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As part of the larger Compensation team, the Sr. Compensation Analyst plays a critical role in the design, implementation, analysis and administration of Voya’s compensation programs. The role will provide value-added compensation support to an assigned client base with moderately complex compensation issues and assist with key compensation projects such day-to-day and year-end management of the Company’s Long Term Incentive Plans. This position will collaborate with cross functional partners and all levels of management to provide expertise while supporting both the business and compensation strategy.

KEY RESPONSIBILITIES

• Assist with the day-to-day and year-end management of the Company’s Long Term Incentive (LTI) Plans and Employee Stock Purchase Plan (ESPP) including relationships with LTI participants, third party equity plan administrator, and transfer agent
• Provide advice and counsel regarding compensation issues for an assigned client base.
• Acts as an analytic resource supporting the review of program effectiveness and modeling potential program changes.
• Manage participation in annual compensation surveys and oversee analysis of compensation survey responses.
• Assist in the evaluation of existing compensation plans to ensure that compensation remains competitive to attract, retain and motivate employees.
• Partner with HR Advisors and Talent Acquisition in the recruiting effort providing compensation guidance.
• Responsible for understanding and complying with firm policies and procedures while performing the role outlined above.
• Participates in ad-hoc, broad-based compensation-related projects and other human resources department initiatives.

KNOWLEDGE AND EXPERIENCE

• Bachelor’s Degree in Finance, Mathematics, Economics or related field
• Minimum 3 – 5 years HR Compensation related experience.
• Position is highly data driven; requires advanced skills in Microsoft Excel, PowerPoint, and Word. Financial modeling or advanced spreadsheet development is preferred.
• Understanding of annual incentive compensation and equity-based compensation plan design and valuation mechanics
• Strong intellectual curiosity, including a willingness to take responsibility and ownership; A high-level of accuracy and attention to detail; Strong math / financial, analytic and problem solving skills; A demonstrated work ethic, self-motivated and proactive; Ability to work within a fast-paced environment and demonstrate the capacity to manage and prioritize multiple projects; Established planning and organizational skills; Process-oriented and results-driven; Ability to meet timely deadlines.

#LI-LF1

Critical Skills
At Voya, we have identified the following critical skills which are key to success in our culture:

• Customer Focused: Passionate drive to delight our customers and offer unique solutions that deliver on their expectations.
• Critical Thinking: Thoughtful process of analyzing data and problem solving data to reach a well-reasoned solution.
• Team Mentality: Partnering effectively to drive our culture and execute on our common goals.
• Business Acumen: Appreciation and understanding of the financial services industry in order to make sound business decisions.
• Learning Agility: Openness to new ways of thinking and acquiring new skills to retain a competitive advantage.

• Plan and direct the design, implementation, administration and communication of compensation programs, policies/guidelines and processes for all levels of employees.
• Ensure internal equity, external market competitiveness and cost effectiveness of programs.
• Ensure programs and policies comply with all state, federal and local laws.
• Conduct ongoing audits to identify areas for improvement in the effectiveness and efficiency of the compensation function.
• Evaluate processes and procedures for improvement, including automation and system programming.
• Manage, coach and counsel, and develop staff, establish priorities, delegate responsibilities, and identify resources.
• Ensure the progress of the team against established objectives, budget, time-line, deliverables and quality standards.
• Serve as subject matter expert, providing advice and guidance to HR Business Partners and Business Leaders on compensation matters.
• Builds, improves and maintains compensation infrastructure - job codes, job families, salary structure, pay guidelines, etc.

• Education: Bachelors/4 year degree.
• Experience: 10 years, HR / Compensation (including Executive Compensation) / Finance.
• Proven analytical and problem-solving skills.
• Strong financial acumen and excellent communication skills with the ability to generate and deliver presentations to leadership team.
• Strong working knowledge of Microsoft Office Suite and thoroughness and high attention to detail.

POSITION SUMMARY:

Oversees the development, implementation, and administration of benefits and compensation programs, policies, and procedures. Performs duties necessary to provide professional and technical service in the design, implementation, communication, and coordination of the College’s compensation, position, and evaluation and classification program. Performs supervisory responsibilities as assigned.

PRIMARY DUTIES PERFORMED:
Serves as a designee for the Director, Benefits & Services in his/her absence as needed.

Maintain compliance with all benefits legislation (FMLA, HIPPA, etc.), implementing new processes and procedures. Manage the annual regulatory filing process (ACA, IPEDs, etc.).

Performs benefits analysis to ensure market competitiveness, cost-effectiveness, and program design. Work with insurance broker and employee benefits advisory committee regarding change recommendations.

Responsible for overseeing the management of employee benefits administration between employees and our benefits providers.

Supports compensation and benefits communication efforts. Updates communication materials including benefits summaries and HR intranet site. Conducts benefits orientations for new employees. Participates in planning and conducting annual benefits open enrollment.

Responsible for ensuring accuracy and completeness in the human resources database. Ensures that new-hire information, and any changes in employee information, are entered timely and in compliance with requirements for authorization, documentation and data integrity.

Interprets compensation provisions of Board policies, administrative procedures and joint resolutions, and reviews individual pay recommendations including adjunct, overload, student and other part-time assignments. Processes compensation recommendations to ensure timely payment.

Reviews new positions in anticipation of recruitment to ensure appropriate classification. Based on position-specific information, determines if an existing description can be used for classification. As necessary, modifies and assists in creating new descriptions which accurately reflect current roles, responsibilities and requirements.

Develop and recommend compensation policies, procedures, and guidelines; monitors and coordinate the implementation of federal, state, and Board of Trustees’ compliance requirements related to compensation.

Coordinates, interprets and explains compensation and position classification methods and procedures to administration, hiring managers, support staff, and others.

Research and analyzes market data; gathers and compiles information for reports, questionnaires/surveys; assists in capacity planning.

Researches develop and recommend resolutions to compensation and position classification issues. Performs cyclic reviews to ensure the classification and position is appropriate.

Receives, researches and responds to inquiries concerning salaries, grade placement and salary adjustments in a timely and professional manner.

Reviews jobs for reorganizations, contractual reviews and projects, including both job audit and evaluation.

Provides analytical support and data analysis on projects and human resource metrics.

Maintain confidentiality at all times.

Performs supervisory duties, as assigned.

Performs other human resources duties as assigned.

Bachelor’s degree required and five (5) years of relevant full-time experience; proficient computer and document skills; and excellent oral and written communication skills.

Bachelor’s degree required and five (5) years of relevant full-time experience; proficient computer and document skills; and excellent oral and written communication skills.

APPLICANTS: This position is located at:
Corporate College
3221 McKelvey Road
Bridgeton, MO 63044

Applicants the posting has been republished. If you have previously applied, no further action is required

• Develop policies and procedures related to accuracy and efficiency of payroll processing
• Supervises, trains, assists and mentor payroll team. Provide formal and informal feedback to staff.
• Maintains payroll information by designing systems; directing the collection, calculation, and entering of data.
• Prepares reports by compiling summaries of earnings, taxes, deductions, leave, disability, and nontaxable wages.
• Complies with federal, state, and local legal requirements by studying existing and new legislation; enforcing adherence to requirements; advising leadership on needed action

• Responsible for developing strategy, researching and recommending options, and directing the efficient functioning of all Compensation and Benefits for all hourly and exempt employees.
• Annually reviews and makes recommendations to executive leadership as to compensation and benefits program direction; develops new, enhances or revises existing programs based on current trend analysis and policy direction.
• Develops and administers exempt and nonexempt salary and hourly programs to ensure equitable and competitive pay practices; analyzes survey data to determine competitive position and recommends changes in salary and /or hourly structure, as required.
• Prepares, and oversees the preparation of reports, compensation administration policy manuals, internal publications, and program description materials.
• Performs and oversees analysis of job, wage and salary surveys, competitive compensation rates, design of compensation packages and other related compensation and benefits projects.
• Advises department directors, managers, supervisors, and employees on interpretations of compensation, benefit and leave of absence policies and practices.
• Manages benefits program design, compliance, communications and administration; oversees annual benefit renewals, annual open enrollments, and discrimination testing.
• Ensures the smooth delivery of benefits plans coverage and employee issue resolution.
• Conducts benchmarking of benefits program to assess competitiveness. Plans, develops, and/or participates in surveys. Analyzes results of surveys and develops specific recommendations for review by management.
• Implements an education/communication strategy to maximize employees’ understanding and value of the benefits programs.
• Manages retirement plans including non-ERISA 403(b), ERISA 401k & defined benefit program.
• Manages benefits vendor relationships including negotiations.
• Responsible for organization’s compliance with federal, state, and local legislation with regard to all compensation and benefit policies and practices.
• Ensures regulatory and legal compliance (ERISA, COBRA, ADA, HIPAA, FMLA, DOL & IRS regulations) and maintains plan documents, summary plan descriptions, and master system of records.
• Keeps informed of new trends, developments, laws, and regulations related to the administration of compensation and benefits.

• Serves as the primary point of contact for Leadership, Human Resources, Legal and plan vendors regarding all leaves of absence related processes.
• Maintains accurate records and reporting of employee leaves in full legal compliance.
• Develops, generates, and presents reports to analyze leave data and trends including current leaves, returns from leaves, and intermittent leave implications (pay, benefits, return to work, etc.).
• Serves as the subject matter expert for the leave programs in alignment and under the general direction and of the leadership team.
• Ensures highest level of customer service with employees and provides responsive support throughout LOA process.
• Work on other projects and tasks as assigned

• Bachelor’s Degree in Human Resources, Business Administration, Finance, or related field
• Minimum 7+ years of compensation, benefits and payroll experience required with at least 5 years managing people
• CCP certification preferred
• Knowledge of fundamental payroll concepts
• Familiarity with enterprise HR data systems; ADP Workforce Now knowledge preferred
• Strong interpersonal, communication, organizational, and administrative skills
• Highly collaborative, with a strong desire to support, enable, and coach others
• Proficient in Microsoft Office software and tools, including advanced Excel
• Strong attention to detail, with excellent analytical skills
• Strong sense of urgency, with demonstrated ability to work under tight deadlines and prioritize multiple activities
• High integrity with proven ability to handle extremely sensitive and confidential information
• Demonstrated track record of being a self-starter, with the initiative and perseverance to deliver results
• Application of analytical and problem-solving skills
• Project management and process improvement
• Strategic planning and execution to plan
• Must pass Live Scan (criminal background check via fingerprinting)
• Satisfactory Tuberculosis Test

Founded in 1997, Think Together partners with schools to change the odds for kids. Think Together delivers nationally-recognized expanded learning programs and school improvement, offered through affiliate partner Orenda Education. We want a community where all kids get a great education that prepares them for college and career.

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

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

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

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

• Conduct FLSA reviews to ensure company compliance.
• Review Federal and State Wage and Hour and tax laws and align pay philosophies accordingly.
• Ensure compliance with government requirements, ie: ERISA, DOL, IRS, including Patient Protection and Affordable Care Act.
• Assist with Payroll and Benefit internal and external audits.
• Maintain Wage & Hour Binder and Documents.
• Assist with the evaluation, recommendation and implementation of pay and benefit programs through research and analysis of benefit/compensation trends.
• Develop and prepare marketing/education on compensation and benefit packages.
• Develop statistical analysis, data modeling reports, and data for management.
• Identify and implement opportunities for improvement to existing processes and procedures.
• Utilizing store performance and Store Performance Expectation (SPE), review compensation plans that will allow the stores to remain profitable and within their budgets.

• PC Skills including knowledge and use of MS Office (Excel, Word, Windows, etc.).
• Bachelor’s degree preferred
• Prior compensation experience a plus

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

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

Responsibilities Include:

• Preparation of materials for monthly meetings of the Personnel & Compensation Committee of the Board
• Interaction with senior management, SHROs, and Compensation Leads on the year-end incentive compensation process
• Project management on various aspects of Citi’s risk balanced framework for incentive compensation
• Project management and preparation of materials related to requests from and meetings with Regulators on Human Resources issues, primarily Incentive Compensation
• Interaction with senior management, SHROs, and Compensation Leads on an array of other compensation matters (incentive compensation design, salary management, approvals of new hires and special compensation arrangements)
• Coordination with representatives of other Global Functions on regulatory, compliance, finance, legal, and other matters related to compensation or the risk balanced framework
• Completion of buyout calculations associated with deferred awards to be forfeited by new hire candidates
• Special projects
• Partners with the Compensation COE, Business SHROs, Corporate Governance, Legal, HR Communications, Finance, Payroll and system administrators
• Provide support as necessary for ad hoc requests

The successful candidate will work on Citi-wide compensation initiatives, supporting compensation analysts and projects across the function.

Qualifications (some are over and above HRMA/HRA expectations):

• Candidate will have excellent analytical skills combined with excellent writing skills and will have the ability to work independently under minimal supervision
• Ability to analyze data and summarize findings in a succinct manner under minimal supervision
• Ability to present Compensation topics to Senior HRs and potentially Senior Managers
• Ability to meet deadlines and prioritize work
• Project management
• Solid business acumen
• Strong mathematical skills
• Customer service orientation
• Flexible demeanor and the demonstrated ability to work as a team
• Ability to maintain confidentiality and appropriately handle highly sensitive and confidential information with tact and discretion.

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Citi is an equal opportunity and affirmative action employer.
Minority/Female/Veteran/Individuals with Disabilities/Sexual Orientation/Gender Identity.

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

To view the "EEO is the Law" poster . To view the EEO is the Law Supplement .
To view the EEO Policy Statement .
To view the Pay Transparency Posting .

The Private Diagnostic Clinic (PDC) of Duke Health is the world-class, multi-specialty physician practice comprised of over 140 clinics located throughout North Carolina. The PDC recruits the top physicians and employees and retains them by offering competitive salaries and benefits and a supportive work environment where passion and purpose connect.

To learn more about our culture, visit: https://www.youtube.com/watch?v=D4Mq59-No-k

We are seeking a COMPENSATION ANALYST to advise and lead the design, implementation, and maintenance of compensation programs that are market competitive and align with the PDC’s strategy.

WE INVITE YOU TO APPLY IF:

• You are a self-starter and you thrive in a high-growth, fast-paced environment
• You are energized by the idea of improving, reimagining and rebranding current programs and processes

JOB DUTIES

• Participate in the development, communication, implementation, and administration of all components of the pay and rewards program designed to recruit and retain top talent.
• Benchmark jobs against survey data and other market intelligence to determine competitive compensation ranges for all PDC positions.
• Prepare and maintain job classifications and salary ranges.
• Gather and analyze data from market-based compensation surveys, assess results, identify market trends, and recommend changes to salary ranges on an annual basis in order to maintain market competitiveness.
• Ensure internal equity is maintained across the organization and complete regular analyses to ensure compliance.
• Evaluate and implement job analysis instruments and materials.
• Maintain a central repository for all job descriptions and ensure language is written to attract a diverse talent pool.
• Prepare and present summary reports of job analysis and compensation analysis information.
• Align new and existing positions by reviewing appropriate job placement and classification, salary ranges, internal equity and job leveling.
• Support the annual merit/compensation planning process.
• Provides guidance on compensation related issues for management.
• Oversee the compensation review committee, set agendas, and lead meetings.

REQUIRED QUALIFICATIONS

• Requires 5 years of experience in compensation including job evaluations, salary structure, salary administration and market analysis
• Candidate must minimally possess a bachelor's degree in Human Resources, Business or equivalent.
• Certification in Compensation (CCP) or related HR certification preferred

KNOWLEDGE, SKILLS, AND ABILITIES

• Broad experience in designing learning solutions for various stakeholders
• Ability to manage numerous projects simultaneously, with organization and accuracy

ADDITIONAL INFORMATION

Certain jobs in the Private Diagnostic Clinic may include essential job functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.

The Private Diagnostic Clinic is an Affirmative Action/Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.

The PDC aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas-an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.

The intent of this job description is to provide a representative and level of the types of duties and responsibilities that will be required of positions given this title and shall not be construed as a declaration of the total of the specific duties and responsibilities of any particular position. Employees may be directed to perform job-related tasks other than those specifically presented in this description.

• Lead, inspire, and develop team of associates.
• Develop compensation packages for executive hires and promotions.
• In partnership with executive management, determine the cost of termination under an executive contract.
• Build and maintain the model to project Management Incentive Plan (MIP) payouts.
• Work with the Finance and Legal team in support of the annual Proxy filing; lead the completion of the CD&A portion of the Proxy.
• Assist with preparation and coordination of materials for Compensation Committee Meetings, including supporting documentation.
• Oversee administration of the Company’s equity program, to include administration of the stock and ESPP plans, benchmarking practices, modeling/management of approved equity spend, development of equity budgets, financial analysis and impact, and associated reporting and compliance.
• Partner with Finance, Tax, Legal, and Accounting on the regulatory and financial aspects of the executive compensation programs.
• Identify and implement opportunities to simplify and standardize programs and processes which enable the team to execute flawlessly.

• Builds Effective Teams
• Plans, Aligns, and Prioritizes
• Develops Talent
• Demonstrates Organizational Agility
• Collaborates
• Communicates Effectively
• Ensures Accountability & Execution

• BA / BS required.
• 10 to 12 years of progressively responsible experience in Compensation, with 5 to 7 of those years focused on executive compensation.
• High learning agility along with a high level of resourcefulness, influence, organizational savviness, execution skills (strategy through implementation), and executive presence.
• In-depth knowledge of Legal, Accounting, Financial, Tax, and Regulatory implications on executive compensation.
• Strong problem-solving capabilities, including the ability to clearly define problems, collect data (primary and secondary), establish facts, draw valid conclusions, and influence others to implement recommendations.
• Flexible and able to adapt to a focused, data driven work environment with a high level of commitment to delivering a quality work product.
• Ability to manage multiple projects concurrently and work under time constraints, managing to due dates and timelines.
• Excellent interpersonal/collaboration and written/oral communication skills.
• Knowledge of Section 16 reporting requirements (i.e., Forms 3, 4 & 5), SOX and internal controls, accounting and taxation implications for stock-based compensation.
• Deep knowledge in compensation principles, including but not limited to job classification, market pricing, salary administration, incentive plan design and equity vehicles.

• Job requires ability to work in an office environment, primarily on a computer.
• Requires sitting, standing, walking, hearing, talking on the telephone, attending in-person meetings, typing, and working with paper/files, etc.
• Consistent timeliness and regular attendance.
• Vision requirements: Ability to see information in print and/or electronically.

• Lead, inspire, and develop team of associates.
• Develop compensation packages for executive hires and promotions.
• In partnership with executive management, determine the cost of termination under an executive contract.
• Build and maintain the model to project Management Incentive Plan (MIP) payouts.
• Work with the Finance and Legal team in support of the annual Proxy filing; lead the completion of the CD&A portion of the Proxy.
• Assist with preparation and coordination of materials for Compensation Committee Meetings, including supporting documentation.
• Oversee administration of the Company’s equity program, to include administration of the stock and ESPP plans, benchmarking practices, modeling/management of approved equity spend, development of equity budgets, financial analysis and impact, and associated reporting and compliance.
• Partner with Finance, Tax, Legal, and Accounting on the regulatory and financial aspects of the executive compensation programs.
• Identify and implement opportunities to simplify and standardize programs and processes which enable the team to execute flawlessly.

• Builds Effective Teams
• Plans, Aligns, and Prioritizes
• Develops Talent
• Demonstrates Organizational Agility
• Collaborates
• Communicates Effectively
• Ensures Accountability & Execution

• BA / BS required.
• 10 to 12 years of progressively responsible experience in Compensation, with 5 to 7 of those years focused on executive compensation.
• High learning agility along with a high level of resourcefulness, influence, organizational savviness, execution skills (strategy through implementation), and executive presence.
• In-depth knowledge of Legal, Accounting, Financial, Tax, and Regulatory implications on executive compensation.
• Strong problem-solving capabilities, including the ability to clearly define problems, collect data (primary and secondary), establish facts, draw valid conclusions, and influence others to implement recommendations.
• Flexible and able to adapt to a focused, data driven work environment with a high level of commitment to delivering a quality work product.
• Ability to manage multiple projects concurrently and work under time constraints, managing to due dates and timelines.
• Excellent interpersonal/collaboration and written/oral communication skills.
• Knowledge of Section 16 reporting requirements (i.e., Forms 3, 4 & 5), SOX and internal controls, accounting and taxation implications for stock-based compensation.
• Deep knowledge in compensation principles, including but not limited to job classification, market pricing, salary administration, incentive plan design and equity vehicles.

• Job requires ability to work in an office environment, primarily on a computer.
• Requires sitting, standing, walking, hearing, talking on the telephone, attending in-person meetings, typing, and working with paper/files, etc.
• Consistent timeliness and regular attendance.
• Vision requirements: Ability to see information in print and/or electronically.

If you are looking to make an impact on a meaningful scale, come join us as we raise the world's expectations for how much good food can do!

Work Shift:

SUMMARY:

Lead Hourly Labor Compensation initiatives strategy and implementation support to ensure business optimization at Tyson Foods. Provide project management and coordination for numerous activities including business process development, activity management, training, and communication efforts. Provide Workday configuration requirements and system training for the Advanced Compensation module in Workday. Identify best practices and risks while providing recommendations that align with business strategies and longevity. Serve as a primary point of contact for all hourly labor enterprise wide compensation matters and develop cross functional partnerships across the enterprise. Team Behaviors: Caring Candor Creativity Collaboration Commitment Team Values: Integrity Resilience Humility

REQUIREMENTS :

Education: Bachelor s degree required Master s degree preferred. Experience: 4 plus years of experience with advanced degree; 6 plus years with bachelor s degree. Compensation consulting experience; Project management experience with a strong record of execution; Payroll and time and attendance experience a plus but not required.

Special Skills Competencies: Relationship Building; Communication; Consulting; Strategic Thought Leadership; Business Impact Focus; Courage; People Leadership Empowerment and Development own TEAM and organizationally ; CCP or similar certification a plus Excellent oral and written communication skills required. Ability to clearly and concisely articulate complex concepts to clients.

Location: Springdale AR

Travel: minimal travel required

When completing a Tyson Foods employment application, be sure to complete all tasks listed on the candidate home page. If not, you will see a message that there are 1 or more task(s) that require attention. Applicants for hourly production positions must complete the task to provide additional information to be considered from employment.

Tyson is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will be considered without regard to race, national origin, color, religion, age, genetics, sex, sexual orientation, gender identity, disability or veteran status.

• Counsels executive leadership and applies a comprehensive understanding of short and long term business strategies/priorities and compensation theory and practice to inform decisions that attract, retain and engage the workforce
• Diagnoses potential compensation problems, identifies compliance issues and identifies opportunities to optimize compensation expenditures and deliver results aligned with the prevailing compensation philosophy and to advance the reliability and efficacy of the Compensation function within the company
• Researches, analyzes, proposes, authors, and executes salary administration policies and guidelines to support business objectives
• Ensures consistent application of compensation philosophy in cases where an exception to salary guidelines is requested; approves requested adjustments or works with requestor to find reasonable alternatives to meet the business need
• Develops and maintains a network of contacts external to the company (e.g. market data providers, direct competitors, consultants, staffing agencies, and members of HR related associations) to facilitate valuable and timely access to market intelligence
• Identifies survey selection criteria and oversees annual compensation surveys as required to obtain industry-specific market salary and pay practice data for domestic positions
• Analyzes benchmark hiring rates and market pay practices for new college graduates and student intern programs, and develops comprehensive salary offer guidelines
• Reviews requests for new or revised job classifications and approves or advises management on efficient and economical alternatives to reasonably meet the business need
• Guides job description creation/review process to ensure descriptions are complete and accurate; evaluates positions for content using whole job analysis techniques and prepares or directs the preparation of formal job descriptions and career ladders, including teaming with the Law department to classify jobs consistent with the provisions of the Fair Labor Standards Act
• Prices jobs and assigns pay grades by balancing the intended competitive position to the external labor market with the relative internal value of the job to the company
• Assesses geographic labor markets to establish and maintain competitive national and local pay structures
• Develops, maintains and administers bonus and incentive plan processes
• Manages acquisition-related compensation analysis and assimilation including job evaluation and leveling, pay structure integration, and incumbent mapping/reclassification
• Conducts meetings and presentations as required to educate managers and HR on compensation fundamentals
• Develops new systems and tools, techniques, and methodologies to streamline compensation processes and optimize resources
• Conducts analysis and makes recommendations to senior management regarding Executive Compensation and interfaces with the Corporate Compensation function providing support as required
• Manages the annual Salary Planning cycle through policy interpretation, statistical analysis coordination, employee notifications, and HRIS records update

• Strong consultative, interpersonal, and oral presentation skills and the ability to effectively convey highly complex concepts, explain controversial decisions, and influence executive staff with credible, sound advice
• Ability to comprehend and interpret highly complex federal and state regulations
• Strong understanding of pay practices in labor markets in which the company competes for talent
• Strong interest in the financial and technical aspects of Executive, Sales, and Incentive Compensation
• Ability to quickly evaluate a variety of conflicting data and exercise sound judgment to devise practical solutions
• Ability to mentor less experienced associates and work collaboratively in a team environment
• Ability to independently manage day to day tactical work as well as high-level strategic initiatives with strong organization and prioritization skills
• Strong project management skills
• Ability to navigate across lines of business in a large organization and set clear expectations with key business partners
• Excellent written communication skills
• Highly proficient in MS Access, Excel, Word, and PowerPoint, PeopleSoft and compensation-specific software applications

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

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

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

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

JOB DESCRIPTION:

The Senior Compensation Analyst will assist in the development, implementation and maintenance of compensation programs at Iron Mountain. As a key member of the Compensation team, this position will provide analytical support, administration, and reporting on a variety of compensation elements including base salary, short-term and long-term incentives. The role will utilize Workday and other tools to support the Company’s pay for performance philosophy, annual and quarterly processes, and other compensation initiatives.

RESPONSIBILITIES

• Partner and act as an internal consultant with managers and supervisors regarding compensation issues, policies and procedures
• Act as a business partner and conduct job analysis / market pricings on individual and groups of positions as needed to ensure appropriate classification is aligned with market compensation
• Gather and analyze data providing relevant information / recommendations to HR / business managers
• Develop materials to educate managers on compensation programs and initiatives at Iron Mountain
• Calculate bonuses for multiple bonus plans and manage bonus accrual files, as well as general analyses in support of business needs
• Participate in identified salary surveys
• Provide exceptional customer service to internal and external customers in all compensation matters
• Stays current with trends and innovations in compensation program design and other reward and recognition programs, continually innovating to drive alignment with culture and performance
• Lead or support special projects as assigned

QUALIFICATIONS

• BS Degree in HR, Business or Finance preferred. 2 - 4 years of compensation experience
• Excellent project management, analytical and computational skills
• Experience with Workday preferred
• Strong verbal and written communication skills
• Strong interpersonal skills for client and colleague interaction
• Strong technical knowledge of MS Office or G-Suite applications required including development of spreadsheets with formulas, functions, pivot tables, lookups.
• Must be comfortable and able to work in a fast-paced changing environment and be able to use independent judgment for decisions that may not be straightforward
• Demonstrated ability to maintain total confidentiality in all matters related to employee compensation
• High-level organizational, project and time management skills
• Certified Compensation Professional (CCP) or similar certification preferred, but not required
• Some travel - up to 10% may be anticipated

Category: Human Resources Group

Iron Mountain Incorporated, founded in 1951, is the global leader for storage and information management services. Trusted by more than 225,000 organizations around the world in approximately 50 countries, Iron Mountain stores and protects billions of valued assets, including critical business information, highly sensitive data, and cultural and historical artifacts.

Providing solutions that include information management, digital transformation, secure storage, secure destruction, as well as data centers, cloud services, and art storage and logistics, Iron Mountain helps customers lower cost and risk, comply with regulations, recover from disaster, and enable a digital way of working.

Our Cores Value at https://www.ironmountain.com/about-us/values s at https://www.ironmountain.com/about-us/values and Code of Ethics are our north star. They provide a solid base for how we do business and behave every day, so each one of us can experience exceptional.

If you have a physical or mental disability that requires special accommodations, please let us know by sending an email to accommodationrequest@ironmountain.com . See the Supplement to learn more about Equal Employment Opportunity.

Category: Human Resources Group

Iron Mountain Incorporated, founded in 1951, is the global leader for storage and information management services. Trusted by more than 225,000 organizations around the world in approximately 50 countries, Iron Mountain stores and protects billions of valued assets, including critical business information, highly sensitive data, and cultural and historical artifacts.

Providing solutions that include information management, digital transformation, secure storage, secure destruction, as well as data centers, cloud services, and art storage and logistics, Iron Mountain helps customers lower cost and risk, comply with regulations, recover from disaster, and enable a digital way of working.

Our Cores Value at https://www.ironmountain.com/about-us/values s at https://www.ironmountain.com/about-us/values and Code of Ethics are our north star. They provide a solid base for how we do business and behave every day, so each one of us can experience exceptional.

If you have a physical or mental disability that requires special accommodations, please let us know by sending an email to accommodationrequest@ironmountain.com . See the Supplement to learn more about Equal Employment Opportunity.

Requisition: J0020556

• Lead our compensation competitive analyses
• Build global compensation philosophy by participating in compensation projects that will design & review salary structure, leveling systems and other comp related initiatives
• Assist with department process-improving workflows and procedures
• Collaborate with talent acquisition on new hire offer packages to level and map jobs appropriately
• Support the global People team on special HR projects and assignments as needed

• BA/BS degree in economics, business finance, or related field that uses quantitative analysis
• 2+ years relevant work experience
• Good working knowledge of Excel and Google Sheets
• Familiarity with HRIS (preferably Workday)
• Well-versed in equity compensation
• Customer service focused with a high level of responsiveness
• Excellent communication skills
• Can handle multiple projects simultaneously
• Thrives in a fast paced environment
• Loves to "geek out" on Comp and has an understanding of the equity/options component of offers as well

• Opportunity to revolutionize transportation in your hometown with the leader in urban mobility solutions
• Scale with a rapidly growing organization, with tons of opportunity for growth
• Play a role in the transformation of urban mobility and sustainability
• Work with a team of fun and motivated individuals
• Competitive salary and benefits

The Nature's Bounty Co. is a privately held, global leader in health and wellness with a rich history and proven track record in the nutritional market. As a manufacturer, marketer and online seller of vitamins, dietary supplements, minerals, herbals, protein bars and powders, and ethical beauty products, our purpose is to create a happier, healthier world using the power of science and nature. The brands of The Nature's Bounty Co. are some of the most trusted in the world including Nature's Bounty®, Pure Protein®, Solgar®, Osteo Bi-Flex®, Sundown®, Body Fortress®, MET-Rx® and Ester-C®.

