents of proprietary technology, including real-time modeling languages and consumer privacy advancements. And our CORE ID® is the industry’s most accurate, stable and scalable identity solution that helps brands recognize and reach 200M+ U.S. consumers in a privacy-safe way.

Positioned at the core of Publicis Groupe, Epsilon is a global company with more than 8,000 employees around the world. For more information, visit epsilon.com

Great People Deserve Great Benefits

We know that we have some of the brightest and most talented associates in the world, and we believe in rewarding them accordingly. If you work here, expect competitive pay, comprehensive health coverage, and endless opportunities to advance your career.

Epsilon is an Equal Opportunity Employer. Epsilon’s policy is not to discriminate against any applicant or employee based on actual or perceived race, age, sex or gender (including pregnancy), marital status, national origin, ancestry, citizenship status, mental or physical disability, religion, creed, color, sexual orientation, gender identity or expression (including transgender status), veteran status, genetic information, or any other characteristic protected by applicable federal, state or local law. Epsilon also prohibits harassment of applicants and employees based on any of these protected categories.

Epsilon will provide accommodations to applicants needing accommodations to complete the application process.

#LI-DJ1

REF132966L

MOS Code: None

Education and Experience: A Bachelor’s degree in Social or Behavioral Science, Business or Public Administration or related field, and four (4) years professional experience in classification and compensation, including three (3) years in a lead or supervisory capacity.

Under general direction, manage, plan, and coordinate the classification and compensation functions of the City.

For complete job specifications, click here.

Salary Range: $73,230.35 - $110,577.83
The starting salary is generally at the beginning of the salary range.

Note: This is an unclassified position.

Note: Applicants are encouraged to apply immediately. This position will close when a preset number of qualified applications have been received.

Note: Applicants with a foreign degree must have all relevant documents translated and evaluated by a College, University, or Credentials Evaluation Services Department prior to submitting them to the Human Resources Department.

A résumé and/or other documents will not be accepted in lieu of a completed application. Comments such as “See résumé” are not acceptable and will result in the application being considered incomplete.

To qualify for this position, the required education, experience, knowledge, and skills must be clearly stated on your application’s employment history. We do not use any information on your resume to review if you meet the minimum qualifications for this position.

Failure to fully detail all experience and job duties in the application, or copying/pasting directly from the job specification, or responses referring to your résumé will eliminate you from consideration for the position.

• Partners with Office of Labor Relations (OLR) to ensure we are compliant with bargaining unit agreements as it relates to compensatory actions.
• Partners with the Sr. Compensation Analyst to provide analytical and tactical support for corporate-wide Compensation processes.
• Collaborates with HR partners on salary determination for new hires, promotions, transfers, and other compensation actions by ensuring compliance with bargaining unit agreements and University compensation policies, guidelines and processes.
• Assists with drafting plans and communications designed to provide stakeholders with timely and accurate information regarding compensation initiatives.
• Partners with compensation team with development of proposals and presentations referencing compensation programs (including market data and appropriate pay levels/targets) to influence and educate senior level decision-makers.
• Provides assistance and support the continued development, rollout and maintenance of Job Architecture.
• Monitors the job evaluation process to analyze job content, focusing on responsibilities and required skills & knowledge level needed to fulfill the position and determine appropriate grade level within the University compensation structure based on market competitiveness and internal compare across the University for a holistic view.
• Assist the Sr. Compensation Analyst with analyzing results of surveys to determine internal impact.

Information about the benefits provided to Rutgers employees can be found at: http://uhr.rutgers.edu/benefits/benefits-overview

• Bachelor’s degree in Human Resources Management, Business Administration, Organizational Development, Psychology, or a related field or an equivalent combination of education and/or experience.
• A minimum of three (3) years of experience in Compensation practices: compensation programs, job evaluation, market pricing methodology, compensation modeling and advanced analytics and project management preferably in a higher education and/or healthcare environment.

• Ability to work independently under general direction.
• Ability to work with sensitive and confidential information, and to manage conflict and highly complex situations and relationships are essential.
• Possess excellent communication and organizational skills, and be able to work in a fast-paced environment with multiple competing priorities.
• Ability to deliver creative solutions and be a critical thinker.
• Solid understanding of HR systems – PeopleSoft and vendor survey systems.
• Attention to detail, strong organizational skills, and ability to work in a fast-paced environment.
• A consultative relationship with management at all levels.
• Possess applicable knowledge in federal and state regulatory requirements.

• Knowledge of Bargaining Unions.
• Certified Compensation Professional (CCP) strongly preferred.

• Standing, sitting, walking, talking and hearing. • No special vision requirements.
• Ability to lift or exert force up to ten (10) pounds.

Required fields are indicated with an asterisk (*).

• * Do you have a minimum of a Bachelor’s degree in Human Resources Management, Business Administration, Organizational Development, Psychology, or a related field or an equivalent combination of education and/or experience?
  • Yes
  • No
• * Do you have a minimum of three (3) years of experience in Compensation practices: compensation programs, job evaluation, market pricing methodology, compensation modeling and advanced analytics and project management preferably in a higher education and/or healthcare environment?
  • Yes
  • No

• Resume/CV

• Cover Letter/Letter of Application

• List of Professional References (contact Info)

If you are a current University Health or University Health Physicians employee and wish to be considered, you must apply via the internal career site.

Please log into myWORKDAY to search for positions and apply.

If you want to work where the action is, University Health (UH) is the place for you. Known as “Kansas City’s Essential Hospital,” UH is the safety net healthcare system for Jackson County/Kansas City. We are an academic medical center, serving as the primary teaching institution for the UMKC Schools of Medicine, Nursing, Dentistry, and Pharmacy. A 547-bed, not-for-profit health system, UH delivers the highest-quality medical care for our patients, with compassion, empathy, and unparalleled dedication to service. During the 2020 pandemic, we also stepped forward as a regional leader in COVID care and testing. UH is comprised of three campuses:

UH Heath Sciences District is located in downtown Kansas City, Missouri. The Health Sciences District represents a robust academic community, leading the forefront of biomedical research and cutting edge technology. Partnered with UMKC and Children’s Mercy Hospital, University Health serves as the cornerstone in educating the next generation of healthcare practitioners. As a Level 1 Trauma Center, we’re a leader in Emergency Medicine and Critical Care, with world-class expertise in chronic disease management and women’s services, including high-risk maternity care. The Health Sciences District is also home to the University Health 1 building, UH’s beautiful specialty outpatient clinics and day-surgery center. We have just opened University Health 2, which will house all of our primary care and women’s care clinics.

UH Lakewood is located between Kansas City and Lee’s Summit, Missouri, offering residents of Eastern Jackson County access to a modern community hospital with a continuum of outpatient services designed to meet the needs of families. UH Lakewood specializes in high-risk maternal and child care, and serves as one of the few Kansas City metro area institutions accredited by The Joint Commission in Orthopedics and Palliative Care. It also is home to a 188-bed, fully accredited long-term care center.

UH Behavioral Health is the KC metro area’s largest, most comprehensive provider of mental health services. The Healing Canvas Building , located in Kansas City’s vibrant Crossroads Arts District, is its epicenter, providing a broad list of outpatient services. We also offer psychiatric inpatient care, and we deliver therapeutic services through our community outreach clinics. We are a leader in the Trauma-Informed Care Movement, and provide training, coaching and consulting to outside organizations.

Participates in the design, implementation and administration of various compensation programs. Responsibilities include job evaluations, job description preparation, market analysis, salary administration and annual compensation planning. Acts in the capacity of a subject matter expert in the administration of incentive plans and clinical/career ladder programs. Works collaboratively with other Human Resources staff contributing to priorities and timely delivery of department services.

Minimum Requirements

• Bachelor’s degree in Human Resources or Business Administration, or the equivalent through a combination of education and related work experience

• Five years experience with progressive responsibility in the analysis, design and/or administration of compensation programs

• Experience working with all levels of management

• Working knowledge of FLSA, Fair Pay Act, and other government regulations

• Statistical analysis and mathematical aptitude

• Excellent oral, written, and interpersonal communication skills. Demonstrated organizational skills

• Proficient in the use of Microsoft Word and Excel

• Working knowledge of a computerized HRIS

Preferred Qualifications

• Certified Compensation Professional designation

• Healthcare industry experience

• Knowledge of Workday

Position Summary:

Our purpose:

At Lovesac, were committed to helping people fill their homes with Total Comfort. That means having furniture that can evolve along with them as life unfolds.
From Sactionals The Worlds Most Adaptable Couch, to Sacs The Worlds Most Comfortable Seat, Lovesac products provide peace of mind where others cant. Our products can adapt to fit almost any space and style and look like new forever. This enables a new way of living, where people can continue to invest in, add to, and evolve their furniture instead of adding it to the landfillwhich is good for families and our environment.

What We Believe:

Love. Its the name we live up to. Its purposefully and meaningfully woven into every aspect of our business. We champion building meaningful relationships as we foster a culture that embraces and celebrates the experiences, beliefs, backgrounds, expertise, talent, and individuality of everyone. We seek to promote love and happiness with all that we do. #LoveMatters

Were committed to working and succeeding by incorporating our Guiding Principles into everything we do:

We can all win together
Doing less and doing better
Were borrowing this earth from our children
Home is where life happens
Love Matters

The Role:

Currently, we are seeking to hire a People Manager of Compensation & Rewards. As our People Manager of Compensation & Rewards, you will be responsible for designing, managing and implementing attractive, meaningful and equitable compensation plans for our companys greatest asset, our people. Your efforts will be integral in attracting, rewarding and supporting our associates throughout their journey at Lovesac.

You will serve as the internal expert on all the compensation related programs, including base pay, bonus plans, incentive plans, budgets, benchmarking and retention initiatives. All programs and initiatives will lean in on our Guiding Principles and Values from attraction throughout the associates Lovesac career. You will play a strategic key role on the People Team ensuring our programs are competitive, yet uniquely Lovesac, regarding trends, best practices and costs.
This position will report into Corporate Headquarters based Stamford, CT and will require flexibility to work both onsite as well as remote.

Summary of Key Job Responsibilities:

• Responsible to meet or exceed all goals and key performance indicators (KPIs).
• Manage compensation programs in line with compensation and rewards strategy in order to drive business results, while supporting our Guiding Principles and Values. Actively work to enhance controls, reduce risk and maintain compliance.
• Manage annual merit, bonus and equity programs, working with HR partners, line managers, and upper management to ensure process runs smoothly and is completed in a timely manner
• Serve as an internal consultant to support and advise managers on compensation-related activities, including new hire offers, promotions and salary adjustments while proactively identify issues and propose solutions and recommendations
• Ensure the administrative aspects of compensation programs are efficient, effective and scalable, as the company continues to grow.
• Participate in and review market benchmark surveys in all areas, analyze competitive market data and develop recommendations for updates to job descriptions, salary structures, incentive targets, and other programs to ensure market competitiveness.
• Review, draft and implement compensation related policies.
• End-to-end process execution of compensation programs (e.g., annual bonus, performance management, salary recommendation, LTIP, equity grants).
• Monitor effectiveness of current programs and make recommendations for changes, model cost impact and present recommendations.
• Ensure compliance with all compensation and related laws and regulations.
• Develop and implement appropriate audits for compensation related processes to ensure accurate and efficient processing.
• Partner with Sr. People Manager on the enhancement, performance, administration and maintenance of the HRIS system.
• Provide expertise and guidance to other members of the People Team. Advise on pay decisions, manage required audits, policy and guideline interpretations.
• Maintain a calm demeanor and manage issues professionally and respectfully in accordance with our company standards.
• Act with integrity and trust, modeling behavior that respects our employees, peers and customers in accordance with the core values of our company.
• Perform any other duties as requested by management.

Requirements & Qualifications:

• 5+ years of Compensation & Rewards experience in a public company. Retail organization experience preferred.
• Bachelors Degree in Finance, Human Resources, Management or other related discipline; Masters degree preferred.
• Proficiency required in Microsoft Office: Word, Excel & PowerPoint. Advance Excel skills required.
• Knowledge of federal and state laws governing compensation administration practices.
• Knowledge in pay management, variable compensation and incentive plans. Knowledge or experience in drafting and computing executive compensation disclosures in a public company proxy statement preferred.
• Knowledge of HRIS, HCM, data governance and reporting and equity management platforms.
• Strong knowledge of federal and multi-state employment law, tax codes, and human resources practices.
• Proven ability to effectively communicate and influence at all levels. Demonstrates strong analytical and problem-solving skills.
• Can work well in an ever-changing environment.
• Strong project management skills, attention to detail and discretion handling confidential information.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or PHR, SPHR, Certified Compensation Professional (CCP) preferred.
• Must have the ability to manage multiple projects simultaneously while meeting deadlines consistently.
• Must have superior communication skills; verbal, written and interpersonal skills; able to listen effectively to solve problems, anticipate issues and make effective decisions.
• Maintains the highest level of customer service, creating solutions and experiences that drive business results and engagement with the brand.
• Must work collaboratively with fellow employees, treating all clients, both internal and external with dignity and respect always.
• Must comply with the standards, policies and procedures outlined in the Lovesac Employee Handbook.
• Consistent ability to work both remotely and report into Corporate Headquarters or designated showroom, as required and in accordance with Lovesac policies, CDC and State Guidelines.
• Must be capable of using and operating all equipment as required, including but not limited to iPad, laptop, etc. Be able to move objects (including medium to large furniture items up to 75 pounds) from a lower to a higher position or horizontally from position-to-position or be able to assemble furniture while working on the selling floor or in our warehouse.
• Must be able to travel, as required by the Company in its sole discretion, for occasional meetings and conferences using various forms of transportation.
• Must possess a strong work ethic and exemplify The Lovesac Values:

Lovesac Core Values

Audacious Dreamers
Willing to sweep the floors
Grit

Aspirational Values

Customer Centricity
Only A Players
Executional Excellence
Consciousness

Table-Stakes Values

Positivity
Flexibility
Inclusivity
Insatiable Learning
Passion
Collaboration
Empathy
Transparency

Our Showrooms, including our website, are open seven days a week and require morning, evening, weekend and holiday availability.

Lovesac is an Equal Opportunity employer and considers all applicants for employment without regard to race, color, religious creed, ancestry, religion, sex, sexual orientation, gender identity and/or expression, pregnancy, age, national origin, marital status, disability, military status, genetic information or any other characteristic protected by applicable law.

Disclaimer: The above statements describe the general nature and level of work being performed by individuals employed in this position. This job description is not intended to be an exhaustive list of all duties and responsibilities required in this position. The job may change as the business changes or customer need changes or may vary somewhat from location to location. Management retains the right, authority and discretion to add or change the duties of the position at any time. Associates must learn and observe applicable company policies and safe practices, as well as perform all duties assigned by supervisors. This job description does not constitute an employment contract.

To the extent an employee requires a reasonable accommodation in order to perform the duties of this job, please direct such requests to The Lovesac People Department.

As the world's leader in digital payments technology, Visa's mission is to connect the world through the most creative, reliable and secure payment network - enabling individuals, businesses, and economies to thrive. Our advanced global processing network, VisaNet, provides secure and reliable payments around the world, and is capable of handling more than 65,000 transaction messages a second. The company's dedication to innovation drives the rapid growth of connected commerce on any device, and fuels the dream of a cashless future for everyone, everywhere. As the world moves from analog to digital, Visa is applying our brand, products, people, network and scale to reshape the future of commerce.

At Visa, your individuality fits right in. Working here gives you an opportunity to impact the world, invest in your career growth, and be part of an inclusive and diverse workplace. We are a global team of disruptors, trailblazers, innovators and risk-takers who are helping drive economic growth in even the most remote parts of the world, creatively moving the industry forward, and doing meaningful work that brings financial literacy and digital commerce to millions of unbanked and underserved consumers.

You're an Individual. We're the team for you. Together, let's transform the way the world pays.

This role will be responsible for the day-to-day activities in supporting our global employee compensation program including compensation analyses, market benchmarking, budgeting and financial reporting. The Compensation Analyst needs to ensure the accuracy and integrity of all compensation and market data in the information systems and be able to work closely with HR colleagues and other functional groups.

• Essential Functions

• Work with market data vendors (e.g. Aon/Radford, Willis Towers Watson, Mercer, etc.)

• Drive the market survey submission process with select vendors

• Act as subject matter expert for market data, including understanding processes, tools, and timelines for the market data process

• Work with systems including Salary.com’s CompAnalyst for market data and Workday as the HCM

• Facilitate a global benchmarking exercise across multiple regions and market survey vendors

• Develop budget models and financial accrual reports with a high degree of accuracy

• Conduct cost modeling and impact analyses related to compensation program changes

• Support development of global total rewards benchmarking insights

• Monitor our data through robust validation and reconciliation processes to ensure optimal data integrity

• Support compensation team during compensation planning process

• Interface with Finance, HRIT, HR Systems, and Global Compensation teams to support day-to-day functions as well as project specific activities

• 2 years of work experience with a Bachelor’s Degree or an Advanced Degree (e.g. Masters, MBA, JD, MD, or PhD)

• 3 or more years of work experience or more than 2 years of work experience with an Advanced Degree (e.g. Masters, MBA, JD, MD)
• Bachelor's Degree in Business, Finance, or Accounting
• Experience in public company Compensation Function
• Proficient in Excel and Power Point
• Must be customer-service oriented
• Strong organization, planning, and project management skills
• Strong written, verbal and interpersonal relationship and communication skills
• Ability to multi-task and deliver results in a fast-paced, team-oriented environment
• Exceptionally resourceful, detail-oriented, discipline to deliver complete and accurate results
• Strong critical thinking and analytical skills
• Actuarial or Accounting experience a plus

• Workday Management System experience preferred
• Salary.com’s CompAnalyst System experience preferred

Visa has adopted a COVID-19 vaccination policy to safeguard the health and well-being of our employees and visitors. As a condition of employment, all employees based in the U.S. are required to be fully vaccinated for COVID-19, unless a reasonable accommodation is approved or as otherwise required by law

Work Hours: Varies upon the needs of the department

Travel Requirements: This position requires travel 5-10% of the time.

Mental/Physical Requirements: This position will be performed in an office setting. The position will require the incumbent to sit and stand at a desk, communicate in person and by telephone, frequently operate standard office equipment, such as telephones and computers.

Relocation/Sponsorship: No relocation is available. This role will work out of our Foster City, CA or Austin, TX offices. No work sponsorship is available.

Visa is an EEO Employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status. Visa will also consider for employment qualified applicants with criminal histories in a manner consistent with EEOC guidelines and applicable local law.

Hi, we're Oscar. We're hiring an Equity Compensation Associate to join our Total Rewards Team!

Oscar is the first health insurance company built around a full stack technology platform and a relentless focus on serving our members. We started Oscar in 2012 to create the kind of health insurance company we would want for ourselves—one that behaves like a doctor in the family.

About the role:

The Equity Compensation Associate is responsible for participating in the administration and maintenance of Oscar Equity Program and ensuring alignment with the company's compensation policies, procedures and programs.

You will report into the Equity Manager. This is hybrid role, and you will work part of the time in the New York office and part of the time working remotely.

Responsibilities:

• Assist in the administration and maintenance of Oscar Equity Program
• Analyze equity issues, identify root cause of the issue and work on the resolution in partnership with other Oscar teams
• Identify, implement and document efficient and effective equity processes
• Ensure equity practices are aligned with existing policies and procedures
• Audit equity payroll stock options and RSU transactions to ensure compliance with federal and state reporting and withholding requirements
• Execute and maintain audit procedures for Shareworks equity system. Ensure data integrity in Shareworks system
• Drafts equity related employee communication, FAQs and employee education materials
• Partner with internal teams (such as payroll, legal, PStrat, HR Operations), and third party vendors in coordinating equity activities
• Supports the equity manager with the project management of equity systems implementation and testing
• Works on special projects assigned

Requirements:

• Bachelor's Degree or equivalent work experience
• 3+ years of working experience related to equity administration and compensation analysis
• Experience working on projects that span across the organization
• Strong excel and PowerPoint skills
• Strong background in process improvements and operational efficiencies

Bonus points:

• Federal and state taxation experience
• Experience using Workday and Shareworks Systems

COVID-19 vaccine requirements for in-person work:

To protect the health and safety of our employees, we require any employee conducting in-person work* to be fully vaccinated against COVID-19 by their start date.

If you are unable to be vaccinated due to medical or protected religious reasons, please reach out to our Benefits team at accommodations@hioscar.com to submit an accommodations request.

• Note: In-person work includes: employees required to work from our offices (either full-time or part-time), employees conducting sales work in the field and employees conducting at-home or in-person visits with members.

Overstock.com is committed to strengthening the diversity of teams by recruiting, developing, and retaining professionals from all backgrounds and classes. We promote diversity, equity, and inclusivity as an integral component in our continuing objective to provide “dream homes for all”.

Job Scope: Administers all compensation related total rewards programs under the direction of HR management.

ESSENTIAL JOB DUTIES

• Designs, develops, manages, and communicates compensation programs including base salary, incentive compensation, commissions, equity, and executive compensation. Provides thought leadership on all compensation related activities. Participates in various strategic initiatives that involve compensation/benefits alignment, planning and strategy.
• Assists with the design and administration of salary planning, stock award grant process, and employee stock purchase programs.
• Analyzes organizational individual pay practices and internal equity and makes recommendations for salary changes to ensure pay equity.
• Participates in and analyzes data from salary surveys, interprets results, and performs analysis to ensure jobs are competitively positioned in the marketplace.
• Operates as an expert advisor for compensation and benefits best practices and market competitiveness. Performs benchmarking and internal compensation analyses to determine appropriate salary level according to compensation guidelines and policy.
• Performs job audits to evaluate competitiveness of pay externally, internal equity, and legal compliance of the organization’s pay practices.
• Performs annual salary reviews and conducts assessment of market compensation to include the collection and review of compensation market data and development of market reference ranges, including report development, analysis of market data, movement recommendation and costing.
• Assists with benefits strategic plan design to evaluate benefit plans and ensure benefits are competitive and aligned with the company’s strategic benefits philosophy. Evaluates current and developing legislation and regulations affecting global benefit plans to assess their potential business impact.
• Partners with stakeholders and HR Business Partners to ensure coordination and proactive consideration on issues related to overall compensation and benefits programs and structures.
• Tracks, audits, and administers short- and long-term incentive plan performance and results to Sr Management (Corporate, Sales Plans, short-and long-term bonus plans).
• Collaborates with HR Business Partners to ensure accurate job descriptions for positions in organization. Coordinates with various departments to ensure timely and accurate payouts, accruals, and tax compliance.
• Participates in domestic or regional compensation or compliance audits to ensure data quality and accuracy throughout each incentive plan period.
• Collaborates with HR Team to evaluate business drivers and understand impact of compensation programs on revenue and cost.
• Leads outside vendor management of outsourced compensation providers.
• Follows prescribed legal guidelines and requirements.
• Performs other job-related duties as assigned.