Inclusion and Diversity in the workplace matters at The Nature’s Bounty Co. This includes being focused on retaining and recruiting a diverse workforce and building a culture of inclusivity. Our goal is to create a place where people feel respected, valued and able to bring their authentic selves to work each day.

Did we mention that we also offer excellent benefits, competitive compensation and a progressive, healthy company culture? If you’ve ever spent your workdays watching the clock, you know how important a positive work environment is for a person’s well-being. The Nature’s Bounty Co. is committed to supporting wellness in all forms. And when it comes to wellness, nature is a pretty good place to start.

The Compensation Director will lead The Nature's Bounty Co.'s global compensation design, development, implementation, compliance, policy, and budget. This includes base pay, short and long term incentive plans (equity programs) and executive compensation, while ensuring alignment with best industry practices and the company's business objectives.

Responsibilities include:

• Directly manage a team of compensation professionals with an emphasis on coaching, mentoring, performance management and development
• Lead the development of compensation methodologies, frameworks, and standards related to pay ranges, compensation survey management, benchmarking, market pricing, job architecture, structures and levels and annual merit and bonus programs and related reporting
• Identify trends and implement new practices to attract, engage and motivate talent
• Managing the company-wide annual compensation planning cycle, including merit and incentive planning, and partnering with HR colleagues in the delivery and management of the process, guidelines, and communications to the business
• Oversee the design and administration of the equity program and other executive compensation programs
• Recommends and implements any necessary improvement to compensation systems and tools in order to simplify and/or enhance process administration and develop new solutions
• Track prevailing pay rates and ensure that the company is offering competitive compensation plans
• Track and share compensation benchmarking data
• Lead the global annual compensation processes, including merit and incentive planning
• Lead the overall compensation communication strategy and execution, partnering with the Communications, Legal and HR team
• Partners with finance, legal and audit to identify cost, risk and legal implications to compensation programs and potential changes
• Develops, maintains and reports statistical data regarding current plans, proposed changes, costs/expenditures and delivery methods
• Manage various compensation related projects on an as needed basis
• Managers relationships with Compensation vendors

• 12+ years of comprehensive Compensation experience supporting multiple functions / departments and all levels of the organization to include analysis, design and administration
• 5+ years of managing a team of Compensation professionals
• Advanced knowledge of Compensation best practices, and compliance with the relevant legislations, to include base, incentive, and executive compensation principles and practices
• Experience working with and administering an Equity Compensation Program
• Compensation/Human Resources or related Consulting
• Bachelor's Degree required; Majors in Business, Management, Accounting, and Finance strongly preferred; MBA a strong plus
• Advanced proficiency with Office Applications (Excel, Word and PowerPoint)
• Orientation toward using technology to automate programs and processes; hands-on experience with HRIS; Oracle HCM a strong plus
• Excellent understanding of job evaluation and job analysis systems
• Certified Compensation Professional (CCP) certification preferred
• Strong business acumen
• Experience working within a fast moving consumer goods (FMCG) organization, with a manufacturing and/or distribution component, strongly preferred
• Deep understanding of change management and the ability to think strategically around how to deploy programs and manage that change across a variety of organizations and workforces
• Ability to embrace organizational change, navigate and make decisions
• Excellent interpersonal, influence, consulting, customer service, communication and collaboration skills
• Experience influencing senior leadership
• Ability to create executive level presentations to influence and guide decisions and to lead discussions at the executive level
• Strong organizational and project management skills to effectively balance competing priorities
• Ability to build partnerships across various functions

The Nature's Bounty Co. is an equal opportunity employer. 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.

The Nature's Bounty Co. offers a competitive salary and a comprehensive benefits package, which includes health and dental plans, voluntary short-term and long-term disability, life insurance, flexible spending accounts, 401(k), tuition reimbursement, generous associate discounts and more!

Please contact Human Resources at 631-244-2120 if you should need a reasonable accommodation to submit your information for our online job postings.

At the heart of what we do is help clients manage risk. Verisk (Nasdaq: VRSK) provides data and insights to our customers in insurance, energy and the financial services markets so they can make faster and more informed decisions.

Our global team uses AI, machine learning, automation, and other emerging technologies to collect and analyze billions of records. We provide advanced decision-support to prevent credit, lending, and cyber risks. In addition, we monitor and advise companies on complex global matters such as climate change, catastrophes, and geopolitical issues.

But why we do our work is what sets us apart. It stems from a commitment to making the world better, safer and stronger.

It’s the reason Verisk is part of the UN Global Compact sustainability initiative. It’s why we made a commitment to balancing 100 percent of our carbon emissions. It’s the aim of our “returnship” program for experienced professionals rejoining the workforce after time away. And, it’s what drives our annual Innovation Day, where we identify our next first-to-market innovations to solve our customers’ problems.

At its core, Verisk uses data to minimize risk and maximize value. But far bigger, is why we do what we do.

At Verisk you can build an exciting career with meaningful work; create positive and lasting impact on business; and find the support, coaching, and training you need to advance your career. We have received the Great Place to Work® Certification for the fourth consecutive year. We’ve been recognized by Forbes as a World’s Best Employer and a Best Employer for Women, testaments to our culture of engagement and the value we place on an inclusive and diverse workforce.

• Support the annual compensation planning process (merit salary increases, promotions, bonuses, and long-term incentive awards)
• Consult to HR Business Partners and managers on salary increases and promotions
• Contribute to the monitoring and analysis of market trends to maintain the competitiveness of employee pay and Verisk pay practices via compensation surveys, collaborating with the HR Business Partners, managers, and the corresponding consulting firms
• Perform compensation analyses as requested by HR Business Partners and managers.
• Participate in compensation program education and training activities
• Collaborate with HR Analytics & Reporting and HR Operations colleagues regarding compensation data, workflows, projects, and processes
• Guide HR Business Partners preparation or update of job descriptions. Maintain the collection of master job descriptions
• Support the spot award program
• Assist in merger and acquisition compensation related activities
• Monitor compensation management trends and regulatory developments

• Bachelor’s degree in business or equivalent experience
• 2 years’ experience with compensation programs a plus
• Strong Microsoft Excel and Word skills
• Microsoft Access experience a plus
• Strong analytical, problem solving, interpersonal, communication, organization, and prioritization skills
• Math and detail oriented
• Comfortable working both independently and collaboratively
• Experience with PeopleSoft or other HRIS a plus

#LI-DL1

Verisk Analytics is an equal opportunity employer.

All members of the Verisk Analytics family of companies are equal opportunity employers. We consider all qualified applicants for employment without regard to race, religion, color, national origin, citizenship, sex, gender identity and/or expression, sexual orientation, veteran's status, age or disability.

http://www.verisk.com/careers.html

Unsolicited resumes sent to Verisk, including unsolicited resumes sent to a Verisk business mailing address, fax machine or email address, or directly to Verisk employees, will be considered Verisk property. Verisk will NOT pay a fee for any placement resulting from the receipt of an unsolicited resume.

Consumer Privacy Notice

• Designs, creates, administers, and maintains divisional and company-wide competitive, cost-effective, and internally equitable compensation programs to include base pay administration, incentive plans, recognition plans, and long term incentive plans, ensuring alignment with business objectives and overall organizational goals and strategies.
• Serves as executive compensation expert to Sr. Executives by providing insight re: competitive executive offers and retention; interface with the Executive Compensation Committee and Board of Directors on key compensation matters.
• Manage Gannett’s Equity program, to include plan development, program design and administration.
• Develop meeting materials and analysis for Board of Directors regarding compensation programs; draft SEC materials, charts and analysis to include Proxy, Form 4s, 10k, quarterly reports, etc.
• Design, develop and implement innovative short and long term incentive strategies and programs to meet the evolving needs of the business.
• Oversee team in managing compensation-related projects, compensation structure reviews and updates; market pricing analysis; job classification analysis; merit planning; bonus planning; administration of short and long term incentives; 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.
• Oversee development and delivery of training programs, materials, resources and management tools to facilitate the implementation and practice of Gannett compensation programs.
• Ensure all compensation programs are compliant with federal and state regulations; oversee periodic audits to identify and resolve any potential problems or non-compliance issues.
• Coach and develop Compensation team members to expand skills and increase effectiveness.
• Participate as active and engaged leader within the People Organization at Gannett to share ideas, solve problems and drive business results through talent.

• Bachelor’s degree required
• 15 Years of Compensation experience, with at least 7-10 years in a leadership role.
• Advanced knowledge of laws, trends and developments in compensation and HR, including relevant best practices.
• Experience working for a large, publicly traded company required; merger and acquisition experience preferred; total rewards experience a plus.
• Strong systems acumen (Ceridian Dayforce and Xactly a plus); proficient in MS Office, strong experience with Excel and PowerPoint.

Schedule Weekly Hours:

The Analyst assists in the research, development and implementation of employee compensation and benefit programs. Researches legislative and regulatory guidelines applicable to our current (and potential) employee compensation and benefit offerings. Assists with financial and operational cost analyses for these programs. Compiles and maintains departmental documentation relating to compensation and benefit program processes and procedures. Assists in the design, development and presentation of compensation and benefit education mediums.
Major Responsibilities: 1. Assist in the research, development and implementation of various total compensation programs, including, health, dental, retirement, life and disability benefits; pay for performance, staff, leadership and executive compensation, and variable pay programs. 2. Research current (and pending) legislation/regulatory guidelines applicable to our compensation and benefit offerings, and communicate related findings and recommendations. 3. Perform financial cost analyses of compensation and benefit programs (or their components) to ascertain efficacy and to identify potential cost-saving or efficiency-gaining opportunities. 4. Monitor market and industry trends to identify opportunities for improving/refining our current offerings or implementing and offering new programs. 5. Perform analysis of leadership and staff job descriptions to determine appropriate pay level and exemption status. 6. Administer the annual performance and merit process utilizing the appropriate software programs. 7. Compile and maintain departmental documentation relating to compensation and benefit program processes and procedures. 8. Complete compensation and benefit surveys based on organizational data, review survey results and compile comparison summaries in areas identified by Director and Manager. 9. Assist with the design, development and presentation of compensation and benefit education. 10. Perform non-discrimination work/testing for applicable compensation and benefit programs based on regulatory guidance. 11. Performs other job-related responsibilities as assigned.Education and Learning: REQUIRED Bachelor's degree in a business related field or Human Resources or Finance or Accounting DESIRED Bachelor's degree in Human Resources or Finance or AccountingWork Experience: REQUIRED 3-4 years progressive business/analysis experience DESIRED 1 year experience with employee compensation and benefit programsAge Specific Population Served: Nonage Specific (N/A) OSHA Category: Category III - No employees in this job title have a reasonably anticipated risk of occupational exposure to blood and/or other potentially infectious materials. Environmental Conditions: Not substantially exposed to adverse environmental conditions (as in typical office or administrative work).Physical Requirements/Demands Of The Position: Sitting Frequently (34-66% or 5.5 hours) Static Standing Rarely (1-5% or .5 hours) Walking/Standing Rarely (1-5% or .5 hours) Reaching - Shoulder Level Occasionally (6-33% or 3 hours) Repetitive Actions - Fine Manipulation Frequently (34-66% or 5.5 hours) Carrying - Long Carry (>50 feet) Occasionally (6-33% or 3 hours) Number of lbs 0-25

I f you need assistance with any portion of the application or have questions about the position, please contact HR-Recruitment@gundersenhealth.org or call 608-775-0267

Equal Opportunity Employer

• Administer the compensation program semi-annually including data preparation, manager communication, education, and employee communication; participates in salary and labor market surveys to determine prevailing pay rates and benefits.
• Create and evaluates job descriptions that incorporate consistent, relevant, and sustainable role design and support compliance, communication and organizational performance objectives. Regularly audit FLSA status, physical requirements and ADA-related content of existing positions. Perform periodic review and update of job descriptions to incorporate developments in industry standards, compensation and alignment with operational requirements.
• Administrate, communicate and implement compensation programs, applying consistent, effective controls, utilization analysis, client support and timely payment execution
• Perform compensation analysis, evaluates prevailing rates in similar organizations and industries, and establishes competitive rates designed to attract, retain, and motivate employees.
• Analyze company compensation policies and practices for effectiveness, relevance, consistency with industry/market practices, administrative design and value proposition. Recommends compensation adjustments utilizing knowledge of prevailing rates, types of wage incentive systems, and special compensation programs for professional, technical, sales, operational, supervisory, managerial, and executive roles
• Maintain current personnel structure and managing headcount for employment tracking and forecasting

• Bachelor's degree in related field preferred.
• Minimum of three (3) years of experience in Compensation and/or Total Reward programs required.

• Evaluate new and existing positions by investigating and analyzing position duties and responsibilities to determine appropriate classification and salary levels; conduct job analysis (desk audits) as necessary;

• Review employee request for classification review and make classification/pay level determinations; inclusive of review of job analysis questionnaires, confer with managers and employees, evaluate jobs, prepare written reports on findings and communicate with stakeholders regarding the result of compensation work;

• Manage and coordinate the design, administration and reporting of online and hard copy surveys;

• Gather and compile market data on compensation, benefits, and performance management practices for all positions utilizing market data, salary survey information from national, regional, and local sources;

• Conduct wage, salary and surveys, analyze the data and assist with the development of market price compensation levels to establish the fair market value of jobs;

• Create and update job descriptions for all positions and ensure accuracy prior to publication in the Talent Acquisition System;

• Utilize published or conduct ad hoc surveys to obtain and analyze market pay rates, make recommendations on appropriate pay grade level, review recommendations within HCC context for internal equity and prepare reports on findings and handle administrative steps to formalize recommendations;

• Work within HCC systems and procedures to ensure all aspects of job creation are addressed in a timely manner (i.e. creation of position numbers, posting of new and revised descriptions, etc.);

• Responsible for the management of intermediate to small-sized projects that have a moderate impact on the organization;

• Serve as a source for the department in working with outside agencies and consultants in compensation matters;

• Collaborate with other Talent Engagement departments to ensure compensation related data is accurate, updated and processed in a timely fashion;

• Research situations as they arise as related to compensation to provide clarity for resolution in consideration of contract provisions, historical practices, similar situations, etc.;

• Maintain the Talent Engagement website for on-line access to job descriptions and other compensation-related information;

• Create presentation ready compensation reports for review and final approval using Excel, PowerPoint and other reporting software applications;

• Perform advanced report writing and maintenance of approved job evaluation documents;

• Serve as departmental liaison to Information Technology for compensation database enhancements and revised reporting requirements;

• Work with Talent Technology, Payroll and Benefits on routine compensation updates and enhancements in PeopleSoft HCM;

• Assist with the development occupational qualifications and job leveling matrices;

• Provide analytical support and data analysis on projects and human resources metrics;

• Audit all employee stipends accurately and timely;

• Respond to routine inquiries regarding compensation guidelines and policies; and

• Develop and document procedures to streamline processes and ensure compliance with regulatory requirements.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform the essential duties and responsibilities listed above. The qualifications listed below are representative of the education, experience, knowledge, skills, and/or abilities required.

• Proficient use of PeopleSoft, Excel, MS Word, PowerPoint and Access Database Applications;
• Knowledge of federal and state wage and salary laws and regulations; survey methodology;
• Able to conduct research, analyze information and data and present findings in a concise format;
• Able to analyze and interpret policies, practices and procedures;
• Knowledge of Job Analysis techniques and some exposure to automated job evaluation systems;
• Require attention to detail and good written and verbal communications skills;
• Able to work with diverse populations, both internally and externally; and
• Knowledge of customer service principles.

The Organization
Houston Community College (HCC) is an open-admission, public institution of higher education offering a high-quality, affordable education for academic advancement, workforce training, career development and lifelong learning to prepare individuals in our diverse communities for life and work in a global and technological society. We’re proud to say that 98 percent of our graduates step into a job in their field of study immediately upon graduation. One of the largest community colleges in the nation, HCC has served the Greater Houston area for over four decades. Accredited by the Southern Association of Colleges and Schools, and the Schools Commission on Colleges, we offer 300+ associate degree and certificate programs to 75,000+ students across 13 Centers of Excellence and online each semester. We are proud to be No.1 among all community colleges in the nation in providing associate degrees to minorities and No.1 in educating international students, with 10.4 percent of our student population from outside the USA. Our vision is to become the Employer of Choice in support of our mission for Student Success by attracting, retaining and motivating the best employees.

The Team
Play a central role at HCC as you keep our everyday operations running like clockwork. You’ll get the chance to make things happen and work closely with inspiring leaders across different parts of the institution. Whether your role is supportive, administrative, financial or something else, you’ll be part of a dynamic team that not only provides HCC students with cutting-edge academic and career tools, it also takes care of its people.
Location
Houston is a city with limitless possibilities:



• Fourth-largest city in the U.S. and home to 54 Fortune 500 companies, second only to New York City’s 55.
  
• 145 languages are spoken here.
  
• Overall after-taxes living costs are 5.6 percent below the average for all 308 urban areas recently surveyed.
  
• Houston is a major-league sports town, and don’t forget the annual Houston Livestock Show & Rodeo.
  
• The weather is great! Mild winters ensure that outdoor activities can be enjoyed year-round.
  
• World-renowned medical care. The Houston metro area has long been known for its first-rate health care system, with many Houston area hospitals consistently ranking among the nation’s top institutions.
  
• With over 150 museums and cultural institutions in the Greater Houston area, museums are a large part of Houston’s cultural scene.
  
• Houston is the Culture & Culinary Capital of Texas with more than 7,500 restaurants and eating establishments covering 60+ cuisines.
  
  
EEO Statement Houston Community College does not discriminate on the bases of race, color, religion, sex, gender identity and expression, national origin, age, disability, sexual orientation or veteran’s status. The following person has been designated to handle inquiries regarding the non-discrimination policies David Cross, Director EEO/Compliance, Title IX Coordinator
Office of Institutional Equity PO Box 667517 Houston TX, 77266 713 718.8271 or Institutional.Equity@hccs.edu HCC values its employees and their contributions, promotes opportunities for their professional growth and development, and provides a positive working and learning environment that encourages diversity, innovation and creativity, and inclusion. Individuals with disabilities, who require special accommodations to interview, should contact (713) 718-8565.

Institute on Aging (IOA) is dedicated to preserving the dignity, independence and well-being of aging adults and people with disabilities. Our broad spectrum of services addresses not just the traditional health care needs of our clients, but the needs of the whole person as well – from mental health services to housing support, in-home care, crisis intervention, social isolation programs, caregiver support and intensive case management.

This break-through model of care, and our 40+ years of hands-on innovation, have dramatically enhanced the quality of life for our clients, improved their health outcomes and reduced costs for our payer partners. Our track record of success is why Institute on Aging is recognized as a national leader in shaping healthcare policy.

IOA Human Resources is seeking a Senior Manager, Compensation and Benefits responsible for creating competitive compensation and benefits plans that will attract and retain top talent, reduce turnover and enhance employee engagement. This individual will manage IOA’s compensation and incentive programs while staying abreast on market fluctuations to ensure continued competitivity. Other key duties and responsibilities of the position include, but may not necessarily be limited to:

• Refining IOA’s current compensation and bonus programs; managing all compensation including incentive bonus programs for key leadership positions
• Overseeing the functions of Compensation, Benefits (including retirement) and Payroll, and assures compliance with various governing agencies and laws
• Working closely with our compensation tools and benefits broker to create health and welfare plans that align with IOA’s strategic plans, improve employee satisfaction and create a productive workplace
• Supervising IOA’s Benefits Specialist and Payroll Administrator
• Developing compensation and benefits team members including mentoring, supporting and cross-training
• Developing the Human Resources’ team’s knowledge of total rewards, as well as be the subject matter expert for manager training on this topic
• Learning and demonstrating an understanding of IOA’s mission, programs and services
• Driving the planning, vision, development, and compliance of competitive compensation and benefit plans
• Providing expertise and leadership on compensation and benefits, including strategy and compliance
• Identifying trends and implements new practices to engage and motivate employees
• Establishing problem solving capabilities that enhance the analytical skills for team members with varying experience levels
• Supporting HR Operations Director to cultivate and expand positive relationships among employees and leaders within the organization
• Collaborating with the other members of the Human Resources team on projects and sharing knowledge, as needed
• Handling forecasting, budgeting, and analysis and pulls reports for senior leaders as needed
• Analyzing current workforce, creating job descriptions, job leveling and generating market data
• Auditing weekly payroll discrepancies, implementing measures to prevent manual errors, and acting as backup to Payroll Administrator
• Leading and managing the administration of health, welfare, and retirement plans
• Negotiating benefits renewals and managing broker relationship
• Evaluating and reporting on the effectiveness of employee benefit programs
• Partnering with IOA’s Wellness Program Manager to develop an engaging employee wellness program
• Developing education campaigns for staff, ensuring all employees are getting the most out of their organization-sponsored programs
• Overseeing and ensuring the improvement of benefit system administration processes specifically related to open enrollment, retirement and leaves of absence

REQUIRED QUALIFICATIONS:

• Bachelor’s degree or higher; preferably in a related field (e.g., HR, Finance, Business)
• Minimum 5-7 years progressive management experience in Benefits, Compensation and Payroll
• Current/prior experience managing Compensation programs or overseeing an organization’s pay structure
• Excellent proficiency in wage and hour laws, payroll tax compliance and basic accounting principles
• Excellent proficiency in Microsoft Excel, ADP Workforce Now, or other related HRIS/Payroll related systems
• Demonstrated customer focus and the ability to maintain absolute discretion and confidentiality
• Ability to collaborate within a diverse HR team and support HR’s role in contributing to the organization’s success
• Ability to comprehend complex written materials and verbal instructions.
• Excellent organizational, interpersonal, verbal and written communication skills
• Strong documentation skills

DESIRED QUALIFICATIONS:

• Master’s degree or higher in a related field (e.g., HR, Finance, Business)
• SHRM, CEBS, or CPP certification
• Experience managing or leading a Payroll/HR team within an employee service center environment
• Current/prior experience in Workday
• Working knowledge of human resources best practices that can be applied in a health care or nonprofit environment
• Proven success in developing strong partnerships among cross functional teams
• Familiarity with benefits, pay, and legal requirements for SF non-profit government contractors (i.e. Health Care Security Ordinance (HCSO), Minimum SF Compensation ordinance, etc.
• Passion for optimizing efficiency and driving process improvements

PHYSICAL REQUIREMENTS:

• Ability to reach, bend and walk
• Capability to lift, transfer, push/pull, maneuver, and reposition 25 lbs.

We encourage you to learn more about IOA by logging onto www.ioaging.org

IOA reserves the right to revise job descriptions or work hours as required

IOA is an Equal Opportunity Employer: minority/female/disability/veteran

IOA is committed to cultivating a diverse and inclusive work environment and providing equal opportunities to all employees and job applicants without regard to age, race, religion, color, national origin, sex, sexual orientation, gender identity, genetic disposition, neurodiversity, disability, veteran status or any other protected category under federal, state and local law.

#LI-MG1

American Homes 4 Rent

As one of the country’s fastest-growing property management companies of single-family rental homes, American Homes 4 Rent has an exhilarating and fluid start-up culture and permanency of a well-founded corporation, rich with diversity. As pioneers in the industry, solidified by our place on Wall Street, American Homes 4 Rent (NYSE: AMH) is currently looking for qualified candidates. With a culture of unprecedented growth, quality and innovative collaboration, we are seeking personalities to complement our attributes.

The Compensation Manager is responsible for leading the development, implementation, and administration of compensation programs, policies, and procedures. Manages 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. These responsibilities are performed while maintaining strict confidentiality and ensuring that SOX processes and guidelines are followed. Counsels and advises managers and employees on company policies and procedures.

Responsibilities

• Administers the compensation program semi-annually including data preparation, manager communication, education, and employee communication; participates in salary and labor market surveys to determine prevailing pay rates and benefits.
• Create and evaluate job descriptions that incorporate consistent, relevant, and sustainable role design and support compliance, communication and organizational performance objectives. Regularly audit FLSA status, physical requirements and ADA-related content of existing positions. Perform periodic review and update of job descriptions to incorporate developments in industry standards, compensation and alignment with operational requirements.
• Administrate, communicate and implement compensation programs, applying consistent, effective controls, utilization analysis, client support and timely payment execution.
• Perform compensation analysis, evaluate prevailing rates in similar organizations and industries, and establish competitive rates designed to attract, retain, and motivate employees. Analyze company compensation policies and practices for effectiveness, relevance, consistency with industry/market practices, administrative design and value proposition. Recommend compensation adjustments utilizing knowledge of prevailing rates, types of wage incentive systems, and special compensation programs for professional, technical, sales, operational, supervisory, managerial, and executive roles.
• Maintains current personnel structure and managing headcount for employment tracking and forecasting.
• Develop and implement communication and training programs on compensation topics for managers to promote understanding and effective utilization of programs. Create similar programs for non-managers.
• Oversee preparation of all annual compensation letters and total compensation statement for delivery to all employees.
  

Requirements

• Bachelor’s degree in Human Resources, Finance, Business Administration or related field preferred.
• Minimum of three (3) years of experience in Compensation and/or Total Reward programs required. Proven working experience as Compensation and Performance Management.
• CCP (Certified Compensation Professional) is preferred.
• Solid database skills, data analysis skills, and project management skills or experience is required.
• High degree of proficiency in Office software, including Microsoft Excel, Word, Power Point, and Visio
• Working knowledge of Oracle HCM Application ADP or Cloud Base HRIS preferred.
  

Information regarding AH4R’s collection and use of your personal information can be found at https://www.americanhomes4rent.com/addenda/employee_privacy

Work where you feel right at home

If you are a versatile professional who values culture, a concerted environment and the potential for exponential growth, we want to work with you! Apply now and someone from our Talent Acquisition team will reach out to you soon!

Join Rally Health as our Director of Compensation, where you'll lead Rally's compensation and talent management programs, and own system design and administration of our compensation management platform. You will partner with HR Operations, Talent Acquisition, and Leaders to .ensure the compensation strategy supports our short and long term business objectives. You will report to a Senior Leader, Human Resources.

You Will::

• Lead plan design and administration of Employee Compensation, including variable and equity programs.
• Evaluate and participate in the analysis and development of compensation programs, including base, variable and equity while driving change on an organization-wide scale..
• Manage all periodic processes associated with compensation programs, including roll-out strategies, communication, planning and leading compensation review cycles, policy, and implementation.
• Provide expertise, guidance, and education to leaders, managers and colleagues on our compensation programs.
• Perform ad-hoc analysis and manage special projects (e.g., job architecture and leveling, organizational planning, compensation strategy, retention).
• Exercise thoughtfulness in selecting techniques and evaluation criteria in completing analysis, report key findings and develop solutions/recommendations.
• Lead a team of compensation professionals.

You Bring:

• Bachelor's degree (degree in Finance, Accounting, Economics, or HR preferred).
• 12+ years relevant compensation and leadership experience with a technology company, bringing broad experience with strategic compensation programs to attract, develop and engage the workforce.
• Advanced proficiency in Microsoft Excel (can perform complex functions), and qualitative analysis.
• Experience of Radford Global Technology Survey or similar technology market survey providers.
• Experience with Compensation Management Platforms.
• CCP highly desired.

Rally Health™ is about putting health in the hands of the individual. It's our mission, and it drives everything we do! With our easy-to-use online and mobile tools, we empower people and help them take charge of their health and health care. Improving their diet and fitness to selecting health benefits and choosing the right doctor at the right price for their needs.

Our culture is built on a deep and sincere dedication to helping people live healthier lives. To do this, we are committed to improving at every level. We're building digital tools that support people over their lifetime. Every day, we get to work with amazing people on something that directly impacts the lives of millions of people for the better.

• Excellent Medical, dental, vision, and more.
• Unlimited Vacation.
• Performance Bonus Opportunity.
• 401(k) and Employee Stock Purchase Program.
• Fun and interactive work environment that includes free lunches, snacks and ways to get involved.

At Rally, we believe in the importance of communication and collaboration to ensure every opinion is valued. Rally knows that we are strongest when our employee population reflects the diversity of the world around us, and we are a place where all voices are valid. A diverse workforce enriches us with the talent, perspective and inspiration we need to achieve our mission. Everything we do is performed with our users in mind, so we make sure that all of our work has a human touch it needs.

Rally Health believes in a policy of equal employment and opportunity for all people. It is our policy to train and promote individuals in all job titles, and administer all programs, without regard to race, color, religion, national origin or ancestry, citizenship, sex, age, marital status, pregnancy, childbirth or related medical conditions, personal appearance, sexual orientation, gender identity or expression, family responsibilities, genetic information, disability, matriculation, political affiliation, veteran status, union affiliation, or any other category protected by applicable federal, state or local laws.

Individuals with disabilities and veterans are encouraged to apply. Applicants who require an accommodation related to the application and review process should notify Talent Acquisition (recruiting@rallyhealth.com).

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

• Positivity – We believe in the power of positivity. Every one of us can change someone’s day for the better.
• Transparency – We believe in open and respectful communication. We use transparency to help us make decisions and inform how we talk to each other.
• Humility – We can always find ways to improve. The more we learn, the more we see how much we don’t know and how much we need others to help us learn to grow.
• Fanaticism – We are passionate about our mission and the opportunity to turn every guest into a fanatic. We bring that energy to everything we do.
• Thoughtfulness – To us, every detail matters. We go above and beyond for our guests, our teams, and our communities.

• Manage all Benefits programs including but not limited to health and wellness benefits including company paid and employee paid benefits, all leave benefits including PTO, paid leaves and personal leaves, all other benefits introduced and offered to employees
• Manage Compensation programs including but not limited to; salary surveys and compensation design, incentive compensation programs, both short term and long term incentive plans, job analysis programs and all other compensation programs introduced and offered to employees
• Work directly with Chief People Officer to create and manage all Executive compensation programs and prepare documentation for Board of Directors meetings in partnership with Legal and Finance
• Lead annual benefits open enrollment including portal maintenance, development and deployment of timely communications, benefits website maintenance, and clean-up
• Lead annual renewal process, including but not limited to providing comprehensive financial analysis, comparisons, benchmarking, and recommendations
• Design compensation packages and bonus programs that align with the CAVA and Zoës Kitchen strategic plan and evaluate the effectiveness of those programs against time to fill rates, retention rates and internal promotion rates
• Partner with the People and Culture team to identify trends throughout different functions of the organization

• Execute annual compensation benchmark surveys and report to the CEO, COO and CFO trends in compensation across our industry and discuss appropriate edits to current design
• Proactively track State by State legal changes in employee benefits and compensation and thoughtfully analyze any changes needed to current plans or pay practices. Partner across the enterprise to execute needed changes.

• Experience as a Compensation and Benefits Manager or similar role
• Experience working with vendors, brokers and software related to Benefits and Compensation
• Hands-on experience with Human Resources Information Systems and payroll software
• Hands on experience with Business Intelligence reporting and proficient in ad hoc reporting
• Knowledge of building compensation packages and bonus programs for various departments and seniority levels
• Excellent understanding of job evaluation and job analysis systems
• Excellent understanding of Excel and turning data gathering into superb analytical skills

• A competitive base salary, plus annual bonus
• Unlimited paid time off
• A generous benefits package that includes: health, dental, vision, telemedicine, and pet insurance
• 401k enrollment with CAVA contribution after one year
• Free CAVA food
• Paid parental, bereavement and community service leave
• The opportunity to be on the ground floor of a rapidly growing brand

• Strong and broad compensation knowledge and experience (variable compensation, incentive compensation, recognition & reward, total rewards, salaried, hourly/mfg., etc.).
• Strong consultative skills.
• Strong analytical skills with high attention to detail.
• Must be financially literate and possess well-developed business acumen.
• Must be able to think strategically and execute tactically.
• Strong working knowledge of Fair Labor Standards Act and other employment related laws and regulations.
• Strong working knowledge of MS Office, in particular Excel, Word, Access and PowerPoint.
• Working knowledge of SAP and/or other HCM ERPs.
• Must be able to work individually and in a team and in a remote team as a player-coach.

• Bachelor’s degree in a related field with 8 plus years of applicable experience required.
• Consulting firm experience a plus.
• Multi-country compensation experience a plus.
• World at Work certification a plus.

Who we are:

Argo AI is in the business of building self-driving technology you can trust. With experienced leaders in the field and collaborative partnerships with some of the world's largest automakers, we're building self-driving technology that is engineered to scale globally and transform mobility for millions.

Talented individuals join our team because they share our purpose to make it safe, easy, and enjoyable for everyone to get around cities. We aspire to impact key industries that move people and goods, from ride hailing to deliveries.

What you'll do:

• Own global headcount reporting, both historical and projected at multiple levels including by team, by location, etc
• Build and maintain multi-national compensation models, including long range planning projections
• Clearly document and explain changes in projection updates
• Manage Argo's 409A valuation process
• Perform financial analysis to assess various benefit offerings, such as health insurance, wellness programs, etc
• Provide financial insights regarding employee equity programs including equity usage, compensatory impacts of different equity instruments, and assessing efficacy of equity program towards recruitment/retention

What we're looking for:

• Bachelor's degree in a related field; preferably Finance, Accounting, or similar field; MBA a plus
• 5+ years of relevant work experience in financial modeling and compensation analysis
• Must have strong analytical skills including the ability to synthesize data to recommend viable solutions to business partners
• Strong familiarity with various components of total compensation, including, but not limited to, payroll taxes, health benefits, perks, etc
• Experience working in a fast growing technology company preferred
• Experience in related industry: tech, transportation, hardware preferred
• Ability to adapt to a rapidly evolving environment
• "Can do" attitude and teamplayer
• Detail and action oriented

What we offer you:

• High-quality individual and family medical, dental, and vision insurance
• Competitive compensation packages
• Employer-matched 401(k) retirement plan with immediate vesting
• Employer-paid group term life insurance and the option to elect voluntary life insurance
• Paid parental leave
• Paid medical leave
• Unlimited vacation
• Complimentary daily lunches, beverages, and snacks
• Pre-tax commuter benefits
• Monthly wellness stipend
• Professional development reimbursement
• Employee assistance program
• Discounted programs that include legal services, identity theft protection, pet insurance, and more
• Company and team bonding outlets: employee resource groups, quarterly team activity stipend, and wellness initiatives

Our Background:

Argo AI was founded in late 2016 by industry experts with extensive experience building robotic systems for commercial applications. Our once-small team has since grown into an over 1,000-person strong company with strategic partnerships with two of the world's leading automakers: Ford and Volkswagen. Our self-driving system is the first with commercial deployment plans for Europe and the U.S., and thanks to an ability to tap into both automakers' global reach, our technology platform has the largest geographic deployment potential of any self-driving technology to date.

At Argo AI, we believe that embracing differences delivers superior results. We are an equal opportunity employer that is committed to an inclusive environment for all employees.

Since time began, the earth’s been a generous contributor to people’s well-being. We haven’t been around quite that long, but The Nature’s Bounty Co. has been enriching lives of consumers around the world for more than 70 years. And before we even got started, the world was developing our motivation: Nature’s bountiful effects on people’s health.

Through our years, we’ve been a leader in health and wellness with our innovative products and solutions. We put science and the highest quality standards at the heart of our business—that’s why The Nature’s Bounty Co. brands are some of the most trusted in the world. We’re a leading global manufacturer, marketer, distributor and retailer of vitamins, nutritional supplements, sports & active nutrition, and ethical beauty products.

We’re also a great place to work, with excellent benefits, competitive compensation and a progressive, healthy company culture. If you’ve ever spent your workdays watching the clock, you know how important a positive work environment is for a person’s well-being. The Nature’s Bounty Co. is committed to supporting wellness in all its forms. And when it comes to wellness, nature is a pretty good place to start.

The Compensation Director will lead The Nature's Bounty Co.'s global compensation design, development, implementation, compliance, policy, and budget. This includes base pay, short and long term incentive plans (equity programs) and executive compensation, while ensuring alignment with best industry practices and the company's business objectives.

Responsibilities include:

• Directly manage a team of compensation professionals with an emphasis on coaching, mentoring, performance management and development
• Lead the development of compensation methodologies, frameworks, and standards related to pay ranges, compensation survey management, benchmarking, market pricing, job architecture, structures and levels and annual merit and bonus programs and related reporting
• Identify trends and implement new practices to attract, engage and motivate talent
• Managing the company-wide annual compensation planning cycle, including merit and incentive planning, and partnering with HR colleagues in the delivery and management of the process, guidelines, and communications to the business
• Oversee the design and administration of the equity program and other executive compensation programs
• Recommends and implements any necessary improvement to compensation systems and tools in order to simplify and/or enhance process administration and develop new solutions
• Track prevailing pay rates and ensure that the company is offering competitive compensation plans
• Track and share compensation benchmarking data
• Lead the global annual compensation processes, including merit and incentive planning
• Lead the overall compensation communication strategy and execution, partnering with the Communications, Legal and HR team
• Partners with finance, legal and audit to identify cost, risk and legal implications to compensation programs and potential changes
• Develops, maintains and reports statistical data regarding current plans, proposed changes, costs/expenditures and delivery methods
• Manage various compensation related projects on an as needed basis
• Managers relationships with Compensation vendors

• 12+ years of comprehensive Compensation experience supporting multiple functions / departments and all levels of the organization to include analysis, design and administration
• 5+ years of managing a team of Compensation professionals
• Advanced knowledge of Compensation best practices, and compliance with the relevant legislations, to include base, incentive, and executive compensation principles and practices
• Experience working with and administering an Equity Compensation Program
• Compensation/Human Resources or related Consulting
• Bachelor's Degree required; Majors in Business, Management, Accounting, and Finance strongly preferred; MBA a strong plus
• Advanced proficiency with Office Applications (Excel, Word and PowerPoint)
• Orientation toward using technology to automate programs and processes; hands-on experience with HRIS; Oracle HCM a strong plus
• Excellent understanding of job evaluation and job analysis systems
• Certified Compensation Professional (CCP) certification preferred
• Strong business acumen
• Experience working within a fast moving consumer goods (FMCG) organization, with a manufacturing and/or distribution component, strongly preferred
• Deep understanding of change management and the ability to think strategically around how to deploy programs and manage that change across a variety of organizations and workforces
• Ability to embrace organizational change, navigate and make decisions
• Excellent interpersonal, influence, consulting, customer service, communication and collaboration skills
• Experience influencing senior leadership
• Ability to create executive level presentations to influence and guide decisions and to lead discussions at the executive level
• Strong organizational and project management skills to effectively balance competing priorities
• Ability to build partnerships across various functions

The Nature's Bounty Co. is an equal opportunity employer. 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.

The Nature's Bounty Co. offers a competitive salary and a comprehensive benefits package, which includes health and dental plans, voluntary short-term and long-term disability, life insurance, flexible spending accounts, 401(k), tuition reimbursement, generous associate discounts and more!

Please contact Human Resources at 631-244-2120 if you should need a reasonable accommodation to submit your information for our online job postings.

UCT is seeking an experienced and talented Sr. Director of Global Compensation to join our team in Hayward, CA! The Sr. Director ensures the effective and competitive compensation programs including base salary, commissions, bonus, and equity which reward and retain employees within established financial goals. Ensure compliance with local, state and federal regulations on data protection and all compensation plans. A driver of accuracy, this role will ensure compensation procedures are documented and consistently followed.

Essential Duties and Responsibilities:

• Assess and develop overall compensation programs including base pay, incentive and equity recognition to be consistent with the company compensation philosophy which is market-based, performance-based and business-driven.
• Develop a merit budget and manage the focal cycle. Manage ongoing salary administration processes to ensure compliance with compensation policies.
• Manage the evaluation of new roles and re-evaluation of existing roles when the business situation changes. Manage annual market analysis of benchmark jobs. Develop and participate in the Radford survey to collect and analyze competitive salary information to determine company’s competitive position. Prepare job descriptions reflecting job responsibilities, activities, duties, and requirements definitions, levels and slotting with possible migration to market reference approach.
• Manage the evaluation of the sales compensation plan designs, make recommendations to management and Director of HR for design changes based on a strategic plan for the coming year.
• Design and delivery of integrated performance management process, including approach, tools, communication and training methods.
• Lead and manage the performance of direct reports while providing support, guidance, and professional development opportunities.
• Collaborate with Finance to review and process payouts for quarterly bonus and profit-sharing
• Reconcile month-end and quarterly stock reports
• Lead Merit and Annual Competitive Review, build analysis and supporting materials

Other Duties

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

Knowledge, Skills, and Abilities:

• Knowledgeable in compensation market analysis, plan design and administration
• Ability to interface effectively and establish trust with employees, managers, and groups at all levels in the company
• Ability to build strong partnerships with line managers
• Strong sense of ethics and confidentiality concerning employee and business issues
• Advanced proficiency with Excel, PowerPoint and Word. (MS Office suite, particularly Excel) HRIS experience
• Attention to detail and exceptional follow-up skills
• Strong analytical skill and attention to detail
• Experienced in compensation best practices
• Ability to work independently on various projects
• Excellent organizational, process and program management skills
• Demonstrated skill using Radford, Mercer and other surveys
• Experience in using HR Systems such as Ulti Pro
• Strong written and verbal communication skills

Educational/Certification Requirement:

• Bachelor’s degree in business/equivalent, PHR/SPHR certification preferred

Experience Requirement:

Work Experience:

• 10+ work-related experience, preferably in a manufacturing environment.
• Global Compensation, Sales Compensation, and Stock Plan Administration experience preferred

Management Experience (for people manager job only):

• 5+ years leading HR Function/Team with a focus on Compensation

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

Criteria:

Work Environment:

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

Work Hours:

• Standard Office Hours

Physical Demands:

• Ability to kneel, reach, walk, push, pull and grasp.
• Ability to lift to 25 lbs.

• Ability to move arms, hands, and fingers
• Ability to sit for sustained periods.
• Required to wear personal protective equipment.
• Ability to talk on the phone and use a computer for extended periods may be required.

Environmental Exposure:

• Required to wear personal protective equipment where applicable.
• Subject to frequent interruptions.
• Ability to talk on the phone and use a computer for extended periods may be required.
• May involve exposure to moderate noise levels from printers, faxes, computers, etc.

Overnight Travel:

• Work may require out of town travel depending upon assignment (training and meeting). 25%

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

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

• Bachelors or better in Business Administration or related field

• Compensation: Variable and Fixed-pay
• Benefits: Health and Welfare, Wellness, and Benefits Administration

• Proactively contribute and lead the Compensation & Benefits Strategy in multiple geographical locations and across all business units while aligning the Group strategy of being internally fair and externally competitive
• Ensure all legal obligations are adhered to and business risks are managed appropriately, approve key decisions, monitor key aspects and developments, and track renewal activity and savings
• Work collaboratively with the regional HR teams to ensure the benefits agenda, strategy, policies and programs enhance business performance and results, assuring delivery of global and regional objectives
• Prepare an annual project plan and operating budget; monitor plan expenditures throughout the fiscal year
• Design and implement innovated health care programs utilizing benchmarking methods using external and internal data. Advise and inform leadership on the state of benefits, demonstrating an understanding of market dynamics, key competitor benefit plan design, and industry trends to develop and implement strategic plans for enhancing and optimizing benefits value and delivery
• Identify, develop and manage current and new vendor relationships, identifying appropriate partners who can add value, with a focus on continuous improvement, cost efficiency and employee engagement and care
• Manage ongoing vendor relationships to ensure they provide the appropriate level of support, governance, reporting and communications and understand the dynamics of the global and local business
• Supervise a local team that manages the day-to-day administration of benefits and operational tasks
• Develop, maintain and interpret policies and procedures as it relates to Personal Time Off (PTO), leave of absence, and worker classification
• Direct and lead various benefit projects including, but not limited to, Annual Enrollment, Request for Proposals (RFP), mergers and acquisitions, vendor implementation, and entity simplification
• Leverage analytical data to influence senior leadership and cross-functional business partners to adopt plan changes and recommendation
• Develop complex and broad-based implementation strategy for communication and change management to drive employee engagement and usage of health and welfare programs
• Support the creation of an organizational culture which fosters innovation and collaboration, continuous improvement and change
• Lead by personal example and encourage all employees to conduct their activities in accordance with all applicable laws and the Group’s standards and policies

• Bachelor’s degree in Business, Human Resource Management, Accounting, Finance, or similar discipline
• Minimum of 5 years’ experience in managing Compensation and Benefits programs

• Demonstrable successes in a business-focused HR role, preferably within a complex global organization
• Developing and implementing solutions for compliance challenges related to compensation, benefits, and retirement plans
• International employment and taxation awareness, and proven application of business-appropriate solutions
• Job evaluation (KFHG method preferred) and role sizing, including all aspects of job analysis and job mapping
• Previous compensation benchmarking experience and ability to develop salary structures around market data in international locations
• Supporting both Technical Professionals and Trade & Craft employee populations
• Developed and implemented a detailed, compensation and benefits framework, in a complex environment
• Established and achieved challenging performance targets, annual and long-term budgets and forecasting
• Demonstrated commitment to continuous learning and development
• Demonstrated technical excellence
• Demonstrated innovative strategies and implemented long term solutions

• Wood's performance and how it can deliver and add value to its customers
• Complex commercial and business models
• Corporate governance and decision making
• Detailed and current awareness of external factors, competitors and their impact on the Wood's strategy and success
• Changing regulatory environment
• Current and future industry trends

• Consistently models and leads Wood’s shared values - Care, Commitment, and Courage
• Balances humility and self-confidence
• Takes on new responsibilities that challenge and exceed what has been done before
• Driven by the need to own projects and initiatives
• Consistently delivers timely results of the highest quality, personally and through the team
• Takes ownership and accountability
• Overcomes hurdles and ensures that results are delivered
• Thrives in a transformative working environment

• Anticipates the environment; forward-thinking and able to see the “big picture”
• Builds robust capability and appropriate succession and development
• Facilitates self-sufficiency in others where possible; coaches and mentors teams to success
• Generates trust and credibility through open and consistent communication
• Maintains business-sensitive confidentiality
• Customer Service Orientation; responsive to needs and effectively manages expectations
• Sets strategic priorities that translate into functional plans
• Understands and establishes effective, cross-cultural working relationships externally and within all levels of the organization
• Champions and drives innovation and change initiatives, focused on improving quality and effectiveness

• Maintains regulatory concerning aspects of the Hibbett Sporting Goods, Inc. compensation and benefit program.
• Maintains knowledge of and analyzes government regulations, compensation and benefit program trends, and prevailing practices among similar organizations.
• Analyzes, administers, and recommends plans for employee compensation plans.
• Recommends compensation for new jobs utilizing salary surveys and/or market data.
• Assists in preparation of merit increase and incentive programs and budgeting.
• Designs and prepares compensation and budget related reports for HR management.
• Participates in salary and benefit surveys and analyzes data from survey sources to determine competitiveness both internally and externally.
• Leads the preparation of merit increase and incentive programs and budgeting; participates in proposal to HR management.
• Writes job descriptions and maintain database of all job descriptions and recommends salary grades for new positions

• Bachelor's degree from four-year college or university preferred.
• Six or more years related experience; or equivalent combination of education and experience is preferred.
• CCP, PHR or SHRM-CP preferred.
• Retail, Banking, or Hospitality experience preferred.
• Experience with Infor (Lawson) preferred

About Figure

At Figure, we're on a mission to transform financial services through blockchain, bringing speed, efficiency and savings to both consumers and institutions.

Accomplishing this kind of transformation requires building really big things. And we understand that building big requires a creative, team oriented and supportive environment where everyone can do their absolute best work. The Figure team is comprised of incredibly driven, innovative, collaborative and curious people who love architecting and building from scratch. Everyone at the company is encouraged to be an individual contributor but also a team collaborator.

We value team members who bring an entrepreneurial mindset to every task and will embrace our culture of innovation. Every day at Figure is a journey in continuous learning yet a daily focus on getting work done that makes a difference.

This is an opportunity to work with a team of proven leaders who have already created billions of dollars in value in the Fintech space. Join us!

About the Role

Figure is looking for a Sr Manager, Benefits and Compensation to implement and manage a Total Rewards strategy and develop policies and processes across all Figure offices and a new remote first workforce strategy. This role will be the owner of Figure's compensation program, providing education, support and communication tools to leadership, people managers and employees. Build and be the owner of an amazing program to attract, motivate and retain an amazing team doing big things!

What You'll Do

• Deliver compensation and benefit plans that aligns to Figure's total reward philosophy, delivers on a great employee experience, and enables continued scalability.
• Be the Comp and Benefits expert providing insightful analysis, expert advice and recommendations.
• Serve as subject matter expert with in-depth knowledge of practices in nationwide compensation strategies
• Partner with HR Business Partners and the Talent Acquisition team to advise and develop Rewards systems to enable the business to attract, retain and motivate their people. Advise the Talent Acquisition team with regard to constructing competitive compensation offers.
• Responsible for design and enhancement of benefits offerings and aligning with global programs, while meeting the needs of different employee demographics in diverse locations.
• Be the benefits subject matter expert for the company and ensure employees have access to all available resources.
• Partner with benefits broker to offer a competitive and comprehensive benefits package.
• Conduct analysis and oversee design and development of plan changes as necessary to ensure competitive and cost effective benefit plans on a global basis
• Provide education & communication tools for existing/new total rewards initiatives, policies/ programs, ensuring all TR policy changes are communicated across the region and consulted on as appropriate
• Lead external vendor management and selection, overseeing and monitoring performance of vendors (including comp survey data, insurance brokers and third-party administration providers) and managing vendor relationships to ensure smooth plan changes and efficient ongoing administration
• Oversee the benefits renewal cycles for key markets, continuously monitoring for cost savings, operational efficiencies and improved customer experience.
• Ad Hoc People Operations projects as needed

What we look for

• BA/BA with 12+ years of HR experience including 5+ years leading a compensation and benefits program
• Relevant and progressive Compensation & Benefits experience; big company and start up a plus
• Knowledge of broad-based compensation programs (short, long-term variable pay programs, sales incentive), current and future compensation trends and practices,
• Outstanding collaboration and communications skills to work cross functionally and train all levels
• Demonstrated ability to be a subject matter expert for a compensation program
• Demonstrated analytical, quantitative, problem solving and consultation skills required
• Ability to work effectively at both strategic and operational levels
• Ability to multitask, quickly assess and resolve issues, while translating complex information into concise and understandable terms
• Able to thrive in a startup environment scaling fast

Benefits To You

• Competitive salary based on experience and skills
• Firm-wide performance based bonus
• Competitive stock options package as an early member of the team
• A flexible paid time off and vacation policy
• Comprehensive health, vision, dental insurance
• Company FSA, 401k, commuter benefits
• And much more to come!

Figure will not sponsor work visas for this position. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire.

About Blue Cross

Blue Cross and Blue Shield of Minnesota is one of the most recognized and trusted health care brands in the world with 2.9 million members. We’re committed to reinventing health care to improve health for our members and the community. We hope you'll join us.

In collaboration with key partners, this position will participate in the design, development and administration of compensation programs, policies and procedures, ensuring alignment with corporate strategy.

• Assists with the design, development and administration of compensation programs
• Consultants with HR partners and business leaders on a variety of compensation related topics such as external market evaluations, incentive plan design, and pay increases
• Conducts job evaluations for new and existing roles and makes recommendations ensuring external market competitiveness and internal equity
• Participates in annual salary surveys, including position matching and analysis of survey results
• Participates in the annual design and administration of the merit and bonus process; prepares reports for management and HR partners to summarizing results
• Responds to compensation related employee inquiries
• Assists in monitoring market trends, formulating guidelines and determining salary structure adjustments

• Bachelors degree in related field
• Certified Compensation Professional (CCP) or progress towards

• 3 years of experience in Compensation with a Bachelors degree; or 7 years of compensation experience in lieu of a degree
• Demonstrated knowledge of compensation practices and techniques, including job analysis and evaluation, market pricing, pay structures and use of salary surveys
• Proven analytical skills and ability to utilize data to prepare recommendations
• Excellent communication skills and demonstrated ability to develop accurate and appropriate communications
• Advanced Microsoft excel skills
• Ability to handle sensitive data and work through situations while maintaining confidentiality

Make a difference

Thank you for your interest in Blue Cross. Be part of a company that lets you be you — and make a healthy difference in people’s lives every day

Blue Cross is an Equal Opportunity and Affirmative Action employer that values diversity. All qualified applicants will receive consideration for employment without regard to, and will not be discriminated against based on race, color, creed, religion, sex, national origin, genetic information, marital status, status with regard to public assistance, disability, age, veteran status, sexual orientation, gender identity, or any other legally protected characteristic.

Blue Cross® and Blue Shield® of Minnesota and Blue Plus® are nonprofit independent licensees of the Blue Cross and Blue Shield Association.

• Design, execute, manage, communicate and measure Tricon Residential’s total rewards strategy in Toronto and 22 US markets, across both leadership and employee base
• Gather, analyze, review and manage comprehensive internal/ external market data to ensure competitive programs in line with EVP. Develop thoughtful change recommendations as result of analysis.
• Work closely with Payscale to ensure salary structures are complete, target market percentiles are accurate, and data is up to date at all times
• Prepare and automate all necessary reporting including, headcount forecast and planning, incentive compensation, benefit usage and filings as they relate to compensation
• Harmonize and integrate employee compensation and benefit plans related to acquisitions.
• Develop engaging and informative communication programs designed to keep leadership and employees knowledgeable about company compensation and benefit plans and any proposed changes.
• Actively stay abreast of local market practices, trends and requirements to ensure compensation and benefit offerings remain market competitive, financially sound, and legally compliant.
• Work with consultants and third-party vendors to manage carrier networks, coverage, services and costs.
• Directly manage the US and Canadian Retirement programs
• Ensure ongoing plan compliance including overseeing annual audit, testing and government filings.
• Design a global wellness strategy utilizing Vitality platform, in conjunction with Employee Engagement leader
• Coordinate preparation of executive compensation disclosure information required in the annual proxy statement
• Coordinate preparation of executive compensation-related materials for Compensation Committee and Board of Directors meetings
• Maintain knowledge of the company's equity-based incentive plans.
• Configure, implement and manage compensation and benefits modules for Workday HRIS

• Strong customer service focus, communication, facilitation, and interpersonal skills
• Robust business, benefits accounting/finance, and HR acumen
• Superior analytical, and problem-solving skills with strong attention to detail
• Capacity to deal with ambiguity and make decisive business decisions
• Demonstrated ability to establish and achieve strategic goals
• Excellent process design, project management, change management, and consulting skills
• Ability to influence, negotiate and build collaborative relationships across the organization
• Proven ability to innovate, take strategic risk and drive improvements to existing programs and processes in both the short and long-term

• 10+ years of experience in Human Resources, including 5+ years of management experience and a minimum of 7+ years of benefits and compensation experience
• Degree in Business Administration, Human Resources, or related field
• Advanced Excel and analytical skills
• Attainment and maintenance of a CCP, CBP, and/or PHR, SPHR, certification a plus
• Advanced knowledge of federal and state laws on HR policies and practices including knowledge of ADA, EEO, FMLA, wage and hour laws, ERISA, and federal and state filing and compliance requirements related to employee compensation and benefits

The Manager-Compensation is responsible for the organization's compensation function and administers compensation related programs and policies.

Essential Duties and Responsibilities:

• The Manager-Compensation is responsible for the organization's compensation function and administers compensation related programs and policies.

  Essential Duties and Responsibilities:

  • Assist the Chief Human Resources Administrative Officer in advising HR and Operational Leadership on aligning the pay programs, policies and procedures with organizational goals; implementing creative solutions to specific comp-related programs
  • Oversee base salary programs, job evaluations, and salary survey participation and procurement.
  • Ensure the effectiveness of existing compensation practices and regulations compliance, making timely revisions when needed, and keeping senior staff informed of any updated policies.
  • Overseeing the data within the HRIS to ensure the accuracy of compensation information including incentive calculations, approvals for award payments, and payment records.
  • Manage job evaluations, salary surveys, and all analytical reporting to prepare recommendations and determine pay grades based on findings
  • Participate in annual development of salary increase budgets. Conducts market analysis of company jobs to determine competitive positioning of the organization's pay programs
  • Contribute as a functional lead in on-going functional maintenance of the organizations Goals and Performance Management System.
  • Provide support for HRIS including, but not limited to, researching and resolving HRIS problems, unexpected results or process flaws; recommend solutions or alternate methods to meet organizations functional requirements.
  • Maintain, publish and support a variety of reports or queries utilizing appropriate reporting tools; in coordination with HRIS, i.e. employee compensation, market analysis, staffing mix, cost of labor, running queries and analyzing data.
  • Develop user friendly procedures, guidelines and documentation.
  • Partner with the Manager-Salary and Performance to establish the merit/annual increase guidelines and matrix as part of the annual performance management process.
  • Assist in the review, testing and implementation of HRMS system upgrades or patches.
  • Collaborate with other HRMS users (Payroll, Accounting, Recruiting, Benefits, etc.) to ensure integrity of the HRIS and HRIS related systems.
  • Advise Management on organizational policy matters related to the HR Compensation program.
  • Maintain a thorough understanding of employment regulations, industry trends, current practices, new developments, applicable laws, and employment legislation pertaining to all personnel matters, and various federal requirements.
  • In collaboration with the HR department, plan, develop, organize, implement and evaluate the organization’s human resources functions and annual goals.

• Bachelor’s degree in human resources, health care administration, finance, or related field required.
• Five years of progressive compensation experience required, Eight years desired.
• One or more years of managing a compensation department and leading the annual performance management process of an organization required, three or more years preferred.
• One or more years of healthcare experience required, three or more years desired.
• Certified compensation professional preferred.

Description

Harkins Theatres is looking for a Senior Compensation and Benefits Manager to join our Human Resources Department in our Scottsdale, AZ office. The successful Senior Compensation and Benefits Manager will develop and implement the compensation and benefit strategy by performing data analysis on market data to develop a full compensation and benefits structure that aligns with the business needs. They will perform data analysis and monitor trends to determine the best pay and benefits plans and looks for ways to improve the current processes, practices and policies.

Responsibilities:

• Develops a core compensation philosophy and strategy, inclusive of salary bands, variable compensation, and equity issuance to be regularly bench marked and evaluated.
• Develops a process and ages the data for salary range structures as well as grading jobs against market data.
• Drives the planning, vision, compliance and development of competitive benefit & reward programs for the Company.
• Provides guidance and recommendations to managers around job analysis, job descriptions and appropriate compensation bench marking, including ad-hoc reporting as required.
• Helps manage annual compensation review process, as well as provide off-cycle support to managers as needed.
• Manages compensation program budgeting, salary structure development, salary increases and incentive pay program design and administration.
• Conducts compensation and benefits analysis to identify internal trends and compliance improvements.
• Ensures compliance with local wage and employment laws including pay and recommendations.
• Manages our vendor relationships with benefits brokers, to include ongoing evaluation for competitive offerings and efficiencies.
• Partners with benefits consultant/broker to assess and analyze current trends and self-funded financial performance of our company benefit plans; provides regular reporting and strategic recommendations based on company and employee requirements and fiscal drivers.
• Manages employee benefits programs to include plan negotiations, renewal, changes, legal compliance and roll out of benefits to employees.
• Manages a very competitive 401k plan, including Plan Administrator duties, planning quarterly meetings with the committee, as well as all ongoing compliance, reporting and filing requirements.
• Supervises the daily responsibilities for the Benefits Specialist and Compensation Manager, trains and mentors to promote professional growth and high-performance.
• Ensures company policies and protocols are in compliance with all relevant regulations, examples: ERISA, ACA-related, HIPPA, records management, etc.
• Conducts broker searches and negotiates benefit plans.

Requirements:

• Bachelor's Degree and 5-7 years benefits and compensation experience at a manager level or 10+ years benefits and compensation experience. CEBS certification a plus.
• Advanced expertise with Microsoft Office, MS Word, PowerPoint, Excel including v-lookup, pivot tables and charts. UltiPro and Publisher experience a plus.
• Experience in building compensation and benefit strategies for a full total rewards package.
• Excellent communication skills, both verbal and written, with a focused attention to details and the ability to analyze, organize, and effectively communicate complex ideas.
• Able to coach, train and mentor to encourage and develop growth.
• Able to prioritize work, meet deadlines, achieve goals and work under pressure in a dynamic and complex environment.
• Organized with exceptional attention to detail and ability to exercise judgment and discretion in maintaining confidential and sensitive information.
• Self-starter who adapts to change who is able to work both independently as well as with a team.