MINIMUM QUALIFICATIONS

Required Skills and Experience :

Five years of experience with corporate Compensation and Benefits plan development and administration to include analysis, plan design and/or administration of compensation and benefit programs is required. Must be proficient with Microsoft Office applications (Word, Excel, and PowerPoint) and with Workday or similar HRIS systems. Must have proven ability to collaborate with others to understand and complete project goals. Must have excellent interpersonal and verbal and written communications skills and dependability and confidentiality, especially when dealing with confidential or sensitive employee and company information. Must have excellent time management and decision-making skills and be able to prioritize and organize tasks and projects. Must have the ability to multi-task, work independently, meet deadlines, and be proactive. Must be able to pay attention to detail and work effectively and collaboratively across various departments to meet goals and deadlines. Must have highly developed and creative problem-solving and project management skills.

Special Note to all employees who are managers or above:

• Ability to influence people across the organization
• Ability to coach your reports to grow a high-performance team
• Experience hiring and leading diverse teams

Preferred Qualifications:

• Experience with compensation data management systems such as MarketPay or Payfactors is preferred.
• Certification through World At Work (CCP or CBP) or SHRM is preferred.

Education/ Licensing/Certification:

Graduation from an accredited institution with a bachelor’s degree in Human Resources, Business, Economics, or a related field or any combination of education and/or experience based on the table above is required.

Physical Requirements

Must be able to sit and/or stand for long periods at a time.

Equal Employment Opportunity

It is company policy to provide equal employment opportunity for all applicants and associates. This policy includes our commitment to ensure that all employment decisions are made without regard to race, color, religion, gender, national origin, disability, pregnancy, veteran status (including Vietnam era veterans), age, sexual orientation, gender identity, or any other non-job-related characteristic protected by law.

At Overstock.com, we believe that everyone should “Be You!”. Overstock is a community that upholds a culture of understanding, acceptance, and respect. We believe a person’s individuality is at the core of diversity, and those traits, beliefs, and characteristics should be valued and embraced. Living by this ethos is essential to the success of our business. Our goal is to foster a more diverse environment where every employee visibly demonstrates inclusive behaviors and respect for individuals.

Who We Are:

Just a few minutes from Salt Lake City and Utah’s ski slopes, Overstock is an original resident of “ Silicon Slopes ”, one of the fastest growing technology hubs in the country. We’re a passionate group of collaborative problem solvers and creative innovators, working on cutting-edge technology. From building award-winning retail applications (with amazing AR functionality ) to creating leading blockchain and machine learning technologies, each of us embodies a unique value and contributes a diverse perspective to the team.

• 401k (6% match)

• Flexible Schedules
• Onsite Health Clinic
• Tuition Reimbursement, Leadership Development Program, & Mentorship Program
• Onsite Fitness Center
• Overstock Women's Network (OWN)
• And More…

*Benefits vary based on position, tenure, location, and employee election

This position requires you to sit, stand and perform general office functions. You may also be required to lift up to 25 pounds occasionally. Bending, stooping and reaching are also frequently required.

It is our policy to provide equal employment opportunity for all applicants and associates. This policy includes our commitment to ensure that all employment decisions are made without regard to race, color, religion, gender, national origin, disability, pregnancy, veteran status (including Vietnam era veterans), age, sexual orientation, gender identity, or any other non-job-related characteristic protected by law.

• Overall leadership of our internal compensation consulting practice. Advise, influence, and educate HR Business Partners and leaders regarding compensation strategies and recommendations driven from deep compensation expertise, external market insights, and data and analytics.
• Build relationships and trust with clients and key partners.
• Partner across multiple functions and HR leaders to lead complex business unit and/or enterprise-wide compensation projects (e.g., reorganizations, incentive plan design, job architecture, emerging trends, training)
• Strategic compensation leadership
• Work with senior management to ensure that compensation strategy and programs support the business objectives and meet legal requirements
• Ensure ongoing competitiveness of programs and practices through involvement with external networks
• Ownership of our compensation job leveling framework (job architecture), tools, and training
• Lead a high performing team
• Coach and lead a team of four direct reports
• Ensure a consistent framework of partnership, insights and delivery across the team

• Bachelors degree
• 10+ years compensation or human resource experience
• 2+ years of management experience
• Strong project management skills, with situational agility and judgement and a partnership mindset
• Ability to manage multiple priorities and projects
• Credible influencing and interpersonal skills, with the ability to work across boundaries and develop effective working relationships globally
• Ability to handle highly confidential information and take on complex problems and apply sophisticated thought to identify creative solutions.
• Data and analytics mindset
• Proven experience leading and building highly engaged teams

QUALIFICATIONS & CAPABILITIES - PREFERRED

• Masters, MBA degree
• Workday experience
• Prior experience leading multiple compensation consultants
• International compensation experience
• World at Work certified compensation professional (CCP) or Global Remuneration Professional (GRP) certification

• US Remote working arrangements will be considerered

2022 will be an epic year for League. We’re growing & scaling rapidly, and are more focused than ever on empowering our members and employees (Leaguers) to live happier, healthier lives every day. League understands that its people are the key to its successful growth, so we’re investing in implementing and maintaining the best-in-class total rewards packages for oru Leaguers.

We’re looking for an experienced and resourceful compensation expert to help us deliver and maintain a market competitive total rewards experience to Leaguers. As a Compensation Manager you report to the Director of People & Culture Operations. Within this role, you would be working with all departments and across all roles and locations at League. The ideal candidate will have strong technical skills and be passionate about total rewards.

• Prepare and maintain job descriptions for all positions within the organization
• Interview key stakeholders internally to gather and document job and role information including duties, responsibilities, and skills required for each job
• Assess jobs and their respective requirements to determine accurate mapping to benchmark and appropriate salary range
• Benchmark jobs against market data to determine competitive ranges for each position on a quarterly basis and produce a detailed report with findings to management
• Track and report on key metrics on a quarterly basis that speak to offer and total rewards competitiveness (ex: offer acceptance rates)
• Conduct ad-hoc benchmarking analyses as required by departmental request
• Evaluate and implement job analysis instruments and materials
• Keep up to date knowledge on and advise internally on applicable provincial/state and federal employment regulations and compensation policies
• Participate in and produce data required for annual audits from a job description perspective

• 2+ years of experience as a compensation analyst
• Bachelor’s degree in Human Resources or a related field
• Strong technical skills and proficiency working with and analyzing large data sets
• Excellent written and oral communication skills

Interested in working with one of the markets leading manufacturers? Greenheck Group is a leading growth-focused, environmentally conscious, commercial HVAC manufacturer. Join our team, which proudly designs and manufactures the most comprehensive line of ventilation products in the industry. Greenheck Group is a dynamic multi-branded international organization. Our equipment is used worldwide in commercial, institutional, and industrial facilities, ranging from comfort ventilation to manufacturing processes. Our efficient products improve comfort, safety, and health of lives across the planet. Since 1947, we are deeply committed to helping you “Build Your Future,” through professional growth, challenging leadership roles, and exciting opportunities around the world.

Position Logistics: For the right candidate, this position can be remote. There may be frequent travel to Schofield, WI for training and occassional required in-person meetings.

Your Opportunity:

As the Compensation Analyst/Sr. Compensation Analyst at Greenheck Group, you will be responsible for overseeing the administration of the organization’s compensation programs. You will impact Greenheck Group by ensuring team member compensation records are maintained, compensation data is available to support company decision making and ensure Greenheck Group’s competitive position in the labor market is monitored.

What you’ll be doing:

• Process documentation related to compensation
• Administer annual salary/headcount budgeting process, providing relevant data making recommendations as appropriate and coordinating budget roll-up. Prepare periodic budget update reports for executive staff to monitor budget variance through the fiscal year.
• Prepare salary survey data for submission and develop written comparisons of Greenheck Group’s salary data to the labor market
• Partner with HR Business Partners with timely salary information and assistance for recruiting and team member development initiatives
• Provide headcount and turnover analysis to the organization
• Provide recommendations to streamline salary administration

What you should have:

• Bachelor’s degree in related field preferred. However, a combination of education/experience will be considered.
• +5 years of experience related to compensation is required
• Experience with salaried and hourly populations is preferred

Why you’ll love it here:

Hear directly from our team members about why they love it here!

Benefits for you and your family:

Our benefit packages and salaries are among the best in our industry. Benefits may vary slightly by location, but usually include:

• Health insurance
• Prescription drug benefits
• Dental insurance
• Paid vacations and holidays
• 401(k) Retirement savings plan
• On-site clinic and fitness center (Schofield location)
• Employee Assistance Program
• Flexible spending accounts for medical or dependent care expenses
• Tuition assistance
• Employee Wellness Program

We are an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.

Compensation Analyst - Remote (United States)

The Compensation Analyst will help support the development, implementation and administration of Cornerstone’s global compensation programs. This role will help ensure those programs meet employees’ needs, comply with local legal requirements and are cost effective. Will also participate in the development and administration of other total rewards initiatives.

Duties & Responsibilities

• Leads Cornerstone’s participation process for various compensation surveys
• Serves as point of contact for answering occasional compensation questions from employees
• Conducts analysis on internal and external salary data to recommend compensation packages for new and existing roles
• Prepares modelling and cost analysis for existing and proposed total rewards programs and initiatives
• Produces regular and ad-hoc reports from our HRIS or other sources
• Researches and helps ensure company compliance with local laws governing compensation practices
• Provides assistance with reviewing and maintaining salary ranges, recommending movement in salary structure
• Collaborates with business to drive process improvements to maintain competitive, equitable, and compliant compensation programs
• Supports with the administration of the annual compensation cycle and other programs including, but not limited to, merit, market, promotion, incentive payouts, and other tasks as needed

Qualifications & Skills

• Two to three years of experience in a compensation role or an acceptable combination of experience and knowledge
• Knowledge of compensation principles, practices, and compliance requirements
• Experience with global compensation practices is a plus
• Advanced knowledge of Excel
• Strong detail orientation and focus on accuracy
• Ability to work on simultaneous projects, while committing to deliver on time and with quality
• Compensation certifications desirable
• Ability to work on simultaneous projects, while committing to deliver on time and with quality
• Compensation certifications (CCP) and/or experience with Radford or Comptryx salary surveys desirable
• Preferred education: Bachelor’s degree in Human Resources, Business, Finance, Accounting or equivalent

Our Culture:

Our mission is to empower people, businesses and communities. A culture created less by what we do and more by who we are. When people ask what our team is about, we point to our core values: champion customer success, bring our best, achieve together, get stuff done, and innovate every day. We're always on the lookout for new, curious and capable people who can help us achieve our goal and we are seeking diversity in the people who join our team. We want to make sure that our company reflects the demographic of our customers, clients, and the communities in which we operate. So if you want to work for a friendly, global, inclusive and innovative company, we'd love to meet you!

What We Do:

Cornerstone is a premier people development company. We believe people can achieve anything when they have the right development and growth opportunities. We offer organizations the technology, content, expertise and specialized focus to help them realize the potential of their people. Featuring comprehensive recruiting, personalized learning, modern training content, development-driven performance management and holistic employee data management and insights, Cornerstone’s people development solutions are successfully used by more than 75 million people in 180+ countries and in nearly 50 languages.

Cornerstone takes special care to ensure the security and privacy of the data of its users.

Check us out on Linkedin, Comparably, Glassdoor, and Facebook!

Equal Employment Opportunity has been, and will continue to be, a fundamental commitment at Cornerstone OnDemand. All qualified applicants are given consideration regardless of race, religion, color, gender, sex, age, sexual orientation, gender identity, national origin, marital status, citizenship status, disability, veteran status, or any other protected class as provided in applicable Federal, State, or Local fair employment laws. If you have a disability or special need that requires accommodation, please contact us at careers@csod.com.

#LI-RJ1

#REMOTE

Sitecore’s foundation is our diverse group of passionate, smart, innovative, and collaborative individuals located across four continents and over 25 countries. Having a wide range of perspectives, experiences, and skills is what makes us the company we are today. The Sitecore values are what drive and unite us across the globe.

• Drive continuous improvement to develop highly efficient compensation processes
• Deliver C&B support to foster a high-performance culture at Sitecore that attracts and retains the very best talent
• Partner with our business leaders, teaching them about the tools which C&B enables them to engage, including making sure they fully understand our total reward structure composed of full compensation plans, policies, and initiatives
• Design, administer, and communicate Sitecore’s compensation plans, benefit plans, and reward programs
• Ensure the consistent application of our pay philosophy, align market cost competitiveness, and drive the pay for performance culture
• Build and develop the C&B functional capabilities
• Create and implement C&B strategies related to business growth (M&A, new markets, special initiatives and stretch efforts)
• Understand business problems, determine the C&B implications, then create strategies and plans to mobilize resources to get results

• 5+ years of experience leading a Compensation & Benefits function
• Matrixed, medium to large, multi-region business experience

• Experience working for a hyper growth Cloud / SaaS company
• Experience managing equity plans

The Compensation & Benefits Analyst is responsible for overseeing the benefits administration functions for employee enrollment, permitted elections change events, and termination of the company's health and welfare plans. This position manages the annual open enrollment process and the annual compensation review process.

ESSENTIAL DUTIES AND RESPONSIBILITIES INCLUDE THE FOLLOWING

Other duties may be assigned as necessary.

• Manage the benefit system - Plan Source (formerly Market Link)
• Manage employee status in benefit programs - Onboarding /Qualifying Events/Offboarding
• Liaison to payroll for employee deductions of benefit programs and 403b participants.
• Manage the Paid Time-Off (PTO) program including discrepancies and donations.
• Develop and manage compensation system.
• Conduct annual compensation benchmarking.
• Participate as a member of company benefit and compensation committees.
• Responsible for annual compliance reporting i.e., ACA.
• Initiate, manage, and process Annual Merit Increases (MI)
• Discretionary Compensation Analysis (Stipends/Bonus/Gift Pay)
• Plans, Develops Strategy, and Organizes Annual Open Enrollment for Benefits Offerings
• Generate and analyze benefit cost reports to monitor company benefit investment.
• Manage benefits administration of company offerings.
• Manage 403b administration of plan participants.
• Manage COBRA administration of terminated plan participants
• FSA, HSA
• Manage invoice reconciliation and processing in an accurate and timely manner including vendor system setup of purchase requisition and bids.
• Intake and manage employee claims escalation process.
• Produce weekly accomplishment report of deliverables of the position.
• Executes various tasks supporting program leadership and operations; including generating reports and data entry using MS Office Programs to include, but not limited to, Excel, Word, and PowerPoint.
• Experience in the development and implementation of organizational effectiveness initiatives.
• Ability to work independently to effectively plan and set priorities to accomplish required tasks.
• Ability to manage several projects simultaneously while working under pressure to meet deadlines in a face-paced environment.
• Ability to read, analyze, and interpret general business correspondence, instruction guides, and training materials
• Excellent written and verbal communication skills to effectively address job candidates and associates
• Ability to represent the company effectively in a variety of settings with a demonstrated understanding and appreciation for diverse cultures
• Strong presentation, coaching and facilitation skills
• Effective communication skills that is positive and persuasive, stimulating and motivating others to act
• Acts with sense of urgency at all times.
• Ability to effectively present information, communicate, respond to questions and complaints from employees and managers and bring to timely resolution.
• Attention to detail in composing, typing and proofing materials, establishing priorities and meeting deadlines.
• Excellent and effective verbal and written communication skills.
• Ability to prepare reports using HR systems.
• High level of interpersonal skills to handle sensitive and confidential situations and documentation.
• Ability to interact with others in a professional and appropriate manner and to establish and maintain effective working relationships and develop trust with others.
• Proficient with computers and applicable software, knowledge of Microsoft Suite (Word, Excel and PowerPoint).
• Ability to solve problems and ability to interpret a variety of instructions, policies and data.
• Ability to work effectively with a diverse group of individuals.
• Ability to perform work with considerable independence under the general direction of a leader.
• Ability to exercise judgment, make decisions independently, independent follow up and completion of projects and reports.
• Capable of reporting to work on time prepared to perform the duties of the position and willingness to perform duties as necessary.

SUPERVISOR RESPONSIBILITIES

This position does not have supervisory responsibilities.

QUALIFICATIONS

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

EDUCATION, LICENSURE AND/OR EXPERIENCE

The position candidate shall possess a bachelor's degree in a business, Human Resources, or have equivalent work experience. The position candidate shall possess have a minimum of 3 experience in Human Resources and management of benefit brokers, programs, and systems. The ideal candidate will have experience working with compensation systems, benefit management experience and benchmarking data experience.

LANGUAGE SKILLS

Ability to read, analyze, and interpret professional journals and general business periodicals. Ability to write reports, presentations and business correspondence. Ability to respond to common inquiries or complaints from customers, regulatory agencies, or members of the business community. Ability to effectively present information and respond to questions from groups of managers, clients, and customers.

MATHEMATICAL SKILLS

Ability to work with mathematical concepts such as probability and statistical inference. Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations.

REASONING ABILITY

Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret an extensive variety of technical instructions and deal with several abstract and concrete variables. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.

OTHER REQUIREMENTS

• Valid driver's license.
• Proof of current Auto Registration, Inspection and Insurance.
• Driving Record (three years) from the state in which the driver's license is valid.
• Must submit to and pass a pre-employment drug test.
• Must submit to and pass random drug tests during employment.
• Must successfully pass all background screens as required by the state.
• Must be 21 years of age or older.

PHYSICAL DEMANDS

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

While performing the duties of this job, the employee is required to be physically fit as indicated by the requirements below. The employee is also regularly required to use hands to finger, handle, or feel; and talk or hear. The employee frequently is required to stand, walk, and reach with hands and arms. Specific vision abilities required by this job include close vision, and ability to adjust focus. While performing the duties of this job, the employee may have occasional contact with cleaning solvents, aromatics and nuisance dusts. Some locations may require PCM (Professional Crisis Management) Training.

• Other physical requirements specific to this job:
• Occasionally required to lift/carry up to 50 lbs.
• Occasionally required to push/pull up to 50 lbs.
• Occasionally required to climb stairs
• Occasionally required to bend, stoop, crouch or required to stand from a kneeling position, with both knees down, 5 times in one minute
• Frequently required to operate a motor vehicle

Generation Bio is innovating genetic medicines to provide durable, redosable treatments for people living with rare and prevalent diseases. The company's non-viral platform incorporates a novel DNA construct called closed-ended DNA, or ceDNA; a unique cell-targeted lipid nanoparticle delivery system, or ctLNP; and a highly scalable capsid-free manufacturing process that uses its proprietary cell-free rapid enzymatic synthesis, or RES, to produce ceDNA. The platform is designed to enable multi-year durability from a single dose, to deliver large genetic payloads, including multiple genes, to specific tissues, and to allow titration and redosing to adjust or extend expression levels in each patient. RES has the potential to expand Generation Bio's manufacturing scale to hundreds of millions of doses to support its mission to extend the reach of genetic medicine to more people, living with more diseases, around the world.

We are a thriving, collaborative, creative community of 145 people with diverse talents, beliefs, and experiences headquartered in Cambridge, Massachusetts.

Delve further. Please visit www.generationbio.com or follow @generationbio. To see additional roles, please also check out https://generationbio.com/careers/

SUMMARY

At Generation Bio our mission isn't easy and we are ok with that. We are a dynamic company in an even more dynamic industry who embraces the spirit of experimentation and striving for excellence without fixating on perfection. We know it's a collective effort and are excited to be opening a new position focusing on our Compensation People Practices. The Associate Director, Compensation will provide compensation expertise, guidance and support to our organization's competitive pay programs in strong collaboration with our People Partners and Talent Acquisition team. This exciting opportunity will support our people strategy to enable rapid growth while ensuring a positive experience throughout the employee life cycle. We aim to develop the best programs, processes, and practices for our people.

This role will report to the Sr Director, People Operations & Benefits.

RESPONSIBILITIES:

• Partner with the organization in a consultive manner to develop recommendations and creative solutions to attract, motivate and retain our talent in a highly competitive recruiting market
• Provide consultative thought leadership to HR and our management team with respects to compensation matters including compensation philosophy, programs, policies and creative support of our business objectives
• With high attention to detail and care, support our biannual compensation review cycle. This includes partnering with managers on pay decisions.
• Provide compensation educational training, materials and communications to employees and managers enhancing awareness of our compensation philosophy and approach
• Conduct job analysis, marking pricing and appropriate job classification in collaboration with our People Partners and Talent Acquisition team
• Support the development of job architecture and career paths for the organization
• Lead compensation projects including development of project plans, timelines and internal communications
• Oversee and participate in salary surveys to bring awareness to the company's competitive market position
• Continuously review and identify processes, programs or tools that enable automation, enhancements and support greater efficiencies and scalability
• Ensure compliance with on going legal compensation related governance
• Coach and mentor other members of the People Operations team

QUALIFICATIONS:

• Bachelor's Degree or equivalent work experience required
• 12+ years of hand-on compensation experience including plan design and implementation
• Ability to thrive in a fast paced, innovative environment while remaining flexible, proactive, resourceful and efficient
• Ability to effectively analyze data, draw insights, and communicate complex information in an understandable manner
• Ability to lead projects focusing on collaboration
• Knowledge of compensation benchmarking principles that apply to all compensation elements
• Excellent communication skills including experience in creating content for employees and managers
• Strong customer service mindset and ability to solve complex questions or problems
• Exceptionally proficient in Excel and file sharing tools

POSITION: Full-Time, Exempt

EEOC Statement: Generation Bio believes in a diverse environment and is committed to equal employment opportunity for all its employees and qualified applicants. We do not discriminate in recruitment, hiring, training, promotion or any other employment practices for reasons of race, color, gender, religion, national origin, gender identity, age, sexual orientation, marital or veteran status, disability, or any other legally protected status. Generation Bio will make reasonable accommodations for qualified individuals with known disabilities, in accordance with applicable law.

Dynetics, a wholly owned subsidiary of Leidos, is seeking a talented Compensation Analyst to join a diverse, highly-skilled team to create unique solutions for complex problems involving US weapon systems and training devices. With offices across the United States engaging in the defense, space, cyber and commercial fields, Dynetics provides responsive, cost-effective intelligence, engineering, scientific and IT solutions.

The Associate Compensation Analyst will be responsible for reviewing salaries and making recommendations for adjustments for individuals and/or salary ranges. The candidate will also assist with job descriptions, job classifications and benchmark compensation.

• Maintain detailed job descriptions and classifications systems and defines job levels and families, in partnership with other managers.
• Assist with the implementation and administration of compensation programs, policies, and procedures.
• Participate in common compensation functions, including survey participation, job evaluation, salary structure development, incentive plan design, and associated analysis.
• Ensures that base pay, incentive pay and performance management programs remain competitive and conform to current compensation strategy.
• Consult with Recruiters, and Managers in all things compensation, make compensation recommendations, and resolve compensation issues using a data-driven approach.
• Participate in our annual compensation programs administration (merit, promotions, & bonus administration).
• Assist compensation specialist with analyzing compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plans.

Bachelor’s degree in human resources, business administration or equivalent required with 3+ years’ experience in compensation.

• Proficient in Microsoft Excel in order to manipulate large amounts of data, including pivot tables and merging data from multiple sources.
• Must illustrate attention to detail, analytical skills and consistent follow through
• Experience communicating confidently and accurately with all levels of the organization
• Team oriented, dependable and flexible with a high work ethic
• Strong analytical skills with excellent research skills

Candidate must be a resident of the North Alabama area or willing to relocate to the Huntsville - North Alabama, AL area.

Candidate must be a US Citizen and possess (and be able to maintain) a Final Secret Clearance or meet the eligibility to obtain (and maintain) a Secret Clearance.

Manages the strategy and operations of the Workforce Planning, Analytics, and Compensation (WPAC) Sections. Leads and motivates teams by providing guidance, instruction, coaching and direction for the purpose of achieving WPAC, People Strategy & Operations (PSO), Division of Management and Board Strategic goals and objectives. Provides technical leadership and direction by applying quantitative expertise acquired from domains such as mathematics; statistics; data science, visualization, and storytelling; finance, compensation, business administration; or related fields. Provides final level of quality assurance/quality control to ensure the rigor, soundness and defensibility of all products produced by WPAC. Provides thought leadership to teams in generating compelling narrative around a set of data and its accompanying visualizations. Provides leadership in the development of the sections and staff. Prioritizes workload, assigns projects, sets quality standards, and monitors progress. Fosters teamwork within WPAC and across PSO. Ensures that current section programs meet the Board, division and branch business goals and recommends new programs. Identifies the needs and risks of the Board, division and/or branch as they relate to the sections. Directs research and analysis of significant issues relevant to the sections. Serves as a senior member of the branch's management team, provides definitive input in the division and branch strategic planning process. Coordinates, reviews, and recommends to senior management operational changes and personnel actions. Responsible for communicating section policies, procedures, and providing advice to senior management in the development of new policies and procedures. Embodies a strong customer service orientation.

Requires managerial, analytical, and technical quantitative skills typically acquired through completion of a Bachelor’s degree in a relevant field or equivalent experience and nine years of work experience. A minimum of 5 years designing and implementing some combination of workforce planning, analytics, compensation, or related programs. Demonstrates strong managerial and leadership skills necessary to direct staff and assess performance, set priorities, and allocate resources. Possesses the management knowledge to deal with complex, wide-ranging personnel issues, including but not limited to EEO and disciplinary actions. Demonstrates effective interpersonal, oral, and written communication skills, and a strong customer service orientation. Must be highly-dependable and capable of exercising sound, independent judgment, discretion, and tact.

Manages overall strategy and operations of the WPAC sections. Sets goals and objectives and identifies projects and activities for a successful WPAC program. Provides overall direction for strategic thinking, work methods and procedures, policy development, accountability, and management controls. Embodies a strong customer service orientation and ensures this focus is delivered by section(s) to clients in support of their objectives. Responsible for the design, implementation and ongoing evaluation of the Board’s workforce planning, workforce analytics and compensation programs.

Provides leadership in the development of the WPAC section and staff. Establishes priorities, assigns projects and sets quality standards. Sets short- and long-range goals and objectives, and ensures the effective and efficient use of resources. Evaluates performance of subordinate supervisors. Serves as the second level reviewing manager on staff performance evaluations. Coordinates, reviews, and recommends to senior management operational changes and personnel actions (hiring, salary administration, position reallocation).

Directs staff in the development and execution of quantitative and qualitative data analyses to provide people trends and insights to the organization. Provides thought leadership to teams in the development of a compelling narrative around a set of data and its accompanying visualizations. Guides staff to choose the best applicable tools and technologies to provide reporting, analytics, visualizations, and predictive analytics. Monitor and regularly coordinate with IT, TS and PSO Systems to address current and emerging needs through technology upgrades, enhancements or add ons to effectively support the workforce analytics function.

Responsible for overseeing major projects, assignments, and research, within delegated authority. Demonstrates initiative, knowledge, creativity, and judgment to analyze complex and varied management issues and develop well-supported conclusions and recommendations for resolution or further action as appropriate. Views projects and issues from many different perspectives, including detailed and big picture views. A confidential relationship may be required for projects or issues that involve sensitive information. Ensure that any data activities are in alignment with data privacy standards.
Communicates with all staff levels at the Board. May interact with the public. Assignments generally require frequent contact with senior management. Required to meet or make high level presentations with considerable tact, discretion, and persuasion to Board Members, or maintain cordial working relationships with staff and officials at Federal Reserve Banks, federal financial regulatory and other agencies, and/or external organizations. Responds to requests in a timely fashion.
Performs a full range of supervisory functions to ensure the quality and quantity of work produced by staff. Plans and directs the work to be accomplished based on priorities and staff capabilities. Advises and counsels staff; resolves work-related problems and complaints. Has full responsibility for supervising multiple functions, with full accountability for effective operations and results. Ensures that employees are trained in all facets of the job and cross-trained in the responsibilities of other section employees.

Remarks:

• Prior Work Experience and Domain Knowledge in at least one of the following (or closely related) human resources functions:
  • Workforce/People/Human Capital Analytics including Talent Acquisition Analytics
  • Compensation
  • Workforce Planning
  • Prior Experience with Workday, Tableau, R, Python and/or other statistical software packages
• Preferred Fields of Study: Mathematics, Statistics, Business Administration

Full vaccination is required as a condition of employment, unless a legally required exception applies.

Florida Crystals is a leading domestic sugar producer and North America’s first fully integrated cane sugar company, guiding our sugar from farm to table. We are America’s first and only producer of certified organic sugar, grown and harvested in the United States. Our renewable energy facility is the largest of its kind in North America and provides clean energy that powers our sugar operations, which helps us reduce our use of fossil fuels. Florida Crystals also sustainably farms rice, sweet corn and other vegetables in rotation with our sugarcane. Our rice mill is the only rice mill in Florida.

OVERVIEW

As a member of the Corporate Human Resources Team, this position contributes a high level of energy and organization to oversee compensation projects and ongoing initiatives for Florida Crystals Corporation and American Sugar Refining, Inc. to ensure their timely and accurate completion. Also actively supports the integration of processes and procedures, and is accountable for improving and monitoring processes to maximize their strategic value. The individual must be able understand the strategic compensation needs of the company and to think through project requirements in order to provide solutions that support global initiatives.

This position will work closely with the corporate Compensation Manager to apply formal and informal influence to HR leaders, executives and team members across multiple departments and works with vendors to deliver results. Individual must also be tactical in the sense of being able to work at an operational level to complete work assignments and to provide compensation support for key HR initiatives. Success in this role is based upon being able to demonstrate clear value to the business by executing against key objectives to support key stakeholders in HR and the business in achieving their strategic business objectives.

ESSENTIAL ROLES AND RESPONSIBILITIES

• Monitors the effectiveness of existing compensation policies, guidelines and procedures recommending plan revision as well as new plans that are cost effective and consistent with compensation trends and corporate objectives; coordinates implementation and provides guidance to HR and business leaders.
• Works closely with other total rewards team members to identify opportunities to integrate work processes and to integrate the department.
• Provides advice to leaders and HR staff 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 direct compensation (exempt and nonexempt cash compensation programs) including creating and presenting recommendations/proposals for equity adjustments, market alignment, restructuring and reorganizations which includes the processing, recording and reporting of compensation-related actions.
• Actively supports the configuration and testing of the SuccessFactors Compensation and Performance Management Modules and the ongoing utilization of the tool.
• Participates in and conducts both exempt and nonexempt salary surveys to ensure corporate compensation objectives are achieved.
• Keeps appraised of federal, state and local compensation laws and regulations in order to ensure company compliance and oversees ongoing FLSA reviews.
• Works closely with the Benefits team to ensure programs are viewed and designed to support the total reward philosophy of the organization; provides support to other total rewards initiatives and projects as needed.
• Partners with leadership and HR Business Partners to ensure successful adoption of new compensation processes, and is accountable for communication and training as needed.
• Performs regular Compensation data audits to ensure data accuracy.
• Oversees the administration of 401k programs and supports various benefits initiatives as required.
• May need to support benefit functions

ESSENTIAL EDUCATION REQUIREMENTS

• Bachelor’s degree in HR, Business Management or related discipline from accredited university

ESSENTIAL WORK EXPERIENCES

Required

• 3-5 years of progressively responsible compensation experience.
• Knowledge of government regulations as they apply to compensation base and incentive compensation programs, company policies and operations, with detailed knowledge of FLSA regulations
• Strong proficiency with Microsoft Office (Excel, Word, PowerPoint)
• Experience using an HRIS system, preferably SAP HR/HCM, and ability to develop and analyze reports and queries
• Experience writing reports and presentations, including creation through analysis to all levels of the company
• Strong written and verbal communication skills
• Knowledge and experience with benchmarking and market pricing jobs, including the completion of salary surveys.
• Knowledge and experience with creating and presenting recommendations/proposals for equity adjustments, market alignment, restructuring and reorganizations

Preferred

• Prefer certification as a Certified Compensation Professional through the World @ Work, or actively working to attain certification.
• Professional training and experience with SAP HR/HCM and SuccessFactors modules
• Process Improvement and related process mapping skills

ESSENTIAL CAPABILITIES (KNOWLEDGE, SKILLS, ABILITIES AND PERSONAL ATTRIBUTES)

• Anticipation – Ability to anticipate problems in ongoing Compensation or HR projects and be proactive in addressing such needs.
• Business Acumen & Partnership – Demonstrated ability to understand the business and suggest Compensation projects to meet business and employee needs at both strategic and operational levels.
• Computer Proficiency – Strong proficiency in Microsoft Office suite (Word, Excel, Power Point, Outlook) and Internet research.
• Edge – Well organized, ambitious, with the ability to communicate and effectively influence others.
• Emotional Maturity – Ability to withstand pressure and manage emotions effectively during the high stress periods of project development.
• Energy – High positive energy to take on continuous and complex business challenges in a fast-paced environment. Persistence to drive to solutions despite obstacles and/or competing priorities.
• Ethics & Integrity – High degree of personal integrity in all business dealings.
• Execution – Attentive to detail and demonstrated ability to deliver on accountabilities in order to help the business and the team be successful. Track record of high-performance.
• HR Functional Skill – General awareness, exposure, and understanding across most HR sub-disciplines with a demonstrated strength in HRIS.
• Influencing & Engagement Skills – Ability to proactively engage and influence others at all levels, at times without formal authority. Confidence and ability to have critical conversations, if necessary.
• Judgment/Decision-Making – Smart, with the ability to think through issues and make wise decisions, often without all facts and information or high levels of direction.
• Language – Bilingual proficiency preferred (Spanish/English).
• Problem-Solving & Opportunity Identification – Ability to frame clear problem statements and use objective information and data to help solve complex business challenges and generate innovative options and solutions for business leaders. Identify opportunities for HR to contribute value to the business.
• Strategic Thinking/ Acting – Ability to think and act strategically in balance with operational delivery.
• Teamwork/Collaboration – A great team player with a great attitude, good customer service orientation, and focused on delivering outstanding results to their clients and the business, overall.
• Travel – Ability to travel approximately 10-15% throughout domestic and international locations.
• Working Independently & Efficiently – Ability to work independently with strategic direction. Ability to work with a diverse, geographically dispersed population.

LOCATION

• West Palm Beach, FL

Equal Opportunity Employer of Minorities, Females, Protected Veterans and Individuals with Disabilities.

This position is responsible for the implementation and administration of incentive programs across the company, ensuring plans are aligned with each business strategic objectives and business plan. Specific accountability include documentation, payment administration, tracking, communications, and a point of contact for all sales team members regarding incentive compensation. Responsible for analyzing sales and retention results for Regence specifically centered on the Sales Division’s performance. Partnering with Business Intelligence to support reporting on sales metrics to sales. Supporting the Compensation team as needed.

• Responsible for incentive plan administration, data capture, payment calculations and communication to plan participants.

• Leads the administration of the monthly and quarterly incentive plan payments.

• Responsible for the integrity of all sales data used for incentive payments and reporting.

• Build and maintain strong partnership with Sales Operations and Sales Management.

• Acts as a business partner with Financial Accounting for modeling and forecasting payments and accruals.

• Creates and manages the accrual and forecasting process.

• Works closely with all stakeholders involved in the Cambia incentives including Plan Presidents, Vice Presidents and Director of Sales and Underwriting as well as key IT, Finance, and Payroll staff.

• Assists in the training to sales ops and sales staff on Sales Performance Management tool (Xactly).

• Serves as a resource for the organization in incentive plan policy and provides support for managers and supervisors in incentive related human resources issues.

• Recommends sales compensation policy, practices, and program in support of sales effectiveness strategy.

• Represents Sales in cross–functional projects that impact incentives.

• Documents administrative processes associated with incentive plans and administration.

• Assists in Training other staff on our process and systems.

• Responsible for developing models and reports, analysis, special projects, and presentations.

• Responds to ad-hoc requests.

• Demonstrated competency in incentive plan modeling and administration.

• Demonstrated proficiency with data access tools such as MS Excel, SQL, etc.

• Previous experience with ICM tools Xactly Incent or other online incentive compensation platforms desired.

• Demonstrated ability to retrieve complex data sets from internal systems to support on-going sales analysis activities.

• Demonstrated ability to prepare models to report sales performance, incentive plan effectiveness, budget and forecasting.

• Ability to think analytically, apply analytical techniques and to provide in-depth analysis and recommendations to Sales management using critical thinking and sound judgment

• Ability to think strategically about plan design and desired incentive plan outcomes and behaviors.

• Demonstrated ability to communicate effectively, verbally and in writing, with all levels of the work force.

• Ability to participate and/or lead in a team atmosphere to achieve department goals and objectives consistent with corporate vision and strategies.

• The ability to thrive in a fast-paced environment.

• Ability to work with sensitive and confidential information.

• Proven ability to adapt within an ever-changing business environment.

Normally to be proficient in the competencies listed above

Bachelor's Degree in Business, Human Resource, Accounting or related field or equivalent education and experience. At least three years of professional experience in compensation or incentive compensation preferred, or an equivalent combination of education and training.

This position includes 401(k), healthcare, paid time off, paid holidays, and more. For more information, please visit www.cambiahealth.com/careers/total-rewards .

We are an Equal Opportunity and Affirmative Action employer dedicated to workforce diversity and a drug and tobacco-free workplace. All qualified applicants will receive consideration for employment without regard to race, color, national origin, religion, age, sex, sexual orientation, gender identity, disability, protected veteran status or any other status protected by law. A background check is required.

If you need accommodation for any part of the application process because of a medical condition or disability, please email CambiaCareers@cambiahealth.com . Information about how Cambia Health Solutions collects, uses, and discloses information is available in our Privacy Policy .

About Us

We’re seeking breakthrough makers! Children’s Hospital of Philadelphia was built on the belief that we can change lives. Today, in every role throughout our hospital, research institute and care network, the 22,000 members of our workforce are finding new ways – big and small – to make a difference for the patients and families we serve.

If you are ready to challenge yourself, be inspired and grow – no matter what your role – you just may be the kind of breakthrough maker who will thrive at CHOP.

Business Consultation

• Provides data analysis, market competitive assessments and cost estimates as coached by Compensation Consultants
• Participates in assessing appropriate pay grades for new jobs / revised jobs; implements agreed upon changes in relevant systems
• Assists with preparing materials, scheduling, and coordinating follow-up for consultative sessions with business leaders under the direction of Compensation Consultants
• Researches and directly responds to managers’ routine pay-related questions; partners with team members to answer more complex questions

• Actively approves and audits compensation transactions and pay rates to ensure they are aligned with policy and paid out correctly; uses problem-solving to resolve routine issues, collaborating on complex issues
• Serves as a point person for implementing mass pay changes in Workday
• Supports CHOP’s participation in annual and ad hoc compensation surveys

Project & Operations Support

• Supports annual pay range updates and merit and bonus planning & administration
• Assists with maintaining and updating various communication and educational resources
• Assists with regular compensation audit activities
• May participate in a variety of Compensation projects and initiatives
• Proactively highlights process and program improvement opportunities
• Other duties as assigned. F.

• Bachelors Degree

• Prior work experience in Human Resources or Finance.
• Prior experience working with HRIS systems or Kronos.

• Advanced knowledge of Microsoft Excel to include pivot tables, v-lookup and advanced formulas
• Mathematical and data analysis skills
• Proactive problem-solving skills
• Technology aptitude and learning ability
• Strong oral and written communication skills
• Proficiency using MS Office applications
• Collaboration and consensus building skills
• High level of accountability and ability to work independently
• Flexibility and adaptability

EEO / VEVRAA Federal Contractor

Widener University has established a COVID-19 vaccination policy that requires all faculty and staff who will be on our campuses to be fully vaccinated and compliant as a condition of employment. Our goal is that all members of the Pride may safely experience Widener's hands on, inclusive, and personalized learning environment in person.

Widener University is currently seeking a Director of Classification and Compensation in the Office of Human Resources. Reporting to the Associate Vice President of Human Resources, this role will lead the University classification and compensation practice. The primary function of this role is to assess current practices, develop new accurate and timely classifications that meet the ever-changing market standards.

Widener University is committed to fostering an environment in which faculty, staff, and students from a variety of backgrounds, cultures, and personal experiences are welcomed and can thrive. The Human Resources Department holds a deep commitment to an inclusive culture that supports the work of faculty and staff members across the institution, and works closely with the Chief Diversity Officer to facilitate that commitment.

DUTIES AND RESPONSIBILITIES (including, but not limited to):

Essential duties:

Administration and Compliance

• Develop, implement and maintain comprehensive title/position classification system for the university.
• Establish a consistent process for evaluating compensation packages which are created based on market trends within higher education.
• Evaluate all requests for position reclassification and promotions.
• Ensure accurate and timely administration and compliance with all classification and compensation regulations/requirements applicable to the University.
• Manages and leads the reclassification process, including conducting/analyzing reclassification requests, conducting desk audits, benchmarking compensation for internal equity and external market rates, evaluating supporting documentation, and making reclassification recommendations. Ensures reclassifications are processed in a timely manner and comply with all applicable compensation and classification regulations/requirements.
• Ensures completion and submission of comprehensive job descriptions for all employees.
• Evaluates and maintains salary structures and ranges to reflect market pay.
• Interpret and manage compliance with all federal, state and local laws.
• Analyze, evaluate, and implement compensation policies that achieve University objectives, are competitive in the marketplace, and comply with any/all regulations/requirements.

Benchmarking, Operations, and Organizational Structure

• Manage the salary survey participation and reporting processes with required salary survey
• Evaluates salary equity, and provides insight and recommendations to Associate Vice President for Human Resources. providers.
• Consult with hiring managers regarding all aspects of the classification and compensation process regarding new positions, organizational structure, and reclassifications.
• Participate in improving processes, automating manual processes in order to improve operational efficiencies.
• Keep abreast of compensation trends, technology needs, and federal/state regulations, ensuring that compensation programs and HR systems meet current and anticipated University needs.
• Collaborate with Finance to ensure appropriate position budgets for incoming requests.
• Lead all related workshops and training for employees and managers.
• Collaborate with hiring managers on presentations
• Performs other duties as assigned

MINIMUM QUALIFICATIONS (education/training and experience required):

Required:

• Bachelor’s degree in a relevant field
• Minimum five years progressive experience in performing classification, reclassification and compensation analysis duties
• Demonstrated experience in leading compensation reviews for exempt and non-exempt employees
• Demonstrated ability to build relationships cross-functionally
• Significant analytical and assessment skills
• Strong project management skills
• Excellent communication skills including verbal, written and presentation
• High proficiency in using the Microsoft Office suite, with superior Excel skills
• Experience working with shared filing systems

Preferred:

• Master’s degree
• Experience in a higher education or non-profit organization
• Experience in developing rewards and recognition programs

PHYSICAL REQUIREMENTS AND/OR UNUSUAL HOURS:

• Usual office environment; routine sitting at a desk; occasionally standing, bending, stooping or kneeling
• Must be mobile between workstation and numerous campus buildings

Qualified candidates must submit resume and cover letter for consideration. Incomplete applications will not be considered. Only those selected for interview will be contacted.

Widener has a strategic commitment to building an inclusive university community whose diversity enriches the lives of all members and where our students are prepared for living in a pluralistic and ever-changing world. We are committed to fostering an environment in which faculty, staff, and students from a variety of backgrounds, cultures, and personal experiences are welcomed and can thrive. The Office of Human Resources holds a deep commitment to an inclusive culture that supports the work of faculty and staff members across the institution, and works closely with the Chief Diversity Officer to facilitate that commitment. Faculty and staff are active participants in our work to enhance diversity, equity, & inclusion, including representation on the Faculty Council Diversity, Equity, and Inclusion Committee and the Diversity Leadership and Inclusion Council.

Widener University, an independent, metropolitan, doctoral-intensive university, connects curricula to social issues through civic engagement. Widener strives to embody the values that are inherent in our mission: civic engagement, access, inclusion, academic excellence, innovation and leadership. Dynamic teaching, active scholarship, personal attention and experiential learning are key components of the Widener Experience. Located in Chester, PA, Widener's main campus is nestled between Philadelphia, PA and Wilmington, DE, with Law Schools located in both Harrisburg and Wilmington. For more information about the university, please visit our website at www.widener.edu.

Advertised: 01 Dec 2021 Eastern Standard Time
Applications close:

• Conducts salary studies using variety of market data; collaborates with managers to clarify job duties to facilitate job matching; using reporting and data analysis techniques to assess results and market trends
• Analyzes data and formulates recommendations regarding development and update of salary structures, FLSA exemptions, job revisions, organization structures, etc.
• Advises management on applicable state and federal employment regulations, benefits and compensation policies and human resources procedures.
• Prepares and maintains job descriptions for each position in the organization; ensures descriptions accurately reflect the work being performed by the incumbents
• Prepares and maintains job classifications and salary scales
• Assist with data collection, trends and analysis for collective bargaining compensation/classification reviews
• Coordinate and assist with the compensation education strategy for MSU leaders
• Assists with other HR initiatives/projects including researching employee compensation benefits in comparative institution; based on findings; recommends changes or updates to the company’s existing benefits/policies.

Purpose of Position:

The Analyst, Compensation and Benefits Administration will be responsible for the delivery and flawless execution of the day to day Compensation and Benefits (Total Rewards) through the proper administration of all employee Compensation and Benefits programs. The role will be a subject matter expert and person to go to for all related topics to existing programs in place. This talented individual will work very closely with the Total Rewards Center of Excellence team ensuring the TR strategy is properly delivered. At the same time, the role will require a strong customer service mindset to maximize employee experience and drive continuous improvement. The role will report administratively to the Director of HR Operations of North America while having a close proximity with the CoE of Total Rewards,

Accountabilities:

• Supports the administration of the 401(K) plans: maintenance of employee elections, and regular deduction validation.
• Processes billing for all benefit vendors and maintain the invoice log on a monthly basis.
• Processes benefits terminations, COBRA notifications, and life insurance portability forms.
• Supports the administration of benefit plans including but not limited to facilitating plan enrollments, qualifying events, terminations, reporting, and payroll deductions.
• Assists on the administration of annual benefit renewals and open enrollment events which include assisting with employee communications, system design, and rate maintenance.
• Monitors the administration of STD/FMLA/LOA. Provide communication and requirements to employees; Prepare leave notifications; Update FMLA/STD/LOA tracking spreadsheet.
• Collects, researches and prepare benefits data for audits and other legal inquiries.
• Completes the annual ACA reporting (1095 C’s & 1094’s) for all US based entities.
• Conducts audits of various payroll, benefits and/or other HR programs and recommend corrective actions, if applicable.
• Ensures Compliance with Section 125, COBRA, HIPAA, FMLA, and as well as other applicable state and federal benefit laws
• Collaborates with Benefits COE to ensure the accurate and timely administration of different benefits programs.
• Assist with communication campaigns around benefits through different communication channels (work in tandem with Communications Director).
• Provides assistance to employees on the different benefits inquiries.