We offer:

• Competitive pay
• Excellent Health Insurance Package (medical, dental, vision) dramatically subsidized by the company
• Short/long-term disability and life insurance plans 100% paid by company
• Tuition reimbursement
• 401K
• Paid time off in addition to sick pay benefits and paid holidays
• Free soda and popcorn in the office
• FREE MOVIES and much more!

• Continuous review and plan design of our global compensation plans which supports the growth within our business and aligned to driving performance
• Ensure critical HR programs and processes are executed i.e. year end process, annual salary planning and bonus payments
• Design and administration of retirement plans, ensuring our plans are competitive, the best offering we can provide within our scheme and remains in compliance with legislation
• Review and recommend salary placements for new hires, including Executive hires
• Provide data input to annual salary surveys
• Experience in understanding of various HR systems and platforms, ability to drive efficiency and automation
• Provides team support of benefit plans and budgeting
• Have experience in Payroll and ability to support large initiatives such as migration to a global platform
• Ensure we are updated on and adhere to new legislation, policies, procedures and legal requirements as it relates to our compensation and retirement programs globally
• Ability to engage and build rapport with global leadership across Third Bridge
• Work closely with other HR Centers of Excellence (CoEs) - Talent Acquisition, Learning & Development, Total Rewards and Analytics (HRIS) and Finance to deliver high impact programs and initiatives that support employee engagement and continued process improvements
• Be a positive and effective change agent through open, transparent, and timely communication
• Successfully operates in a fast-paced and Agile environment

• 5+ years experience within Compensation and Retirement Programs
• Experience with managing and monitoring commission plans; design experience is a plus
• Proficient in managing Compensation and Pension programs
• Expert knowledge in local employment law
• Has an acute attention to detail, and is analytically oriented
• Experience within a global organisation is a plus
• Bachelor’s degree

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

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

Requisition ID # 54487

Job Category : Human Resources

Job Level : Individual Contributor

Business Unit: Human Resources

Job Location : San Francisco

Department Overview

The Human Resources department is committed to providing PG&E employees with the tools, information and services to help deliver safe and reliable gas and electric service to our customers. The Compensation team plans, designs, and implements PG&E’s employee and executive compensation programs that add competitive value and drive alignment to key business objectives. The Compensation team is also responsible for the administration of all plans, proposing changes, ensuring regulatory compliance and effective HR integration. The team is comprised of two compensation components: Compensation team, reporting to the Director of Compensation and Executive Compensation, reporting to the Vice President, Talent and Chief Diversity Officer.

Position Summary

The Expert Compensation Analyst will report to the Vice President, Talent and Chief Diversity Officer. This role will be a subject matter expert on company sponsored executive compensation plans (e.g., equity compensation programs and non-qualified retirement plans) for Pacific Gas & Electric Company. The successful candidate will help determine discovery and actions based on internal needs, external benchmarks and market conditions. The successful will demonstrate strong written and verbal communication skills and be able to communicate with a wide variety of audiences from Senior Leaders to plan participants. The position will build partnerships internally to allow for strategic alignment of Human Resources goals, as well as building external partnerships to leverage industry knowledge and trends.

Qualifications

Minimum:

• Bachelor’s degree in a relevant discipline (e.g., business administration, finance, human resources, industrial organizational psychology) or equivalent experience.
• 8 years of relevant experience in business administration or data analysis or combination of advanced degree and experience, with 4 years of that in compensation or other human resources experience.

Desired:

• Experience with Executive Compensation
• Advanced degree in a relevant discipline (e.g., business administration, finance, human resources, industrial organizational psychology).
• Certified Compensation Professional (CCP)
• Vendor management experience
  

Job Responsibilities

• BENCHMARKING AND ANALYSIS: Perform survey job matching and conduct ad-hoc benchmarking and market research for executive level jobs. Perform analyses, identify trends, and develop comprehensive recommendations to facilitate effective decision making at the senior leader level.

• COMMUNICATION AND EDUCATION: Support the development of materials for the Compensation Committee of the Board of Directors. Additionally, draft employee, retiree and dependent executive compensation and non-qualified benefit communications and education materials to ensure highest level of understanding and satisfaction with PG&E executive compensation plans to ensure ease of participant selection transactions.
  
• ON-GOING ADMINISTRATION OF EXECUTIVE COMPENSATION PROGRAMS: Lead programs under the company's Long-Term Incentive Compensation Plan, specifically the Restricted Stock Units and performance Share programs for employees and non-employee directors. Additionally, manage vendor performance to ensure compliance with contractual agreements through regular performance meetings with vendors, tracking/monitoring vendor metrics, and support research/resolve/root cause for data/file issues for continuous improvement purposes. Ensure adequacy of supporting internal controls and proper accounting to support the accuracy of information reported.
  
• LEGAL & REGULATORY COMPLIANCE: Support compliance with various legal and regulatory requirements (including SEC, NYSE, CPUC, and IRS) on PG&E Executive Compensation Programs by drafting executive compensation information included in various filings such as the annual proxy CD&A, annual 77M filing, prospectus disclosures, and 10-Q and 10-K filings. Additionally, prepare and analyze compensation information in response to regulatory requests on an ad hoc basis.

Overview

Are you looking for a great career opportunity in a rural community? Do you want to work for an innovative company that will invest in your potential? Welcome to Comfrey Farm Prime Pork, LLC. We create limitless opportunities for passionate individuals. Our growing company is searching for top talent to join our team in the role of a Benefits and Compensation Analyst located in the community of Windom, MN.

We care about our employees and their safety; therefore, we have implemented the following measures to do our part as an essential service employer in fighting COVID-19:

• Strict precautionary measures to ensure the health of our employees
• Daily Health Check screening to ensure no one at risk enters the workplace
• COVID-19 Testing available (if required)
• Personal Protective Equipment (PPE) for all employees
• Financial support for any employee off due to COVID-19

When you join our team your main responsibilities will include:

• Responsible for administering company compensation programs and benefit programs
• Reviews programs, suggests modifications, and ensures achievement of competitive market position and other goals.
• Ensures programs meet employee needs, comply with legal requirements, and are cost effective.
• Develop strategies and benefits programs that enhance the organization's ability to recruit and retain employees.
• Evaluates and analyzes benchmarks, survey data and participates in selected total rewards surveys.
• Help administer compensation activities such as base salary planning, annual and long-term incentive variable pay programs, sales compensation analysis and other specialized compensation arrangements
• Provide consultation to HR business partners and leaders regarding compensation best practices and pay recommendations
• Evaluate jobs to determine appropriate compensation levels within salary structures and FLSA status
• Develops education and communications on compensation programs for employees, managers, business leaders, and HR
• Leverage Microsoft Excel and other HR technology systems to analyze the effectiveness of compensation programs and create meaningful metrics through standard or ad hoc reports
• Stay up to date on compensation trends by participating in select surveys, studying labor market stats, and reviewing HR best practices; consult with external vendors as necessary

You will be required to have the following qualifications:

• Requires a bachelor's degree in a related area and 4-8 years of experience in the field or in a related area. HR certification or master’s degree preferred.
• Familiar with a variety of the field's concepts, practices, and procedures.
• Relies on experience and judgment to plan and accomplish goals.
• Performs a variety of complicated tasks.
• May lead and direct the work of others.
• A wide degree of creativity and latitude is expected.
• Written and oral communication skills
• Computer Skills including Microsoft Office and pay systems
• Discretion with confidential information
• Time management skills to meet required internal and external deadlines
• Deductive reasoning and recognizing issues & solving them
• Organized and detail orientated
• Ability to effectively handle stressful situations
• Ability to work well with others in fast paced, dynamic environment.
• Ability to be respectful, approachable and team oriented while building strong working relationships and a positive work environment.

Benefits
At Comfrey Farm Prime Pork, we offer an attractive compensation package, including a competitive base salary, and a competitive benefit package including health, dental & vision insurance, 401K plan, PTO (paid time off) and Holiday Pay.

We also have rewarding employee referral and retention bonus programs so join our team refer someone and stay with a great employer and be rewarded!!

If you thrive on new experiences and want to be a part of our growing team, apply today!

Your Future starts now!

Comfrey Farm Prime Pork, LLC 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, and veteran or disability status.

• Researches survey data to compile detailed wage, salary and pay practice information. Assists in the collection and analysis of market data for use in the annual review and update of wage and salary structures or ad hoc job evaluation and pay range reviews.
• Responds to a variety of requests from various HR Business Partners, Talent Acquisition and Operational Leaders pertaining to market data for jobs across TFC. Makes compensation recommendations on a variety of candidate offers and internal movements.
• Coordinates activities pertaining to compensation reviews. Working with HR Business Partners, Operational Leaders determines positions to be included in analyses, and compiles appropriate market data and other related information. Provides compensation analysis and recommendations and tracks all activities to ensure that job assignment objectives are met. Assists in a wide variety of evaluation of jobs across TFC, including applicable FLSA status.
• Maintains databases, electronic and written documentation on jobs, applicable market data and pay structures.
• Completes compensation surveys as needed, which require familiarity with individual jobs, the organization of work in the departments, organizations as well as knowledge of departmental record/reports and other sources of information. Tracks survey assignments, due dates, and contacts.
• Compiles and analyzes market data from various sources using appropriate mathematical and statistical methods. Provides grading, employee impact and pay program recommendations to customers requesting the market analysis. Ensures data integrity, appropriateness of updates, definitions and job matches, as well as distribution, communication and interpretation of the data.
• Actively participates in the design, development and implementation of exempt and non-exempt compensation programs throughout TFC. Partners with Operational leaders to identity compensation needs, methods, and goals and applies technical knowledge in drafting/developing initial compensation program design methods/ recommendations.
• Conducts studies of external market practices using reputable third party surveys (e.g., pay practices and perquisites), provides analysis and makes recommendations for organization practices.
• Provides professional guidance regarding compliance with wage and hour laws and associated regulations (e.g., requirements under the Dept. of Labor (DOL), the Fair Labor Standards Act (FLSA), ERISA, IRS). Assists in the analysis and interpretation of new and changes related to legislation/regulations. Seeks internal counsel for definitive resolution. Ensures compliance with federal and state guidelines impacting compensation programs, confers and analyzes equity and viability of current compensation programs compared to trends and regulatory requirements. Continually assesses the competitiveness of compensation programs against industry standards.
• Participates in the administration, revision and design of incentive programs. Drafts program elements, costing and recommendations. Ensures integrity of calculations meet program goals and objectives. Audits programs.
• All other duties as assigned.

• Bachelor’s degree in Business Administration, Human Resources, Finance or related discipline.
• Minimum of 2-5 years of experience utilizing various mathematical/statistical methods used in compensation (e.g., costing, comp-a-ratio analysis, regression analysis, market pricing, etc.) and creating associated tools for replication of analysis processes (costing spreadsheets, merit increase modeling tools, market data based, etc.). Experience interpreting various compensation policies and practices and making professional determinations as to compliance with wage and hour laws. Experience noted above to include conducting job evaluations/analyses and employee impact analyses.
• Must possess strong Excel skills, with proficiency in data organization and statistical analyses.
• Strong critical thinking, analytical and modeling skills to track and recognize compensation trends, to recognize patterns and issues in sets of data, ascertain relevant and irrelevant data when conducting analytical work and to compile and analyze market data.
  

Equal Employment Opportunity/Affirmative Action Employer Tompkins Financial Corporation is committed to the hiring, advancement and fair treatment of all individuals without regard to race, color, creed, religion, age, sex, national origin, disability, veteran status, marital status, family status, gender identity or expression, sexual orientation, and genetic information, or any other protected status in accordance with applicable federal and state laws .

S&P Global Corporate

The Role: Director, Global Compensation Lead

Grade: GL12 (Relevant for internal only)

The Location: VA, Virtual, Other: NY

The Team: You will be part of the Global Total Rewards Center of Excellence (COE). The team of compensation professionals focuses on providing essential consultation within Compensation Strategy, Broad-Based, Executive and Equity Compensation. We are passionate about designing innovative solutions and delivering high impact results that are critical to the People strategy, as they influence the most visible component of the S&P Global people value proposition.

The Impact: As Compensation Director, you will lead Compensation initiatives within S&P Global in partnership with multiple teams and stakeholders to drive compensation strategy, program harmonization in alignment with business objectives. You will collaborate with client groups to direct and help drive strategies that help clients achieve business results and drive organizational effectiveness.

What’s in it for you: You will be part of a global team and have the ability to partner with senior business leaders, COE’s, People Services and external resources to oversee and drive human capital strategies, solutions, programs and projects in a complex, matrix global environment.

Responsibilities:

• Lead and interplay with People Partner and client teams on human capital initiatives within businesses to drive pay for performance talent strategy
• Update or redesign solutions to business issues via compensation programs or practices-
• The ideal candidate will apply design thinking and lean principles to those solutions
• Advise on compensation initiatives including the design and ongoing review of cross-segment job architecture, market pricing, compensation plan strategy; program harmonization and alignment, survey data library, vendor management, department budget, rewards and recognition programs, compensation cycle administration and technical configuration for compensation systems
• Liaise with Strategy and People Partner teams on M&A activities including integration and standardization of best in class pay practices across different geographies and functions
• Keep up with trends, practices and pay related benchmarks to make annual recommendations for pay mix solutions around salary, incentive and long-term plans as necessary
• Monitor federal, state, and local compensation laws and regulations to ensure company compliance. Participate in market data activities including collecting information for surveys, reviewing results and reporting back findings and updating salary ranges as needed to stakeholders
• Partner with Talent Acquisition to support clients with the development and communication of compensation packages for new hires and existing employees when necessary
• Create and deliver training programs for various audiences: People and client teams, managers and Executives on changes to regulations, pay practices or programs throughout the year and as needed
• Lead or participate in projects that help us optimize People processes: Workday module implementation, centralization and automation of HR processes, etc. Support workforce-planning initiatives including forecasting and planning cost of labor for a variety of roles

Basic Qualifications:

• At least 7+ years of Compensation experience partnering with executive/senior leadership and a track record of driving the human capital/talent agenda
• Bachelor’s degree in an HR or business-related field or equivalent experience.
• Solid project management skills and the ability to execute projects in a complex, matrix global environment while maintaining focus on the business and its customers
• Demonstrated ability to use tools, e.g., advanced excel, interpret analysis for fact based decision-making. Solid People Systems background – Workday, Pay Factors and Tableau experience preferred

Preferred Qualifications:

• A mindset which is nimble, agile, flexible, insight driven, forward looking, change oriented, that questions which tasks to do and the best way to do them
• Ability to influence senior management on Compensation related and business issues/decisions
  Business and financial acumen
• Strong communication, influencing, facilitation and presentation skills are necessary to actively communicate with all levels of management, colleagues, outside agencies and customers to drive business results
• Creative and innovative thinking skills, along with high intellect and sound judgment
• Comfortable managing confidential information. Eagerness to learn and mentor others
• Have a global mindset and an understanding of culture and change management and how to integrate talent management into an organization’s strategic objectives

S&P Global Corporate

At S&P Global, we don’t give you intelligence—we give you essential intelligence. The essential intelligence you need to make decisions with conviction. We’re the world’s foremost provider of credit ratings, benchmarks and analytics in the global capital and commodity markets. Our divisions include S&P Global Ratings, S&P Global Market Intelligence, S&P Dow Jones Indices and S&P Global Platts. For more information, visit www.spglobal.com

North America

S&P Global is an equal opportunity employer committed to making all employment decisions without regard to race/ethnicity, gender, pregnancy, gender identity or expression, color, creed, religion, national origin, age, disability, marital status (including domestic partnerships and civil unions), sexual orientation, military veteran status, unemployment status, or any other basis prohibited by federal, state or local law. Only electronic job submissions will be considered for employment.

If you need an accommodation during the application process due to a disability, please send an email to: EEO.Compliance@spglobal.com and your request will be forwarded to the appropriate person.

The EEO is the Law Poster http://www.dol.gov/ofccp/regs/compliance/posters/pdf/eeopost.pdf describes discrimination protections under federal law.

The provider compensation consultant will work with the provider compensation manager to model, prepare and maintain complex physician compensation plan calculations for a large multi-specialty hospital system. Performs analysis and reporting on provider compensation and production. This position performs a variety of project orientated tasks and supports the routine quarterly physician compensation and rvu payroll calculations.

• Calculate physician compensation and incentives in accordance with physician compensation plans.
• Gather data, calculate, analyze and communicate physician production data including work relative value units (wRVU’s0> FTE’s, panel size, quality and other metrics for physician productivity and quality analysis.
• Create and maintain accurate physician compensation salary calculations using Excel spreadsheets.
• Develop quarterly reporting for production pay to distribute to physicians.
• Complete complex compensation analysis and modeling for proposed compensation pay changes.
• Develop, distribute, and analyze provider compensation surveys.Partner with Fairview legal to determine fair market value for provider physician services agreements.

• Bachelor’s Degree in Human Resources, Finance, Accounting, or related field
• 3+ years in compensation analyst experience
• Proficiency with Excel and other Microsoft windows programs
• Excellent organizational skills including working with tight deadlines in a fast paced environment
• Ability to communicate effectively
• Ability to work within a team and also independently
• Strong understanding of analytics, proficient in creating complex financial/compensation models
  

• Two or more years’ experience in provider compensation
• Understanding of CPT and ICD9 coding and procedures
• Understanding of Federal Regulations (Stark, Anti-Kickback, IRS…) and fair market value and Commercial Reasonableness.
• Understands the principals and fundamentals of provider compensation analysis.

Position Title: Senior Compensation Analyst
Reporting Manager Title: Director – Total Rewards

Position Summary:
The Senior Compensation Analyst will focus on delivering analytics tools and solutions within the areas of compensation and human resources. This role will be responsible for executing on key compensation initiatives, completing targeted research and analysis, interpret key metrics, and developing recommendations to support organizational strategy.

• Conducts research, benchmarking, and market analysis, understanding the talent market and available data regarding current and desired total rewards position. Makes compensation recommendations to ensure internal equity, external competitiveness, and alignment to the compensation philosophy. Determines FLSA status of jobs.
• Performs job analysis and job evaluation to develop job profiles and job architecture.
• Administers the compensation review cycle including managing timelines, auditing data, creating communications, delivering training, supporting compensation planning, etc.
• Engages on design of compensation philosophy, policy, and procedures. Leads the design and development of compensation programs and projects.
• Ensures compensation guidelines facilitate competitive, equitable, and cost-effective compensation programs.
• Evaluates effectiveness of current programs / plans and makes recommendations to leadership regarding improvements to gain alignment with company objectives and industry best practices.
• Creates, reviews, and distributes incentives analyses and reporting for short-term and long-term incentives.
• Evaluates the impact of program design and changes on employee value proposition, motivation and retention, alignment with organizational strategy, financial cost, and program metrics
• Partner with key stakeholders to identify key initiatives, and engage people analytics to execute delivery of sustainable solutions to business problems, using data analysis, advanced analytics and data engineering best practices
• Leverage data from a variety of sources to analyze performance in key people metrics, identify areas of opportunity, and provide actionable insights to managers and leaders.
• Provides complex data analyses, graphics, and statistical reports in support of plan design to solve current business issues.
• Track projects from ideation to completion, including creating project roadmaps, detailed project plans and requirements documentation; Lead status meetings and manage frequent status communication to key stakeholders and senior leadership as required
• Work with cross-functional teams in the legal, finance, human resources, and analytics areas to understand connections and touchpoints

Minimum Qualifications:

Education: Bachelor’s degree in Human Resources, Finance/Accounting, Business or related field preferred. MBA or Master’s degree preferred. Certified Compensation Professional (CCP) designation highly preferred.

Experience: Five (5+)years of compensation related experience required. Experience in the Financial Services industry preferred.

• Excellent Excel skills
• Strong Analytical skills and high attention to detail
• Strong interpersonal, consulting and partnership skills
• Ability to multi-task in a fast-paced environment
• Effective verbal, and written communication skills
• Collaborative team player
• Resourceful self-starter

Physical Demands and Work Environment:
(The physical demands and work environment characteristics described herein are representative of those that must be met by an employee to successfully perform essential functions of this position and/or may be encountered while performing essential functions. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.)
While performing the essential duties of this position, an employee would frequently be required to stand, walk, and sit. An employee must frequently lift and/or move up to 10 pounds and may occasionally lift and/or move up to 25 pounds to perform essential position functions.
Specific vision abilities required by this position include close vision, distance vision, and the ability to adjust focus. The noise level in the work environment is usually moderate.
25% local travel may be required based on business need.

Disclaimer
The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.

Texas Dow Employees Credit Union is an equal opportunity employer, dedicated to a policy of non-discrimination in employment on any basis including race, color, age, protected veteran status, sex, religion, disability, genetic information, national origin or other status protected by federal, state or local law. Consistent with the American Disabilities Act, applicants may request accommodations needed to participate in the application process.

• Bachelor’s degree with 5+ years of relevant experience, or equivalent, working with base pay as well as long & short-term incentive plans.
• Versed in compensation theory and local, state and federal laws and regulations such as the Fair Labor Standards Act, Equal Pay Act, the Americans with Disabilities Act, minimum wage, overtime and record keeping requirements.
• Experience with HCM solutions and equity plan management software preferred.
• Certified Compensation Professional (CCP) and/or Certified Executive Compensation Professional (CECP) preferred.
• Advanced Microsoft Excel skills with abilities to build pivot tables, formulas including V-Lookup and strong skills in other Microsoft Office Suite applications.
• Maintain confidentiality of sensitive information.
• Strong communication skills both oral and written.
• Must be detailed orientated with strong project management skills.
• Determine work priorities, work independently and follow through on tasks.
• Lean Six Sigma Training preferred.

• Lead and/or assist with the design, development, implementation and administration of compensation programs.
• Conduct market pay analysis for use in job evaluations, salary recommendations for new hires and promotions, and ad hoc requests to ensure external competitiveness and internal equity, while adhering to the company’s compensation philosophy.
• Administration of long term incentive awards to include grants, distributions, exercises, participant information, and data loads.
• Support the equity management system including configuration, testing, upgrades/updates, and maintenance. Key vendor and business partner contact relating to the system operation and functionality, resolving issues as needed.
• Manage special projects on a variety of compensation programs, policies and related matters.
• Participate in various surveys, analyze results, and prepare recommendations.
• Monitor compensation practices from a legal standpoint to ensure compliance with labor laws and regulations such as FLSA, Title VII, Equal Pay Act, Americans with Disability Act, Dodd-Frank, etc. Identify areas of noncompliance and works with management to take corrective action.
• Research compensation best practices and propose new and improved programs or practices based on organizational needs, cost projections, and statistical analysis.
• Develop process documentation, instructions and resources to assist HR business partners and leaders as it relates to compensation. Recommend automation enhancements to facilitate the continued improvement to the process.
• Assist in the design, development, and maintenance of compensation related data in systems such as job codes, salary structures, position codes, etc. Conduct audits to maintain the integrity of the data and work with applicable partners to ensure system meets compensation needs.

Duties Summary

This position is locate in the Employee Services Section, HR Programs Division, Human Capital Directorate, Chief Operating Officer.

The position description number for this position is 370108.

The salary range indicated reflects the locality pay adjustments for the Washington, D.C., Metropolitan area.

The incumbent of this position will work a flextime work schedule.

This is a non-supervisory, non-bargaining unit position.



Responsibilities

This position is located in the Human Resources Services, Employee Services Directorate. The incumbent serves as a Human Resources Specialist responsible for providing a wide range of technical and advisory services to Library employees’ managers and supervisors in HRS programs which include, but may not be limited to Length of Service Awards Program, Personnel and Payroll Administration/Processing, Recordkeeping, Compensation and Leave Administration, Retirement and Benefits, and Unemployment Compensation.

The incumbent maintains liaison with Library staff and managers to assure needs and requirements are effectively met, and with counterparts in other agencies to keep abreast of new and improved developments within the area of responsibility. Establishes and maintains effective working relationships with managers and personnel throughout the Library, other Federal, state and local agencies, and with the private sector.

Plans and implements continuing personnel management services and/or programs in areas of specialty. Assignments are varied and complex, covering a broad range of personnel issues and require in-depth analysis. Using a high degree of technical skill, the incumbent develops the overall plans, procedures, and operating methods for assignments. Proposes and implements alternative solutions to solve problems of a unique or precedent setting nature. Provides management advisory services involving a high degree of technical skill.

Provides administrative and program management of the Length of Service Award program. The incumbent must be aware of the laws and regulations and be able to intervene and represent the employee or the agency on his/her communication with external and internal units to the Library of Congress. The incumbent will serve as the Contracting Officer Representative (COR).

Advises supervisor and/or team lead on significant issues, such as establishing criteria, assessing program effectiveness, or researching or analyzing a variety of unusual conditions, problems or questions.

Develops recognition and award instructions and guidelines for use by managers and supervisors of a large, complex, or diverse agency organization at the Library on the employee awards program, including monetary, quality step increases, time-off, honorary acknowledgement, and other tangible recognition activities. Coordinates and collaborates in the complete process of award recognition programs. Manages the logistics, provides communications appropriate to the program if required, and ensures the
accuracy of the information, manages efficiently and effectively to ensure the success of the program.

Composes a variety of written materials (such as memos, reports, brochures, fliers, etc.) to document project status, provide information and promote new programs or processes and to seek support.

Provides management consulting and advisory services to the agency organization. Advises managers on Human Resources and Payroll Functional areas such as Length of Service Awards, Personnel and Pay Administration/Processing, Recordkeeping, Retirement and Benefits, and Unemployment Compensation. Resolves routine issues/problems requiring consideration of the total HR management program. Applies basic knowledge of HR management to advice on a full range of HR functions and assists management in fulfilling their HR management responsibilities.

Researches and/or analyzes stable or simple administrative and/or program issues or personnel issues. Based on conditions and factors that relate to the subject program and related programs, determines what information is required, and collects from many sources. Reviews information, reconciles conflicting data, and devises new or modified methods to implement findings. Identifies options, makes recommendations, and develops proposals.

Provides managers and employees with specific, directly applicable information on the organizations practices, procedures, and policies related to routine compensation issues and programs, such as basic pay, overtime, or leave entitlement questions or problems. Provides advice to supervisors and employees on routine, established relatively common and noncontroversial compensation-related situations covered by existing instructions and guidelines and accepted personnel practices.

Relocation expenses will not be authorized for the person(s) selected under this vacancy announcement.

Travel Required

Not required

Supervisory status

No

Promotion Potential

12

• Job family (Series)

  0201 Human Resources Management

• Requirements

  Requirements Conditions of Employment

  No additional requirements to those listed above.

  Qualifications

  Applicants must have had progressively responsible experience and training sufficient in scope and quality to furnish them with an acceptable level of the following knowledge, skills, and abilities to perform the duties of the position without more than normal supervision.

  Knowledge of the rules and regulations related to human resources compensation in the federal government.**

  Ability to provide advice and guidance based on research and analysis of human resources issues.**

  Ability to utilize computer technology.

  Ability to provide customer service.

  Ability to communicate in writing.

  Knowledge of federal retirement rules, regulations, processes, and related employee benefits.

  Knowledge of HR administrative program management rules, regulations, and processes related to a length of service awards programs.

  Ability to communicate effectively other than in writing.

  Education
  Additional information

  Although it is the Library's policy to afford the maximum pay benefit to employees when setting rates of pay, a new appointee who has had no previous Federal service will generally be paid the minimum step of the grade.
  
  The Library of Congress is an equal opportunity employer. Women, minorities, and persons with disabilities who meet eligibility requirements are strongly encouraged to apply.
  
  Applicants must submit a complete application package that is received by the closing date of this announcement.
  
  This agency provides reasonable accommodation to applicants with disabilities. If you need a reasonable accommodation for any part of the application and hiring process, please email ADA@loc.gov. The decision on granting reasonable accommodation will be determined on a case-by-case basis.
  
  Applicants with disabilities may be considered under special hiring procedures and must submit an appropriate certificate of eligibility when applying for this position. The proof or disability/certification may be issued by the State Vocational Rehabilitation Office, Disability Services or Career Services office of the applicant’s college or university, or the Department of Veterans Affairs. The letter must verify that the applicant has a severe disability and must be dated within three years of the date of the application. Certification from health care providers are not accepted. For more information contact the Library's Office of EEO/Diversity Programs at 202-707-6024 or email spp@loc.gov. FAILURE TO SUBMIT YOUR CERTIFICATION WILL CAUSE YOUR APPLICATION TO NOT BE CONSIDERED UNDER THE SELECTIVE PLACEMENT PROGRAM.
  
  The Library of Congress is the national library of the United States and is part of the Legislative Branch of the Federal government. As such, all positions are in the excepted service.
  
  Appointment/retention is subject to a favorable evaluation of an appropriate personnel security/suitability investigation.
  
  The Library reserves the right to fill a lesser or greater number of vacancies indicated during the life of this vacancy announcement.
  
  Initial appointments, permanent or indefinite, to the Library of Congress require completion of a one-year probationary period.

  The Library of Congress may offer repayment for all or part of federally insured student loans. However, not all service units within the Library of Congress participates in the repayment of federally insured student loans. Therefore, determination to repay a federally insured student loan is subject to approval by the appropriate service unit.
  
  A “Not to Exceed“ (NTE) status is used to identify an appointment with a specific ending date. However, the Library has the right to separate a NTE employee at any time due to either performance issues or budget constraints.
  
  Are you a veteran? Please indicate the type of veterans' preference you are claiming in your application materials and/or applicant profile and provide the appropriate supporting documentation to validate your claim. Those applying for 5-point preference must submit Member Copy 4 of your DD 214. Those applying for 10-point preference must fill out an SF-15 (click here for the form) and provide the required documentation listed on the back of the form. If required supporting documentation is not attached, Veterans' Preference will not be considered in the application process.
  