Compensation Administration:

• Supports in the administration and payout of the Annual Incentive Plan (AIP) for all North America & Corporate functions.
• Collaborates with HR Business Partners to review and administer the Pay Planning activities for all North America employees; provides merit increase recommendations and ensures the accurate and timely administration and payout of annual merit increases.
• Assesses market relevant compensation by participating in planning, pricing, and administration of employee annual and off-cycle compensation reviews.
• Collaborates with Compensation COE to ensure the accurate and timely administration of Annual Compensation Statements.
• Supports in the administration and reporting of the global mobility vendor portal (update transferees, reconcile information with payroll, reporting, and invoicing).
• Prepares materials and presentations for the different Total Rewards Committees (Benefits Committees, Retirement Committees, Compensation Committees.

Minimum Skills Required:

• Bachelor’s Degree in a related field (i.e. Human Resources, Finance, Business Administration) from an accredited institution, and/or equivalent work experience.
• At least 2 to 3 years prior experience in a similar role, in an analytical and administrative capacity. CBP, GRP, or CPP preferred
• Preferred past Compensation, Benefits or HRIS related experience
• Strong written and verbal communication skills
• Exceptional attention to detail and ability to deliver accurate results under strict deadlines
• Experience with major Payroll and ERP Systems

***Please note: This position does not qualify for relocation expenses.***

-

To ensure a healthy and safe work environment, any job offer with Fresh Del Monte will be contingent upon being fully vaccinated and providing proof of your COVID-19 vaccine on or before your start date. Generally, you are considered fully vaccinated 2 weeks after your second dose in a 2-dose series (such as Pfizer or Moderna) or 2 weeks after a single-dose vaccine (such as Johnson & Johnson). Learn more about the COVID-19 vaccination here - https://www.cdc.gov/coronavirus/2019-ncov/vaccines/index.html. Fresh Del Monte is an equal opportunity employer and provides reasonable accommodations as required by applicable law. If you have any questions about an opening, please contact Talent Acquisitions at ta.jobs@freshdelmonte.com

-

DEL MONTE FRESH PRODUCE IS AN EEO/AA/V/H

About Us

Pet care is a journey. Welcome to your destination!

We are Destination Pet, a nationwide company founded in 2017 by a team of professionals who have more than a century of combined experience and innovation in the pet services industry. These services include everything from day care to boarding, training to grooming, and home care to veterinary care. Be it through our top-of-the-line veterinary services, or by introducing our customers’ pet to a new standard of training and day care, our mission is simple: to provide the best care for our customers’ pets. We are the destination they can trust and where their pets look forward to visiting.

About the Role

We are looking for an Director of Compensation & Benefits to join our growing HR organization. This person will lead the design, strategy and implementation of our overall compensation infrastructure, with end-user experience and scalability in mind.

Key responsibilities include:

• Leading, designing, planning, and implementing a robust infrastructure around compensation, benefits, and wellness programs for the entire company that is scalable for growth
• Partnering with business leaders to assess current state and provide expertise on the strategic design, implementation and administration of the company’s broad based compensation strategy and structure.
• Providing strategic partnership and thought leadership by staying on top of industry best practices, benchmarks, and the latest compensation approaches
• Evaluating positions, job classifications, job levels, salary ranges, and FLSA statuses to recommend revisions to existing practices
• Developing compensation programs, policies, plans and processes
• Overseeing the administration of FMLA and other medical leaves
• Overseeing M&A due diligence, resource planning and integration activities for the compensation function
• Determines appropriate pay levels based upon internal equity and external market data
• Collaborating with internal partners to ensure compliance with reporting, federal, state and local requirements
• Managing compensation structure a benefits plans within the HRIS system (Paylocity)
• Partnering with Finance on salary planning process to determine the best mix of promotional pay, merit and market pay adjustments, and to determine benchmarks for competitive pay structures across hourly and exempt roles
• Presents information and conducts meetings with the leadership team and other customers as the functional area expert
• Providing analysis, makes recommendations and implements new policies and procedures as they relate to benefits and compensation
• May supervise and lead direct reports

About You

• Bachelor's degree in Business, Accounting, Finance, Math or a related field
• 10+ years of experience in compensation, ideally developing scalable compensation programs from scratch
• Keen ability to deliver against a plan, with an operational mindset and a successful track record of designing, driving, managing and scaling compensation programs through policies, processes, and systems
• Exceptional stakeholder relationships skills and customer focus
• Solid project leadership skills combined with strong business acumen, excellent communication skills and in-depth analytical capabilities
• A finger on the pulse to gauge trends, best practices and cutting-edge compensation approaches
• Experience building compensation structure within an HRIS system

Target pay range: $150-160K

Stanford University is one of the world’s premier academic and research institutions, devoting tremendous intellectual and physical resources toward the betterment of humanity. As a major Silicon Valley employer, Stanford seeks people committed to excellence and to improving our world. In turn, the university is committed to supporting its employees as they develop their careers and enrich their lives.

Stanford Medicine is seeking a Compensation Business Partner to provide assistance and support with developing, implementing, and advising human resource managers and line managers on our job descriptions & compensation policies & programs. Reporting to the Directing Business Partner, Compensation in this role, you will collaborate with human resource managers across the School to work collaboratively and advise hiring managers on their classification & compensation considerations. This position is part of a team of Compensation Business Partners who work on projects such as salary planning and job description development.

Duties include:

• Train and guide human resource managers and line managers to administer the university's job descriptions and compensation programs

• Provide research and analyses for purposes of developing and/or revising existing job descriptions, programs, policies, and/or practices.

• Participate in and/or assist in conducting salary surveys and perform market competitive analyses to determine pay trends and practices to support development of the annual salary program and advise on individual employee pay decisions.

• Review job descriptions and bargaining unit specifications, apply job evaluation techniques to determine the appropriate job classification and exemption status, and provide recommendations to human resource managers and/or line managers on less complex classifications; conduct complex, sensitive reviews under general direction of senior compensation team member.

About Stanford University School of Medicine

With more than 2,300 faculty, each providing a unique mix of research, education, and patient care effort, organized in 30 academic departments and 16 interdisciplinary institutes and centers, supported by more than 3,600 staff, educating 3,000 students, postdoctoral fellows, clinical residents/fellows, and trainees, and collectively generating about $2.9B in revenues, the School of Medicine is Stanford’s largest school and truly a complex organization.

Holistically, the School of Medicine is rooted in an inclusive culture of excellence and diversity that values innovation, collaboration, and life-long learning. To foster the talents and aspirations of staff, Stanford offers career development programs, competitive pay that keeps pace with market trends, and benefits that increase financial stability and promote healthy, fulfilling lives.

Stanford University is an employer of choice in the Silicon Valley, sitting next to, and interacting with, the world’s pre-eminent high tech companies. We offer a variety of benefits beyond traditional vacation, medical, dental, retirement and savings options:

• Tuition & Training Programs that benefit you and your dependents

• Commuter programs including free Caltrain Go pass, BTA Eco Pass and ridesharing incentives

• Year round art museums, musicals, plays and lectures

• Over 100 annual University division I athletic events

• Health Improvement Program classes, world-class recreation facilities, equipment rentals and exercise classes

• Events and program for children, sports camps, tuition options

• World class intellectual stimulation through learning and development classes, workshops and onsite conferences from leading edge speakers and faculty

• Work-life integration, family friendly policies and reimbursement

• Participation in Stanford’s social responsibility and sustainable programs for a better world

The Compensation Business Partner, will be a hybrid work role with the ability to telecommute up to 3 days per week. Currently, HRG is working remotely due to COVID, and the expected timing for return to on-site work is not before February 2022.

DESIRED QUALIFICATIONS:

Certified Compensation Professional preferred.

PHR certification

Experience in developing compensation marketing tools and classification resources for hiring managers.

Experience as an HR Business Partner

EDUCATION & EXPERIENCE (REQUIRED):

Bachelor's degree and two years of relevant experience, or a combination of education and relevant experience.

KNOWLEDGE, SKILLS AND ABILITIES (REQUIRED):

• Demonstrated experience with salary survey participation, market analysis, job evaluation, and base pay compensation plan design and administration.

• Proficiency with Microsoft Office suite, specifically, Word and Excel.

• Strong analytical, critical thinking and computational/statistical skills.

• Effective communication (verbal and written), consultation, facilitation, and presentation skills.

• Working knowledge of compensation practices and trends.

• Working knowledge of and/or experience in applying federal and California state and federal wage and hour regulations.

CERTIFICATIONS & LICENSES:

None

PHYSICAL REQUIREMENTS*:

• Frequently stand/walk, sit; frequently use a perform desk based computer tasks, grasp lightly/fine manipulation.

• Occasionally use a telephone, write by hand, sort/file paperwork, twist/bend/stoop/squat, reach/work above shoulders, grasp forcefully, lift/carry/push/pull objects that weigh up to 10 pounds.

• Rarely kneel/crawl.

• - Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of his or her job.

Additional PHYSICAL REQUIREMENTS: (remove if none)

WORKING CONDITIONS:

• Occasional travel on campus to schools/units

Monro, Inc., headquartered in Rochester, NY. Experience our unmatched success as the largest operator with close to 1300 auto service and tire stores coast to coast. Our market dominance is driven by teammates who exceed guest expectations and provide consistent value. Recognized as an industry leader, we are a publicly held company (NASDAQ: MNRO) with an ongoing multiyear transformational change initiatives, investing nearly $100 million in our stores, technology and our teammates.

The Monro Family of auto service and tire centers feature quality brands, the majority offering complete auto care at significant savings compared to dealers. We operate approximately 1300 stores, 98 franchised locations, 8 wholesale locations, and 3 retread facilities in 32 states. Our footprint extends from New England to the Southeast, the Mid-Atlantic to the Midwest, and now into California and the Western region.

The Compensation Analyst/Specialist is responsible for assisting with all compensation related activities including the analysis, design and implementation of competitive compensation programs and initiatives. This position collaborates with all levels of management to provide assistance with compensation related requests, supporting Monro’s goal of attracting and retaining top talent.

Essential Functions:

• Compile and submit data for participation in compensation and benefit surveys; communicate survey results and make recommendations as needed
• Perform market analysis for current and newly created positions utilizing survey data and compensation market management software; make recommendations for pay adjustments and starting salary ranges maintaining internal equity and industry competitiveness
• Assist in the ongoing maintenance of the compensation salary structure, revise for new positions and make adjustments to existing positions based on comprehensive market analysis
• Provide analysis for creating and developing Monro’s Incentive/Commission Plan documents; distribute plan documents for eligible participants throughout the year and track signed/acknowledged documentation for the files
• Work with managers to prepare, analyze and maintain compliant job descriptions, ensuring that descriptions accurately capture the essential functions and qualifications for work being performed; assess job descriptions to determine and assign appropriate FLSA exemption status and salary level
• Maintains current knowledge of legislation and current market trends that impact compensation programs
• Work with recruiting and onboarding to develop and maintain compliant offer letters; ensure letters contain accurate information related to the position (i.e., salary, benefits, incentive/commission plan info, etc)
• Assist in the acquisition process, providing analysis for compensation programs to determine best course of action in transitioning acquired company to Monro’s compensation structure
• Respond to data requests for ad hoc reports and analysis related to compensation
• Assist with ensuring data integrity in HRIS database as it relates to salary structure, job codes, position title, etc.
• Assists in administration and development of annual salary programs, such as Merit/performance management, incentive, salary structure and salary increase programs
• Analyze cost of compensation and other monetary-based reward programs
• Supports administration of the benchmarking system
• Increase efficiencies and make process improvement recommendations to improve and enhance customer satisfaction
• May perform other duties as assigned

Management Responsibility:

The Compensation Analyst/Specialist is an individual contributor to the Monro Human Resources team and operates under the direction of the Senior Compensation Analyst.

#LI-CF1

Education and Experience:

Bachelor’s Degree in related field required and a minimum of 1 - 3 years in a Compensation Analyst/Specialist role,

Knowledge & Skills:

• Demonstrates the ability to multi-task.
• Working knowledge of compensation data analytics, programs, and best practices
• Able to work collaboratively with multiple levels of the organization and team members
• Strong organizational skills with the ability to manage multiple initiatives and change focus quickly to meet business needs
• Strong written and verbal communication and interpersonal skills.
• Superior analytical and problem-solving skills and is attentive to detail with a high degree of accuracy
• Proficient with all Microsoft Office applications, especially Excel (VLOOKUP, pivot tables, formulas); ability to learn new and existing company specific software applications
• Ability to take initiative in identifying problems, collecting data, and establishing facts to produce practical decisions and solutions

Work Environment & Physical Requirements:

This job operates in a professional office environment.

This role routinely uses standard office equipment such as computers, phones, photocopiers, scanners, and fax machines.

Position requires prolonged periods of sitting/standing at a desk and working a computer.

• Health Insurance
• Dental Insurance
• 401K Retirement Plan with Company Match
• Paid vacation
• Paid Holidays
• Employee Discounts
• Career Development

Monro, Inc. is an equal opportunity employer and affords equal opportunity to all applicants for all positions without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.

• 
  Human-centered: We see others as people who matter like we do and take into account their needs, challenges, contributions, and objectives.
• Equity: We are committed to fairness and justice to ensure access to services, programs, opportunities, and information for all.
• Collaboration: We seek partnership and collaboration to maximize our collective impact. We cannot achieve our vision alone.
• Seven Generations: Inspired by Native American culture, we seek wisdom from those who came before us to ensure our current work protects those who will come after us.
• Excellence: We strive to demonstrate best practices, high performance, and compelling value in our work every day.

• Human-centered: We see others as people who matter like we do and take into account their needs, challenges, contributions, and objectives.
• Equity: We are committed to fairness and justice to ensure access to services, programs, opportunities, and information for all.
• Collaboration: We seek partnership and collaboration to maximize our collective impact. We cannot achieve our vision alone.
• Seven Generations: Inspired by Native American culture, we seek wisdom from those who came before us to ensure our current work protects those who will come after us.
• Excellence: We strive to demonstrate best practices, high performance, and compelling value in our work every day.

• A healthy life/work balance by offering flexible schedules and telework options for many positions.
• Growth and development opportunities.
• A wellness program that offers education, access to healthy food, and fitness classes.
• Opportunities to serve your community through meaningful work.
• A commitment to diversity and inclusion fosters an inclusive environment that encourages all employees to bring their authentic selves to work.
• An Infant at Work Program based on the long-term health values of breastfeeding newborns and infant-parent bonding.
• A modernized workplace.

• Providing senior level consultation to internal customers for common/bulk agency job classifications. Guided by precedence, and known and familiar guidelines, analyzes duties and tasks described in position descriptions (PDs) and assigns positions to classifications within the State’s Classification Plan.
• Establishing, reallocating, and updating agency positions following guidelines set by WACs, RCWs, case precedents, the Fair Labor Standards Act (FLSA), the Collective Bargaining Agreement (CBA), and internal policies and procedures.
• Serving as a member of the Classification Work Group to determine proper allocation of Washington General Service (WGS) positions.
• Working with supervisors and managers to advise on determining factors for allocation, salary and organizational assignment and brings unusual requests to supervisor.
• Supporting Classification & Compensation Manager on classification studies that impact classification and salary.
• Conducting Position Review Requests using high level analysis and research of previous Personnel Resource Board (PRB) decisions to determine appropriate allocations.

• Option 1: Six (6) or more years of experience working within the Washington General Service Classifications.

• 
  Option 2: A Bachelor’s degree or higher with a focus on business, human resources, social or organizational behavioral sciences, or a related field; AND two (2) or more years of experience working within the Washington General Service Classifications.

• Consulting.
• Analysis.
• Problem solving.
• Communications and Interpersonal interactions.
• Customer focus and business orientation.
• Change leadership.
• Teamwork.

• Ability to Navigate HRMS including keying personnel actions, querying data, and position maintenance.
• Experience working with rules, collective bargaining agreements, systems of the Washington State civil service system.
• Experience with classification and compensation concepts and processes.
• Information Technology Professional Structure (ITPS) Training.
• Washington Management Service (WMS) Banding Training.
• Experience working with state civil service rules and collective bargaining agreements.
• Experience working with the principles of job classification and compensation.

• 
  A cover letter, describing how you meet the qualifications and why you are interested in this position.
• A current resume.
• Three (3) or more professional references, to be listed in your profile under the references section which includes at least one supervisor, peer, and (if you have supervised staff) someone you have supervised or led.

• 
  As stated in Governor's Proclamation 21-14, all employees engaging in work for the Department of Health are required to be fully vaccinated against COVID-19 before their hire date. Proof of vaccination will be verified by the Office of Human Resources after an employment offer has been extended. This position may require an onsite/in-person presence. A medical or religious exemption to the vaccine mandate cannot be accommodated, at this time.
• Legally operate a state or privately owned vehicle or provide alternative transportation.
• Work Monday – Friday from 8 a.m. – 5 p.m., but willing to work outside of assigned hours and/or adjust assigned hours to meet business needs. A flexible work schedule will be considered, subject to supervisory approval.
• Work in an office setting with frequent interruptions.
• Occasionally work more than 40 hours per week and/or to adjust normally scheduled hours, which may include evening and weekends.
• Occasionally travel. Travel is typically local or regional to conduct business and attend and/or provide training.

Description

We're searching for a Senior Compensation Analyst to join our Corporate Compensation Department. If you are an experienced compensation professional, preferably with some healthcare knowledge, this may be the perfect fit for you!

The Senior Compensation Analyst is a regular, full-time position that primarily works standard business hours, Monday through Friday. A perk of the position includes some remote work flexibility!

In this role, the Senior Compensation Analyst provides independent consultative analysis to business units on the administration of compensation and reward practices and procedures. They demonstrate a proven ability to develop, propose, and present major compensation recommendations to senior level management.

The ideal candidate has corporate compensation and market survey knowledge. If this sounds like a fit for you, apply online today!

Responsibilities:

• Write system-wide compensation policies for the UPMC Policy and Procedure Manual and assist with reviewing and updating the Compensation Manual.
• Develop, implement, and evaluate direct and indirect reward and pay strategies.
• Project leader for major compensation initiatives (i.e. budget process, merit pay administration, job standardization, e-performance, training & education initiatives).
• Develop, modify, and run queries and reports to generate data used for compensation planning and audits using People Soft, Excel, and Access. Publish monthly reports designed to analyze, trend and implement solutions to add value to the organization.
• Develop, propose, and present major compensation recommendations to business unit human resources and departmental senior management. Collect and evaluate compensation data to assist management and/or business unit human resources in making pay decisions and designing pay programs. Perform related cost projections. Identify trends and issues proactively and develops plans of action to resolve.
• Serve as a consultant to business unit human resources on compensation-related issues. Communicate to assigned business units in a concise, customer-focused format. Ensure business unit human resources have current and accurate compensation information and related policies/procedures. Design and conduct specialized training as appropriate. Conduct FLSA training sessions for Human Resources and Department Managers.
• Complete special projects, such as new business unit integrations, as assigned.
• Research and act as subject expert regarding laws and compensation trends. Serve as a resource for the interpretation of federal and state laws related to pay programs to ensure compliance. Review and evaluate proposed or new legislation and recommends appropriate solutions for compliance.
• Conduct and participate in compensation surveys. Analyze survey data to identify market trends and assure compensation programs are market competitive.
• Complete evaluation of new and existing jobs and recommends pay grades and FLSA status evaluations. Develop and update standardized job descriptions for benchmark jobs within the System. Maintain standardized job descriptions and job data in PeopleSoft.

Qualifications

• Bachelor's degree in Human Resources, Business or related field required and three years of professional-level compensation experience required.
  • OR Master's degree in Human Resources, Business or related field required and two years of professional level compensation experience required.
  • OR High School Diploma/GED and five years of human resources experience or related field of which three are in compensation required.
• Completion of the Human Capital Institutes Strategic HR Business Partner Course required.
  • UPMC HCI Strategic HR Business Partner Certification required within the first year of hire for external candidates.
  • Internal applicants within UPMC HR are required to have the certification requirements in place to be considered for promotional opportunities.
• Advanced knowledge of compensation analysis and job evaluation required.
• Advanced knowledge of federal and state laws and rules concerning human resources management required.
• Advanced knowledge of federal and state wage and hour laws required

Licensure, Certifications, and Clearances:
Compensation Professional (CCP) preferred.


UPMC is an Equal Opportunity Employer/Disability/Veteran

JOB DESCRIPTION AND POSITION REQUIREMENTS:

Penn State Human Resources is seeking a Senior Director of Compensation and Benefits who will provide strategic leadership to drive the development, implementation and administration of compensation and benefits programs and processes, while ensuring effective, efficient, and accurate program application. As a strategic leader, the Director will demonstrate a thorough understanding of how total compensation supports the overall organization in attracting and retaining a high-quality workforce. In this role the incumbent will manage the compensation and benefits team(s) which include Benefits, Retirement, Compensation, Occupational Medicine, and Absence Management. The successful candidate will partner with senior leadership, as appropriate, to define, develop, communicate, and execute the total compensation philosophy, vision, and strategy; serve as compensation and benefits subject matter expert; and provide internal consulting to senior leadership as it relates to total compensation.

As a member of Penn State Human Resources, the Senior Director will join a team of individuals who have the ambition to help Penn State succeed. Workforce diversity, cultural inclusiveness, and employment equity are deeply rooted in Penn State’s historic mission and are critical to the overall success of the organization. Just as Penn State is committed to a diverse educational environment, there is a strong commitment to building and maintaining a diverse working community. Inclusive excellence is valued as a core strength and an essential element of the public service mission at Penn State.

The Senior Director will be responsible for the following:

• Provide strategic leadership for implementation of benefit plans that are focused on controlling benefit costs while maintaining competitive position in the marketplace.
• Focus on realizing intended value and return from benefits programs given changes in the market, organizational demographics, and government mandates.
• Partner with many University constituents to improve employee awareness of benefits offered, understanding of competitive position in the marketplace, and application of compensation and benefits plans, policies and processes.
• Collaborate with external consultants on compensation and benefits as appropriate.
• Lead the University’s compensation strategy to ensure salaries are competitive and equitable.
• Provide oversight of compensation administration to ensure consistent, efficient and equitable application of policy.
• Provide supervision and guidance of HR professionals in specialty areas including benefits, retirement, compensation, classification, leave management, workers’ compensation, health & wellness, and occupational medicine.