  How You Will Be Evaluated

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

  The Library of Congress evaluates applicants through an applicant questionnaire and a structured interview. Applicants may also be screened for some jobs through licensing, certification, and/or education requirements, a narrative/application review, and/or a preliminary telephone interview. The knowledge, skills, and abilities (KSAs) that are marked with a double asterisk (**) in the vacancy announcement and the applicant questionnaire are considered the most critical for a position. To be considered for final selection, applicants must demonstrate fully acceptable experience in these designated KSAs in the narrative/application review, preliminary telephone and/or full structured interview. The various assessment tools listed above are designed to verify or explore applicants' experience, knowledge, and training directly related to the job in order to identify the best qualified applicants for selection.

  For more information regarding eligibility requirements, please see the Library of Congress Merit Selection Plan, Section X.D, at: http://www.loc.gov/hr/employment/msp010909.pdf.

  
  
  To preview questions please click here.
  
  Background checks and security clearance Security clearance

  Not Required

  Drug test required

  No

• Required Documents

  Required Documents

  Current or former federal employees must submit their most recent Notification of Personnel Action (SF-50 or equivalent).

  Applicants with disabilities may be considered under special hiring procedures and must submit an appropriate certificate of eligibility when applying for this position. The proof or disability/certification may be issued by the State Vocational Rehabilitation Office, Disability Services or Career Services office of the applicant’s college or university, or the Department of Veterans Affairs. The letter must verify that the applicant has a severe disability and must be dated within three years of the date of the application. The program does not accept certification from health care providers. For more information contact the Library's Office of Equal Employment Opportunity and Diversity Programs at 202-707-6024 or email spp@loc.gov. FAILURE TO SUBMIT YOUR CERTIFICATION WILL CAUSE YOUR APPLICATION TO NOT BE CONSIDERED UNDER THE SELECTIVE PLACEMENT PROGRAM.

• Benefits

  Benefits

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

  Review our benefits

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

• The public

  U.S. citizens, nationals or those who owe allegiance to the U.S.

Current and Former Federal Employees.

• Partner with senior leaders and HR business partners to drive and ensure the success of Tesla’s compensation programs
• Act as a business partner, problem solver, and play a governance role in the creation, negotiation and review of compensation programs and business rules
• Provide ongoing support for staffing teams to appropriately align pay with Tesla’s competitive practice and philosophy
• Diagnose gaps between current and desired state
• Perform ad hoc analysis and planning to continuously improve our compensation programs and processes
• Use strong communication & analytical skills to drive understanding of compensation philosophies, practices and administration among leaders and managers and assist in cascading to all levels of the organization
• Manages project plan elements and provides expertise to compensation and cross-functional HR projects
• Assist with design and administration of compensation programs (performance, recognition, equity, etc.)
• Develop, implement and lead compensation communication and training programs for managers and HR
• Lead the development and management of compensation analytics and employee feedback studies
• Support the development and roll-out of internal and client-facing compensation tools and systems
• Ensure compensation programs are scalable, compliant and are effectively deployed to the organization
• Takes a proactive approach to identification and execution of industry best practices and trends
• Commit to getting the job done no matter what issues arise

• 5+ years of compensation experience
• Compensation subject matter expert in design, implementation, communication and administration of competitive compensation programs
• Must have a good understanding of broad-based compensation programs (base/bonus/equity), pay for performance, benchmarking/market data, job evaluation, etc
• Bachelor’s degree required (advanced degree a plus). Statistics, Business Administration, Finance, Economics, or other quantitative focus preferred
• Advanced knowledge of Microsoft Excel
• Deep interest in analyzing data and the ability to see beyond the numbers to drive sound decision-making
• Possess high level of integrity. Be widely trusted, direct and truthful, with the ability to establish and maintain effective relationships and gain confidence
• Solutions and client service-oriented, with an emphasis on problem solving
• Proven organizational skills with attention to detail and the ability to prioritize and work well in an environment with competing demands
• Ability to work in a team environment with a high sense of urgency
• Exceptional written and verbal communications skills as well as strong interpersonal skills
• Tableau, SQL, database design, and computer language experience a plus
• PMP and Six Sigma certification a plus
• Evidence of exceptional ability

Tesla participates in the E-Verify Program

The Sr Analyst – Compensation supports global compensation plans, programs, policies and practices in areas such as compensation planning, annual salary survey submissions, organizational market assessments and compliance projects, etc. for all functions (corporate, manufacturing, industrial, brand solutions). This role makes certain that the Company follows all applicable government regulations and helps to drive change and administer programs in global compensation philosophy and practice.

• Assists in set-up and ongoing maintenance of job evaluations and structure within the Total Rewards System (TRS). Reviews positions to determine titles, pay grades, FLSA status, and incentive plan and equity eligibility.
• Reviews titling structures for consistency and create/maintain standard job families, functions, and sub-functions.
• Reviews and maintains job codes & titles in HR system to ensure consistency, currency, accuracy and accessibility.
• Conducts market analysis for positions to formulate compensation recommendations and alignment within TRS.
• Maintains electronic and hard-copy libraries of job descriptions, ensuring consistency, currency, accuracy and accessibility. Assist managers/supervisors with job description drafting and editing.
• Assists with HRIS implementation/maintenance by evaluating system requirements, determining necessary changes/revisions, assessing impact and executing.
• Leads annual and mid-year compensation planning and incentive cycles.
• Works cross-functionally to design and implement creative solutions to various compensation-related issues.
• Develops and documents compensation program guidelines, policies and communication materials.
• Prepares compensation reports/queries as needed and ensuring integrity of data and reporting methodologies.
• Develops and delivers compensation education for targeted internal stakeholders
• Assists HR Manager in acquisition integration of compensation systems, may assist in implementing structure in international locations.
• Conducts and participates in salary surveys and analyzes results to ensure market competitiveness and best practice.
• Keeps apprised of federal, state and local compensation laws and regulations and market practices.
• Additional duties as assigned

• Bachelor’s Degree in Mathematics, Human Resources or related field
• 6+ years of previous compensation experience; or equivalent combination of education and experience
• Occasional travel either locally, nationally, and/or internationally may be required.
• High degree of proficiency MS Office Suite, Outlook & Internet applications
• Strong analytical, prioritizing, interpersonal, problem-solving, presentation, budgeting, project management (from conception to completion), & planning skills
• Strong verbal and written communication skills (including analysis, interpretation, & reasoning)
• Solid understanding and application of mathematical concepts
• Ability to develop and maintain collaborative relationships with peers and colleagues across the organization, as well as, internal and external clients
• Ability to work well autonomously and within a team in a fast-paced and deadline-oriented environment.
• Ability to work with and influence peers and senior management
• Self-motivated with critical attention to detail, deadlines and reporting

• Regularly required to stand; walk; sit; and talk, hear and see.
• Occasionally lift and/or move up to 10 pounds.
• Reasonable accommodations may be made to enable individuals to perform the essential functions.

At Matthews International, we believe in a world of inspired possibilities. We believe that taking pride in our past inspires growth for the future. And that we all have a responsibility to explore new ways of thinking, working and advancing our craft.

Globally headquartered in Pittsburgh, Pennsylvania, Matthews International is home to a global network of employees operating in three distinct industries—SGK Brand Solutions, Memorialization and Industrial Technologies. We care deeply about what they do each day—because when we’re inspired, we can inspire others. We can make difference that goes beyond expectations—for our clients, our community and our company.

Our dedication, drive and determination empower creativity and give us strength to transform inspired possibilities into inspiring realities. This is strengthened by our values which are fundamental to our business and guide how we work—to demonstrate integrity, cultivate employees, be our best, innovate and live the Matthews spirit.

www.matw.com

Matthews International affords equal employment opportunities to employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, genetic information, age, disability or any other characteristic protected by federal, state or local law. Equal Opportunity Employer Minorities/Women/Veterans/Disabled.

Matthews International endeavors to make our employment website and application process accessible to all users and applicants. In doing so, Matthews International provides reasonable accommodations to applicants with disabilities. If you have a disability and require a reasonable accommodation or assistance completing the application process, please contact a member of our Human Resource Team.

Job Category:

-

-

Job Expectations:

• Maintaining high levels of data integrity, through queries and manual assessment.
• Managing shifting/overlapping priorities, projects, and deadlines, with multiple business lines

• Tailoring communication and presentations to varied audiences, including front line sale reps

• Utilizing Excel and Access to construct data sets for calculations, reporting, analysis, etc.
• Developing dynamic data models to determine impacts of potential enhancements to

• Designing standard and ad hoc reporting to support sales initiatives.
• Developing business requirements for required system changes.
• Submitting accurate monthly, quarterly, and annual Incentive payments by the required

• Full Time, 40 hours per week.

• Location: Downtown Kansas City, Bank Building.

• Bachelor’s degree or equivalent work experience.

• Streamlining complex, data-driven concepts, into actionable recommendations.
• Managing multiple projects, documenting progress, and setting priorities.
• Applying advanced formulas and functionality in MS Excel.
• Working with relational databases through MS Access.

• Building and maintaining advanced queries in MS Access.
• Building dynamic Excel workbooks for data analysis, modeling, and forecasting.
• Administrating sales incentive plans, bonus plans, and/or other compensation programs.
• Working with Commercial Banking products and/or systems.

• Highly skilled in Microsoft Excel and Access.
• Skilled in Microsoft Word, PowerPoint, and other MS Office Suite tools.
• Excellent analytical and deductive reasoning skills.
• Good presentation and communication skills.
• Ability to meet pre-defined deadlines.
• Strong organizational skills

Time Type:

About Sierra Club
The Sierra Club is the most enduring and influential grassroots environmental organization in the United States. We amplify the power of our 3.8 million members and supporters to defend everyone’s right to a healthy world. Our work focuses on championing solutions to the climate crisis; working for clean air, safe water, land protection and a vibrant natural world; fighting for environmental and social justice; and getting people outside to enjoy the outdoors. We have 800 employees located in offices and working remotely across the country. Sierra Club’s employees are changemakers whose work is rooted in our Equity, Inclusion, and Justice values. We are guided by the Jemez Principles to build just relationships with and uplift communities towards a clean energy future. This position will play a key role in ensuring that these values are echoed in theHuman Resources structures and systems that support our staff and the organization.

Sierra Club is comprised of a national entity and a network of local chapters that support our grassroots engagement. We are also proud to be a unionized employer – with two labor unions representing more than half of our employees.

About the Role – Associate Director of Human Resources, Compensation, Benefits & Systems
Sierra Club is seeking an experienced Human Resources and Project Management professional to lead the Benefits, Compensation & HR Systems team. This newly created Associate Director position will report to and collaborate closely with the Director of Human Resources, Kerry O’Donnell, to translate the department’s strategic priorities into a well-articulated sequence of department activities and plans.

The Associate Director of HR manages and administers organization-wide compensation programs, human resources information systems, and employee benefits. Our Human Resources Department is a committed and (growing!) team of 15. This role will lead a team of five within the department and will work closely with the full Human Resources department, enabling the Sierra Club to recruit and retain a highly competent and engaged workforce.

The Associate Director of HR will help to ensure optimal use of department resources, timely execution of projects and day-to-day operations, high-quality service delivery, and consistent attention to opportunities to improve the effectiveness and efficiency of core HR services. This position is responsible for a broad range of technical and administrative functions within the HR Department, including oversight of systems, automation of processes, and monitoring the budget.

Additional responsibilities will include:

• Oversees compensation philosophy, policies and administration
• Thoughtfully and effectively manage a service-oriented team within the Human Resources Department responsible for:
  • Administration of all employee benefits, including health insurance, disability, 401(k) plan, etc. and build staff awareness/usage of benefits
  • Providing day-to-day support for employees with inquiries regarding benefits, payroll, and employment questions
  • Ensuring that all Human Resources systems (including our HRIS, Applicant Tracking System, and communication platforms) are effectively maintained and well-leveraged to support the organization
• Directly supervise up to three team members, establishing goals, managing performance, providing mentoring, coaching and development opportunities
• In partnership with Human Resources team members and organizational stakeholders, review processes and services that support the full employee life-cycle with a particular focus on streamlining and updating our systems and practices
• Ensure high levels of communication with internal stakeholders regarding service delivery expectations, deadlines, and changes in procedures

Duties will normally require access to and to maintain confidential information that is used to contribute significantly to the development of management positions with respect to employer-employee relations and/or labor relations.

Qualifications and Requirements
This unique role requires a combination of skills grounded in HR Systems, compensation analysis, and team leadership, in addition to fluency in diversity, inclusion, and racial equity concepts and practices. Ideal candidates will be passionate and compelling advocates for creating human resource systems that meet the needs of all team members.

Who You Are:

• An Effective Collaborator. You’ve successfully worked across cultural lines on a dispersed team and you have the ability to operate in complex situations. You can easily gain trust from team members and are known for supporting them to ensure they are set up for success.
• A Strategic Decision Maker. You thrive in a rapid growth environment where you can press forward quickly with big ideas, though you understand this often requires recognizing when to take a step back and create proactive strategic plans that empower your team members. You understand how relationships drive the implementation of new systems.
• A Humble Leader. You are an approachable active listener who inspires trust and confidence from others. Your ego is secondary; you lead by example, embodying the notion of personal responsibility and encouraging others to build on your ideas, challenging them, and expanding them. You approach challenges as learning opportunities.
• Efficient and organized. You can take in a range of events at different levels of urgency and importance, formulate responses, and keep progress going on many fronts at once.
• Tactical Thinker. You are analytical and structured in your thinking. You love to build and maintain well-oiled systems and processes. You are a quick study, synthesizing diverse sources of information and able to discern from them a recommended course of action. You are aware of all mission-critical projects and able to connect the dots across the organization.
• Emotionally Intelligent. You are self-aware and perceptive. You nurture relationships and can work and communicate well with all kinds of people. You are optimistic, empathetic, flexible, curious, and well-respected by all who work with you, irrespective of title.

What You’ll Need:

• 7+ years of relevant work experience in the Human Resources field.
• Direct experience designing and managing systems and processes to support the employee life cycle from talent planning through recruitment, management, development, and retention. PHR or SHRM-CP certification is a plus.
• Deep project management experience with a demonstrated track record of planning and managing multiple simultaneous projects, facilitating cross-functional teamwork, and leading internal change and improvement efforts.
• Demonstrated experience managing staff and/or a team of staff.
• Knowledge of current employment laws and regulations, wage and hour laws, ERISA and tax law regulations for pension/401k plans.
• Passion for Sierra Club’s mission and vision.

Sierra Club employees enjoy a comprehensive benefits program including medical, dental, vision, life insurance, flexible spending accounts, employee assistance program, short and long term disability insurance. A 401(k) Plan is available to save for retirement with a match and a generous employer contribution that increases with service time. Vacation, holiday and leave of absence policies prioritize work-life balance for Sierra Club staff. Sierra Club is a 501(c)(4) organization.

The Application Process
Sierra Club has engaged Koya Leadership Partners to help in this hire. To apply, please create a Basic Profile using this link or click the Express Interest button. The process takes no more than 5 minutes and all you need is your resume.

Individuals who complete the profile by Friday, May 29th will be given priority; therefore, we encourage you to submit yours soon!

When you apply, we kindly ask you to remove your schools from your resume. There is no need to reformat your resume and you may leave your degree (e.g. “B.A. Economics”). Just remember to remove any undergraduate and graduate school name references where possible. This “bias blind” process is aimed at opening this opportunity to more candidates; reviewing applicants on performance assessments instead of resume proxies (e.g. where you went to school). Lastly, we intentionally do not ask for a cover letter so we kindly request that you not send one in your application

This evaluation process will follow best practices shown to reduce bias in decision making and may be different from other application processes you have experienced.

The overall evaluation process will look to follow this anticipated timeline:

• Late May: Selected candidates asked to complete short answer questions.
• Early June: Phone interview with Sierra Club staff.
• Mid-June: Finalist candidates will be asked to complete a timed trial assignment.
• Late June: Finalists will participate in a multi-team member group interview day via video conference. (*due to COVID-19, we will be conducting all interviews remotely for the near future) Candidate references will also be checked at this step.
• Early July: Offer extended.

If you have any questions about the opportunity, please feel free to email ataleb@koyapartners.com.

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• Knowledge of Human Resources as a discipline including the various functions of Employee Relations, Benefits, Compensation, Performance Management and Talent Acquisition.
• Strong knowledge and application of Human Resources regulatory and statutory requirements, including FLSA guidelines; strong knowledge of Excel, Word, Power Point, required.
• Skilled in developing, articulating and building buy-in to a clear vision and executing to produce or implement a final product.

Hello hiring manager! Please use this section and template to build out your job posting as it will appear to candidates.



What will I be responsible for in this job? (brief summary of the role)

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

KEY RESPONSIBILITIES:

Strategic Compensation Partner:

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

Compensation Consultant:

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

Compliance Consultant:

• Advise HRBPs and business leaders on the company’s chart of authority/delegation of authority matters in accordance with compensation guidelines, policies and practices to optimize how compensation tools can support the talent objectives of their business.
• Protect employer liabilities via Equal Pay Act, Civil Rights Act while reviewing - review exceptions submitted by business leaders and respond with review and approvals, or, declines.
• Provide job matches and mapping against existing job descriptions and surveys to ensure proper leveling of jobs in the new Career Framework environment.

MINIMUM JOB QUALIFICATIONS:

• 6+ years’ experience in all aspects of analysis and management of broad-based employee compensation programs at a company of comparable size and complexity.

Education / Training :

• Required: Bachelor’s degree

• Preferred: Master’s degree and/or CCP

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

Equal Opportunity/Affirmative Action Statement

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

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

Click here https://www.dol.gov/ofccp/pdf/pay-transp_%20English_formattedESQA508c.pdf to view our pay transparency nondiscrimination policy.

Change Healthcare maintains a drug free workplace and conducts pre-employment drug-testing, where applicable, in accordance with federal, state and local laws.

LBMC, PC is seeking an individual to add to our growing Litigation Valuation Mergers & Acquisitions practice group to fill a Manager/Senior Manager – Healthcare Compensation Valuation position.

POSITION SUMMARY

The Manager/Senior Manager will focus on compensation valuations and other analyses/consulting for various physician related arrangements, an area in which LBMC has an extensive history and growing valuation practice. Valuation engagements will include the following:

• Physician employment and practice valuation
• On-call agreements
• Medical directorships
• Management and co-management agreements
• Leasing and joint venture arrangements
• Various independent contractor arrangements

PRIMARY DUTIES | RESPONSIBILITIES

Qualified candidates will have superior technical skills, excellent project management and communication skills, and an overwhelming desire to provide first-in-class client service. The Senior Manager - Healthcare Compensation Valuation role will include the following:

• Be responsible for assisting hospital and healthcare clients with their valuation and strategic needs
• Manage valuation engagements including:

• Valuation modeling and development
• Critical decision making
• Review and supervision of analyses and reports
• Meet or exceed completion deadlines
• Improve internal processes, policies, analyses and modeling
• Develop and maintain effective relationships with clients
• Coach, train and develop staff and seniors
• Maintain professional growth and development through seminars, workshops and professional affiliations to keep current with national physician compensation trends and requirements.

PROFESSIONAL EXPERIENCE | QUALIFICATIONS

• Minimum of three years of experience in healthcare compensation valuation (CV) and a minimum of five years of overall experience in healthcare (financial and/or operations)
• Experience dealing with physician employment/acquisitions including financial due diligence, negotiations, and related legal/regulatory compliance standards
• Experience with physician compensation contracts such as on-call agreements, medical directorships, management and co-management agreements, leasing and joint venture arrangements, and various independent contractor arrangements
• An understanding of current healthcare environment and fair market value regulatory considerations
• Experience with market compensation databases commonly used in the valuation of professional service arrangements
• Ability to develop creative approaches/solutions necessary to resolve complex problems
• Excellent analytical skills and attention to detail
• Excellent listening, verbal and written communication skills
• Experience in developing and maintaining effective relationships with hospital CEO's, CFO's, Legal Operation Counsel, Development, and Physician Services personnel
• Excellent ability to plan, organize and supervise multiple assignments concurrently
• Advanced knowledge of Microsoft Excel and financial modeling

EDUCATION

• A Bachelor's degree in Accounting, Finance or Economics is required.

CERTIFICATE/LICENSE

• Professional credentials (for example: CPA, ABV, CVA, CHFP) are required.

EEO/ AA Employer

HIGHLIGHT OF LBMC'S BENEFITS | PERKS

• Employee development and training programs, such as including a Women's Initiative Network, Coaching Program, and Young Professionals Group.
• Eight week paid maternity leave
• Two week paid paternity/adoptive leave
• Flexible work arrangements
• CPA exam bonuses
• Provided refreshments
• Business casual dress
• Local charity support
• Quarterly and holiday office celebrations

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• Partner with the Senior Compensation Analyst in the annual compensation planning cycle for merit, bonus and equity through program design, system preparation, testing, training, budget reporting, communications and analytical support
• Participate in relevant compensation surveys, and other vendor-led external events / forums, for bench-marking purposes, and to stay informed about market trends.
• Administration of PayFactors, ensuring compliance with SOX, internal policies, and local labor laws.
• Participate in annual market pay analysis, salary range development and the formulation of conclusions and recommendations on the company’s competitive position to management
• Advise Human Capital Business Partners on compensation guidelines, policies and practices
• Identify and recommend improvements and efficiencies around compensation programs, processes, reporting and support initiatives
• Contribute to various other compensation activities including completing ad hoc job evaluation and market data requests.
• Serve as the Workday SME for the compensation modules in Workday.
• Partner closely other HRIS team members and with cross-functional teams to gain deep understanding of Workday processes and pain points.
• Participate in the Workday Governance Process. Works with other HRIS team members to evaluate Workday semi-annual releases and enhancement requests - understands associated business needs, evaluates scoping and system requirements to make prioritization recommendations.
• Perform analysis of existing business processes, technical design, identify and evaluate possible re-configuration/ solutions in response to business issues and challenges
• Collaborates purposefully with HC, IT, Finance and our external vendors to solve moderately complex business and technology problems
• Lead communication and change management efforts for Workday. This includes ongoing communications to drive awareness and utilization and the development of user guides, training materials and communication plans.
• Maintain awareness of current trends in HR technology and understand statutory and regulatory requirements affecting all aspects of HR systems

• 2-4 years of Compensation experience, having worked with theory, design, practices and analytical modeling.
• 1–3 years experience with Workday business process configuration required. Experience as the SME for at least 1 Workday module and completion of multiple functional Workday training courses strongly preferred.
• Functional understanding of core HR business terminology and practices
• Strong understanding of business processes and data maintenance
• Ability to quickly adapt to learn new system
• Superior Excel skills; you must know how to work a spreadsheet like no one else. At a minimum, you should be able to easily run vlookups, logical functions, and create pivot tables and charts
• Demonstrated analytical skills with the ability to perform independent in-depth analysis
• Strong attention to detail and a measured sense of urgency
• Ability to interface and communicate effectively with all levels of employees, management and diverse audiences both in oral and written formats
• Demonstrated ability to lead or play a key role in complex projects from inception through completion
• Ability to successfully manage multiple projects with potentially shifting priorities
• Demonstrated problem solving skills
• Must be able to establish and maintain effective working relationships both within HC and throughout the organization globally.
• Previous experience with PayFactors will be an added advantage
• Experience working cross-functionally with departments such as Finance, IT, Legal, Payroll, and the global Human Capital team

Together, We Make Progress

Progress is an inclusive workplace where opportunities to succeed are available to everyone. As a multicultural company serving a global community, we encourage a wide range of points of view and celebrate our diverse backgrounds. Our unique combination of perspectives inspires innovation, connects us to our customers and positively affects our communities. It is only by working together and learning from each other that we make Progress. Join us!

Rubrik is one of the fastest growing companies in Silicon Valley, revolutionizing data protection and management in the emerging multi-cloud IT industry. Recently named as one of Linkedin's 2019 Top Companies, our mission is to unlock the power of data by organizing and protecting the world's business information by building a forward-thinking, design-oriented brand that impacts the perception of user interface and experience in enterprise.

We aren't shy about crafting products to solve problems no one has tackled or thought about before by defining the industry, instead of waiting for directions. Rubrik is the world's first platform to orchestrate data for hybrid cloud enterprises anytime, anywhere. We blend future-proof architecture with consumer-grade simplicity to pioneer a fresh approach to an old problem.

Our focus is on the people that can produce extraordinary results. We need individuals who feel comfortable in ambiguity and excited by the prospect of a challenge. Bottom line, if you have a limitless drive and like to win, we want to talk to you!

Rubrik is looking for a Compensation and Benefits Analyst to join our dynamic People Team that is passionate about building and scaling our Rewards programs to support Rubrik's growth and high velocity.

You will support ongoing benefits programs that support our employee's health and wellbeing, in addition to helping to create a lasting impact on how Rubrik attracts, engages, and retains top talent through our compensation and equity programs.

Where you can make an impact:

• Program Design & Delivery:
• Key player in design and delivery of our annual Total Rewards programs (Merit, Stock, Promotions, Bonus and U.S. open enrollment cycles).
• Contribute to building training and communications for Total rewards programs
• Develop dynamic tools and models to interpret and analyze data, simplify processes and scale programs
• Analytics & Systems:
• Analyze market data to assess competitiveness on cash, incentive, equity, benefits, and/or recognition programs
• Drive data gathering, reporting, and auditing, in support of all various Total Rewards projects
• Partner with HRIS and Total Rewards team in implementing Workday process improvements, annual compensation and benefit systems, and reporting metrics
• Operations:
• Manage equity audits and grants submission for stock grants process
• Responsible for salary and benefits survey submissions
• Review and maintain Rubrik's Job Architecture. Conduct job audits and evaluations, and maintain job documentation
• Provide frontline support for employee benefit inquiries, partnering with benefits broker and/or benefits providers as needed
• Day-to-day support of benefits administration for medical, dental, vision, life, disability, FSA, COBRA, 401k, leave of absence and time off programs, etc.
• Maintain and audit employee enrollment processing and manage benefit group plan invoice processing
• Assist in compliance management such as ACA, 5500 reporting, 401(k) audit, plan document review and posting.

Ideal background:

• Bachelor's degree or equivalent practical experience
• 2+ years of previous experience in compensation or benefits administration a plus
• Solid analytical skills (proficiency in advanced data modeling, working knowledge of how to leverage Tableau or other relevant tools is a plus)
• Strong interpersonal skills and effective communication skills with ability to collaborate and understand client and/or business partner needs and apply creative and logical solutions
• Thrive in fast-paced, evolving environment with a strong work ethic, independence, and problem-solving abilities with a high attention to detail
• Experience in HRIS and Compensation or Benefits Administrations systems; Workday experience a plus
• Ability to handle sensitive information with discretion

Founded in 2014 by engineers from Google, Facebook and Oracle, Rubrik has created a cloud data management platform that's transforming how companies backup, restore, search, analyze and manage data both on-prem and in the cloud. Blending expertise from consumer and enterprise worlds, we've introduced a new, simple approach to the $48 billion legacy data backup and recovery market - a space that hasn't seen innovation in 20+ years. Rubrik is the fastest growing enterprise company in the Billion Dollar League backed by top Silicon Valley investors Greylock, Lightspeed, and Khosla Ventures.

Rubrik provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, Rubrik complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

• Support the development of competitive pay structures for exempt, non-exempt, and commission employees; ensure total rewards programs remain industry and market competitive and aligned with company compensation philosophy.
• Conduct job analysis interviews to document job content; recommend updates as compared to established framework.
• Evaluate job description content; make recommendations on FLSA exemption classifications and evaluate job description based on external and internal data; assist and provide support with the annual merit and annual /quarterly bonus implementation, administration, planning, payout and maintance; provide cost modeling and work with finance as needed; support the administration of incentive processing in HRIS.
• Assist with the ongoing administration of recognition award programs; ensure that local incentive plans and recognition approaches are aligned with the Companys Total Rewards philosophies; ensure compliance with relevant compensation regulations, laws and employment standards.
  Support and/or lead compensation assignments / projects ensuring delivery of results according to plan, scope timelines and expectations.
• Assist and/or lead job mapping and compensation process mapping; provide compensation support in company acquistions.
  Support the development of compensation communications, training materials, and/or change management plans designed to increase employee/supervisor understanding of the Companys compensation philosophy, programs and practices.
• Assist in the preparation of executive compensation disclosure information for the annual proxy statement and with executive compensation materials for Board of Directors, as needed.
• Administer job mobility requests and update practices based on best practices.
• Understands and comply with established governance processes; identifies and brings to the attention of department management internal control deficiencies.
• Other projects as assigned.
• This is not inclusive of all job duties and responsiblites.

• Bachelor's degree or equivalent business, human resources, finance, statistics, or a related field required.
• 5 - 7 years base, incentive and variable pay compensation experience required, including leading annual compensation processes such as merit review and bonus calculations.
• PHR, SPHR, CEBS and/or CCP certification preferred.
• Experience administering base, executive, and incentive compensation as well as commission programs preferred.
• Solid knowledge of job analysis & evaluation, particularly with market pricing, is required.
• Solid grasp of analytics, metrics, data and statistics.
• Ability to consult, and collaborate with multiple stakeholders across all functional areas; demonstrated proactive communication.

Position Purpose:

• Act as thought leader, consulting with internal business stakeholders, external advisors, industry peers, and HR leaders regarding compensation and benefits plans and practices needed to attract, retain and motivate talent.
• Function as a strategic and analytical resource to translate and connect compensation and benefits theory and business requirements into actionable and effective programs and results.
• Develop, implement and maintain up-to-date compensation philosophies, strategies, guiding principles, communications, policies and practices for pay delivery, job evaluation, market intelligence, salary administration, and performance management.
• Lead the design, analysis, implementation and communication of all compensation and benefits plans, to include base pay, short and long-term incentives, health & welfare and retirement plans.
• Lead and participate in on-going compensation consulting services such as job documentation, job evaluation, career path development, external market pricing, and policy interpretation.
• Develop and oversee programs and processes designed to be internally equitable, externally competitive and are in compliance with Federal, State and Local regulatory requirements.
• Act as a change agent, promote innovation and continuous improvement.
• Recommend and apply financial analysis models, metrics, and quantitative approaches that support data-driven proposals and solutions.
• Provide communications, training and change management support to HR and business leaders on compensation and benefits programs, to ensure objectives are understood and consistently applied.
• Lead the development, implementation and evaluation of compensation and benefits systems and technology solutions.
• Evaluate and report on current programs to ensure objectives are being met and to identify potential gaps and areas for improvement.
• Provide support for growth in new markets, as well as mergers, acquisitions and divestitures from due diligence through integration.
• Lead and participate in executive compensation program administration including preparation of board of directors meeting materials and associated analysis, reporting and communications.
• Lead and participate in the strategy, design, implementation, and ongoing administration of Employee Recognition programs that foster engagement and commitment, and support company values.
• Partner with Talent Management in leadership, development and deployment of employee performance management programs.
• Select and manage external partnerships as required to engage in the development of, and/or delivery of rewards plans ensuring provider relationships yield high value and return on investment.
• Identify and partner with key internal stakeholders across the company to ensure programs, projects, and initiatives are effectively and efficiently managed and implemented.
• Leverage functionality and data provided in major HR and financial systems such as PeopleSoft, SuccessFactors, and other related systems.
• Leads, plans and manages day-to-day department activities and continually monitors performance against goals.
• Travel to domestic and international meetings, conferences, etc. to meet with vendors, employees, customers, and other stakeholders, as required.

Supervisory Responsibilities:

• Bachelor’s Degree in Human Resources, Finance, Business or related; Master’s
  Degree preferred
• 10 years experience in broad-based compensation, executive, and incentive plan strategy, design, and administration
• 5 years managing executive compensation programs, preferably in a public company environment.

#LI-DNI

Petco Animal Supplies, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or any other protected classification.

• Consults with business leaders and HR business partners on compensation decisions and strategy

• Provides market analysis and insights for new and existing roles

• Partners with the offer team and recruiting leads on hiring trends and offer escalations

• Develops analytics for new or existing compensation programs

• Manages job evaluations, workforce classification projects

• Provides input to compensation planning, program administration compensation program automation projects

• Responds to compensation-related questions from managers, HR business partners and recruiters

• BA/BS in Economics, Business Administration or similar field

• 8+ years of experience in compensation analyst/consultant role

• Partnership, influencing, communication experience and customer support

• Experience presenting to leadership in the company

• Experience working with HR business partners and serving clients

• Experience with analytics, Excel, PowerPoint and HR Systems

• Experience in one or more of the following compensation disciplines: salary and incentive plan design and administration, sales compensation, international compensation, equity compensation, executive pay

• Experience working in performance focused environments and administering programs

• Experience with statistical packages

• Experience administering HR programs

• Experience with global HR system

• Knowledge and experience in HR strategies and practices

• Experience working across disciplines in HR

• Experience with employment law and practices

• Advanced degree

• Workday experience

At Brown Brothers Harriman, we believe no job is too big or small for any of us to handle if it helps our clients. We value passionate, committed people who enjoy collaborating with others to find new solutions to complex business challenges. We are looking for the type of person who speaks their mind, truly listens and steps outside their role to add value wherever they can. Someone who is driven to get things done and views obstacles as an exciting challenge that demands a creative solution. Above all, we seek someone who takes great pride in their work and is inspired and motivated by their role in protecting and enhancing our client’s financial well-being.

If you are looking for an entrepreneurial environment where you can learn and thrive, Brown Brothers Harriman is the right place for you

Brown Brothers Harriman is currently recruiting Senior Compensation Manager (Investor Services) to join our Compensation / Human Resources organization.

The Sr. Compensation Manager will be the lead compensation advisor for the Investor Services line of business providing a cohesive approach to compensation strategy for the line of business. The candidate will be responsible for supporting the global administration of compensation programs for BBH. This will be accomplished by providing strategic consultative analysis, guidance, support and recommendations related to compensation planning, external market practices and incentive programs. This position will support the HR Business Partners (HRBPs) and Business Leaders to ensure the consistent and equitable application of compensation policies and practices. The Sr. Compensation Manager will act like an advisor to C-suite executives, designing and developing compensation solutions.

Some of your additional responsibilities include:

• Lead Compensation Manager for Investor Service line of business
• Provide strong consultative guidance, analysis, reporting, market practices and clarification of polices to managers
• Lead the compensation survey process, working with HR colleagues, business leaders and survey providers to ensure accurate job matches are made
• Analyze data from market surveys to develop pay recommendation, and provide executive summaries/information to Business Leaders of the competitive compensation environment and market trends
• Instill confidence in business line leaders and can influence compensation decisions and practices
• Track key issues, practices, and trends in compensation by participating in industry groups, conducting bench-marking studies, and gathering market intelligence from internal and external recruiters
• Support the ongoing development of Firm-Wide compensation practices, policies and processes
• Collaborate with the recruiting team to develop competitive compensation offers for executive new hires
• Partner with lines of business to analyze and review incentive plans performance
• Act as lead and/or team member on compensation related projects, such as implementation of compensation software, job evaluation, sales incentive design, and cross HR initiatives and market studies

Qualifications:

• Bachelor’s Degree in a related field or equivalent
• 7+ years relevant Compensation experience; line of business compensation experience required
• Client facing experience with Investor Services experience preferred but not required
• Strong analytical, financial, technical, project management and process management skills required
• Ability to manage multiple high priority projects and adjust to shifting priorities, while meeting deadlines
• Extensive knowledge of compensation best practices within the financial services industry specifically, Private Banking and Wealth Management or Investment Management
• Strong executive presence with the ability to influence senior leaders
• Experience with McLagan surveys required, and year-end compensation planning system (preferred).

What We Offer :

• A collaborative environment that enables you to step outside your role to add value wherever you can
• Direct access to clients, information and experts across all business areas around the world
• Opportunities to grow your expertise, take on new challenges, and reinvent yourself—without leaving the firm
• A culture of inclusion that values each employee’s unique perspective
• High-quality benefits program emphasizing good health, financial security, and peace of mind
• Rewarding work with the flexibility to enjoy personal and family experiences at every career stage
• Volunteer opportunities to give back to your community and help transform the lives of others

• Create new global centralized approach, processes and practices for variable compensation across Healthcare Digital.
• Own both strategy and execution of Variable Compensation plans, working collaboratively across regions, HR, finance and commercial excellence.
• Facilitate the shift to a software-centric sales organization through incentive models/methods particularly as the business continues to introduce more subscription and SaaS products.
• Deploy variable compensation plans to field in all regions per the GEHC and region/country requirements.
• Manage the escalation process for inquiries from field regarding VC payments
• Ensure payment schedules are communicated and met in each region, working closely with region Commercial Operations and Variable Compensation teams.
• Create special incentive plans to drive specific business needs

• Bachelor’s Degree
• Minimum of 10 years of professional experience including demonstrated experience in Sales or Sales Operations/Support.
• Proven experience creating and managing variable compensation plans in a software business.
• Legal authorization to work in the U.S. is required.
  

• Executive presence –
  ability to influence and engage executive leadership and sales team
  members
• Experience in other
  commercial or related functions: product management, marketing, sales,
  finance, etc.


• Proven ability to flex both strategic and tactical capabilities
• Demonstrated collaborative and influencing skills
• Strong critical thinking and problem solving
• Experience driving data-backed decisions
• Previous experience in enterprise software, digital solutions
• Managing and prioritizing multiple projects, often through ambiguity
• Ability to effectively synthesize large volumes of disparate information
• Experience in other commercial functions: product, marketing, etc.
• Ability to set a clear vision, priorities, and inspire
• Expertise with Salesforce.com
  
• Experience identifying, evaluating, and working with other commercial tools and modules related to SFDC
• Background in influencing and leading cross-functional teams towards execution of a strategic initiative
• Possesses an external perspective and challenging the status quo
• Strong intellectual curiosity, desire to identify the “why” and to solve problems
• Independent, self-directed, strong attention to detail
• Growth mindset, executing quickly to test and learn
• Excited by change and the opportunity of the unknown

Position Type :

Type Of Hire :

Education Desired :

Travel Percentage :

Job Description

Are you curious, motivated, and forward-thinking? At FIS you’ll have the opportunity to work on some of the most challenging and relevant issues in financial services and technology. Our talented people empower us, and we believe in being part of a team that is open, collaborative, entrepreneurial, passionate and above all fun.

About the team

The FIS Global Compensation team is looking to add a dynamic, forward-thinking professional to join us in executing on strategic compensation practices supporting our competitive position as an employer of choice. Our team is challenged with being subject matter experts that consult and advise on pay programs that will assure attraction and retention to support our company’s growth.

What you will be doing

The Senior Compensation Manager will be a key member of a team that provides counsel on all areas of compensation to managers and business leaders. Key responsibilities include:

• Leading global compensation related projects including wage analysis, development and communication of policies and guidelines.
• Leading in design, implementation, communication and administration of new incentive plans, recognition and rewards programs. Provide budget analysis, track and report on status of on-going plan activity.
• Collaborating with our People Partners in determining effective compensation strategies that support a growing business.
• Innovating with other members of The People Office on strategic human resource initiatives.
• Bringing forward new compensation practices to keep FIS in the forefront of providing competitive rewards.
• Training and educating managers and leaders on our compensation practices that are inclusive and reflect our culture.

What you bring:

• Experience in the design and implementation of compensation programs.
• Ability to work with all levels of management.
• Collaborative attitude in working on multifunctional teams.
• Global perspective on compensation.
• Bachelor’s degree or equivalent work experience.

What we offer you:

• A multifaceted job with a high degree of responsibility with varied and challenging work to help you grow your technical skillset.
• A modern, international work environment and a dedicated, motivated team.
• A competitive salary and a range of benefits designed to help support your lifestyle and well-being.
• Time to support charities and give back in your community.
• A work environment built on collaboration, flexibility and respect.

Added bonus if you have:

• Master’s degree or WAW Certification as a Certified Compensation Professional, with additional areas of study.

Privacy Statement

FIS is committed to protecting the privacy and security of all personal information that we process in order to provide services to our clients. For specific information on how FIS protects personal information online, please see the Online Privacy Notice.

EEOC Statement

FIS is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, marital status, genetic information, national origin, disability, veteran status, and other protected characteristics. The EEO is the Law poster is available here supplement document available here

For positions located in the US, the following conditions apply. If you are made a conditional offer of employment, you will be required to undergo a drug test. ADA Disclaimer: In developing this job description care was taken to include all competencies needed to successfully perform in this position. However, for Americans with Disabilities Act (ADA) purposes, the essential functions of the job may or may not have been described for purposes of ADA reasonable accommodation. All reasonable accommodation requests will be reviewed and evaluated on a case-by-case basis.

Sourcing Model

Recruitment at FIS works primarily on a direct sourcing model; a relatively small portion of our hiring is through recruitment agencies. FIS does not accept resumes from recruitment agencies which are not on the preferred supplier list and is not responsible for any related fees for resumes submitted to job postings, our employees, or any other part of our company.

Collier County Board of County Commissioners is seeking a knowledgeable, results-oriented professional to serve as its Compensation Manager. Reporting to the Division Director of Human Resources, the Compensation Manager is responsible for oversight of a mature Pay and Classification Program to include job description creation, evaluation and analysis; career progression and certification programs; employee recognition and rewards programs; and directing staff responsible to administer existing retirement programs (FRS and Deferred Compensation) for County staff.
Collier County is comprised of four departments, including Administrative Services, Growth Management, Public Services and Public Utilities; each provides a variety of services to the residents of Collier County. We currently have approximately 2,000 full- and part-time employees on a year-round basis and add up to 150 seasonal employees in support of County programs at different points throughout the year.

• Supervising, directing, and evaluating the activities of the Compensation and Rewards staff, to include processing team member concerns and problems, assigning/overseeing work product(s), coaching, corrective actions, and completing performance appraisals.
• Managing the work of Compensation team members engaged in a variety of complex classification and compensation activities including job analysis, continuous audits, organizational studies, job specification development and market salary analysis.
• Conferring with management staff throughout the organization on complex work problems related to classification and compensation activities; directs and organizes large and complex organizational studies.
• Monitoring and interpreting changes in laws and regulations affecting compensation; implements practice and procedural changes as necessary.
• Consulting with and advising departments and divisions in the design of their Career Progression Plans and Certification programs. Presents recommended plans/programs to senior management for approval and implementation, as well as ensuring proper administration of approved plans and programs.
• Ensuring Standard Operating Procedures are in place and accurately reflect Compensation functions.
• Administering internal controls, compliance reporting and producing standard HR metrics.
• Overseeing activities related to retirement services and subordinate staff who perform advanced, specialized, complex duties related to administration of the County’s retirement plans. (Florida Retirement System and 457 deferred compensation plans) Monitors and administers deferred compensation contracts pertaining to employee compensation.
• Managing staff responsible to administer activities related to employee engagement and employee recognition.
• Communicating across the organization with employees, executives and elected officials to promote awareness of total rewards plans, programs and services.
• Participating in the procurement process for needed HR products and services from external vendors; will take part in evaluating proposals and vendor selection, as well as contract administration and oversight during the term of a contracted service.
• Interacting with staff members at all levels of the organization as well as collaborating and networking with the leaders of local organizations such as other constitutional officer agencies (Clerk of Courts, Supervisor of Elections, Property Appraiser, Tax Collector), HR Collier, the District School Board of Collier County, City of Naples, Lee County Government, etc. to stay abreast of developments and available local resources.
• Understanding the applicable County, State and Federal regulations that apply to performing the essential job functions and ensuring adherence to these requirements.

Bachelor's degree in Human Resource Management, Business or a related field; supplemented by five (5) years of progressively responsible experience supervising compensation and/or total rewards programs; or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities for this job. Demonstrated superior level of interpersonal skills are expected; PHR, SPHR, SHRM-CP, SHRM-SCP, or Certified Compensation Professional certification preferred. Fingerprinting required.

Responsibilities

Compensation Management/Administration:

• Manages and administers all aspects of compensation plan design, salary administration, annual pay increase and short-term incentive programs, and related compensation change actions. Serves as a consultant with all leaders with regard to pay decisions and practices.
• Coordinates and manages job evaluations to ensure equitable and consistent establishment of job standards and worth and presents findings to appropriate parties. Audits jobs for content and assists managers with development and maintenance of job descriptions that accurately reflect job responsibilities.
• Responsible for managing the salary structure and job hierarchy. This includes participating in salary surveys and utilizing survey data to determine the necessity of structure shifts as well as ensuring the internal equity within the job hierarchy. Analyzes, prepares, and communicates recommendations with the appropriate executive level approvers.
• Analyzes market data as well as knowledge of market trends and the decisions of both the business units and other local employers to set the annual pay increase budget. Is responsible for ensuring and communicating to Senior Executives that TDS adheres to both pay increase and incentive plan budgets.
• Conducts special compensation analysis to determine competitiveness and develops creative design and solutions for retention and other goals of the organization.
• Responsible for ensuring compliance with all compensation related legislation, including FLSA.
• Works with Talent Acquisition team, hiring managers, and department leaders to determine the salary and bonus for offers of employment by utilizing market data as well as internal data and ensures both market and internal equity.
• Serves as a consultant to all HR Business Partners and leaders with regards to compensation philosophy and processes, as well as the administration of individual employee pay.

Other compensation focus areas: This position may be responsible for one or more of the following:

• Merit and bonus process: Manages merit and bonus processes ensuring. Partners with manager to develop strategy and merit and bonus programs effectiveness and are driving desired goals. Ensures programs are competitive and relevant in all compensation areas and maximum utilization of tools available. Identifies opportunities for improvement in processes and develops and provides education for leaders, HR and other business units.
• Acquisition/restructure administration: Assists manager in due diligence for any acquisitions or divestiture activity to ensure appropriate steps and processes with the utmost confidentiality. May perform analysis to identify and ensure transitions meet and all requirements for controls and legal parameters.

Participates in and/or leads miscellaneous projects: including policy revisions, systems upgrades/implementations, alternative pay programs, project leadership, and other process improvement related projects. Keeps abreast of compensation best practices and industry trends and ensures all compensation programs meet those standards. May also provide mentorship and guidance to staff level compensation analysts.

Qualifications

Required Qualifications

• Bachelor’s degree in Finance, Accounting or business-related field or equivalent combination of technical and functional experience required.
• Five or more years demonstrated compensation experience required
• Certified Compensation Professional (CCP) certification, or currently in pursuit of CCP designation preferred.
• Ability to travel approximately 10% is required.

Other Qualifications

• Demonstrated strong analytical, math, and negotiation skills; ability to successfully perform independent in-depth analysis and present findings.
• Strong knowledge of compensation programs and laws including base pay and variable pay.
• Outstanding organizational ability.
• Must be highly proficient in Microsoft Excel.
• Proficiency in HRIS database management, analysis, logic, and report generation.
• Demonstrated ability to influence and effectively coach at all organizational levels. Ability and confidence to work as a credible partner with all levels of the Company’s executive, management, and operational staff.
• Outstanding verbal and written communication skills in order to effectively develop, sell, and implement human resource programs, policies, and procedures. Above average facilitation and presentation skills.
• Attentive to detail and follow-up; deadline oriented; very strong ability to prioritize and multi-task.
• Demonstrated ability to develop and implement process enhancements and efficiencies.
• Ability to maintain high level of confidentiality and professionalism.
• Flexible work schedule will be necessary at times, depending on the employee issue and other commitments with the department

• Researches, analyzes, and develops modifications to compensation programs to meet identified organization objectives and needs, which may include: base pay, short-term incentives, long-term incentives
• Provides guidance/analysis for job offers
• Systems/HRIS expertise
• Develops guidelines and procedures
• Thorough knowledge of Horace Mann HR
• Participates in projects; may coordinate/lead smaller projects
• Develops presentations and conducts group facilitation
• Guides/advises HR Business Partners and HM management in the administration of compensation programs
• Assists in merit budget planning and administration
• Monitors records for pay irregularities
• Prepares and maintains position descriptions and participates in evaluation of position
• Conducts surveys and analyzes results for compensation planning

Horace Mann Educators Corporation

Horace Mann was founded in 1945 by two teachers who saw the need for quality, affordable auto insurance for teachers. Since then, we've broadened our mission to helping all educators protect what they have today and prepare for a successful tomorrow. And with our broadened mission has come corporate growth: We serve more than 4,100 school districts nationwide, we're publicly traded on the New York Stock Exchange (symbol: HMN) and we have nearly $10 billion in assets. For more information, visit the Horace Mann website at www.horacemann.com

As a leading insurance and financial services company focused on meeting the evolving need of public K-12 teachers, we are growing rapidly and have a number of exciting positions available right now.

• Minimn of 5 years of experience in compensation
• Experience with salary surveys, market-pricing, and job evaluations
• Understanding of compensation fundamentals (base pay, variable pay, etc.)
• HRIS experience
• Understanding of the types of salary adjustments (merit increases, promotions, etc.) and how to make recommendations for each type
• Thorough knowledge of Horace Mann HR, or ability to learn quickly.
• Experience developing presentations and presenting.
• Strong analytical skills in HR, Finance and/or related field.
• Must be authorized to work in the United States without Employer Authorization

Job Summary

Qualifications

• Bachelors degree in Accounting, Business Administration, or other relevant field required
• Masters degree in Accounting, Business Administration, or other relevant field is preferred

• Ten (10)or more years of prior experience in Actuarial services required

• Enrolled Actuary preferred

• Proficient in the use of Microsoft Office Suite, specifically Access, Excel and Word required
• Exposure to industry standard tax applications and research tools such as RIA, CCH, BNA and Lexis-Nexis required

• High proficiency in English, both verbal and written (including technical writing skills)

• Excellent oral and written communication skills, specifically tax technical writing skills
• Solid organizational skills and ability to meet project deadlines with a focus on details
• Proven ability to work in a deadline-driven environment and handle multiple projects simultaneously
• Capable of building and maintaining strong relationships with client personnel
• Ability to successfully interact with professionals at all levels
• Capable of effectively completing interpretations of legal documents
• Advanced skills in Excel including macros, pivot tables, database and time value functions
• Intermediate to advanced skills in Access

Multiple Locations

We are excited to be seeking an Compensation Analyst to join our growing Finance team. The Compensation Analyst will serve as a business partner and advisor to key stakeholders throughout the company on all performance, incentive, bonus, and sales compensation related matters and will assist in the development, implementation, and maintenance of compensation plans. This is a high growth role, allowing for the opportunity to bring your expertise to various strategic projects and initiatives within EverQuote.

You Will:

• Compensation Plan Design - Partner with business leaders in the design, development and implementation of incentive compensation plans to align incentives with business goals and outcomes.
• Compensation Plan Administration - Manage the monthly/quarterly/annual commission process for our Agency, Sales & CS teams, ensuring commission calculations are accurate and comply with the plan, managing exception requests versus policy.
• Reporting & Analysis - Analyze trends in commission and compensation payouts and make recommendations to improve plan design to better align incentives with business objectives. Generate standard and ad hoc reporting and analysis on commission payments, commission plan effectiveness, sales rep performance, and quota attainment.
• Communication - Work closely with leadership and key stakeholders to ensure team members understand compensation plans, are aware of their progress to targets, and have the tools to achieve results.
• Customer Service & Support - Provide exceptional customer service and support to all internal and external stakeholders by providing expertise and guidance on all commission and bonus related questions.
• Month-end Close - Support accounting during the month-end close process by providing updates on commission earnings and payments by team during the month/quarter.

You Have:

• 2+ years experience as a compensation analyst, specifically working on complex projects
• Comfortable using data for decision making and working with large datasets
• Proficient with Excel; experience with Tableau and Salesforce is a bonus
• Strong organizational skills and attention to detail; able to navigate complex tasks successfully and without errors
• Excellent interpersonal skills and comfortable with Executive level interaction
• The ability to think strategically and grasp business concepts and complexities
• Prior experience working with compensation a plus, but not required

We get it. Requirements can sometimes hold people back from applying to a job, but don't let that be the case here. If you believe you have the skills it takes to elevate this role, team, and company, we encourage you to apply for this role.

About Us:

EverQuote (Nasdaq: EVER) operates the largest online marketplace for insurance shopping in the United States. We make insurance shopping easy, efficient and personal, saving consumers and providers time and money. Our goal is to reshape the way consumers shop and improve the way insurance providers attract and connect with customers as insurance shopping continues to shift online.

EverQuote is committed to building an equitable, diverse and inclusive workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, marital status, national origin, genetics, disability, age, or veteran status.

• Bachelor’ s in Human Resources, Psychology, Finance and Accounting or related field.

• 7+ years of experience in Compensation Management; Benefits Management experience preferred.
• Strong in Excel
• Knowledge of Canadian pay practices and benefits preferred
• Acts in a manner of integrity that shows support for the company, its values, and employees, while maintaining a continuous focus on meeting customer expectations. Committed to quality work, confidentiality, and continuous improvement.

• Proven experience designing, planning and implementing corporate compensation and benefits programs, policies and procedures.
• Excellent attention to detail, confidentiality, collaboration, verbal communication, presentation, and decision-making skills.
• Ability to adapt quickly to change across multiple business units and effectively work through ambiguity.
• Ability to quickly conceptualize, think critically, and develop frameworks.
• Strong project management, and excellent communication (verbal & written) with an aptitude for working as part of a team.
• Demonstrated ability to independently identify and analyze issues and problems and develop and influence appropriate business solutions and plans of action.
• Proficient in Microsoft Office (advanced excel)
• Advanced analytical and quantitative skills coupled with strategic, big picture orientation.

Description

Akerman LLP, a leading U.S. law firm, is seeking an HR Administrator for its National Human Resources Department in Maitland, FL. Essential duties include compensation management for staff, position analysis, completing salary surveys, generating reports and analyzing data.

Job Responsibilities Include:

• Coordinate the compensation program for staff, including projecting merit increases, ensuring evaluations are submitted and processed timely using Ultipro and viDesktop.
• Create and maintain merit increase spreadsheets for support staff to ensure Office Administrators and Department Heads stay within the fiscal year budget.
• Provide support and guidance to managers on compensation related issues.
• Develop salary ranges for staff positions, includes market analysis, position analysis and properly slotting of existing employees within the range. Work with office administrators and department heads to ensure all jobs are priced accurately.
• Prepare associate and paralegal spreadsheets for annual salary increase and bonus recommendation process. Includes updating the financial information, salary, bonus, office and title changes, etc.
• Complete third-party compensation surveys to obtain current data for job evaluations to ensure the firm's competitiveness in the market place.
• Compile, analyze and evaluate salary survey data.
• Manage the evaluation system, viEval; includes the creation of evaluation processes each year, troubleshoot various issues, gathering evaluation results, etc.
• Work with the HR Manager to evaluate new and existing positions to recommend placement in the appropriate salary range based on market data and firm structure. Use market data and relevant comparisons to set compensation levels for all positions. Determines exemption based on Fair Labor Standards Act (FLSA) standards
• Assist the HR Manager with process improvement projects and implementation of new functionalities for Ultipro (auto notification of certain processes, eligibility, etc.)
• Create, maintain and use a variety of reports or queries utilizing Ultipro Business Intelligence. Assist in development of standard reports for ongoing needs
• Analyze data in the system to maintain the data integrity in systems by running queries and auditing workflow processes and entries
• Maintain and run periodic reports as well as ad-hoc reports on employee data from Ultipro while ensuring report results are consistent, reliable and accurate
• Submit and monitor support tickets with Ultimate Software (Ultipro) for system fixes or enhancements
• Prepare and submit the annual EEO-1 data
• Provide back up support for the leave of absence process, including preparation of leave forms, leave administration, communication with employees, managers, etc.

The ideal candidate will have a strong working knowledge of HR systems, preferably Ultipro and viDesktop, along with Microsoft Office Outlook, Word and Excel. Strong analytical and problem-solving skills, excellent organization, time management and communication skills are essential. In addition, this position requires a high level of accuracy and attention to detail while working under time-sensitive deadlines. Applicants should have 8+ years of compensation and human resources experience administering a compensation program, including working with salary ranges, analyzing compensation, developing ranges. Knowledge of payroll processes as well as familiarity with applicable laws related to leaves of absence are also required. A bachelors' degree is preferred but not required. Experience in a large law firm setting and/or fast-paced professional service environment is desired.

We offer an excellent compensation and benefits package. Please submit your resume and salary requirements. EOE

Job Summary:

Our people are our most important resource and we’re looking for a highly skilled “people person” to become one of them, and to help us find more of them. The ideal candidate will have prior experience in recruitment and compensation models with knowledge of screening, interviewing, and hiring practices, as well as uncovering compensation data sources that secures our competitive edge in the market. If you have a passion for finding untapped talent, driving company growth, and finding the right people for us, we want to hear from you. Come be a part of our adventure.

Role and Responsibilities

• Work closely with managers to gain a comprehensive understanding of the company’s hiring needs.
• Take ownership of candidate experience by designing and managing job postings, job descriptions, and position requirements.
• Understand and maintain the company’s position management process tracking internal movement and external budgeted goals and expectations.
• Work with managers and external sources to update and maintain company’s career ladder compensation model providing benchmarking and pay ranges.
• Source candidates using a variety of search methods to build a robust candidate pipeline.
• Screen candidates by reviewing resumes and job applications and performing phone screenings.
• Manage and own the full pre-hire process: sourcing, interviewing, screening, selection and closing.
• Ensure all screening, hiring, and selection is done in accordance with employment laws and regulations and company compliance.
• Stay active with current with job boards, social networks, and platforms to find talent, and plan, create, and release job descriptions, invitations and announcements.
• Follow up on interview process status and update records in internal database.
• Stay abreast of recruiting trends and best practices.
• Provide coaching and guidance to hiring managers.
• Create and maintain process documentation.

Qualifications and Requirements:

• 2 years of recruiting experience preferred
• Exceptional communication, interpersonal, and decision-making skills
• Advanced knowledge of MS Office, database management, and internet search
• Working knowledge with job boards, HR software and applicant tracking systems
• Proven experience conducting various types of interviews (i.e., phone, video, etc.)
• Ability to travel as needed
• Excellent organizational and time management skills
• Ability to manage a wide range of relationships with a variety of stakeholders
• Proficient in Microsoft Office
• Deep understanding of employment laws and regulations
• Familiar with a wide variety of sourcing avenues

Preferred Skills

• Bachelor's Degree in Human Resources, Business Administration, or related field
• PHR Certification
• Proficiency with content management systems
• Experience developing recruiting strategy
• Desire to grow professionally with networking and ongoing training opportunities

Overview

At Segment, we believe companies should be able to send their data wherever they want, whenever they want, with no fuss. Unfortunately, most product managers, analysts, and marketers spend too much time searching for the data they need, while engineers are stuck integrating the tools they want to use. Segment standardizes and streamlines data infrastructure with a single platform that collects, unifies, and sends data to hundreds of business tools with the flip of a switch. That way, our customers can focus on building amazing products and personalized messages for their customers, letting us take care of the complexities of processing their customer data reliably at scale. We’re in the running to power the entire customer data ecosystem, and we need the best people to take the market.

About The Role

Reporting into the Senior Director, HR Operations, the Sr. Compensation Partner will implement and influence pay, equity, and recognition/reward strategies that drive performance, and retain and attract talent. This person will play an integral role within the People Operations team by partnering with our executive team and the People Team business partners to identify the best total pay solutions and options that will continue to drive excitement and excellence among existing and future Segment employees.

This position is open to candidates in San Francisco, CA (Corporate HQ), or Remote U.S.

Responsibilities

• Create, implement and evolve incentive programs aligned with supporting core values and driving performance, including appropriate cash and equity compensation.
• Lead annual compensation analyses and provide recommendations that allow Segment to remain competitive.
• Advise business leaders on compensation philosophies and practices.
• Solve compensation-related issues in leveling, new hire offers, and internal transfers.
• Develop decision support models and conduct statistical analyses to solve specific and complex compensation issues
• Provide direction around compensation in a highly competitive and constantly changing environment
• Manage and stay aligned with external legal/regulatory and compliance requirements.
• Perform periodic audits to ensure fair and consistent compensation practices.
• Manage communication of the core program as it relates to focal, bonus, and other pay-related initiatives.
• Manage survey submissions.
• Create and maintain compensation infrastructure (e.g., job codes, job families, integrity of system of record).
• Manage equity analysis and recommendations for stock refresh.
• CCP a Plus

You’re a great fit if you...