Additional functions include:

• Lead the process for evaluation and selection of compensation and benefit vendors/consultants including contract negotiations and managing vendor, consultant, and administrator relationships and ensuring relationships yield high value for investment.
• Develop, evaluate, and recommend modifications to existing benefit or compensation plans, policies, guidelines, and procedures and/or create new initiatives to address required or recommended programs based on institutional objectives.
• Ensure compliance with governing agencies and regulations and respond to audit and regulatory inquiries, as required.

The successful candidate will:

• Have experience working in a large, highly complex organization, with a broad and diverse workforce.
• Display strategic and operational leadership in all aspects of total rewards programs, including compensation, health, welfare, wellness, retirement, rewards and prerequisites.
• Have a thorough working knowledge of appropriate government regulations including COBRA, HIPAA, the Internal Revenue Code, FLSA, PPACA, EEO, ADA, FMLA, Equal Pay Act, ADEA, and related state laws that apply to compensation and benefit plans and processes.
• Have a thorough knowledge of compensation plan design, principles and administration including understanding of executive compensation and benefits.
• Have demonstrated experience in designing and implementing new and revised programs for compensation and benefits.
• Demonstrated experience presenting key data and analysis findings to executive management to drive strategic solutions for future programs.
• Will be a strong communicator with the ability to influence and garner consensus among a diverse range of constituent groups.

Typical requirements for this role include:

• Bachelor's degree or higher plus ten years of directly related experience, or an equivalent combination of education and experience.
• CEBS certification is preferred but not required.

CAMPUS SECURITY CRIME STATISTICS:

Pursuant to the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act and the Pennsylvania Act of 1988, Penn State publishes a combined Annual Security and Annual Fire Safety Report (ASR). The ASR includes crime statistics and institutional policies concerning campus security, such as those concerning alcohol and drug use, crime prevention, the reporting of crimes, sexual assault, and other matters. The ASR is available for review here .

Employment with the University will require successful completion of background check(s) in accordance with University policies.

EEO is the Law

Penn State is an equal opportunity, affirmative action employer, and is committed to providing employment opportunities to all qualified applications without regards to race, color, religion, age, sex, sexual orientation, gender identify, national origin, disability or protected veteran status. If you are unable to use our online application process due to an impairment or disability, please contact 814-865-1473.

SmartRecruiters is a values-driven, global-minded, and well-funded tech employer on a mission to connect people to jobs at scale. As a global leader in enterprise recruitment software, SmartRecruiters offers a cloud-based global Hiring Success platform that allows teams to attract, select, and hire the best talent. 4,000 companies worldwide rely on SmartRecruiters to achieve hiring success—including brands like Bosch, LinkedIn, Skechers, and Visa—using recruitment marketing, CRM, AI, ATS, and a marketplace of 600+ connected vendors all within one scalable platform.

SmartRecruiters was recognized by Forbes as one of the Best Employers in 2020. We are proud to offer a collaborative, diverse, and remote-friendly work environment, as well as competitive salaries and generous equity. We believe in promotion from within, so high performance can lead to upward mobility. Needless to say, we make sure you’re taken care of. Our inclusive office environment welcomes and respects all.

This newly created role, you will report to the Head of Integrated Talent Management and be responsible for the design, implementation and continuous improvement of the compensation experiences for SmartRecruiters including but not limited to base salaries, variable and incentive pay, and equity programs. You will lead the compensation function working closely with other People and functional leaders to ensure our compensation strategy and experiences support our organizational business objectives, meet our global compliance requirements and deliver value and equity across our workforce.

To be successful, you should have comprehensive knowledge and application of compensation and benefits best practices in a rapidly scaling, high-growth organization and be recognized as an expert in your field. You will strategically lead and provide direction to the compensation and benefits team and serve as a consultative partner with leaders across the organization. This includes defining and overseeing the necessary dependent projects needed to reach the overall goals of the program(s).

You may sit anywhere in North America and work remotely.

What you’ll deliver:

• Manage the ideation, creation, implementation, and administration of global total cash rewards programs.
• Lead competitive market research to establish total reward systems which include comprehensive benefit offerings, pay practices, and salary/incentive structures that attract, motivate and retain employees.
• Demonstrate strong strategic planning and incorporate business strategy, short and long-term financial goals, market trends, employee and market insights in the development and delivery of benefit and compensation programs, policies, and plans that result in supporting the organizational goals and objectives.
• Leverage exceptional project leadership skills with strong business acumen, excellent communication skills, and in-depth analytical capabilities.
• Monitor and measure the effectiveness of existing compensation practices and recommend changes that are SmartRecruiters’ organizational objectives.
• Provide advice, guidance, and coaching to functional leaders, HRBPs, and the organization on pay decisions, program interpretations, and job evaluations, with end-user experience and scalability in mind.
• Lead the development and implementation of redefining the job architecture and leveling of global roles.
• Develop a nature of a collaborative and high-performing team, focused on driving operational excellence.
• Participate in project work and other duties as assigned.
• Understand how compensation programs may impact/be impacted by other initiatives and work with internal partners (e.g. HRBPs, Hiring Success, Org Effectiveness, Finance, Legal, etc.) on mitigation plans as needed.

Capabilities, Experience, and Skill Set

• Exercise solid project leadership skills combined with strong business acumen, excellent communication skills, and in-depth analytical capabilities.
• Knowledge of all federal, state, provincial, and local regulations and compliance requirements related to employee compensation across the globe.
• Strong analytical skills and ability to interpret and communicate data.
• Proficiency and technical aptitude with the ability to use Google products, including Sheets.
• Strong leadership and management capabilities.
• Excellent time management skills and ability to plan and set priorities.
• Strong verbal and written communication skills.
• Interpersonal skills in dealing with senior management.

Experience and Expertise

• Expertise in financial analysis, statistical analysis, and modeling is required.
• Experience building, leading, and working with teams spanning multiple geographies.
• Industry savvy, up to date, and energized by current and future industry compensation trends.
• The ability to work in a fast-paced environment and manage competing priorities is essential.
• Must be able to influence, problem solve, and successfully collaborate and communicate with clients on various levels.
• Experience in a compensation management role for a public company and previous engagement with a Board of Directors and Compensation Committee.
• Track record of regular interaction with senior-level executives and driving company-wide initiatives.

SmartRecruiters is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.

• Support evolution of compensation programs at Flexe: Benchmarking analysis to formalize job architecture & develop the next generation of strategic compensation programs to support the growth of the company.
• Perform analysis on pay market positioning, salary structures, and pay mixes to ensure market competitiveness to support overall compensation strategy
• Support analytics & build models to inform compensation program design, compensation decisions as well as forecast and analyze compensation outcomes
• Partner with Talent Acquisition, HR Business Partners, FP&A and managers on weekly review of new positions.
• Partner with HR Business Partners and managers on compensation recommendations for job changes following established guidelines.
• Support the quarterly Option Grant approval process
• Support on-going efforts to improve processes to develop efficient & accurate processes while ensuring appropriate stakeholder visibility & involvement.
• Promote an understanding of compensation philosophies, practices and administration throughout the administration by acting as a resource to internal partners and assisting with development of proactive communication.
• Support Semi-Annual Compensation Review process through assisting with planning, development of tools and resources to support decision making and partnering with internal stakeholders.

• Bachelor's degree, or equivalent experience
• 5+ years of progressive experience in Compensation.
• Prior experience in high-growth, technology companies is preferred.
• Demonstrated command over compensation fundamentals including job matching and market pricing, equity mechanics, and program design
• You are an Excel expert
• You have strong analytical skills with the ability to effectively interpret data and create meaningful, understandable models, reports and metrics
• You have a growth mindset – you’re constantly thinking about how to work smarter, and take on the next challenge
• You pay attention to detail, and deliver high-quality, error-free work products
• You thrive working in a fast-paced environment with quickly changing business needs
• You're highly self-motivated, have a stellar work ethic and you're looking for the right company to support your grow

• 
  Health benefits for individual:
• -Dental and vision are covered 100%
• -Medical is covered 100% for HSA or a small premium for PPO.
• 401k Matching Program
• Internet Stipend, while we're 100% work from home
• $300 Work from home office reimbursement
• 20 days of PTO
• 13 Total Holidays
• -10 company holidays (We've added Juneteenth to our list of holidays observed)
• -2 floating holidays
• -Take your birthday off!
• Paid Parental Leave & Bereavement Leave
• Paid Volunteer Time
• Industry learning initiatives with talks, demos, site visits. Etc.

• 
  Choice of MacBook or PC and monitor setup, and height adjustable standing desk
• Located in historic Pioneer Square; restaurants, bars, shops, and mass transit hub
• PhilanthroFlexe program. A quarterly program where we give back to the community through volunteer work, fundraising drives, etc.
  

• 
  Bike lockers and showers
• Fully stocked pantry and beverage fridge
• Bake-off challenges
• Team sports such as Kickball, Softball, etc.

Imagine a world where you could detect health issues sooner to treat them more effectively. Where food and water are always safe, even in remote corners of the earth. And where scientific and medical research are enhanced to solve the greatest challenges of our times. At PerkinElmer, we imagine this world every day. Then, we innovate and collaborate to make it happen everywhere.

Our dedicated team of about 14,000 employees worldwide, pioneers scientific technologies for better detection, imaging, and informatics to help our customers work to create healthier families, improve the quality of life, and sustain the well-being and longevity of people globally.

If you are seeking a meaningful, impactful, and stimulating career, look no further.

Job Overview:

As a member of the Global Rewards and Wellness Center of Excellence, the Senior Compensation Analyst will support global initiatives to ensure that PerkinElmer’s total rewards programs are competitive in the market, support the attraction and retention of top talent, and effectively drive business performance.

The impact of the role is broad in scope, involving compensation programs spanning multiple countries and lines of business. This position offers the opportunity to be involved in all aspects of compensation administration in a dynamic global environment.

Responsibilities:

• Assist in the running of the annual Global Compensation Cycle which includes base salary, bonus, and incentive stock planning. Responsible for working with internal and external stakeholders and resources to create budgets, develop planning calendar, create engaging training materials, support technical setup of the cycle in Workday, administer cycle, produce management rollup reports, and analyze planning recommendations for senior management review
• Partner with Global HR, Finance, and Business Leaders to understand needs and provide compensation insights and solutions which support strategic Global business decisions.
• Conduct period audits to ensure data accuracy and compliance with global compensation policies
• Assist with running bonus or merit processes outside the Annual Global Cycle to support locations or business with different timelines or processes.
• Help maintain the internal job library and responds to requests to evaluate inclusion of new jobs in the job library
• Administers company's equity grant program, maintaining equity compliance in a global environment
• Assists with the analysis of the market competitiveness of the company’s compensation programs, including conducting research on peer and market practices and modeling the impact of any changes to design
• Evaluates and analyzes compensation data to ensure market competitiveness and internal equity. Utilize analytical insights to develop and present meaningful recommendations to business clients
• Coordinates with finance staff to prepare accurate bonus accruals
• Assists with broad-based and Executive compensation programs as needed
• Act as Workday subject matter expert providing support and advice to the HR team on the HCM and Advance Compensation modules. Maintain compensation rules and plans in Workday

Basic Qualifications:

• Bachelor’s degree in business administration, business management, human resource management OR in a related field

AND

• 5+ years of related compensation experience

Preferred Qualifications:

• Strong analytical abilities
• Strong organization skills with attention to detail
• Experience with Workday HCM and Advanced Compensation Modules
• Experience with MarketPay or equivalent multisource market pricing platforms
• Strong MS Excel and PowerPoint skills
• Finance and business acumen
• Strong oral, verbal, and written communication skills
• Familiarity with the laws and regulations related to compensation

Competencies:

• Demonstrated ability to work independently while also being able to collaborate with others.
• Ability to set priorities while working on multiple projects in a fast-paced environment.
• Strong problem solving, communication, and presentation skills.
• Demonstrated presentation development skills; ability to convey complex material succinctly and clearly and tailor messages as needed
• Critical Thinking / Analysis to Insights: Independent judgment is required to identify, select, and apply the most appropriate courses of action
• Ability to independently solve problems and challenge the status quo
• Business Acumen: Strong business/financial knowledge; understands business strategy; knows our competitive pay position and maintains a fundamental understanding of our business

• High school diploma/GED; Bachelor’s degree preferred
• 2+ years previous HR or Compensation experience

• MS Office experience especially Excel, Word, PowerPoint; Access preferred
• Written and spoken communication
• Analytic skills
• Attention to detail
• Work independently
• Maintain high level of confidentiality
• Able to handle multiple priorities

Zimmer Biomet is a medical technology leader. Our team members are part of a company with a heritage of leadership, a focus on shaping the future, and a mission dedicated to alleviating pain and improving the quality of life for people around the world. We are offering a unique opportunity for people to join ZimVie, a new, independent publicly traded company we are creating through the planned spin-off of our Spine, Dental and Bone Healing businesses in 2022. Unlike most new companies, this one has established product brands, customers and over $1B in annual revenue. We have a seasoned leadership team focused on building out an exciting future for ZimVie – we hope you’ll consider being a part of it!

As the Senior Equity and Compensation Analyst, this role will be responsible for administering the Company’s equity compensation plans and Employee Stock Purchase Plan (ESSP). Additionally, this role will provide comprehensive consultative and analytical guidance to employees, management and HR in the areas of idea generation, design, management and implementation of divisional and company-wide compensation programs and processes. This role requires in-depth compensation and equity knowledge to provide effective guidance and solutions to the business, both complex and routine in nature. This position will be a respected partner with the business and HR.

Global Equity Compensation Plan Administration:

• Process and maintain equity plans and grant documentation and administer all grants, exercises, releases, cancellations, terminations and any other equity compensation-based transactions under the Company’s equity compensation plans
• Administer the Employee Stock Purchase Plan, including semi-annual enrollment and purchases
• Manage vendor relationships, identify issues, advise on system updates and serve as the Company’s primary contact for equity compensation data and transactions
• Answer employee inquiries regarding their stock option, restricted stock unit (RSU), ESPP and book entry accounts
• Assist the Company’s stockholders with any stock-related issues (such as lost certificates, lost dividend checks, etc.)

Assist Compensation with the following:

• Responsible for providing comprehensive consultative and analytical guidance to employees, management and HR in the idea generation, design, management and implementation of divisional and company-wide compensation programs and processes.
• Serves as an experienced resource and trusted consultant/ analyst to HR and management in the development of effective compensation strategies, processes and programs, whether for an individual, group, Division or Company-wide.
• Develops and delivers training programs, materials, resources and management tools to facilitate the implementation and practice of Gannett compensation programs.
• Implements and administers cyclical compensation review processes and influences managers to achieve compensation objectives.
• Manages compensation related projects as assigned, including but not limited to: compensation structure reviews and updates; market pricing analysis; job classification analysis; administration of long-term incentives, typical in the form of stock; creation of new incentive plans; updating and evaluating existing incentive plans; integration activities related to mergers and acquisitions; and other projects as needed.

Other Duties:

• Provide research and analytical support for ad hoc requests and projects § Keep current of relevant stock plan administration rules and regulations and proposed changes
• Work closely with Payroll to provide payroll adjustments for tax withholding and year-end tax reporting
• Collaborate with the Human Resource and Legal departments on equity compensation activities

This is not an exhaustive list of duties or functions and might not necessarily comprise all of the essential functions for purposes of the Americans with Disabilities Act.

• A good working understanding of equity compensation-related matters (e.g., stock options, restricted stock units), corporate structures and corporate organizational and governance concepts
• Strong attention to detail
• Advanced proficiency in Excel and Word
• Adept organizational, analytical and reconciliation skills
• Strong work ethic
• Team player with the ability to work independently
• Ability to manage conflicting priorities, meet strict deadlines and work efficiently
• Strong interpersonal skills and excellent written and oral communication skills
• Ability to effectively deal with queries from a wide range of people across the organization
• Ability to apply good judgment and appropriate discretion when dealing with sensitive material and confidential information
• Ability to deal comfortably with overseas contacts and multi-jurisdictional legal regimes
• Positive, teamwork-oriented attitude
• Willingness to take direction and be flexible

• Bachelor’s degree from an accredited college or university
• 5-7 years’ prior experience in a relevant corporate area (e.g., stock plan administration, legal, finance or human resources)
• Advanced knowledge of laws, trends and developments in compensation, including relevant best practices
• Has developed conceptual and practical expertise
• Experience working for a large company and or a public company a plus
• Proficient in MS Office, strong experience with Excel and PowerPoint
• Experience with HRIS systems (reporting, maintenance, etc.); Ceridian experience a plus
• World@Work membership, CCP certification or course work a plus
• Ability to explain difficult issues and work to build consensus, with a customer service approach
• Ability to work autonomously Excellent project management skills

Up to 10%

As a Zimmer Biomet “ZimVie” team member, we want you to feel included, respected, empowered, and celebrated. This is why we offer competitive salaries and benefits, as well as employee recognition and career enrichment opportunities.

EOE/M/F/Vet/Disability

Compensation Range: 96800 - 119800

The University of Nevada, Las Vegas invites applications for a temporary part-time Classification/Compensation Analyst.

PROFILE of the UNIVERSITY

Founded in 1957, UNLV is a doctoral-degree-granting institution comprised of approximately 31,000 students and more than 3,900 faculty and staff. To date, UNLV has conferred more than 136,000 degrees, producing more than 120,000 alumni around the world. UNLV is classified by the Carnegie Foundation for the Advancement of Teaching as an R1 research university with very high research activity. The university is committed to recruiting and retaining top students and faculty, educating the region's diversifying population and workforce, driving economic activity through increased research and community partnerships, and creating an academic health center for Southern Nevada that includes the launch of a new UNLV School of Medicine. UNLV is located on a 332-acre main campus and two satellite campuses in Southern Nevada. For more information, visit us on line at: http://www.unlv.edu

COMMITMENT to DIVERSITY

The successful candidate will demonstrate support for diversity, equity and inclusiveness as well as participate in maintaining a respectful, positive work environment.

ROLE of the POSITION

• Review descriptions and make FLSA classification determinations
• Evaluate and analyze internal/external salary data to determine appropriate salary grade assignments
• Review position descriptions to determine university classification alignment
• Make determinations on temporary compensation requests
• Complete job audits
• Conduct research or analyses to provide to Compensation team

QUALIFICATIONS

Bachelor's degree from a regionally accredited college or university or equivalent of 2-4 years of experience. Proven experience in making FLSA determinations.

Experience with conducting salary analysis, equity reviews is preferred.

Knowledge/Skills/Abilities:

• Working knowledge of MS Office programs.

• Knowledge of apply the Fair Labor Standards Act.

• Ability to independently draft correspondence.

• Ability to communicate professionally.

• Ability to independently research, analyze, and evaluate data.

• Ability to establish and maintain cooperative working relationships.

SALARY RANGE

Salary competitive with those at similarly situated institutions. Positions are contingent upon funding.

APPLICATION DETAILS

Submit a resume/CV and cover letter to Hiring Manager at unlvjobs@unlv.edu.

SAFETY AND SECURITY STATEMENT

UNLV is committed to assisting all members of the UNLV community in providing for their own safety and security. The Annual Security Report and Annual Fire Safety Report compliance document is available online.

EEO/AA STATEMENT

UNLV is an Equal Opportunity / Affirmative Action educator and employer committed to achieving excellence through diversity. All qualified applicants will receive consideration for employment without regard to, among other things, race, color, religion, sex, age, creed, national origin, veteran status, physical or mental disability, sexual orientation, genetic information, gender identity, gender expression, or any other factor protected by anti-discrimination laws. The University of Nevada, Las Vegas employs only United States citizens and non-citizens lawfully authorized to work in the United States. Women, under-represented groups, individuals with disabilities, and veterans are encouraged to apply.

TITLE IX STATEMENT

UNLV does not discriminate in its employment practices or in its educational programs or activities, including admissions, on the basis of sex/gender pursuant to Title IX, or on the basis of age (40 or older), disability, whether actual or perceived by others (including service-connected disabilities), gender (including pregnancy related conditions), military status or military obligations, sexual orientation, gender identity or expression, genetic information, national origin, race, color or religion pursuant to Title 4, Chapter 8, Section 13 of the NSHE Handbook. Reports of discriminatory misconduct, questions regarding Title IX, and/or concerns about noncompliance with Title IX or any other anti-discrimination laws or policies should be directed to UNLV's Title IX Coordinator Michelle Sposito. The Title IX Coordinator can be reached through the online reporting form, by email at titleixcoordinator@unlv.edu, by phone at (702) 895-4055, by mail at 4505 S. Maryland Parkway, Box 451062, Las Vegas, NV, 89154-1062, or in person at Frank and Estella Beam Hall (BEH), Room 555.

UNLV is an Equal Opportunity / Affirmative Action educator and employer committed to achieving excellence through diversity. All qualified applicants will receive consideration for employment without regard to, among other things, race, color, religion, sex, age, creed, national origin, veteran status, physical or mental disability, sexual orientation, genetic information, gender identity, gender expression, or any other factor protected by anti-discrimination laws. The University of Nevada, Las Vegas employs only United States citizens and non-citizens lawfully authorized to work in the United States. Women, under-represented groups, individuals with disabilities, and veterans are encouraged to apply.

Job Title: Compensation Analyst
Department:
Shift: 1st
Specialty:
Job Number: 2021-4599
Date Posted: 11/30/2021
Position Type:

Job Qualifications:

Compensastion Analyst

Job Summary:
Assists in the development of and executes company compensation programs, tools and processes. Conducts analyses of jobs, hourly wages, salaries, and incentives in order to evaluate internal equity, external competitiveness, as well as legal compliance of the organization's pay practices. Assists with the implementation of compensation training and projects. Exemplifies the Rush mission, vision and values and acts in accordance with Rush policies and procedures.

Job Responsibilities:
Supports entitles that are part of the Rush University System for Health on compensation policies, programs and practices.
Serves as SME on smaller projects supporting compensation initiatives. Supports and identifies opportunities for enhancement and change in compensation programs, policies and procedures. Assists with Implementing approved changes to process and policy.
Conducts job evaluation analyses. Evaluates positions using standard job evaluation techniques. Conducts equity analyses both internal and external. Presents written recommendations based on analysis and budgetary considerations, and maintains department log to document requests and outcomes.
Partners with entity HR leaders to consult on departmental requests, providing options and solutions while ensuring alignment across all entities.
Conducts market studies as needed, creating cost-effective solutions and presenting proposals to management. Assists in developing solutions for complex issues that arise within the medical center that have a compensation component.
Manages compensation data that rush subscribes to in PayFactors. Maintains and manages survey portfolio. Assists in preparing budget estimates for survey expenses. Coordinates work with outside consultants regarding special surveys or wage studies.
Partners with entity HR leaders to revise job descriptions using data received from managers, incumbents, third parties, and knowledge of the company's policies and culture.
Works with HRIS to ensure updates regarding compensation related HR data in the system of record. Participates as compensation subject matter expert on system implementations impacting compensation.
Assists in the management of the annual performance evaluation and merit increase process. Coordinates the flow of data from departments to approvers and HR.
Manages the annual update of medical center salary structures based on analysis of benchmark survey data in collaboration with senior members of the team.
Assists with education, training and quality audit activities to ensure compliance with current Joint Commission Human Resource Standards.
Serves as an expert resource to others in department and throughout medical center, providing advice and consultation to management regarding pay decisions and compensation guideline interpretation.
Reviews and recommends changes to compensation policies and procedures. Focuses on process automation for compensation administrative tasks.
Completes special projects and other duties as assigned.

Required Job Qualifications:
Associate's degree
Advanced Excel and Word skills
Highly organized, detail-oriented, a strong work ethic, and demonstrated teamwork skills
Excellent time management skills and the ability to manage multiple deadlines/assignments
Personal motivation and a sense of ownership
Excellent written and verbal communication skills

Company Highlights:
Ranked among the top academic medical centers in the country, Rush University Medical Center is an outstanding place to enhance your career. Everything we do centers on one goal: improving patient care.
The Association for the Accreditation of Human Research Protection Programs (AAHRPP) has awarded Rush full accreditation for three years. Rush is one of the first academic medical centers in Illinois to receive this accreditation.
As an academic medical center, Rush University Medical Center in Chicago, Illinois, is committed to advancing medical knowledge through research. Investigators at Rush are involved in more than 1,600 projects, including hundreds of clinical studies to test the effectiveness and safety of new therapies and medical devices, as well as to expand scientific and medical knowledge.
RUMC offers a competitive salary, outstanding benefits & the professional advantages of an environment that supports your development & recognizes your achievements.
Rush University is home to one of the first medical colleges in the Midwest and one of the nation's top-ranked nursing colleges, as well as graduate programs in allied health, health systems management and biomedical research.
Rush is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.

GENERAL SUMMARY
The Compensation Analyst will support the day-to-day administration and the maintenance of compensation programs and systems to ensure alignment with organizational objectives and compensation strategy. The Compensation Analyst is responsible for and performs a variety of functions, including salary review, ensuring compliance with legal requirements, job description management, salary survey participation, job evaluations and analysis, job classification and pay grade maintenance and other related duties. Reports to department leadership.
ESSENTIAL DUTIES AND RESPONSIBILITIES
• Responds to compensation salary placement review requests on offers, transfers, promotions, etc. efficiently and effectively.
• Provides policy & practice interpretation and guidance to leadership, human resources staff and employees on compensation related matters.
• Assists in ensuring the compensation program and practices comply with legal requirements.
• Performs compensation studies to include but not limited to market analysis, equity studies, job valuation, classification and the like.
• Participates in designated salary surveys and receives and analyzes results, under the direction of departmental leadership.
• Ensures job descriptions are standardized in structure, format and syntax including publishing, maintaining and cataloging them in the job description electronic repository.
• Coordinates the development of and maintenance of all position descriptions, through regular communications with business department leadership and HR Business Partners to ensure descriptions accurately reflect the work being performed by incumbents.
• When necessary performs job audits by interviewing and surveying employees and business department leadership to gather, document and/or validate essential job duties and responsibilities, skills and requirements for each job.
• Performs job analysis, evaluations and benchmarking to determine or recommend classification and pay grade placement.
• Prepares and presents summary reporting of job analysis in assessing market competitiveness.
• Maintains proper job classification, pay ranges and including the establishment of new positions in the HR system.
• Works closely with the HRIS function in assuring information in all systems is consistent and accurate.
• Participates or leads cross-functional project teams that are related to compensation or related initiatives.
• Maintains the highest level of confidentiality with sensitive information.
• Performs all other duties as assigned.
LICENSES AND/OR CERTIFICATIONS
• None required.
MINIMUM EDUCATION AND EXPERIENCE REQUIREMENTS
• Bachelor’s degree in Accounting, Business, Human Resources or related discipline.
• Three to five years of relevant work experience, preferably in the area of compensation program administration.
• Previous experience in health care industry preferred.
• Professional level of knowledge in compensation theory and practice and job evaluation methodologies.
• Knowledge of federal, state and local regulations and compliance requirements related to broad based compensation and human resources.
• Strong mathematical and analytical skills with the ability to compile, analyze, interpret and communicate data in recommending solutions to unique and complex compensation issues.
• Strong time and project management skills and ability to plan and set/adjusting priorities.
• Strong proficiency and technical aptitude with the use of MS Office products, especially Access, Excel, PowerPoint, Word, Visio, etc…
• Excellent verbal and written communication skills to all levels of employees and external audiences as well.
• Strong interpersonal and consultation skills necessary to obtain and exchange factual and technical data as well as to explain compensation concepts to a varied and complex organizational structure.
• Demonstrated ability to work in a team and a collaboratively shared leadership environment.
WORKING CONDITIONS
Normal office environment with little exposure to excessive noise, dust, temperature and the like.
PHYSICAL REQUIREMENTS
Click here to view physical requirements.

Newport Restaurant Group (NRG) is seeking an experienced Benefits and Compensation Manager to join their Human Resources team. NRG is proud to be a 100% Employee-Owned Company.

What does it mean to work for an 100% Employee-Owned Company? If you decide to join our team, you’ll not just be an employee — you’ll be eligible to become an owner in the company. Really, there’s no catch, we invest in our employees, and they in turn invest their time, energy and talents in our businesses!

Our Benefits include:

• Competitive compensation
• Sick, Holiday and Vacation paid time off
• Excellent health and dental benefits with a flex spending account option
• Room for Career Advancement
• Manager Dining Card program
• 35% discount when dining in our locations
• Great 401K match
• Employee Ownership Opportunities

The Benefits and Compensation Manager is responsible for the management, oversight and development of all benefits and compensation programs, providing complete administration for each plan as necessary. Plans include cash compensation plan, incentive programs, employee perks, health, dental, visual, wellness and disability/life insurances, pension plans, paid time off, leaves of absence, and worker’s compensation.

The Benefits and Compensation Manager will oversee one administrative direct report.

Candidates should excel at written and verbal communication and technological administration with proficiency in analytics. Hybrid remote position if requested.

If you are passionate and want to be part of an employee-owned company, join our team of employee owners today and watch you hard work be rewarded.

Ferrara, a company related to The Ferrero Group, is an emerging powerhouse in the North American confections and sweet snacking categories. A passionate team of more than 6,000 employees works together to share delight in every bite through leading brands that have shaped the industry for more than 100 years.

The compensation manager will be responsible for managing all aspects within the compensation area, ensuring internal equity and external competitiveness. This includes the development, implementation, administration, analysis, and counsel on compensation programs, policies, practices, and procedures that support the organization’s strategic goals and competitive objectives. The incumbent will manage the annual merit increase cycle and annual incentive processes. The incumbent will also provide direction and consultative advice to HR Business Partners around compensation recommendations.

A successful candidate will be able to hit the ground running and will be given an opportunity to quickly make a significant impact and implement key initiatives and projects in the upcoming year.

• Manage the design and administration of compensation and evaluation programs.
• Utilize analytics, data, and research in order to analyze compensation data to ensure market competitiveness, internal equity, and business objectives.
• Manage projects, such as the implementation of a grading/leveling framework.
• Manage the annual compensation review processes, including process planning, testing, communication, administration, business partnering, and reporting.
• Leads various projects, while ensuring timely completion and budget adherence.
• Manage compensation projects entailing international scope, such as our expat policy.
• Analyzes job descriptions, job profiles, and survey data in order to provide appropriate pricing of jobs using survey data and the MarketPay pricing tool.
• Participate in the third party compensation survey submission process.
• Assist in the design of Compensation programs and policies, including modeling financial costs and drafting communication materials.
• Partner with the HR Business Partners (HRBPs) and the Talent Acquisition team to assist with new hire offers and advise on internal transfers.
• Partner with HRIS and HRBPs to ensure Compensation data integrity. Ensure the accurate coding of all positions in the HRIS system (Workday/SAP) in relation to EEO (Equal Employment Opportunity) and Affirmation Action reporting requirements.
• Proactively identify and drive opportunities for Compensation process improvement.
• Ensure that compensation plans and programs support the organization's strategic objectives and meet all legal requirements and regulations.
• Research and monitor FLSA compliance. Communicate risks and impact to management team and the legal group.
• Ensure adherence to all company policies and procedures.
• Understand and demonstrate the Company’s core values.

• Solid working knowledge of compensation programs and processes, including the ability to demonstrate knowledge of job evaluations, market analysis, bonus and other pay programs, and state and local laws/regulations.
• Highly collaborative, with excellent attention to detail.
• Strong analytical skills; demonstrates the ability to perform routine to moderately complex compensation-related analysis and make recommendations in support of analysis.
• Working knowledge of market pricing tools.
• Ability to learn and understand Company organizational structures quickly and adapt to changing environments. Ability to work with all levels of management.
• Advanced proficiency using MS Office Suites (Excel, Word, PowerPoint, and Access). Must be able to perform more complex functions within Excel in order to manipulate and calculate data for analysis.
• Capability to handle confidential and sensitive information with discretion.
• Highly detail oriented and resourceful, accountable, and with excellent follow-through.
• Must be organized and able to multitask, manage time, and meet commitments.
• Strength in both oral and written presentation skills are a prerequisite to success.

• Bachelor’s degree in human resources, finance, business administration or related field
• Five to six years of relevant total rewards / compensation experience
• Proficiency with the Microsoft Office suite with strong Excel and data organization skills; comfortable with advanced formulas (e.g., IF statements, V-LOOKUP, pivot tables)
• Strong prioritization skills; ability to handle multiple, time-sensitive projects while focusing on high quality of work; juggles competing deadlines effectively
• Thinks multiple steps ahead; prepares for potential problems and escalates issues when appropriate
• Strong communication and influencing skills with ability to convey analytical concepts clearly to peers and management
• Previous SuccessFactors / HRIS / SAP experience preferred.
• Preferred systems experience in market pricing and market pricing tools.
• Korn Ferry / Hay Methodology experience a plus.
• World at Work certification a plus.

Our diverse portfolio of nearly 35 brands includes SweeTARTS®, Trolli®, BRACH'S®, Black Forest® and NERDS®, along with iconic favorites like Lemonhead®, Red Hots® and Now and Later®. Ferrara also manages the Keebler® and Famous Amos® businesses for The Ferrero Group. Headquartered in Chicago, Ferrara has an operational network of 20 locations in North America that includes manufacturing, distribution and R&D facilities. Learn more at www.ferrarausa.com.

We are proud to be an equal opportunity employer. In order to provide equal employment and advancement opportunities to all qualified applicants and employees, employment decisions and opportunities at Ferrara will be based on merit, qualifications, and abilities, without regard to race, color, creed, religion, sex, sexual orientation, gender identity and expression, marital or civil union status, national origin, ancestry, citizenship, age, military or veteran status, disability, handicap, genetic information, pregnancy (childbirth or related medical condition), or on any other basis prohibited by law. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.

The Senior Compensation Analyst supports the business by helping manage the compensation programs at FedEx Logistics and developing a consistent compensation philosophy that aligns with the organization objectives. This role will collaborate with functional management and staff providing professional advice on all compensation matters. Studies and recommends innovative improvement initiatives.

Key accountabilities:
Designs, develops and executes compensation programs while ensuring compliance. Leads annual salary planning and forecasting of jobs and ranges for the organizations compensation program to evaluate internal equity, external competitiveness and legal compliance with pay practices. Creates and analyzes job descriptions, benchmarks pay and assist with wage rate recommendations while ensuring that information is vetted and submitted on time. Review market trends and help develop and track metrics based on the marketplace, pay equity and other factors that may impact the business. Develops dashboards showing data trends and possible solutions that may impact critical business projects.

Maintains job classification, leveling and title structures to drive consistency and transparency across our compensation programs. Leading role during compensation planning process which includes merit planning and annual incentive programs. Perform project task work or participate on project teams to develop compensation processes that support the growth and success of the organization. Maintain compensation infrastructure (e.g., job codes, job families, integrity of system of record)

Required Qualifications
5+ years of related compensation experience, including design of compensation plans, merit planning, job pricing, and pay administration.

Bachelor's degree/equivalent in business, human resources, finance, economics, statistics or a related field. Distribution/Transportation or multi-state/location organization experience preferred. Experience with broad-based compensation principals, practices, plan design and administration is a plus. Advanced skills, highly proficient at Excel, pivot tables, graphs and charting a plus. Proven ability to consolidate and manipulate large data sets with a commitment to accuracy and details. Demonstrated ability to quickly learn new analytics tools (e.g., Microsoft Power BI) and techniques, and/or software. Proven ability to achieve projects and objectives while working in a dynamic and fast-paced environment. Experience working with HR technology (e.g., Workday) and Compensation data a plus.

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

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

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

Pay Transparency Policy Statement: The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless required to do so by law or the FedEx Logistics Legal Department.

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

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

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

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

Primary Responsibilities

• Processes day-to-day tasks related to the compensation strategy, including job pricing, pay equity, pay zones

• Monitors the effectiveness of existing compensation policies, guidelines and procedures recommending plan revision as well cost-effective alternatives that are consistent with compensation trends and company objectives

• Collaborates with HR and Business leaders 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 direct compensation (exempt and nonexempt cash compensation programs) for field and corporate staff, including the processing, recording and reporting of compensation-related actions related to employees

• Develops techniques for compiling, preparing and presenting data

• Supervises the participation in, conducts and/or purchases salary surveys to ensure corporate compensation objectives are achieved

• Keeps apprised of federal, state and local compensation laws and regulations to ensure company compliance

Job Specifications

• Strong knowledge of pay data software and Microsoft Excel

• Knowledge of government regulations as they apply to compensation base and incentive compensation programs, company policies, and operations

• Certified Compensation Professional (CPP) or SHRM Certified Professional (SHRM-CP) or HRCI Certified Professional (PHR) credential preferred

Education and Experience

• Bachelor's Degree or

• 3 to 4 years progressively responsible experience in compensation

• Manage ongoing participation and selection of relevant survey tools
• Design and manage current compensation structure and programs through market-based analysis and research
• Provide cost modeling analysis of compensation related matters for financial impact
• Provide expertise on compensation design and program best practices
• Lead our Company merit cycles
• Develop training and education for employees and leaders to enhance their Total Rewards Knowledge
• Provide process improvement and efficiencies with our cross-functional partners
• Ensure that our current compensation programs are in compliance with federal, state and local compensation laws and regulations

• Bachelor’s degree or equivalent
• PHR, SPHR, or CCP certification is a plus
• Extensive experience with managing international tech company compensation programs
• Must have strong experience in equity compensation
• Strong analytical and communication skills to “tell a story” with data
• Proven ability to work well with cross-functional teams to improve workstreams
• Must have strong Compensation modeling and analytics skills with Excel skills including advanced features such as, pivot tables, look-ups, macros, etc…
• You have extensive experience managing focal merit and bonus programs
• Experience with FLSA analysis and other compensation legislated requirements is required
• You must have excellent organization skills and a high attention to detail
• Excellent verbal and written communication skills. You can create and deliver on compensation/rewards education programs
• Able to multitask, prioritize, and manage time effectively
• High level of integrity and discretion in handling sensitive and confidential people data
• Experience with implementing compensation modules within Workday is highly desired
• Experience with Sales Compensation is a plus

We are currently seeking a Manager of Compensation to help drive process improvement, provide detailed analytics and manage administration of our compensation programs and processes.

The Manager of Compensation is responsible for our ongoing veterinary compensation programs, and the annual salary planning process for staff. In addition, the Manager will provide analytical and other support for our very active Business Development/M&A activity.

• Manage the daily activities of compensation including the administration of policies and guidelines and providing training and support to HR Business Partners, leadership, and people managers as needed; May manage one direct report
• Manage Doctor compensation programs, and work with Finance/Audit to ensure Doctors are compensated accurately and on time in accordance with contract terms
• Manage all acquisition (pre & post) compensation activity, ensuring smooth transition for new employees into the PetVet compensation programs
• Lead annual compensation process salary planning process
• Evaluate job content and assign accurate FLSA status; ensuring all federal and state requirements are met
• Participate in and organize data from compensation surveys to assist with ongoing competitive analyses and assessment
• Keep apprised of regulatory updates and changes impacting compensation to ensure Company compliance

Our Team Supports:

Over 10,000 employees; at over 375 United States hospitals; headcount increases monthly with high growth through acquisition model.

The Successful Candidate:

Strong analytical and process improvement skills

Experience in administering compensation programs for exempt & non-exempt; managing compensation in healthcare or veterinary field a plus

Results focused; Roll up your sleeves attitude; Strong team player

Excited to build, develop and implement structure in a flexible environment

Excellent communication and leadership skills

HRIS experience is required; Ceridian Dayforce experience a plus

Position Title: Director, Compensation, North America
Location: Atlanta, GA
Reports To: SVP, Global Total Rewards and HR Service Delivery Operations
Direct Reports: Manager, Compensation, Sr Compensation Analyst, Sr Global Mobility Specialist

Overview:
The Director of Compensation, North America leads a team of professionals who are responsible for Newell Brands compensation strategy, policies, and programs. This role partners with the global total rewards team to provide thought leadership, innovation, executional excellence, and a focus on an outstanding employee experience through strong communication and engagement.

Responsibilities:
As the Director of Compensation, North America, a typical day might include:

• Provide strategic and operational leadership in the design, implementation, administration and communication of all broad-based compensation programs, including job hierarchy, base salary, & annual bonus plans across the organization.
• Leading the compensation team through key enterprise-wide processes (such as annual merit, long-term and short-term incentives, etc.) and advocating for and encouraging professional development of team members.
• Provide expertise and strategic leadership in area of compensation. Consult with leadership and HR Business Partners regarding compensation issues, salary administration, job evaluation, policy and guideline interpretation, including the design of creative solutions to specific compensation-related programs.
• Understand business needs and objectives, gather business requirements, define processes, and develop and deliver end-to-end solutions for compensation in alignment with Company's overall strategy.
• Lead the Company’s global mobility program (domestic relocation/immigration), including program and policy design, execution and assessment, ensuring industry competitiveness and compliance with legal, tax, and local employment regulations.
• Develop communication materials and programs to educate and inform management and participants of the key features and potential value of the compensation programs.
• Evaluate and analyze areas of opportunity for process improvements and technology advancements to improve work processes and operating efficiencies.

This role might be for you if:

• You have aligned compensation strategies across Total Rewards, HR and business strategies globally
• You possess deep expertise on the external market, the latest trends and innovative thinking around compensation and translating data into creative, culturally and organizationally appropriate solutions
• You have a passion for building rapport with key leaders within and outside HR to understand the voice of the customer and include it in design and execution of compensation plans and programs
• You keep employee experience top of mind in development of communications, tools, and programs to encourage understanding of, and access to, the right information at the right time for employees

Qualifications: (State the minimum level of education, certifications, years of experience, and additional qualifications required to perform the job.)

• BS/BA degree in Human Resources Management, Finance, Business, or relevant field
• 10 – 15 years of compensation experience with experience in building/evaluating compensation and/or bonus programs for various functions
• Experience working with Success Factors and SAP is preferred
• Leadership management experience with a strong dedication to mentoring and developing teams
• Ability to handle multiple priorities, prioritize and make decisions in a constantly evolving environment
• Advanced proficiency in Excel is required
• Must have excellent oral and written communication skills - ability to communicate with multiple levels within the organization
• Must be a self-starter, highly energetic and able to work with little supervision
• Certified Compensation Professional (CCP) preferred

Newell Brands (NYSE: NWL) is a leading global consumer goods company with a strong portfolio of well-known brands, including Paper Mate®, Sharpie®, Dymo®, EXPO®, Parker®, Elmer’s®, Coleman®, Marmot®, Oster®, Sunbeam®, FoodSaver®, Mr. Coffee®, Graco®, Baby Jogger®, NUK®, Calphalon®, Rubbermaid®, Contigo®, First Alert®, and Yankee Candle®. For hundreds of millions of consumers, Newell Brands makes life better every day, where they live, learn, work and play.

Newell Brands (NASDAQ: NWL) is a leading global consumer goods company with a strong portfolio of well-known brands, including Paper Mate, Sharpie, Dymo, EXPO, Parker, Elmers, Coleman, Marmot, Oster, Sunbeam, FoodSaver, Mr. Coffee, Graco, Baby Jogger, NUK, Calphalon, Rubbermaid, Contigo, First Alert, and Yankee Candle. For hundreds of millions of consumers, Newell Brands makes life better every day, where they live, learn, work and play. Newell Brands and its subsidiaries are Equal OpportunityEmployers and comply with applicable employment laws. EOE/M/F/Vet/Disabled are encouraged to apply.

Position Summary

Responsible for Compensation design, implementation, and administration of compensation policies, plans, and programs to meet business objectives including surveying and analyzing compensation data, conducting job analysis, developing pay plan and incentive structures, and ensuring compliance with local, state, and federal laws governing compensation practices.

Key Duties/Responsibilities

• Supports the Director of Compensation & HR Systems in position analysis and evaluation including writing position descriptions, determining FLSA exemption and requirements, evaluating position responsibilities and qualifications, analyzing positions versus market data, and determining salary grades.
• Maintains compensation modules in UltiPro such as job codes, range schedules, etc.
• Helps drive the incentive and equity compensation program design including performing complex analysis of performance and cost projections, developing plan alternatives, and preparing and communicating plan documentation.
• Assists in administering salary administration programs including salary increases, incentive pay, and equity grants.
• Develops relationships with HR business partners and client groups and serves as an internal consultant on compensation practices and policies.

Qualifications

• Bachelor’s degree in Business Administration or related field. Certified Compensation Professional (CCP) or equivalent certification designation preferred.
• 1-2 years of experience in human resources, with at least one year focused on compensation, preferably in a multi-unit QSR/Restaurant/Retail operations environment.
• Strong knowledge of compensation theory and practices; FLSA requirements, and minimum wage laws.
• Excellent oral and written English communication skills, organization skills, and strong analytical skills.
• Ability to effectively juggle multiple tasks and focus on attention to detail in a fast-paced environment.

The purpose of this position is to create requirements for each specification which support the vision and direction of assigned product(s) to the Agile team(s). This includes creating functional specifications that support the product roadmap and guiding the features from concept to market throughout the development life cycle with limited supervision.

RESPONSIBILITIES

• Provide vision and direction to the Agile development team and stakeholders throughout the development life cycle
• Research, analyze, and assist with defining the market, the users, and the roadmap for the product
• Assess value, develop cases, and prioritize stories to ensure work focuses on those with maximum value that are aligned with overall product strategy
• Define customer needs and the associated features and solutions to meet those needs.
• Collaborate with development, quality assurance, and user experience to ensure the right customer problem is solved.
• Share market research and competitive analysis with the team to best focus their efforts.
• Create requirements for each specification
• Develop and ensure user stories are ready for the team
• Participate in the planning of product release plans and set expectations for delivery of new functionalities
• Balances the needs of stakeholders in the development process; advocates on behalf of the customer for the development team and advocates on the behalf of the development team with appropriately setting customer expectations
• To the extent possible, mitigate roadblocks impacting successful team completion of release and sprint goals
• Provide backlog management and elaboration of the user stories
• Ensure the Agile team has an adequate amount of tasks to work on from the backlog and plan for each sprint
• Gather, manage, and prioritize product backlog.
• Assist with special projects as needed

Education/Certification/Experience:

• Bachelors Degree, preferably in MIS or related field, and 4 years of experience in a technical role related to Product Management or role within the industry directly related to specific product module, or equivalent combination of education and experience required.