• Are enthusiastic about interpreting quantitative and qualitative information with the ability to present complex data in a user-friendly format that conveys research and findings
• Enjoy blending strategic and hands-on expertise with broad-based compensation and equity initiatives and programs.
• Are organized, diligent and take great pride in your proactive approach with a self-starter mentality and a strong work ethic
• Are excited to be part of a collaborative People team, with the opportunity to leverage your analytical and quantitative skills to help evolve compensation.
• Pragmatic and business-oriented
• 5-8 years experience in Compensation
• Experience creating compensation structures from the ground up.
• Experience designing incentive programs
• Expertise in job analysis and job evaluation principles, methods, procedures and techniques
• Bachelor’s Degree in HR, Finance or related field or equivalent experience
• A proven track record in excelling in a fast-paced environment with changing business needs while remaining creative and innovative
• Excellent verbal and written presentation skills including the ability to communicate complex ideas in a simple way and tailor key messages and presentation style to various audiences

Segment is an equal opportunity employer. We believe that everyone should receive equal consideration and treatment in all terms and conditions of employment regardless of sex, gender (including pregnancy, childbirth, breastfeeding or related medical conditions), sexual orientation, gender identity, gender expression, race, color, religion, creed, national origin, ancestry, age (over 40), physical disability, mental disability, medical condition, genetic information, marital status, domestic partner status, military or veteran status, height, weight, AIDS/HIV status, and any other protected category under federal, state or local law. Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

Position Title: Director, Compensation, OE and Retirement

Location: New York, NY (Headquarters)

Position Summary: The purpose of this role it to lead the Compensation and Organizational Effectiveness strategy for Canada, Manufacturing and non-Commercial Enablement Functions, and to lead the Retirement Programs Community of Practice (CoP) for North America which provides expert thought leadership, innovative strategies and solutions with agile processes and tools in the areas of compensation, retirement programs and organizational effectiveness.

• Develop short- and long-range objectives for Total Rewards strategy and ensure success through analysis and insights of programs, staff, and market trends.
• Designs, implements and has administrative oversight of all compensation programs and processes, and executive compensation for the functions they support. Provides consultation to the business with regard to competitive pay practices.
• Designs, implements and has administrative oversight of all retirement programs for North America. This includes program development and roll out, regulatory compliance, administration, and employee communications. Ensures all plans and programs are cost effective and competitive.
• Designs programs and leverages technologies that enhance and build the employee experience and Pernod Ricard’s culture by driving organizational effectiveness.
• Works collaboratively with the Total Rewards and Organizational Effectiveness NA team, NA HR Business Partner community, other CoP leaders, Professional Shared Services team to provide: scalable solutions and technology tools to facilitate service delivery and build impactful programs and strategies that understand and continuously improve the entire employee experience.
• A key thought leader and contributor to shaping and implementing the NA HR strategy.

Major Responsibilities / Accountabilities:

• Planning, execution and communication of year end merit increase process. Research merit budget, draft merit guidelines, and prepare communications. Review/update compensation policy as necessary, develop and facilitate line manager and employee capability sessions, obtain required approvals.
• Design, implementation & administration of PR NA Incentive Plan. Manage approval process, partner with HR generalist to provide advice to business leaders on pay for performance, and handle communication of approved payouts to department heads & payroll.
• Manage salary planning process to ensure that employees are paid competitively. Oversee salary survey participation and position matching for competitive review. Analyze results and present recommendations. Consult with Talent Acquisition team as needed to determine pay package for new hires / internal promotions.
• Design programs that drive organizational effectiveness and provide teams with internal processes for collaboration and decision making that drive the business strategy and build the foundation of culture and engagement.
• Responsible for managing existing defined contribution and defined benefit retirement plans (including deferred compensation non-qualified programs), ensuring timely and accurate funding of plans, developing metrics on each plan, timely bill payment, prompt and effective plan participants’ inquiries resolution, regulatory compliance (e.g. 5500s preparation and filing), and overseeing plan audits.
• Maintain and analyze financial records for the Canadian pension plans, performing governance role including monitoring and compliance of investments managers, trustees, and Canadian pension plan policies. Prepare financial statements for the Canadian pension and savings plans.
• Organize Benefit Plan Committees (Investment & Administrative Committee), hold and lead meetings throughout the year. Prepare and oversee annual reports required by Pernod Ricard, Corby and US and Canada government including Proxy Circular, Social Report, MRC presentations, etc.)
• Responsible for building organizational and individual capabilities, including supervising, coaching and developing broader HR team total reward capability
  

Nature & Scope: Position typically works with SVP, HR NA; VP, Total Rewards and Organizational Effectiveness; Manager Compensation Delivery NA; VP of Talent, Diversity and Enterprise Development; Manager, HRIS Solutions & Analytics; Payroll and Mobility Manager NA; Sr Global Mobility Specialist; HR Partners, Talent Acquisition team, contacts at Pernod Ricard Holding, as well as all levels of managers, providing information and advice regarding compensation issues. External contacts may involve HR peers at other companies in the industry, compensation survey consultants and outside recruiters to obtain market data. Communication frequently includes very sensitive information, requiring complete confidentiality and discretion in dealings with contacts. Decisions impact the organization as a whole, and errors may cause significant expense to the entire organization.
Position also works with the Human Resources team at different company entities and locations, and with outside actuaries, fund/investment managers and administrators of retirement programs. There are frequent interactions with managers and employees at all levels in the organization. Frequent interaction with the Finance Department budget and vendor payments. Responsible for maintaining confidentiality and compliance with privacy regulations regarding records and for numerous communications including sensitive information, requiring secure files and communication capability Key Competencies:

Education: Requires a bachelor's degree in a related area, Graduate Degree preferred.

Experience / Background: Typically requires 15+ years of previous experience in strategic design and administration of compensation programs, including salary survey participation and analysis, merit and bonus administration and job analysis. Requires a minimum of 5-7 years previous experience in plan design creation, implementation, maintenance of employee retirement programs. Experience in coaching, developing and indirectly managing a team of customer-serviced focused benefits support staff required. Minimum of 3-5 years’ experience with principles and practices around Organizational Effectiveness.

Required Skills/Competencies: Technical expert in compensation program and retirement benefits, policies and market practices in the US and Canada. Advanced knowledge of organizational effectiveness principles and application. Ability to establish trust and a reputation for discretion and sound judgment and advice . Excellent verbal, written and interpersonal skills are required for interaction with management in explanation of compensation and health & welfare programs, policies and decisions. Strong analytical and technical computer skills are required to efficiently manage and manipulate data. Exceptional vendor management skills with emphasis on vendor accountability and compliance. Critical skills include accuracy, thoroughness, problem solving, project/time management. Must be a self-starter who drives for results. Strong technical understanding of core HR practices, ERISA laws, DB/DC plan compliance and employee relations.

Working Conditions:

General Office: Work is performed in a typical office environment. Limited demands for movement and lifting. Normal visual, hearing and language acuity required for correspondence and computer usage.

Field Environment: Work is performed in a typical field environment with moderate demands for movement and lifting. Normal visual, hearing and language acuity required for correspondence and computer usage. Frequent travel by land and/or air in diverse weather conditions is required.

Physical/Skilled Labor: Work is performed in a general production area and/or office environment with regular demands for moving, lifting/carrying/lowering up to 50 pounds, standing, walking, climbing, and pushing. Normal visual, hearing and language acuity required for correspondence and computer usage.

Travel: Minimal

Estimate: 3-4 trips per year.

Who are we?

Pernod Ricard USA is the premium spirits and wine company in the U.S. The company's leading spirits and wines include such prestigious brands as ABSOLUT® Vodka, Chivas Regal® Scotch Whisky, The Glenlivet® Single Malt Scotch Whisky, Jameson® Irish Whiskey, Malibu®, Kahlúa® Liqueur, Beefeater® Gin, and Avión™ Tequila (through a joint venture with Tequila Avión); such superior wines as Jacob's Creek® and Brancott Estate®; and such exquisite champagnes and sparkling wines as Perrier-Jouët® Champagne, G.H. Mumm™ Champagne and Mumm Napa® sparkling wines. Learn more about our history, values, strategies and organization by visiting us at http://www.pernod-ricard-usa.com/

Working at Pernod Ricard

Working for Pernod Ricard USA means working for the co-leader in the global wines and spirits industry – and having the opportunity to work with great people and great brands in diverse and challenging roles. Our success is the result of the passion and creativity of our people, our exceptional portfolio of leading premium brands, and a shared commitment to our values of entrepreneurship, mutual trust, and a strong sense of ethics. Pernod Ricard USA rewards both individual initiative and a spirit of collaboration, and encourages ongoing professional development. Pernod Ricard USA recognizes the importance of continuously building upon our diverse workforce and inclusive culture. We believe in championing an inclusive culture that embraces differences and encourages employees to challenge themselves and their colleagues.

Benefits

Pernod Ricard USA offers competitive compensation, performance bonuses and domestic & international career development opportunities.

* Pernod Ricard USA is an Equal Opportunity Employer of Minorities, Females, Protected Veterans, and Individuals with Disabilities.

• Offers will be subject to United States local terms.

Job Posting End Date:

Target Hire Date :

Target End Date :

• Manage year-end compensation cycle, including systems, reporting, statements, audits, training, and performance management aspects
• Serve as primary Corporate Compensation contact for cross-functional partners such as Finance, Accounting, Legal, Sourcing/Procurement, HR Service Delivery (HRSD), HRIS, Talent Development, Talent Acquisition, and Payroll teams
• Oversee the work of Compensation Analyst, providing guidance in areas such as market survey needs, analysis, audits, and summary reports to Senior Leaders
• Serve as subject matter expert on compensation programs and policies for HR and Business teams
• Lead the process for evaluating new jobs, determining appropriate salary band and title assignment based on findings
• Assembles, maintains, and audits data for annual management & sales bonus payouts and works with leadership to finalize and apply final payout calculations
• Provide regular bonus & other incentive (i.e. retention) accruals to Corporate Business Planning & Analytics team, reconciling as needed
• Ensure HR is trained on compensation programs and structure, including job codes, bonus plan design/eligibility, approvals, etc.
• Create presentations and provide regular Compensation/Total Rewards updates to the HR Leadership team and Business Leadership when needed
• Manage the execution of the new recognition tool and service award program to promote success across the enterprise, including:
• Support the build and launch of the recognition technology to meet goals of the Business Units and on a Corporate level, ensuring alignment 1) to our Company values, 2) with key stakeholders and work streams globally and 3) with best practices across similar companies and industries
• Lead program Champions and partner with key work streams (i.e. Corporate Communications) to oversee launch and continued program initiatives and enhancements
• Manage vendor relationships to ensure smooth program transitions and to ensure expectations of new program implementation and support are achieved on an ongoing basis
• Own related processes such as program budget, data file(s), invoicing, surveys, and design/delivery/allocation of reward cards (for manufacturing populations)
• Seek program feedback for presentation and recommendation to Leadership teams

• The successful candidate will be a proven business partner with Compensation experience in a global company
• S/he will have a proven track record of analyzing compensation strategies and processes that clearly support the objectives of the business
• The successful candidate must be hands-on and comfortable with tactical execution, flexible with a sense of urgency in a fast-paced environment and highly organized
• Minimum five years of compensation experience, plus related degree or equivalent additional experience
• Experience researching and submitting major salary survey data
• Advanced Microsoft Office tools—Word, PowerPoint and Excel
• Knowledge of HRIS and use of reward systems in large environments
• Must have excellent oral and written presentation skills, including presentations to groups
• Ability to maintain confidentiality of sensitive information
• Strong project management orientation
• Self-starter with the ability to handle competing priorities and partner with different teams

Collaborative. Respectful. A place to dream and do. These are just a few words that describe what life is like at Toyota. As one of the world?s most admired brands, Toyota is growing and leading the future of mobility through innovative, high-quality solutions designed to enhance lives and delight those we serve. We?re looking for diverse, talented team members who want to Dream. Do. Grow. with us.

Toyota?s Human Resources Compensation Department is looking for a passionate and highly-motivated Compensation Analyst.

The primary responsibility of this role is to be a representative of the Compensation team that supports leaders grow their organization and help maintain competitive reward programs for the salaried population.

Reporting to the Senior Manager of Compensation, the person in this role will support the department's objective to lead compensation projects and processes for approximately 15,000 Toyota North America employees in the US. This position works closely with internal stakeholders, HR business partners, employees and management to develop compensation solutions.

• Manage and execute compensation programs and projects to support Toyota North America business initiatives (e.g. market competitiveness, program and structure alignments, job architecture, system integrations, compensation guidelines, policies, pay equity, recognition)
• Consult with HR Business Advisors on compensation program development and execution in support of business initiatives (includes job evaluations)
• Provide compensation education to build HR?s knowledge of compensation concepts and practices
• Examine compensation trends and develop recommendations supporting business initiatives

• Bachelor?s degree or higher in HR, Business, or closely related field, and/or equivalent professional work experience
• Demonstrated experience utilizing compensation theory, principles, and practices to perform independent analysis of programs using market data
• Strong data mining and quantitative analysis skills as well as advanced Excel proficiency
• Proven ability to work and create effective partnerships with executives and business leaders across multiple functions and teams
• Excellent verbal, written communication skills, presentation and facilitation skills as well as interpersonal and consultative skills
• Demonstrated critical thinking and decision-making skills as well as ability to self-manage projects
• Ability to work in a fast-paced environment
• Proficiency in HRIS systems
• Ability and willingness to travel up to 10% of the time

Added bonus if you have

• CCP Certification
• Proficiency in Workday HRIS
• Experience conducting job evaluations using the Hay methodology

What we?ll bring

During your interview process, our team can fill you in on all the details of our industry-leading benefits and career development opportunities. A few highlights include:

• A work environment built on teamwork, flexibility and respect
• Professional growth and development programs to help advance your career, as well as tuition reimbursement
• Vehicle purchase & lease programs
• Comprehensive health care and wellness plans for your entire family
• Flextime and virtual work options (if applicable)
• Toyota 401(k) Savings Plan featuring a company match, as well as an annual retirement contribution from Toyota regardless of whether you contribute
• Paid holidays and paid time off
• Referral services related to prenatal services, adoption, child care, schools and more
• Flexible spending accounts
• Relocation assistance (if applicable)

What you should know

Our success begins and ends with our people. We embrace diverse perspectives and value unique human experiences. We are proud to be an equal opportunity employer that celebrates the diversity of the communities where we live and do business. Applicants for our positions are considered without regard to race, ethnicity, national origin, sex, sexual orientation, gender identity or expression, age, disability, religion, military or veteran status, or any other characteristics protected by law.

Have a question or need assistance with your application? Check out the How to Apply section of our careers page on Toyota.com

To save time applying, Toyota does not offer sponsorship of job applicants for employment-based visas or any other work authorization for this position at this time

#LI-TMNA

Conduct analysis to establish competitive compensation program development and provide compensation guidance to HR and business leadership to accomplish objectives.

• P rovide advice and guidance to the business, senior management, and regional business/HR partners globally to apply compensation expertise and applies sound compensation principles, best practices and appropriate guidelines
• Analyze competitive market survey results to assess the competitiveness of compensation programs, using results to develop analysis and propose alternatives, and involved in discussions (e.g., job benchmarking, salary structure development, bonus structure evaluation, ad hoc analysis)
• Participate in special projects/analyses to identify trends, assess impact, analyze alternatives and recommend action plans based on these analyses
• Identify, recommend, and lead in the implementation continuous process improvements
• Other incidental duties

• Bachelor's Degree with 3 years experience in compensation is required
• Proven expertise in usage of MS Office Suite, especially Excel and PowerPoint, and related compensation data management tools
• Excellent written and verbal communication skills and interpersonal skills including consultative and relationship management skills
• Proven success adhering to and leading project schedules and managing moderate sections of projects
• Good problem-solving, organizational, analytical and critical thinking skills
• Good presentation and facilitation skills
• Substantial knowledge and understanding of EW policies, procedures, and requirements as it relates to global compensation
• Good negotiation and conflict resolution skills
• Good leadership skills
• Ability to assess risks, analyze situations and determine next course of action
• Ability to manage internal and external confidential information with utmost discretion
• Strict attention to detail
• Ability to interact professionally with all organizational levels
• Ability to manage competing priorities in a fast paced environment
• Must be able to work in a team environment, including inter-departmental teams and assigned client group(s), and representing the organization on specific projects
• Adhere to all EHS rules and requirements and take adequate control measures in preventing injuries to themselves and others as well as to the protection of environment and prevention of pollution under their span of influence/control

E dwards is an Equal Opportunity/Affirmative Action employer including protected Veterans and individuals with disabilities.

• Research and identify market trends and best practices and their potential impact to The Walt Disney Company
• Prepare compensation related materials for the annual proxy filing
• Review and analyze pay-for-performance models
• Assist with the review and approval of executive compensation actions
• Analyze compensation programs for cost impact, effectiveness, legal and regulatory compliance and alignment with shareholder interests
• Coordinate with Human Resources and Compensation partners regarding communication and administration of compensation programs
• Develop persuasive materials for senior management’s consideration and approval
• Maintain and monitor effectiveness of current processes, provide solutions for more efficient ways
• Complete special projects as they arise

• Exceptional quantitative skills with a commitment to accuracy and details
• Strong aptitude for analysis, data management and technical expertise
• Business-oriented mindset
• Creative and critical thinker
• Expertise in Microsoft Excel, PowerPoint, and Word; SAP, Success Factors, Workday, Cognos and Access experience a plus
• Basic understanding of financial and accounting statements
• Ability to understand and relate to multiple stakeholders from various disciplines (e.g., finance, legal, operations)
• Strong written, verbal, and graphic communication skills
• Ability to set priorities and manage multiple assignments
• Ability to work with sensitive information and maintain confidentiality

• 2+ years executive compensation experience, preferably with large corporate employer or leading consulting firm

• Bachelor’s degree required; Human Resources, Finance, Mathematics or Business degree preferred

• Bachelor’s degree required; Human Resources, Finance, Mathematics or Business degree preferred

• Exceptional quantitative skills with a commitment to accuracy and details
• Strong aptitude for analysis, data management and technical expertise
• Business-oriented mindset
• Creative and critical thinker
• Expertise in Microsoft Excel, PowerPoint, and Word; SAP, Success Factors, Workday, Cognos and Access experience a plus
• Basic understanding of financial and accounting statements
• Ability to understand and relate to multiple stakeholders from various disciplines (e.g., finance, legal, operations)
• Strong written, verbal, and graphic communication skills
• Ability to set priorities and manage multiple assignments
• Ability to work with sensitive information and maintain confidentiality

Promise. It's a strong word that everyone understands, especially kids.

At Cook Children's, we've made a promise to improve the health of every child in our region. We know that team members come in all shapes and sizes. That's why we search for employees who know that being a true team player means never being too big to listen to the smallest member of the team.

Cook Children’s Health Care System wants you to join us as a Compensation Analyst, Associate. This entry-level position provides administrative and operational/technical support to the Compensation Team to ensure timely and accurate delivery of request and projects involving compensation. You will have the chance to learn new skills while growing your knowledge in the field of compensation. We are looking for individuals who are early in their career and ready to learn!

Qualifications:

• Bachelors’ degree in related
• Prior experience in Compensation or Human Resources preferred.
• Must have strong computer skills, including Excel.
• Requires attention to detail and ability to perform work with a high degree of accuracy.
• Solid analytical, organizational, and interpersonal skills required.
• Ability to work well in a fast paced environment.

-: Health care is constantly changing, and at Banner Health, we are at the front of that change. We are leading health care to make the experience the best it can be. We want to change the lives of those in our care – and the people who choose to take on this challenge. If changing health care for the better sounds like something you want to be part of, we want to hear from you.
Be part of a team that focuses on developing creative provider compensation solutions for Banner Health. The Provider Compensation department uses independent external market data to objectively evaluate and advise on provider compensation so that Banner Health is making the best long-term strategic decisions to recruit, engage, and retain providers.
As a Compensation Senior Consultant, you will perform financial analysis of compensation arrangements by and between employed or community health care providers and Banner Health, or its affiliates. Your areas of focus will include market research on physician compensation rates and trends, performing detailed valuation analyses, excel-based modeling, project management, and general understanding of health care regulatory matters. As a team member of the HR Provider Compensation team, you will perform financial analyses, communicate key findings and observations to cross-organizational departments, and administer the physician and APP compensation program.
Your pay and benefits (Total Rewards) are important components of your Journey at Banner Health. Banner Health offers a variety of benefit plans to help you and your family. We provide health and financial security options so you can focus on being the best at what you do and enjoying your life. -: About Banner Health Corporate
Within Banner Health Corporate, you will have the opportunity to apply your unique experience and expertise in support of a nationally-recognized healthcare leader. We offer stimulating and rewarding careers in a wide array of disciplines. Whether your background is in Human Resources, Finance, Information Technology, Legal, Managed Care Programs or Public Relations, you'll find many options for contributing to our award-winning patient care.


About Banner Health
Banner Health is one of the largest, nonprofit health care systems in the country and the leading nonprofit provider of hospital services in all the communities we serve. Throughout our network of hospitals, primary care health centers, research centers, labs, physician practices and more, our skilled and compassionate professionals use the latest technology to make health care easier, so life can be better. The many locations, career opportunities, and benefits offered at Banner Health help to make the Banner Journey unique and fulfilling for every employee. -: Job Summary

This position analyzes business needs associated with facility/business entity compensation issues and identifies and applies system compensation solutions as appropriate. Supports facility/business entity senior management team decision-making by providing compensation data and analysis of operating units. Compensation includes the following: base, merit, incentive, inconvenience, and premium pay, spot awards, production pay and regulatory and policy compliance. This position represents all compensation programs for one or more specifically assigned facilities as well as system-wide, and partners with colleagues in Total Rewards, Human Resources, Finance, and others to assure responsible and consistent stewardship of company compensation dollars.

Essential Functions
• Partners with facility/business entity Human Resources to provide guidance on compensation philosophy, principles and practices to facility management staff. Provides formal training and supports Human Resources in individual coaching of facility managers on effective utilization, communication, and management of compensation programs.
  


• Provides facility management with regular and ongoing analysis of facility application and management of compensation programs and practices. Identifies areas of concern and recommends solutions. Accesses and interprets data from a variety of sources to gain full understanding facility needs and options. Partners with other Total Rewards staff to achieve regional and system-wide workforce solutions. Meets regularly with Facility/Business Entity Senior Management Teams and Human Resources to support communication and promote partnership.


• Analyzes jobs, writes and edits position descriptions, conducts investigative interviews as necessary to reach full understanding of new/revised positions and their relationship to other positions. Supports internal equity by participating in position leveling process. This includes playing a key role supporting large-scale organizational/departmental structure changes.


• Conducts market research as needed to resolve questions and identify trends. Supports full-scale market analysis for annual region or system-wide salary range adjustments. Serves as liaison to designated professional groups to develop and communicate market adjustment proposals. Assures that all parties are fully engaged and involved in data gathering and problem using a multi-disciplinary approach. Supports facilities and work groups by performing and implementing equity analyses. Makes recommendations and presents findings to senior management.


• Participates in or leads a variety of high-level compensation projects and studies for facility, region, or system. These may include design of pay structure, audits of overtime exemption status, reviews for data integrity, research of internal and external pay practices and similar assignments.


Minimum Qualifications

Must possess a strong knowledge in Human Resources as normally obtained through the completion of a bachelor's degree in business, human resources administration or related field.

Requires seasoned business and/or human resources knowledge, preferably in Compensation, as typically demonstrated through five to seven years of related experience. Has proven experience and track record of success in balancing immediate needs against strategic initiatives and goals; moving forward despite ambiguity or resource restraints; making timely and calculated decisions in uncertain situations. Must demonstrate effective relationship development/management skills, and ability to effectively communicate in individual and group settings. Teamwork is critical. Attentive listening and polished presentation skills are needed to establish credibility and gain support for system-wide solutions. Requires business case development skills, analytical ability, project management and familiarity with position leveling and regulatory requirements impacting compensation. Polished and professional writing skills are necessary.

Requires proficiency with computerized spreadsheet, data base, word processing, and electronic mail applications. Must demonstrate consistent and careful attention to detail with commitment to follow through.

Preferred Qualifications

Certification as Compensation Professional (CCP) through World at Work is preferred, along with additional related education and/or experience. Health care experience is a plus.

Additional related education and/or experience preferred.

This role will be the Corporate Compensation lead with responsibility for the overall planning of critical business facing project activity for Corporate Compensation. This role would be the owner of key content areas including C&B policies, US compliance, Pay for Performance design and Exec Comp delivery and Analytics strategy.

Activity includes:

• Lead and coordinating key projects across the Regions when required – making recommendation on direction
• Leading on key Corp Comp projects like YE Comp Planning and Pay Equity – Business Facing
• Coordinating and planning deliverables within the Corp Comp Team
• Planning end-to-end processes
• Connecting with key stakeholders including HRBPs and Business Comp Consulting Partners
• Supporting on change management & org readiness – HRBP/HR
• US Compliance / FLSA – lead and owners for US
• Lead C&B Policy, governance & approval matrixes – lead in developing, managing and communicating
• Concept owner Employee Experience/ Mgr experience – ‘predesign product’ concept for Comp where we deliver business ready content and recommending any way of working changes
• Communication strategy – working with our internal communications partners in leading our overall communications outreach
• Exec Compensation Delivery & Effectiveness – responsible for managing team who will deliver against key Exec Comp milestones
• Coordinate analytics strategy – delivery model – Work with peers in Corp Compensation in developing automation of analytics within Compensation, and for HR and clients
• Lead on designing Pay for Performance strategy for firm – define firm wide strategy related to Compensation, and integrating design into Comp programs

Bachelor s degree in mathematics, finance, or related analytical field or the equivalent combination of education and experience is required. Advanced degree preferred. 12+ years of total work experience preferred. Prior experience in broad-based and/or executive compensation is preferred.

We are looking for an ambitious Compensation and Benefits Specialist to join our team. As a Compensation and Benefits Specialist, you will be responsible for overseeing, managing and administering our employees' compensation, rewards, perks, and benefits programs. Your role will be extremely important as you will be developing programs that improve performance, engagement and satisfaction of our employees.

• Assist in designing a compensation package based on business goals and strategy.
• Create and analyze job descriptions, evaluations, and classifications and determines appropriate base pay, bonuses and variable pay programs.
• Oversee competitive analysis, merit increases and salary structure.
• Advise on salary increase requests.
• Conduct periodic audits, prepares and presents reports.
• Conduct salary and labor market research to define benchmarks.
• Assess employees compensation and benefits needs by assisting in organizational surveys.
• Keep abreast with new trends and best practices.
• Ensure that compensation practices and benefits programs are in compliance with current laws and regulations.
• Administer and manages all employee benefits and insurance plans.
• Oversee the 401(k) plan.
• Ensure the accuracy of all benefits enrollments in the HRIS and provides vendors with accurate and timely eligibility information.
• Assist with new-hire orientations, distribution of enrollment materials, and educating employees on their benefits programs.
• Perform quality checks and audits of benefits-related data.
• Respond to benefits inquiries from managers and employees on plan provisions, eligibility, benefits enrollments, status changes, claims issues, plan changes, and other general inquiries.
• Respond to 401(k) inquiries from managers and employees relating to eligibility, enrollments, plan changes, and contribution amounts.
• Assist with the open enrollment process, employee meetings and education, and communication.
• Assist as needed on processes, procedures audits and plan testing to ensure benefits plans are in compliance with all applicable federal and state laws.

• Previous working experience as a compensation and benefits specialist for 2+ years.
• Strong analytical skills and ability to translate and analyze data in reports.
• Excellent Microsoft Excel skills.
• Knowledge of employee benefits and applicable laws.
• Knowledge of commonly used concepts, practices, and procedures.
• Proven ability to work both independently and collaboratively.
• Excellent organizational and time management skills.
• Strong interpersonal and communication skills.
• Ability to conduct themselves with a high level of discretion.
• Bachelor’s degree in human resources or related field of study.

• Work in the booming city of Austin, TX!
• Take advantage of excellent benefits, including health, dental, vision, and life coverage.
• Invest in your future with our matching 401K program.
• Leave the suit and tie at home; our dress code is casual!
• Eat for free on Fridays…lunch is on Arrive.
• Grab a bite at the delicious food trucks located at the MET center.
• Sweat it out using our on-site, state-of-the-art gym & yoga studio!
• Recharge your batteries at our fully stocked caffeine bar.
• Soothe aches and pains with our monthly in-office massages.
• Get active at the MET Center’s hike and bike trails and disk golf course.
• Shoot some hoops at our basketball court or serve it up at our tennis court!

Business Summary
VMware’s Compensation model focuses on empowering people managers to be self-sufficient with compensation analysis and decision making. The Compensation Consulting team focuses on two primary areas: 1/Business Consulting – working on strategic initiatives to assess and develop strategies and programs to address new business needs and 2/Management Consulting where Comp consultants provide more traditional comp analysis and program support to HR Management Partners to assist them in supporting their client groups.

• Manage portfolio of compensation projects including pay and bonus program consulting support, balancing resources to ensure the highest priority strategic work is tackled first while compliance and other standard work is managed appropriately
• Collaborate with Comp Programs and Operations to drive change management initiatives holistically from the executive staff, HR Business and Management Partners, Managers, and employees. This includes aligning roles and responsibilities of various HR teams to provide leadership support as one unified HR team.
• Partner with Exec and Equity Comp team to provide input to program development, and consulting back-up support
• Provide comp consulting advice to top leadership team members based on deep subject matter expertise.
• Provide guidance and expertise on sales commission plan design and other sales comp areas

Job Role and Responsibility
As a member of the Global Compensation Consulting Team reporting to the Compensation Consulting Director, you will provide strategic, consultative, technical and analytical advice to colleagues in HR, Sales Operations, Finance and the business, and will be responsible for a broad range of compensation projects. This is both a strategic and operational role which requires the ability to both present and discuss strategic HR topics and to perform detailed and technical analysis.

Core Responsibilities:

• Contribute to the determination of the global compensation strategy for VMware and design of compensation programs.
• Maintain close partnership with the Global Sales Compensation Team (Global Sales Operations) who own sales compensation plan design and plan terms and conditions.
• Assess the degree to which VMW sales plans are engaging, performance-driven and strategically aligned. Understand VMW sales model for growth and go-to-market strategy. Engage with VMW leadership team to gain a cross-functional perspective on sales force effectiveness, and the role sales compensation should play in helping to achieve strategic goals.
• Represent the HR Comp team in projects focused on sales org transformation, regarding sales job design and/or sales compensation
• Create and present comprehensive analysis to assess compensation issues in the business and provide market competitive and business aligned solutions using internal and external benchmark data sources.
• Give appropriate advice to ensure the integrity of job and grade architecture and pay ranges; and manage job and pay mix guidance
• Participate in Compensation, HR and business projects as required.
• Influence other functions including HR Partners, Executive Compensation, Sales Operations and Finance by partnering on a variety of compensation related projects and issues.
• Represent the team in cross-functional meetings and other forums, providing back-up coverage for the team leader or team members as applicable.
• Collaborate closely with other compensation team members to share knowledge and creative solutions to ensure consistent advice to the business.
• Provide guidance, advice, analysis and training in connection with sales compensation policies, plans, and job design.
• Understand how sales incentive systems and processes are used so that program administration abilities are considered in the plan design phase.