Skills/ Abilities:

• Subject matter expertise in the particular product or market and knows how to develop solutions for this market. Subject matter expertise should include specific industry or technical knowledge
• Outstanding communication, presentation and leadership skills
• Creative thinker with a vision
• The ability to bridge communication gaps between groups that communicate differently and might have varying goals and deadlines.
• Proven ability to influence cross-functional teams without formal authority.
• Ability to influence and work collaboratively with development teams is especially important
• Ability to solve difficult problems and provide a fresh perspective using existing solutions
• Ability to work independently while receiving minimal guidance
• Ability to be flexible and manage change
• Ability to manage multiple tasks while maintaining organization and timely completion of projects
• Strong attention to detail
• Ability to work across all levels of an organization
• Customer Service, Problem Solving, Critical Thinking, Communications, Interpersonal Relations/Teamwork, Organization Awareness, Self/Life Management, Continuous Improvement/Innovation and Change, Technical Competence

Paycom is an equal opportunity employer and prohibits discrimination and harassment of any kind. Paycom makes employment decisions on the basis of business needs, job requirements, individual qualifications and merit. Paycom wants to have the best available people in every job. Therefore, Paycom does not permit its employees to harass, discriminate or retaliate against other employees or applicants because of race, color, religion, sex, sexual orientation, gender identity, pregnancy, national origin, military and veteran status, age, physical or mental disability, genetic characteristic, reproductive health decisions, family or parental status or any other consideration made unlawful by applicable laws. Equal employment opportunity will be extended to all persons in all aspects of the employer-employee relationship. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation benefits, and separation of employment. The Human Resources Department has overall responsibility for this policy and maintains reporting and monitoring procedures. Any questions or concerns should be referred to the Human Resources Department.

Who We Are

Integrity Marketing Group is one of the nation’s leading independent distributors of life and health insurance products, with a strong insurtech focus. Integrity’s broad and innovative approach is driven by a singular purpose: to help people protect their health and wealth so they can be ready for the good days ahead and make the most of what life brings. Headquartered in Dallas, Texas, Integrity is committed to meeting Americans wherever they are — in person, over the phone and online. Integrity’s 5,500 employees currently support over 420,000 independent agents who serve the needs of more than 2.2 million clients annually. For more information, visit www.integritymarketing.com.

Why Work Here

Working at Integrity flat-out rocks. Why? Because we put people first — and we want you to thrive in a career that you love. We’re proud of our working environment and culture, where we reward your hard work and support your strong values.

Joining us means being part of a hyper-growth company with all kinds of professional opportunities for those who are ready. Are you ready? At Integrity, we start with competitive compensation and just get better from there.

We love celebrating all your hard work with fun and swag — and we love giving back! You can look forward to friendly competitions and contests, as well as activities that help raise money for charities in the communities we serve.

At Integrity, we include benefits that make work-life more fun with more peace of mind for you. These benefits include but are not limited to:

• Generous PTO and holiday schedule, with extra time off for community service and your birthday
• Workplace perks galore: standing desks, subsidized lunches, game room, free snacks and drinks
• Multiple health insurance plans to choose from
• 401(k) with immediately vested employer matching
• Integrity-paid HSA contributions for eligible health plans
• Employee ownership program after one year, which grants meaningful ownership in Integrity’s ongoing success
• Workplace perks galore: standing desks, game rooms, subsidized lunches, free parking, and free snacks and drinks

Who We Are

Integrity Marketing Group is one of the nation’s leading independent distributors of life and health insurance products, with a strong insurtech focus. Integrity’s broad and innovative approach is driven by a singular purpose: to help people protect their health and wealth so they can be ready for the good days ahead and make the most of what life brings. Headquartered in Dallas, Texas, Integrity is committed to meeting Americans wherever they are — in person, over the phone and online. Integrity’s 5,500 employees currently support over 375,000 independent agents who serve the needs of more than 2.2 million clients annually. For more information, visit www.integritymarketing.com.

Why Work Here

Working at Integrity just flat-out rocks. Why? Because we put people first, and we want you to thrive in a career that you love. We’re proud of our working environment and culture, where we reward your hard work and support your strong values.

Joining us means being part of a hyper-growth company with boatloads of professional opportunities to those who are ready. Are you ready? At Integrity, we start with competitive compensation and just get better from there.

We love celebrating all of your hard work with fun and swag! You can look forward to friendly competition and talent contests that raise money for the winner’s charity of choice!

At Integrity, we include benefits that make work life more fun with more peace of mind for you. These benefits include but are not limited to:

• Generous PTO and holiday schedule, with extra time off for community service and your birthday
• Multiple health insurance plans to choose from
• 401(k) with immediately vested employer matching
• Integrity-paid HSA contributions for eligible health plans
• Employee ownership program after one year, which grants meaningful ownership in Integrity’s ongoing success
• Workplace perks galore: standing desks, game rooms, subsidized lunches, free parking, and free snacks and drinks

Values

• Integrity — It’s in our name and it frames all that we do. We approach our business relationships with integrity and adhere to the highest ethical principles in all we do.
• Family — We value our customers, industry partners, employees and their families as part of the greater Integrity family. We treat our employees and our customers with dignity and honesty.
• Respect — We treat our industry partners, employees and customers with respect.
• Service — Serving others is at the heart of all we do. We are passionate about offering world-class service and exceeding expectations.
• Partnership — We look at our business relationships as long-term partnerships that are mutually beneficial and create value for each person. We communicate clearly and directly with our partners to facilitate the best outcomes for all.

Job Title

Compensation Analyst

What You Will Do

Job Summary:

The Compensation Analyst will partner closely with the Compensation Manager to analyze, design, and administer the organization’s compensation programs across all lines of business. The successful candidate will be a self-starter who excels in a fast-paced collaborative environment, enjoys working on multiple projects, and establishing processes that improve the manager and employee experience. The position will report directly to the Director of HR Services, partner with the Compensation Manager and the entire HR team.

Key Responsibilities:

• Partners with the Compensation Manager to establish organizations’ compensation philosophy.
• Conducts market pricing analysis for new and existing positions.
• Responsible for maintaining & evaluating the market pricing software and implementing additional modules and functionalities.
• Assists in developing and implementing a market competitive salary range and bonus structure.
• Assists in administering the annual performance review and merit cycle process including but not limited to budgeting, planning, approvals, and payouts.
• Serves as the subject matter expert in determining FLSA classifications for new and existing positions, escalating difficult or controversial positions for additional review and decisioning by the Comp Manager and/or Director HR Services to ensure compliance.
• Assists Comp Manager and HRBPs in the review and mapping of M&A job codes to Integrity job codes.
• May lead or assist with large scale projects to evaluate and ensure W&H compliance, including but not limited to PTO policy, exemption status for sales roles, and minimum wage.
• Coordinates with Integrity’s internal Communications team for all program messaging.
• Creates and documents key compensation processes.
• Assists the Compensation Manager in administering the Employee Ownership Program (EOP.)
• Stays current with all federal, state and local DOL laws and regulations.
• Responds to ad-hoc reporting requests as needed.

Required Skills / Abilities:

• Strong knowledge of compensation best practices.
• Strong project management – ability to develop project plans and timelines, and execute against the plan on time and to meet project goals
• Strong interpersonal communications – ability to communicate effectively across multiple key stakeholders, including internal shared services groups and vendors
• Very collaborative
• Organizational resourcefulness – ability to navigate complexity and thrive in a fast paced and changing environment using strong judgment and decision-making skills
• High accountability – own outcomes and drive high quality results
• Strong analytical skills - with the ability to interpret data and translate into actionable insights, recommendations, and action plans

Requirements:

• Bachelor's degree in Human Resources, Business, Finance, or related discipline.
• Working towards CCP designation a plus.
• 2-4 years working in a Human Resources role with 2 years of hands-on experience in a compensation role.
• Advanced skills in Microsoft Excel (Index/Match, pivot tables, lookups, etc.)
• Proficiency in Excel, PPT, Word, and survey applications

Benefits & Perks

• Medical
• Dental
• Matching 401k
• Profit Sharing Program
• Paid Time Off
• Collaborative work culture rewarding dedicated and loyal employees

Culture & Benefits Values

• Integrity — It’s in our name and it frames all that we do. We approach our business relationships with integrity and adhere to the highest ethical principles in all we do.
• Family — We value our customers, industry partners, employees and their families as part of the greater Integrity family. We treat our employees and our customers with dignity and honesty.
• Respect — We treat our industry partners, employees and customers with respect.
• Service — Serving others is at the heart of all we do. We are passionate about offering world-class service and exceeding expectations.
• Partnership — We look at our business relationships as long-term partnerships that are mutually beneficial and create value for each person. We communicate clearly and directly with our partners to facilitate the best outcomes for all.

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

Integrity Marketing Group, LLC is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, national origin, disability, veteran status, or any other characteristic protected by federal, state, or local law. In addition, Integrity Marketing Group, LLC will provide reasonable accommodations for qualified individuals with disabilities.

Qualifications

• Bachelor’s degree, required
• Masters of Taxation or Accounting, preferred

• One (1) or more years of prior business experience, preferred
• Prior internship or work-study opportunity, preferred

• Proficient in the use of Microsoft Office Suite, specifically Excel, Word and PowerPoint, preferred

• Excellent verbal and written communication skills
• Strong analytical skillsand basic research skills
• Solid organizational skills especially ability to meet project deadlines with a focus on details
• Ability to successfully multi-task while working independently or within a group environment
• Proven ability to work in a deadline-driven environment and handle multiple projects simultaneously
• Basic knowledge and understanding of legislative process regarding tax policy

Supports the Companys salary administration, merit and incentive compensation programs; evaluates and analyzes market data and complex organizational pay practices. Reviews job descriptions and ensures legal and compliance requirements. In addition, this role administers the company stock plans, and prepares and provides information to employees regarding eligibility, grant and vest processes, purchase periods, and cost basis information. This job is responsible for preparing stock grants and processing employee stock vests. The position will maintain and update the stock administration system, prepare reports and provide analyses and work on projects of limited to moderate complexity in a support role.

RESPONSIBILITIES

• Evaluates jobs, documents responsibilities and requirements in job descriptions
• Documents and interprets compensation programs.
• Analyzes market data and research to determine competitive positioning of the organizations salary ranges and pay programs.
• Assists in the maintenance of the companys salary structure.
• Maintains documentation of incentive and bonus programs.
• Collaborates with HR Business Partners, Talent Acquisition and leadership on job evaluations, new job creation and job descriptions.
• Develops reports and provides analysis for a variety of compensation and HR projects.
• Administers base pay and merit programs.
• Conducts annual pricing review.
• Assists with development of compensation training; coordinates with HR Business Partners and leadership on compensation training and leader education.
• Assists and supports HR Managers and department leaders with compensation related issues.
• Provides job descriptions to legal team as needed for exemption test.
• Maintains a job description repository for HR and Talent Acquisition teams.
• Supports the LTIP, stock and other bonus programs.
• Remains knowledgeable of minimum wage laws and regulatory environments for compensation
• Educates employees and business partners on equity compensation
• Collaborates with Legal, Finance and HR teams to communicate materials, compliance, processes, and management reports
• Partners with Compensation Supervisor to track awards as part of compensation package in job offers
• Proactively manages the overall activities of equity compensation administration
• Administers semi-yearly organization enrollments and quarterly employee stock purchases
• Processes and monitors equity award activity, including grants and grant agreements, vesting of shares and employee terminations
• Conducts audits/analysis/reconciliations with large data sets, data edits and complex calculations
• Ensures compliance with federal and state regulations and securities laws
• Prepares grant files for all new equity grants
• Maintains accurate employee records in online benefits system, including demographic information and participant level tax information
• Partners extensively with stock administration vendor to ensure a smooth equity administration environment
• Proactively seeks out opportunities to automate existing processes into scalable solutions and provides recommendations to Compensation leadership and Controller

Minimum Qualifications

• Bachelors Degree required
• 2 or more years of experience in related field (i.e. Compensation, Audit, HR)

Preferred Qualifications

• Advanced degree preferred
• Prior experience in stock administration is preferred
• Experience working in a dynamic, rapidly evolving organization strongly preferred.

Skills/Abilities:

• Ability to manage and prioritize multiple projects
• Ability to build and maintain relationships
• Self-motivated with a strong sense of personal accountability
• Strong analytical skills and the ability to draw conclusions from data
• Complete work within deadlines
• Strong interpersonal, oral and written communication skills
• Advanced Microsoft skills in Word, Excel, and PowerPoint

Paycom is an equal opportunity employer and prohibits discrimination and harassment of any kind. Paycom makes employment decisions on the basis of business needs, job requirements, individual qualifications and merit. Paycom wants to have the best available people in every job. Therefore, Paycom does not permit its employees to harass, discriminate or retaliate against other employees or applicants because of race, color, religion, sex, sexual orientation, gender identity, pregnancy, national origin, military and veteran status, age, physical or mental disability, genetic characteristic, reproductive health decisions, family or parental status or any other consideration made unlawful by applicable laws. Equal employment opportunity will be extended to all persons in all aspects of the employer-employee relationship. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation benefits, and separation of employment. The Human Resources Department has overall responsibility for this policy and maintains reporting and monitoring procedures. Any questions or concerns should be referred to the Human Resources Department. ****To learn more about Paycom's affirmative action policy, equal employment opportunity, or to request an accommodation - Click on the link to find more information: paycom.com/careers/eeoc

• Compensation:
• Administers US base and variable pay programs. Responsible for the administration and communication of program results.
• Performs job analysis and job evaluation in conjunction with management and HR partners to develop job descriptions.
• Recommends appropriate pay grade for new and revised jobs based on analysis of internal pay data and market compensation survey data.
• Analyzes market data annually to ensure organizational competitiveness.
• Ensure compliance with laws and regulations which control or impact compensation plans and policies (i.e. wage and hour regulations).
• Recommends process/system improvements, innovative solutions and policy changes from established policies. Provides support with identified projects and execution according to project schedule.
• Assists in development of new compensation or total reward programs and guidelines and supports operational and regional leadership in efforts to facilitate competitive, equitable and cost effective compensation programs.
• Educates business partners, leadership and team members on the Company's compensation philosophy, policy and procedures.
• HRIS:
• Supports all US HR systems and tools including data management, user support, trouble-shooting, training, and testing as needed.
• Analyzes and maintains US HR information systems in support of human resource administration and projects; assists in auditing system to ensure integrity of data; serves as liaison with external software vendors in resolving programming and related problems.
• Partners with Global VP HR, Benefits, HR and Payroll (and others as needed) to facilitate HRIS process integration, improvements and consistency.
• Perform duties of Systems Administrator to maintain HRIS (ADP) system of record.
• Ensures that job codes, titles, grades and compensation structures are consistently administered in the HRIS and maintained in compliance with company policies and government regulations.
• Fulfill scheduled and ad hoc HR Related reporting needs
• Support various compliance requirements including EEO-1 reporting, Vets 100 reporting, worker's compensation audits, etc.
• Performs other related duties as assigned

• Strong interpersonal, oral, and written communication skills.
• Possesses problem-solving skills
• Solid analytical skills.
• Self-starter, possessing a high degree of self-motivation, and a bias for action.
• Possesses good listening skills.
• Advanced computer skills to include Microsoft Word, Excel and PowerPoint are required.

• Bachelor's degree in Human Resources, Business Administration, Finance, or equivalent
• 3 -5 years in compensation administration
• Compensation legal compliance administration
• Prior experience working within a corporate environment
• HRIS system experience required, ADP HRIS experience preferred

• CCP a plus

• Talking, hearing and using hands to operate computer equipment
• Vision abilities required by this job include close vision and the ability to adjust focus
• Job may require extended sitting or standing, use of standard office equipment.

• 136 hours of Paid Time Off which equals 17 days for the year, that can be used for Sick Time or for Personal Use
• Excellent Medical, Dental and Vision benefits
• Tuition Reimbursement for education related to your job
• Employee Referral Bonuses
• Employee Recognition and Rewards Program
• Paid Volunteer Time to support a cause that is close to your heart and contributes to our communities
• Employee Discounts
• Wellness Incentives that can go up to $100 per year for completing challenges, in addition to a discount on contribution rates
• Potential to earn a quarterly bonus

Director, Total Rewards & Core HR , HCM, Starbucks Technology – Seattle, WA

Partner Technology @ Starbucks

At our core, we believe information technology is a key enabler for growth that is required for business success today and in the future. Our goal in partner technology is to improve the lives of partners, our most valuable resource. We look to deliver innovative solutions to partners across workforce management (labor scheduling labor forecasting and time & attendance, Talent Management (Talent Acquisition, Career Development, Learning and Development), and Total Rewards (Compensation and payroll).

Connect to Something Bigger

Each day Starbucks strives to be a differentiated company focused on the human connection demonstrated through the heritage of being performance driven through the lens of humanity. At Starbucks Technology, we power moments of connection for our customers and partners (employees). Proudly investing in our talent is a key pillar of building the future. Our mission: we are Talented Technologists, Delivering Today, and Leading into the Future. Join our fast-growing team and start your journey with Starbucks Technology.

Starbucks Technology Core Principles:

Agile Mindset: Committed to learning fast, and adjusting course, we’re investing in our talent to empower people with an agile mindset.

Services Oriented: We are focused on building services that deliver value to our customers and partners.

Invest in Our People: Our people are our greatest asset. Investing in their curiosity & development is core to how we will invent today and build tomorrow.

The Role

We are seeking a Technology director of Payroll & Compensation to join the Starbucks Technology leadership team and be part of our Partner Technology organization. The director of Payroll & Compensation will lead the payroll, compensation, and core HR technology teams in support of our Human Capital Management Product line.

In this critical role, you will support, scale and empower a team of 20+ partners and 30+ Contractors/Professional Service Providers, who are the go-to experts in delivering total rewards solution on SAP and Success Factor platforms. As the head of product for the Payroll, Compensation, Benefits, and Core HR product lines you will be responsible for managing the strategic vision for your domain and provide a viewpoint on strategic technology acquisitions and implementations, vendor selection and professional service provider selection. You will manage a budget of approximately 20MM annually.

We expect you to be passionate, to regularly challenge the status quo, and to lead by our Starbucks mission and values. And you must be a courageous leader who is comfortable with ambiguity and can lead through behavioral and structural transformation.

Key Responsibilities

Leadership

• Demonstrate accountability, make timely and appropriate decisions on portfolio programs, project delivery, resources, scope and budget
• Develop partnerships and influence others both directly and indirectly
• Motivate and collaborate to create an inclusive team environment and enable team-based fulfillment of objectives
• Demonstrate a bias for action and apply iterative thinking and approach
• Lead teams through complex ambiguous problems by providing a framework for decision making based
• Empower your management team to make smart and risk-based decisions aligned with your leadership principles.
• Build and maintain influential working relationships at all levels and across the enterprise
• Excellent presentation skills for internal and external audiences at the 'C' level
  

Team Management

• Coach, mentor, and support team members to achieve outstanding business outcomes while ensuring continuous career and personal growth
• Provide coaching, direction, and support to team members to achieve partners, business, and customer results
• Develop strategic, operational, and budgetary plans for the Total rewards Organization.
• Manage a global team consisting of onshore, near shore and offshore resources)
• Manage your home center financials and spending.
• Responsible for managing critical incidents impacting stores and partners.

Program Management

• Lead, coordinate, and facilitate cross-functional team members (business and technology) in building the capability roadmap for Total Rewards Products and Services
• Work with Technology PMO, Architecture, Business, and other technology teams to ensure work necessary to achieve strategic programs are included in the Starbucks Technology portfolio and prioritized appropriately
• Experienced in delivery via Agile and/or Agile Scrum methodologies.

Domain Proficiency

• Serve as head product owner for Total Rewards and develop the overall strategy for all HR technologies needed to support the business, including Core HR, Payroll, Benefits, and Compensation.
• Evaluate the current stack of sap on-premise and determine the best strategy to move current operations to the cloud.
• Demonstrate functional and business knowledge across multiple domains and enterprise context
• Evaluate industry and technology trends, determine applicability to Starbucks and translate into Starbucks specific strategies.
• Manage the portfolio of HR system applications and maintain technical business relationships with vendors to understand their strategic path for the future. Ensure delivery of agreed upon support and service level agreements, act as the point of escalation to resolve any vendor issues.
  

Basic Qualifications

• Overall IT experience – 15+ years
• SAP experience with Payroll, Compensation and Core HR – 7 years
• Success Factors experience Payroll, Compensation, Employee Central and Compensation – 3 years
• SAP Security and Controls Knowledge – Preferred
• Managing technology team experience – 10 years
• Direct and indirect people development – 10 years
• Business process and system design – 10 years
• Strategic planning – 4 years
• Financial analysis & business planning – 3 years
  

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

We are committed to creating a diverse and welcoming workplace that includes partners with diverse backgrounds and experiences. We believe that enables us to better meet our mission and values while serving customers throughout our global communities. People of color, women, LGBTQIA+, veterans and persons with disabilities are encouraged to apply.

Qualified applicants with criminal histories will be considered for employment in a manner consistent with all federal state and local ordinances. Starbucks Corporation is committed to offering reasonable accommodations to job applicants with disabilities. If you need assistance or an accommodation due to a disability, please contact us at 206-318-0660 or via email at applicantaccommodation@starbucks.com.

• Ensures successful delivery of Univar’s global broad-based pay programs including salary reviews and broad-based incentive plans. Works with internal and external partners to ensure program efficiency and effectiveness. Develops program and process guidelines considering strategic objectives and external market practices.
• Develops recommendations for broad-based pay program governance including developing job evaluation methodology/approach, job grades, pay structures and job evaluation systems. Facilitates consensus between key partners and drives implementation.
• Manages annual salary review process globally including transaction processes in SuccessFactors. Identifies appropriate metrics to report to partners.
• Supports production and ensures accuracy of Board materials. Supports executive compensation compliance activities such as government form filings and proxy disclosures.
• Supports strategy and design of incentive programs.
• Responsible for administration of equity compensation delivery including assessing share ownership, vendor/system management and proper tax calculation/reporting.
• Responsible for external pay survey submissions and related analysis.
• Manages the broad-based incentive plans which includes monthly reconciliation of eligible population, incentive changes, target changes. In addition, partner with finance to determine accruals
• Ensures broad-based pay programs are effectively communicated to ensure the program meets its strategic objectives for driving results, attracting, motivating and retaining employees.
• Partners with HR Operations and HRIS to ensure system configuration, business processes are designed and used to deliver accurate broad-based pay programs for the organization.
• Continuous Improvement: proactively identifies areas that can be improved and collaborates with partners to constructively propose options and facilitate consensus to implement new solutions that increase value and improve business performance and effectiveness.
• Lead and participate in special projects. Serves as subject matter expert and liaison between corporate and regional teams on special projects which involve revision, modeling, development and/or re-design of existing compensation programs/systems.
• Works with HR business partners to complete various job offers, job evaluations and promotions

• Bachelor’s degree in Business or Human Resources – Masters preferred
• 8+ years’ experience with continual growing responsibilities.
• CCP, PHR, SPHR – a plus
• Black Belt or Green Belt, a plus
• Large metrics organization experience preferred

Our Mission

At Palo Alto Networks® everything starts and ends with our mission:

Being the cybersecurity partner of choice, protecting our digital way of life.

We have the vision of a world where each day is safer and more secure than the one before. These aren’t easy goals to accomplish – but we’re not here for easy. We’re here for better. We are a company built on the foundation of challenging and disrupting the way things are done, and we’re looking for innovators who are as committed to shaping the future of cybersecurity as we are.

We’re changing the nature of work. Palo Alto Networks is evolving to meet the needs of our employees now and in the future through FLEXWORK, our approach to how we work. From benefits to learning, location to leadership, we’ve rethought and recreated every aspect of the employee experience at Palo Alto Networks. And because it FLEXes around each individual employee based on their individual choices, employees are empowered to push boundaries and help us all evolve, together.

Your Career

Palo Alto Networks is seeking a seasoned leader to lead a team of compensation partners & analysts who guide and consult to client groups across the company in all compensation related matters. This leader will be a key strategic partner for multiple Business leaders and People Business Partners (PBPs) and our Talent Acquisition (TA) organization and is expected to be able to actively negotiate and influence outcomes that support the corporate compensation and people philosophy as well as the functional objectives/priorities.

Your Impact

The team consults to client groups across the company in all compensation related matters in four main areas:

• Compensation Consulting: Partner with PBPs and Leaders of each area of the business to deliver real-time, business-relevant compensation solutions in support of achieving our business goals.

• Operational Decision Support: Consult directly with TA, Leaders and PBPs to make individual decisions (e.g., new hire offers, pay planning decisions) that are competitive, fair and inline with our overall compensation philosophy.

• Compensation Analytics: Leverage available internal and external systems and tools to proactively identify client group relevant trends; and ensure we are effectively utilizing our comp systems to reward performance and drive retention.

• Program Management: Partner with Global Comp leadership team in the successful development, implementation, communication and roll-out of all Global Comp programs (e.g., annual pay planning, market benchmarking) and initiatives within each function.

Your Experience

• BA/BS/MBA in Business, Economics, Statistics or similar field

• 10+ years of experience including experience in leading change and influencing key senior stakeholders

• 5+ years of people leadership experience

• Proven thought partnership and strategic influence including experience working with senior HRBP's, C-suite Business leaders and multiple cross functional stakeholders

• Demonstrated experience leading and motivating diverse teams to land highly complex, cross-functional projects

• Comfortable with ambiguity and working in a matrix environment

• Exceptional judgement and discretion dealing with highly confidential and sensitive data and situations

• Analytical, Consulting and project leadership experience

Our Commitment

We’re trailblazers that dream big, take risks, and challenge cybersecurity’s status quo. It’s simple: we can’t accomplish our mission without diverse teams innovating, together.

We are committed to providing reasonable accommodations for all qualified individuals with a disability. If you require assistance or accommodation due to a disability or special need, please contact us at accommodations@paloaltonetworks.com.

Palo Alto Networks is an equal opportunity employer. We celebrate diversity in our workplace, and all qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or other legally protected characteristics.

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

Remote work approval: This position is approved for remote work, with occational visits to our corporate office in Pittsburgh, PA.

The Compensation Manager is the compensation role within the Total Rewards team while also partnering on key projects across other rewards functions such as benefits, perks, labor cost management, retirement plans, and analytics within the Total Rewards & Analytics pillar. The incumbent must operate as a trusted consultant and functional expert across leadership levels of the enterprise. This role will collaborate with other HR leaders and People centers of expertise such as HRBP, employee relations, learning, and talent acquisition as well as IT, Accounting and Payroll.

Responsibilities

COMPENSATION

• In partnership with their direct leader, the CPO and CEO, design the Pay Philosophy, governance and standards across the enterprise. Establish the base pay and total cash opportunity framework across the enterprise. Build pay administration guidelines for HR Business Partner and Payroll support.
• Design and administer with support from assigned Total Rewards Specialist/Analyst and Director, HRBP merit and other pay for performance programs.
• Design and document incentive plans. Handles administration of incentive plan payout and calculations with assigned Total Rewards Specialist/Analyst to ensure results are delivered on time and within budget mandates.
• Design and document paid time practices and policies in accordance with local and federal wage and hour laws. Oversee the administration of paid time off practices and forecasted cost impacts by site in support of Field Operations leadership.
• Leads the research and selection of the annual benchmark library for CPO alignment.
• Ensures inputs into surveys are completed on time and accurately by the compensation team.
• Design, document and regulate job family libraries including pay grade, market range, job leveling, value standards and job codes for all positions. Update against scheduled governance standards. Support new business development opportunities by conducting wage and labor cost analyses and insight reports.
• Monitor and research compensation compliance, pay equity, wage and hour law, and other fair work week impacts across the enterprise to formulate and launch updated policy, practice and tools for leaders to operationalize.
• Research and identify compensation innovations to support attraction, retention, cost savings or other efficiencies for the enterprise.

PEOPLE ANALYTICS/HRIS

• Create the compensation dashboard or analytics reports to enable leaders to make informed and equitable decisions on wage and labor costs.
• Establish source of data, metric definitions, and insight modeling tools in support of compensation and labor cost models for the enterprise.
• Contribute to data integrity initiatives impacting compensation data across enterprise and partner with HBRPs to ensure execution of data integrity projects.

BUSINESS PARTNER/INFLUENCING

• Build strong relationships with HR Peers and Partners.
• Coach business leaders on total rewards matters; support the resolution of complex issues; provide thoughtful and objective consultation.
• Support site and local leadership to address total reward issues in a timely manner.
• Support Labor Relations on issues impacted by wages across collective bargaining, union management, grievance process compliance and the contract negotiation process.

TEAM LEADERSHIP

• Participates as a member of the Total Rewards Leadership Team to help set the direction, engagement and communications strategy for total rewards across the enterprise.
• Manages their direct report(s) to build and cascade goals and projects, conduct performance reviews and provide feedback and coaching.
• Enables high retention and engagement for their direct report(s).

Qualifications

• Bachelors Degree in Accounting, Finance, Human Resources or related field required. Masters degree in Human Resources, Finance or Accounting preferred.
• 5+ years experience in human resources or finance department.
• 3+ years of progressive experience in a compensation center of expertise with at least 2 years of enterprise or team project management experience.
• Proven understanding of total rewards principals spanning wage and hour law, compensation, incentive and perks.
• Advanced experience setting compensation infrastructure and standards across job families, leveling and pay grades.
• Advanced data analytics and Excel skills with the proven ability to influence action based on root cause analysis and data.
• Advanced written and oral communications and influencing capabilities both at the individual and group level.
• Experienced change management leader across a multi-site division or company.
• PHR, or CCP certification a plus.

The HR Generalist-Compensation provides HR related functions and support, compensation, performance management, employee recognition, and policy implementation and interpretation, as well as coaching and counseling on Human Resources related matters.

This position has remote capability.

Ensure a commitment to safety through consistent and professional behaviors in performance of job requirements that demonstrate safety is a fundamental value that guides all aspects of our work. Perform related duties as required.

Serve as a good steward of TriMet by regularly utilizing our transit system to maintain a strong and current understanding of customers’ experiences and of TriMet’s product and service offerings.

1. Supports the agency-wide Employee Recognition Program and related ROSE Portal.

2. Supports the agency-wide Performance Management Program and related Oracle system.

10. Maintains compliance with federal, state, and local employment laws and regulations.

• The amount of credit a candidate receives for prior years of experience is based on the relevancy of that experience to the required or preferred prerequisites of the job description. Experience is prorated based on hours worked. LRHR assigns and validates the "credited experience".

Type of Position / Grade / FLSA

Grade 12, Exempt, Non-Union, Full-Time

Salary Range
Minimum: $60,415.00
Maximum: $90,621.00

Selection Process – Candidates will be selected based at a minimum on the result of:
1. Application Review (please include: Cover Letter and Resume)
2. Panel Interviews
3. Reference Check

Supplemental Information
Make sure you describe in detail how your education, training and work experience fit with this role. You are encouraged to attach a resume, cover letter, training certificates and/or letters of recommendation with your application. You are permitted five attachments of less than 5MB each.

Internal applicants: Information in your personnel file will not be used in lieu of information requested on your application. Incomplete applications will not be considered.

Because the pandemic has altered the way we work, this position allows remote work. TriMet plans to pilot a hybrid work model in the near future when safe to do so.

If you are a qualified veteran and would like to apply for veterans' preference points, you will need to reflect your status on the application and attach supporting documentation at the time of application submission.

If you need accommodation under the Americans with Disabilities Act for any part of the application process, contact our Human Resources staff at 503-962-7505, or the TTY line at 7-1-1. Note that we require a minimum of two workdays' notice prior to the need for accommodation.

TriMet is an equal opportunity employer, committed to developing an organization that is reflective of and sensitive to the needs of the diverse community we serve, including veterans, the elderly, and individuals with disabilities.

Limited Term Full-Time
Non-Union Employee Benefits

A limited term, full-time employee must be hired for six or more months, have a predetermined ending date, and work a minimum of 30 hours per week.

• Regence Non-Union PPO 80/20 - Deductible: $300 Individual/$900 Family; Office Visit: 20%, after deductible; Out-of-Pocket Max: $2,300 Individual/$6,900 Family; Prescription Drugs: $10 Generic/$25 or 20% Formulary/50% Non-formulary. Benefits listed are for in-network, preferred providers.
• Regence Non-Union Health Savings Account (HSA) - Deductible: $1,500 Individual/$3,000 Family; Office Visit: 20%, after deductible; Out-of-Pocket Max: $5,000 Individual/$10,000 Family; Prescription Drugs: 20%, after deductible. Benefits listed are for in-network, preferred providers.
• Kaiser Permanente EPO - No deductible; Office Visit: $10 copay; Out-of-Pocket Max: $600 Individual/$1,200 Family; Prescription Drugs: $10 copay.

• Delta Dental of Oregon, provided by Moda - Preventive Services paid at: 100%; Basic Services paid at: 80%; Major Services paid at: 50%; $2,000 max benefit per person/year; Orthodontia paid at: 50% to $3,000 lifetime max/person.
• Kaiser Dental - $10 Copay; Preventive Services paid at: 100%; Basic Services paid at: 80%; Major Services paid at: 50%; $2,000 max benefit per person/year; Orthodontia paid at: 50% to $3,000 lifetime max/person.

• Health Care Spending Account - Allows employees to set aside pre-tax dollars to pay for medical, vision, and dental expenses not covered by their health plan.
• Dependent Care Spending Account - Allows employees to set aside pre-tax dollars to pay for dependent care expenses.
• Limited Flexible Spending Account - Allows employees enrolled in the Regence HSA plan to set aside pre-tax dollars to pay for vision and dental expenses not covered by their health plan.

• During the first year of employment with TriMet if employment is terminated within the first year, the two weeks of vacation are not eligible for payout. Other than during the first year of employment, if employment is terminated, both the employee's banked vacation, and the vacation that has accrued ratably since the employee's last date of hire anniversary is eligible for payout in accordance with this policy.

• Child dependents are eligible for a free transit pass up to age 19, or age 24 if living at home and attending school full-time.

1800 SW First Avenue Suite 300

Portland, Oregon, 97201

The Senior Compensation Analyst is responsible for performing external market analyses, participating in salary surveys, preparing job descriptions, and assisting with variable pay program administration. Also responsible for providing comprehensive analytical support as well as participating in the design, implementation and administration of various compensation programs that align with the Company’s goals and objectives.

• Assist with the administration of variable pay programs.
• Provide guidance to HR Business Partners on various compensation-related items.
• Gather and maintain market-based compensation data utilizing the Market Pay compensation tool to assist in providing salary recommendations for external hires, ensuring internal market competitiveness, maintaining / adjusting internal compensation structures, drafting job descriptions as needed.
• Participate in salary surveys and analyze results to ensure competitive positioning in the market and assist in making decisions regarding future compensation practices.
• Manage compensation initiatives and special projects by developing timelines, monitoring progress toward completion of milestones, conducting modeling / financial analysis, and providing reporting.
• Work with HRIS and IT staff to ensure technology systems meet compensation needs, and is updated consistently and accurately to reflect changes to salary structures, incentive programs, etc.
• Perform regular compensation program audits. Identify opportunities for and implement process improvements.

• Bachelor's Degree in Business Administration, Human Resources or Finance or related field
• 3 - 5 years experience in analysis, design and/or administration of compensation programs
• Financial analysis experience and retail experience preferred

Position Summary

Are you a self-starter with strong attention to detail and an enthusiastic team spirit? Do you want to help us solve problems and grow through data insights? As a Business Analyst, you will work closely with the Operations and Service Delivery organization to understand the needs of the business and to create opportunities that maximize the value of analytics, process efficiencies & project development. Through analyzing processes and procedures analyzing and translating data and reports, you will actively support our enterprise-wide focus in process design and thought leadership.

You are:

A self-starter who is fueled by collaboration, able to transform conceptual thinking into executable insights who thrives in finding the answers for project delivery and ability to cultivate best practices working with business leaders across the organization. You have the ability to support the accurate and timely administration of Group Distribution Compensation.

You will:

• Serve as a distribution compensation subject matter expert providing day to day support and guidance to internal/external customers when new distribution channels and/or new products are launched.
• Continually enhance and update processes (SOPs), for both onshore and offshore operations, and the applicable systems.
• Must possess and maintain a comprehensive end-to-end knowledge of all group products, plan designs, contractual guidelines and system functionality – across all size segments.
• Troubleshoot complex/escalated matters, beyond the expertise held by operations, in order to explain Guardian’s actions, execute upon any needed remedies – including exposure to other similarly situated plans, identify root causes and corrective measures with a goal toward future avoidance.
• Participates in debriefs/discussions with both internal/external customers. Communicates effectively by simplifying Guardian language, policies and procedures.
• Research/Resolve escalated compensation issues resulting from system defects/deficiencies which are beyond the expertise of Level 1 (CRU) or Level 2 (Large and Core Market Operations) resources.
• Support system related abends and outages and track/analyze/resolve resulting impacts.
• Process manual commission entries, when required.
• Recommend sound business solutions resulting from mapping business processes, gathering metrics, employing data analytics, soliciting input from end users, business partners and leadership, and otherwise evaluating opportunities for improvement or in support of emerging strategies.
• Lead or participate in process and/or system improvement projects and assist with the development and writing of features/stories.
• Coordinate and manage ESQA relationship/testing responsibilities. Review test criteria to ensure all pertinent scenarios are covered, providing feedback to ESQA as needed.
• Complete UAT/Post implementation validation when necessary.
• Contribute to the development of communication plans, for all impacted parties, on all launches.
• Ensure a robust control environment.
• Address any compliance concerns or issues in an expeditious manner.
• Assure that activities are in full compliance with applicable federal and state laws/regulations (HIPPA, Privacy, Security, MAR, etc). Maintain and support departmental controls (MAR Testing).
• Adhere to process, project, and report (i.e. RA3, CE/CD, FAS, Production Credit) timelines. Ensure all deliverables are completed timely and accurately and requisite signoffs are obtained.
• Utilize OTTO to review broker license and appointment discrepancies failing Simon validation. Provide feedback to the field, onboarding and processing regarding coding errors related to commissions and broker license and appointment challenges. Manage elevated exception log for all non-compliance and retro agent of record change exceptions.

You will

• Ability to lead and manage multiple projects at one time, while effectively communicating project status with key business partners.
• Lead the intake process of ideation to formulate process for new enhancements (system and workflow) and attain cost and savings for the development/implementation.
• Ability to define scope of project, dependencies across the business department and IT, and ability to get sign off on concise and measurable requirements.
• Collaborate across teams to deliver new workflows and journey mapping.
• Using data analytics to help drive responsible growth initiatives in streamlining the business.
• Collaborate with internal stakeholders and partners to develop and analyze business automation and process improvements.
• Communicate issues in as much advance notice as possible, while working to create a best possible outcome within the new parameters.
• Report to a Business Analyst Manager, in the Strategy, Governance and Enablement department. This dept coordinates with our business partners in Enterprise Operations and Service to streamline work and define efficiencies.

You are a fit for this role if you have the following qualifications and experience:

• College Degree BS/BA or equivalent work experience.
• Learning, retaining and applying enhanced knowledge of multiple systems and products
• Thorough knowledge of Group Insurance products/processes
• Ability to make decisions, solve problems and meet challenges in completing work
• Adapting to a rapidly changing environment, changing priorities and learning and adapting new skill sets
• Excellent analytical and mathematical skills and ability to apply them to complex cases and issues
• Display self-motivation and be able to work independently
• Detail oriented. Excellent information research skills.
• Excellent verbal and written communication and presentation skills
• Advanced proficiency in the use of Excel
• Understanding of the Guardian’s various computer systems
• Strong interpersonal skills, working with a variety of departments and levels of management
• Possessing a high level of confidentiality and professionalism

Our promise

• Through skill-building, leadership development and philanthropic opportunities, we provide opportunities to build communities and grow your career, surrounded by diverse colleagues with high ethical standards

We offer

• Meaningful and challenging work opportunities to accelerate innovation in a secure and compliant way.
• Competitive compensation package.
• Excellent medical, dental, supplemental health, life and vision coverage for you and your dependents with no wait period.
• Life and disability insurance.
• A great 401(k) with company match.
• Tuition assistance, paid parental leave and backup family care.
• Dynamic, modern work environments that promote collaboration and creativity to develop and empower talent.
• Flexible time off, dress code, and work location policies to balance your work and life in the ways that suit you best.
• Employee Resource Groups that advocate for inclusion and diversity in all that we do.
• Social responsibility in all aspects of our work. We volunteer within our local communities, create educational alliances with colleges, drive a variety of initiatives in sustainability.

About Guardian

Guardian has been helping people protect their futures and secure their lives for more than 160 years. Every day, we serve approximately 29 million people through a range of insurance and financial products. As one of the largest mutual insurance companies, we know what matters most: putting the needs of our customers first. Because everyone deserves a Guardian. Learn more about Guardian at www.GuardianLife.com.

At Guardian, we believe that people count. We hold ourselves to a higher standard. And we firmly believe that doing the right thing by our customers means everything. It means digging deeper to understand the things that shape their experiences, every day. It means anticipating their needs, so that we might exceed their expectations, every day.

It means never settling for the way things are and seeking new ways to put the customer first in everything we do—every meeting, every email, every conversation—every day.

Now more than ever, it means having the courage and the discipline to embrace new ways of thinking. New ways of collaborating. New ways of innovating. Finding new ways to deliver the products, solutions and service that our customers need so they have greater control over their health, wealth and peace of mind. Not just for today, but long into the future.

Guardian is an equal opportunity employer. All qualified applicants will be considered for employment without regard to age, race, color, creed, religion, sex, affectional or sexual orientation, national origin, ancestry, marital status, disability, military or veteran status, or any other classification protected by applicable law.

© Copyright 2020 The Guardian Life Insurance Company of America, New York, NY

Dynatrace provides software intelligence to simplify cloud complexity and accelerate digital transformation. With automatic and intelligent observability at scale, our all-in-one platform delivers precise answers about the performance and security of applications, the underlying infrastructure, and the experience of all users to enable organizations to innovate faster, collaborate more efficiently, and deliver more value with dramatically less effort. That’s why many of the world’s largest organizations trust Dynatrace®️ to modernize and automate cloud operations, release better software faster, and deliver unrivalled digital experiences.

We offer competitive compensation, company-sponsored premium benefits, medical, dental, vacation/holidays, company matching 401(k) Plan, etc. Dynatrace is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, sex, color, gender identity, religion, national origin, ancestry, citizenship, physical abilities, age, sexual orientation, creed, disability status, veteran status, pregnancy, genetic status, or any other characteristic protected by law. If your disability makes it difficult for you to use this site, please contact recruiting@dynatrace.com. Dynatrace participates in E-Verify, participant information in English and Spanish. Right to work information in English and Spanish. EEO is the Law/EEO is the Law Supplement. To be considered for this position, please upload your resume/CV.

Dynatrace requires all US employees to be fully vaccinated against COVID-19 two weeks prior to their start date, and to provide verification via the Clear app. Requests for exemptions, must be reviewed and approved prior to commencing employment. If this requirement is not met, your employment will not commence.

Note to Recruiters and Placement Agencies: Dynatrace LLC (Dynatrace) does not accept unsolicited agency resumes. Please do not forward unsolicited agency resumes to our website or to any Dynatrace employee. Dynatrace will not pay fees to any third party agency or firm and will not be responsible for any agency fees associated with unsolicited resumes. Unsolicited resumes received will be considered property of Dynatrace.

Reports to VP Finance

Dynatrace is seeking a proven and dynamic leader to serve as a Global Director of Variable compensation based in Waltham, MA. A successful candidate will have a long-standing technical expertise in compensation processes and accounting as well as a demonstrable track record of scaling a global team in a high-growth environment. In addition, a successful candidate will not only bring vision to the table but a high level of ability to execute on this vision. We seek an individual with a high level of business acumen who can operationalize their technical expertise and partner with the Sales Operations and others team to develop an efficient and scalable variable compensation process from plan design to monthly payments in over 32 countries for 300+ professionals, and implement policies, procedures and controls in a public company environment while supporting global best practices.

Background

• Experience working for a publicly-traded company
• Technical expertise in relevant US GAAP as well as internal controls
• Strong variable compensation expertise as well as international business acumen
• Demonstrable experience in project management, timeline development and achievement
• Must have exceptional organization, presentation and communication skills

Job Responsibilities

• Global finance ownership of a team of dedicated compensation experts around the globe that will ensure 100% timely and accurate payments of all variable compensations monthly / quarterly & annually
• Global ownership of the ASC 606 related deferred commission balances and accounting along with internal / external reporting requirements.
• Development and own monthly management reporting of amounts with insights into efficacy of plans and outcomes
• Ownership of all SOX controls related to variable compensation
• Growth of the compensation team within Finance
• Participate in evaluation of current processes, accounting, systems and procedures to identify opportunities for efficiency and transformation
• Provide detailed support to Senior management in Finance, Sales & Sales Operations

• Experience in environments with high transaction volume required, preferably with experience building/scaling a high growth organization.
• Must be a highly-motivated individual with the ability to engage others
• Demonstrated ability to manage multiple competing priorities in a fast-paced environment
• Must have strong capability for discussions and interactions with the Company’s senior management
• Minimum of 15 years overall experience, with prior experience in a public company with multiple, complex compensation plans
• Experience with Varicent & Salesforce.com is desirable
• Excellent verbal and written communication skills required; must be comfortable connecting with and communicating with individuals at all levels of an organization.
• Strong knowledge of Sarbanes-Oxley requirements, including the ability to assess, develop and implement internal controls
• Minimal travel expected
• Location – Waltham, MA