Required Skills

• Bachelor’s degree in Business or related area.
• Up to 8yrs. of compensation consulting experience, including sales comp and international compensation challenges.
• Understanding of the challenges of a software sales organization, including business transformation, customer markets, product/service offerings, sales channels and the nature of jobs covering these channels, sales management programs and tools, territory design and quota allocation.
• Experience working with sales compensation program design, competitive market analysis, forecasting trends/costs and modeling outcomes
• Advanced Excel modelling expertise, and preferably experience using Workday or similar
• Strong attention to detail, financial, business, and analytical acumen, intellectual curiosity, creativity
• Strong understanding of business processes.
• Consulting experience: Able to quickly evaluate complex client issues and demonstrate experiences in solving business challenges with analytic solutions. Able to lead through influence
• Strong presentation and communication skills with the capability to present recommendations to a senior exec team. Ability to articulate and distill complex issues and concepts to non-technical audiences.
• Demonstrated ability to evaluate, design, and recommend market competitive solutions aligned to business strategy.
• Extensive experience partnering with compensation survey and consulting firms. Able to take ownership for identifying new and unfamiliar contacts and resources. Able to build contacts and network effectively to achieve deliverable.
• Ability to investigate compensation issues thoroughly and drives issues through to resolution. Applies knowledge of compensation policies and procedures to recommend and implement solutions.
• Strong team orientation with collaborative style, which engages stakeholders and leads to good decisions.
• Ability to see the big picture, represent beyond specific area of expertise, and identify the right path to achieve objectives.
  

Preferred Skills

• Advanced degree in business or related area
• Previous SaaS company experience is a plus.
  

This job requisition is not eligible for employment-based immigration sponsorship by VMware.

Category : HR
Subcategory: Compensation
Experience: Business Leadership
Full Time/ Part Time: Full Time
Posted Date: 2020-06-22

• Prepares and maintains job descriptions for each position in the organization; ensures descriptions accurately reflect the work being performed by incumbents.
• Interviews and surveys employees and managers to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job.
• Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.
• Benchmarks jobs against survey data and other market intelligence to determine competitive compensation ranges for each position.
• Prepares and maintains job classifications and salary scales.
• Prepares and presents summary reports of job analysis and compensation analysis information.
• Gathers data from market-based compensation surveys; uses spreadsheet and data analysis techniques to assess results and market trends.

• Collects and compiles HR metrics and data from a variety of sources including Workday, management and employee surveys, exit interviews, employment records, government labor statistics, competitor’s practices, and other sources.
• Compiles monthly exit survey feedback for the AVP, HR.
• Analyzes data and statistics for trends and patterns with attention to recruitment, hiring practices, motivation and turnover.
• Prepares reports of data results, presenting and explaining findings to HR leadership.
• May conduct or assist with conducting classification audits to ensure that jobs are properly classified as exempt or nonexempt.

Knowledge:

• Knowledge of quantitative and qualitative research methods.
• Knowledge of human resource laws, regulations and best practices.
• Bachelor’s degree in Human Resources, Business Administration, , or related field required.
• At least three years of experience in related areas such as job classification and compensation, data analyzing role preferred.
• Workday Knowledge preferred

Skills:

• Excellent written and verbal communication skills.
• Excellent organizational and time management skills.
• Strong analytical and problem-solving skills.

Abilities:

• Proficient with Microsoft Office Suite or similar software.
• The ability to quickly learn the organizations HRIS, payroll, and similar employee management software.

The work environment characteristics described here are a representation of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions. The term “qualified individual with a disability” means an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of this position.

While performing the duties of this job, the employee is regularly required to communicate professionally in person, over the telephone, through email and other electronic means, move about the office and University, handle various type of media and equipment, and visually or otherwise identify, observe and assess. The employee is occasionally required to lift up to 10 pounds unless otherwise specified in the job description.

The intent of this job description is to provide a representation of the types of duties and responsibilities that will be required of positions given this title and shall not be construed as a declaration of the total specific duties and responsibilities of any particular position. Employees may be directed to perform job-related tasks other than those specifically presented in this description. Saint Leo University is an Equal Opportunity Employer and embraces diversity as a critical step in ensuring employee, student and graduate success.

Carter's, Inc. is the largest branded marketer in North America of apparel exclusively for babies and young children. The Company owns the Carter's and OshKosh B'gosh brands, two of the most recognized brands in the marketplace. These brands are sold in leading department stores, national chains, and specialty retailers domestically and internationally. They are also sold through more than 1,000 Company-operated stores in the United States, Canada, and Mexico and online at www.carters.com, www.oshkosh.com, and www.cartersoshkosh.ca. The Company's Just One You and Genuine Kids brands are available at Target, its Child of Mine brand is available at Walmart, and its Simple Joys brand is available on Amazon. The Company also owns Skip Hop, a global lifestyle brand for families with young children. Carter's is headquartered in Atlanta, Georgia. Additional information may be found at www.carters.com.

The Director of Compensation & HR Analytics is responsible for leading the global compensation and HR analytics team for all corporate, retail and distribution locations.

Compensation Program Administration (50%)

• Responsible for the design, implementation, communication and administration of global compensation programs, to include cash, short-term incentives and long-term incentives, in support of the overall corporate philosophy.
• Manage the administration of the global corporate stock program, to include new grants, vestings, dividend processing and pre-clearance requests.
• Design and administer annual merit review and midyear adjustments processes.
• Assist in preparation of materials for the quarterly Compensation Committee meetings of the Board of Directors.
• Manage and develop team responsible for job evaluations and market benchmarking.
• Partner with Legal and Investor Relations functions to produce the Compensation Discussion & Analysis (CD&A) section of the annual proxy statement.

HR Reporting and Analytics (25%)

• Lead HR reporting and analytics function and serve as expert resource for all HR data needs.
• Maintain and enhance current reporting deliverables while exploring new and innovative ways to report and examine HR data.

HR Project Management (25%)

• Project manager from HR perspective on all merger and acquisition activity.
• Lead and manage global expatriate program, to include interaction with business units, assignees and global tax advisors.

SUPERVISORY/BUDGETARY/EXTERNAL COMMUNICATION RESPONSIBILITY

• Liaison with external compensation consultants and vendors.
• Lead a team of (2) direct reports.

SECONDARY FUNCTIONS

• Ownership of overall HR budgeting process.

Required Experience:

• A minimum of 7 years of progressive experience in compensation planning, development, design, implementation, analysis and administration.
• Certified Compensation Professional certification preferred
• Bachelor’s degree required.
• Consulting experience a plus.
• Advanced skill level required in Microsoft Excel.
• Excellent analytical skills with the ability to multi-task while remaining focused on accuracy.
• Highly motivated with a strong customer central focus.
• Ability to partner and effectively communicate with members of the HR team as well as cross-functionally.
• HRIS reporting capabilities, preferably within ADP EV5.
• Strong understanding of Human Resource principles.

Carters is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity, sexual orientation, national origin, genetics, disability, age, veteran status, or any other status protected by federal, state, or local law.
Visit https://carters.submit4jobs.com/ today

At Lineage Logistics, our six values help guide how we behave and define what we hold most important: Safe, Trust, Respect, Innovation, Bold, Servant Leadership. We all play a position that is key to the company’s success. Join our Human Resources team that is growing both domestically and internationally.

As the Senior Incentive Compensation Analyst, you will design, implement and administer short and long-term incentive compensation programs to support executive, sales, corporate, field, logistics and hourly team members. You will evaluate incentive structures, assessing the effectiveness in driving the right behaviors, alignment to company culture and financial impact.

Responsibilities of the Senior Incentive Compensation Analyst:

• Design, develop, implement and administer short and long-term incentive compensation plans including financial modeling, performance scorecards and communication collateral ensuring alignment with the company strategy
• Analyze performance scorecards, retention metrics and relevant qualitative insights to inform and drive future design recommendations
• Collaborate with field leaders to support weekly hourly incentive payroll processing
• Calculate and load monthly, quarterly and annual incentive compensation payroll files
• Create and distribute team member incentive compensation statements, articulating the performance standards achieved and resulting incentive payment
• Maintain monthly accrual files to support each incentive plan
• Collaborate with Finance to support the annual budget process and forecasting changes throughout the year
• Administer long-term incentive plans including annual grant statements and issuing new grants

Required Qualifications of the Senior Incentive Compensation Analyst:

• Bachelor’s degree in business or related field
• 5+ years of broad compensation experience, with expertise in incentive compensation design and administration
• Experience establishing and tracking program metrics as well as the ability to identify problems and systematically gather relevant information to find root causes of data integrity issues
• Experience with Workday or similar Human Capital Management (HCM) systems
• Advanced proficiency with Microsoft Office Suite
• Ability to think strategically with supporting analytical skills
• Excellent interpersonal and communication skills with the ability to interact with all levels of the organization
• Ability to handle confidential and sensitive information

Why Lineage

This is an excellent position to begin your career path within Lineage! Success in this role leads to greater responsibilities and promotions! A career at Lineage starts with learning about our business and how each team member plays a part each and every day to satisfy our customers’ requirements. Beyond that, you’ll help us grow and learn on our journey to be the very best employer in our industry. We’ll ask you for your opinion and ensure we do our part to keep you challenged and engaged as we grow our business. Working at Lineage is energizing and fun. Like being with friends, we understand respect and care about our team members. We believe in keeping you informed whether it’s at our daily start-up shift meetings, or our annual team member opinion survey - we want our team together and aligned.

About Lineage Logistics

Lineage Logistics is a warehousing and logistics partner committed to delivering sophisticated, customized, and dependable cold chain solutions to leading food, retail, agriculture and distribution companies. We serve customers who put a premium on excellence and reliability to ensure our nation’s food supply is handled, stored and delivered safely and securely through the entire supply chain.

Lineage Logistics offers comprehensive benefits including health, dental, vision, 401(k), paid time off and more.

• Works alongside the Chief People Officer as part of the Compensation Committee to determine compensation strategy and implementation plans and communicates changes and performance to this group on an ongoing basis.
• Responsible for the annual pay review process including reviewing merit increase trends, documenting annual assessment processes, and making recommendations for overall company increase budget.
• Responsible for annual performance bonus program including program overview, measurement, accruals, and payment.
• Responsible for managing the Long Term Employee Incentive Plan (EIP) globally including design, implementation, software requirements, regulatory and tax considerations as well as ongoing communications.
• Partners with HR team members to create a leveling framework and pay structure that suits the needs of the business. Assists in adhering to this structure as the organization design changes and the company grows.
• Responsible for participating in 3rd party compensation surveys and utilizing compensation surveys to benchmark and market price jobs.
• Evaluates our pay structures with fundamental standard to semi-complex compensation assessment techniques. Prepares current state assessments and modeling to recommend pay structure movement, modification, changes, or redesign.
• Assists in selection and implementation of new HRIS system from a Compensation standpoint.
• Responsible for managing payroll and benefits plan selection and administration across multiple global locations.
• Monitors salary data by job and grade level to evaluate internal pay equity, and reviews employee salary actions upon request.
• Prepares compensation related reports with accuracy and works closely with HRIS, HR, and Payroll in support of compensation programs and maintaining HR data integrity.
• Consults with managers and HR regarding compensation philosophy, programs, and administration.
• Ensures compensation related programs are compliant with various related compensation labor laws and regulations. Keeps up with best practices and ensures we bring forward current and relevant practices to our compensation programs.
• Participates in compensation due diligence and job mapping activities for mergers and acquisitions.
• Assists in administering executive compensation programs
• Performs other duties as assigned.

• Bachelor’s degree in Business, Human Resource Management, Accounting, Finance, or similar discipline strongly preferred.
• 14+ years of related professional compensation experience working in a corporate compensation role.
• Experience working in global organizations, specifically across the US and UK as well as other countries, and experience working in small high growth companies is strongly preferred.
• Demonstrated track record with job architecture including devising and implementing leveling and titling frameworks.
• Ability to think critically, inquire, listen, clarify, and problem solve.
• Demonstrated ability to act as a strategic thought partner with both internal and external customers.
• Excellent written and verbal communication skills with the ability to establish relationships.
• Strong attention to detail and accuracy with data and figures.
• Great organizational and process management skills.
• Certified Compensation Professional (CCP®) preferred, but not required.
• Advanced Microsoft Excel skills with pivot tables, lookups, formulas, if then statements, charts, and the like. Solid skills with Microsoft Word and Powerpoint.
• Experience with Google docs, sheets, and slides.

• Take initiative in handling projects and anticipating needs
• Positive, committed, 'can-do' attitude and flexible approach
• High attention to detail
• Self-starter: thrives on taking ownership of initiatives with limited oversight
• Outstanding time-management and prioritization skills, with the ability to manage multiple priorities under short deadlines
• Team player who wants to be part of a world class People team
• Strong oral and written communication skills
• Strong believer in Bumble’s brand vision and values
• Unafraid to hustle, hustle, hustle

• Conducts data collection and analysis involved in calculating physician compensation programs.
• Prepares reports and analysis needed to complete FMV requests. Works with physician strategy and CHS legal to ensure requests are fulfilled accurately.
• Completes physician compensation surveys and maintains compensation database.
• Makes recommendations for and assists with development of physician compensation programs as requested.
• Partners with recruitment, local entity HR and department managers to perform job analysis and workforce redesign which includes, job description review and/or development, analysis of workforce for internal equity and identification of issues, review of FLSA status and development of compensation ranges and recommendations for market adjustments.
• Assist with annual executive compensation process.

• Bachelors degree required, Masters preferred. CCP preferred.
• Advanced knowledge of Excel required including use of pivot tables, graphs, formulas, lookups, etc.
• Minimum of 7-10 years compensation experience required which would include 3-5 years of physician compensation experience required.
• Ability to work with all levels of HR and Management in a collaborative, team oriented environment.

Availity delivers revenue cycle and related business solutions for health care professionals who want to build healthy, thriving organizations. Availity has the powerful tools, actionable insights and expansive network reach that medical businesses need to get an edge in an industry constantly redefined by change.

Your mission as the Sr. Manager, Total Rewards & Compliance is to partner closely with all functions of the organization to align the business and human capital strategy to the compensation strategy while fostering our precious culture. We’ll need your leadership in our Pay for Performance annual cycles as well as creating Rewards levers that get to the heart of recognizing the hard work of our great associates while inspiring them to drive Availity to its’ fullest success every day.

What does that mean and what does that look like for this role?

• You’ll need to understand how a SaaS company or traditional Tech company runs, the business challenges it typically faces and where there are opportunities for optimal design, development and planning of competitive compensation and recognition programs to support the company’s total rewards strategy.
• You’ll need Sales Compensation experience – Getting Sales incentives right motivates our sales team and recognizes their critical efforts to grow our business.
• You’ll need experience in Radford - We are transitioning to Radford as our benchmarking tool – across the US and for our locations in India.
• You’ll need Workday experience as we update workday in our transition to Radford.
• You’ll need international Compensation Experience - Our international compensation models need to match what we’re doing locally along with the Workday configuration.
• You’ll need management and leadership experience. You’ll be a leader amongst your peers as your role has many interdependencies and teamwork and colleagueship is critical, but you’ll also manage one team member directly and be responsible for growing their expertise in all this function delivers, and make sure they have a great career experience here at Availity.
• You’ll lead our annual compensation process – that means ensuring pay for performance and fair pay practices before and after our annual cycle
• While we are an innovation, speed and practicality-first type of culture, Compliance is not a check the box exercise here – it’s embraced and done well at the outset so that it’s seamless in the day to day. Lead us in ensuring that compliance continues to be well led, easily understood and well-executed.
• We have a fantastic associate to associate reward system and we’ll need your keen eyes to ensure we’re using it to the best of our ability. But also, help us CREATE programs that recognize our phenomenal associates and their hard work.
• We’re growing Organically and Inorganically, so you’ll need experience in due diligence and integrating acquisitions

The extras:

• You have exceptional communication and project management skills
• You have strong consultation and collaboration skills - fostering diversity of thought at all times
• You bring a sense of accountability to all you do
• You’re up for a laugh – our work is important – but enjoying it is important too

Who is qualified for this position:

• 10+ Years of Compensation experience
• Bachelor’s degree in Business, Finance, HR or related discipline
• Advanced knowledge of general HR, compensation, benefit and payroll laws, regulations, procedures, and operations
• Proficiency in data management and reporting with HR Information System (e.g., Workday)
• Proficient in Microsoft Word, PowerPoint
• Advanced proficiency in Excel

Why work at Availity:

• Culture, Culture, Culture!
• We offer a competitive salary, bonus structure, and a 401k match program that is vested on Day One
• If you’re a foodie, we have food trucks almost daily at our Jacksonville office along with a beautiful café to have lunch in with colleagues
• If you’re a wellness warrior, we also have an onsite gym with showers
• We work hard and play hard! We have Ping Pong, Foosball, an Arcade, and X-Box to help you decompress – and we have a massage therapist onsite once a week for a little relaxation too
• Is giving back to the community important to you? You’re at the right place! Availity partners with various organizations, both locally and nationally, to raise awareness, funds and morale as our staff members volunteer their time and funds to engage the organizations campaign

Duties Summary

View Common Definitions of terms found in this announcement.

Organizational Location: This position is located in the Department of Homeland Security, Immigration and Customs Enforcement, Office of Human Capital, in Washington, DC.

This is a non-bargaining unit position.

Note: One or more positions may be filled using this vacancy announcement. Applying to this announcement certifies that you give permission for DHS to share your application with others in DHS for similar positions.


Responsibilities

The purpose of the position is to serve as a senior level expert providing technical advice and assistance to OHC leadership, program office leadership, program managers and operating HR staff regarding the full range of compensation laws, regulations, policies, and procedures, for the purpose of supporting the OHC compensation program, which has ICE-wide impact. Typical work assignments include:

• Analyzing, interpreting, and/or implementing laws, regulations, policies, and procedures regarding the use of compensation programs and/or flexibilities;
• Review and analyze new and proposed legislation, administrative rulings, regulations, and court decisions for impact to pay and leave legislation and human resources (HR) policies and programs;
• Researching laws and regulations to develop and deliver compensation policy, standard operating procedures, position papers, briefings, and project papers for leadership;
• Identify, analyze, and recommend management options and interventions to solve complex, sensitive and controversial pay issues and flexibilities;
• Provide policy guidance, advisory services, and program direction to OHC leadership, service center staff, program office leadership, and senior executive leadership related to compensation programs and flexibilities within the Federal government; AND
• Represent ICE in senior level conferences and consultations with various Federal and executive level agencies, serve on HR compensation committees and organizations, and develop and provide briefings.
Travel Required

25% or less - You may be expected to travel for this position.

Supervisory status

No

Promotion Potential

None

• Job family (Series)

  0201 Human Resources Management

• Requirements

  Requirements Conditions of Employment
  • You must be a U.S. citizen to apply for this position.
  • You must successfully pass a background investigation.
  • You must successfully pass a drug screen.
  • Males born after 12/31/59 must certify registration with Selective Service.
  • Requirements by Closing Date: Unless otherwise noted, you must meet all requirements by the closing date of the announcement.
  • Time in Grade: Current Federal employees must have served 52 weeks at the next lower grade in the Federal service. Time in grade requirements must be met by the closing date of this announcement.
  • Probationary Period: This is a full-time permanent position (Career/Career-Conditional appointment). Upon appointment to this position, you may be required to serve a one-year probationary period.
  Qualifications You qualify for the GS-14 grade level if you possess one (1) year of specialized experience at the GS-13 grade level or equivalent performing duties such as:
  • Providing compensation advice and guidance on pay and leave regulations, alternate work schedules, pay adjustments, overtime and other premium pay, and over and underpayments, waivers, and settlement of claims;
  • Contributing to the development of compensation policies and standard operating procedures to ensure compliance with laws and regulations regarding compensation programs and flexibilities;
  • Reviewing and providing solutions regarding complex compensation problems and issues which include sensitive and controversial pay issues; and
  • Participating in projects aimed at the development of compensation models that involve extensive analysis of large, multi-mission, complex or diverse organizations.
  
  Qualification requirements must be met by the closing date of this announcement. Qualification claims will be subject to verification.
  
  National Service Experience (i.e., volunteer experience): Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.
  
  Current or Former Political Appointees: The Office of Personnel Management (OPM) must authorize employment offers made to current or former political appointees. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, Non-career SES or Presidential Appointee employee in the Executive Branch, you must disclose this information to the Human Resources Office. Education

  This job does not have an education qualification requirement.

  Additional information

  Promotion Potential: This position is at the full performance level.
  
  E-Verify: DHS uses E-Verify, an Internet-based system, to confirm the eligibility of all newly hired employees to work in the United States. Learn more about E-Verify, including your rights and responsibilities.
  
  Suitability: If you receive a conditional offer of employment for this position, you will be required to complete an Optional Form 306, Declaration for Federal Employment, and to sign and certify the accuracy of all information in your application, prior to entry on duty. False statements on any part of the application may result in withdrawal of offer of employment, dismissal after beginning work, fine, or imprisonment.
  
  Financial Disclosure: If you are hired, you may be required to complete a Confidential Financial Disclosure Report (OGE Form 450) within 30 days after appointment.
  
  Background Investigation: To ensure the accomplishment of our mission, DHS requires every employee to be reliable and trustworthy. To meet these standards, all selected applicants must undergo and successfully obtain and maintain a background investigation for Public Trust as a condition of placement into this position. This may include a credit check, a review of financial issues such as delinquency in the payment of debts, child support and/or tax obligations, as well as certain criminal offenses and illegal use or possession of drugs.
  
  The Department of Homeland Security encourages persons with disabilities to apply, to include persons with intellectual, severe physical or psychiatric disabilities, as defined by 5 CFR § 213.3102(u), and/or Disabled Veterans with a compensable service-connected disability of 30 percent or more as defined by 5 CFR § 315.707. Veterans, Peace Corps/VISTA volunteers, and persons with disabilities possess a wealth of unique talents, experiences, and competencies that can be invaluable to the DHS mission. If you are a member of one of these groups, you may not have to compete with the public for federal jobs. To determine your eligibility for non-competitive appointment and to understand the required documentation, click on the links above or contact the Servicing Human Resources Office listed at the bottom of this announcement.
  
  Pursuant to Executive Order 12564, and the DHS Drug-Free Workplace Plan, ICE is committed to maintaining a drug-free workplace and, therefore, personnel in safety- or security-sensitive positions (testing designated positions) are subject to random drug testing. Moreover, other drug testing of employees (e.g., reasonable suspicion drug test) may be conducted in order to ensure a safe and healthy work environment. All applicants tentatively selected for employment at ICE are subject to pre-employment drug testing and a final offer of employment is contingent upon a negative drug test result.

  
  How You Will Be Evaluated

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

  We will review your resume and supporting documentation to ensure you meet the basic qualification requirements. If you meet the minimum qualifications, your experience, education and training will be rated using an Assessment Questionnaire. The questions are related to the following fundamental competencies (or Knowledge, Skills, and Abilities) needed to perform the duties of this job:
  

  • Compensation
  • Decision Making
  • Oral Communication
  • Planning and Evaluating
  • Strategic Thinking
  • Writing
  
  Based on your responses, you will receive a score from the Assessment Questionnaire between 70 and 100.
  
  Consideration will be given to performance appraisals and incentive awards as an indicator of quality of prior experience; no points will be assigned.
  
  Those applicants who score the highest will be referred to the hiring manager and may be called for an interview. Failure to complete the interview may result in removal from further consideration.
  
  Veterans Employment Opportunities Act (VEOA): To be eligible for a VEOA appointment, the veteran must 1) be a preference eligible; or 2) be a veteran separated after 3 or more years of continuous active service performed under honorable conditions. In addition, you must submit the supporting documents listed under the required documents section of this announcement. (Note: Veteran's preference does not apply under Merit Promotion procedures. View VEOA information on Feds Hire Vets).
  
  Interagency Career Transition Assistance Program (ICTAP) Eligibles: If you have never worked for the federal government, you are not ICTAP eligible. View information about ICTAP eligibility on OPM's Career Transition Resources website. To be considered well qualified under ICTAP, you must be rated at a minimum score of 85 for this position. In addition, you must submit the supporting documents listed under the required documents section of this announcement.
  
  Background checks and security clearance Security clearance

  Not Required

  Drug test required

  Yes

• Required Documents

  Required Documents
  • Resume showing relevant experience, education and training. Work experience should include: job title, duties, employer's name, employer's telephone number, employer's address, starting and ending dates (MM/YY), hours worked per week, and indicate whether or not we may contact your current supervisor.
  • Are you a current or former federal employee? Submit a copy of your most recent SF-50, Notification of Personnel Action that demonstrates your eligibility for consideration, e.g., length of time you have been in your current/highest grade (examples of appropriate SF-50s include promotions, with-in grade/range increases); your current promotion potential; proof of permanent appointment if applying based on an interchange agreement; etc.
  • Are you a veteran? Submit Member Copy 4 of your DD-214 or other (Certificate of Release or Discharge from Active Duty) and/or documentation of service connected disability. If applying based on eligibility under the Veterans Opportunity to Work (VOW) Act, you must submit certification from the Armed Forces that you will be discharged or released from active duty within 120 days from the date on the certification. This must indicate your dates of service, your rank, and confirm that you will be separated under honorable conditions. View more veterans' information.
  • Are you claiming special priority selection rights under the Interagency Career Transition Plan (ICTAP)? If so, submit a copy of your agency notice, a copy of your most recent performance rating, and a copy of your most recent Notification of Personnel Action (SF-50) noting your current position, grade level, and duty location.
  • Are you a current or former political Schedule A, Schedule C, Non-career SES or Presidential Appointee employee? Submit a copy of your applicable SF-50, along with a statement that provides the following information regarding your most recent political appointment: Position title, type of appointment (Schedule A, Schedule C, Non-career SES, or Presidential Appointee), agency and beginning and ending dates of appointment.
  • You may be asked to provide a copy of your recent performance appraisal and/or incentive awards.

• Benefits

  Benefits

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

  Review our benefits

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

• Career transition (CTAP, ICTAP, RPL)

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

• Family of overseas employees

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

• Federal employees - Competitive service

  Current or former competitive service federal employees.

• Individuals with disabilities
• Land & base management

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

• Military spouses
• Peace Corps & AmeriCorps Vista
• Veterans

• 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
• Lead annual compensation process including annual bonus and salary planning; directing business partners in the delivery to the business; and preparation of executive reports to illustrate outcomes and budget comparisons
• Design salary structures and participate in salary budget development to ensure achievement of equitable and competitive employee compensation
• Develop pay systems that are industry competitive and enable management to focus on and reward individual and group performance
• Conduct job analysis to determine appropriate market pricing; review recommended salary increases and advise management on compensation actions for employees
• Participate in development and administration of performance review system to ensure compliance with salary planning and bonus guidelines
• Partner with HRIS on the compensation module ensuring seamless administration of salary planning, bonus calculation and job code set-up and maintenance; monitor system enhancements to continuously improve efficiency of process
• Analyze company compensation policies and recommend changes as appropriate to establish and maintain competitive pay rates and ensure equity
• Review and recommend sales compensation/incentive/commission and bonus plans
• Evaluate job descriptions and assign accurate FLSA status and grading; maintain job database
• Participate in and organize data from compensation surveys to assist with ongoing competitive analyses and assessments; includes benchmarking and researching key trends in compensation
• Partner with the Benefits team to ensure total compensation and rewards programs are complimentary and meet the needs of the organization Keep apprised of regulatory updates and changes impacting compensation to ensure Company compliance

• Bachelor’s degree with at least 5+ years of compensation experience
• CPP certification preferred
• Salary Banding project will be the initial focus and we will look for a candidate with substantial experience in this area
• Demonstrated experience with salary/compensation survey data and job evaluation systems; PayFactors experience is desirable.
• Experience in administering compensation programs for exempt and non-exempt personnel
• Ability to develop and implement action plans to address unique and unusual issues within the compensation discipline
• Knowledge of State and Federal compensation rules and regulations
• Exceptional data and analytics skills; advanced in Excel
• Persistence, resourcefulness, drive and ability to work proactively
• Ability to multitask and respond quickly to requests
• Excellent communication (verbal and written) and interpersonal skills
• Strong work ethic and willingness to take ownership
• Superior organization and prioritization skills
• Maintain utmost confidentiality throughout all dealings

• Competitive compensation
• Career development and advancement opportunities
• Casual attire throughout the week
• Friendly, open and team oriented work atmosphere
• Excellent benefits including generous medical, vision, dental and life & disability insurance
• 401(k) plan with a company match

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

Overview:

Alteryx has an exciting opportunity for an innovative Global Compensation Manager to make an impact by continuing to build out our compensation strategy, philosophy and job architecture to ensure competitiveness in global labor markets. Our vision, for this key member of the Human Resources team, is to manage the design, implementation, administration, maintenance, and reporting of executive and equity compensation programs and initiatives. They will also partner with our Sales organization on compensation related implementations and improvements.

Responsibilities:

• Identify market trends to monitor competitiveness of programs, model cost implications and recommend innovative and effective solutions.
• Closely engage with Finance, Stock Administration, and Legal on the administration and development of equity programs.
• Develops communication materials and supporting analysis for presentations to the Compensation Committee and senior executives
• Assists with the design, communication and administration of the ESPP
• Manages the development, implementation, and administration of executive and equity compensation programs, including annual and long-term incentive programs.
• Work as a strategic partner to our business leaders, HR Business Partners and Talent Acquisition partners to solve compensation-related business challenges for the sales organization.
• Audit jobs for content, competitive market rates, compliance, and equity while partnering with key stakeholder to ensure job descriptions adequately reflect responsibilities, activities, duties and requirements. Perform annual analysis over existing positions to ensure continued equitability.
• Coordinate with Radford on the development of our global equity program. Assist with the evaluation of equity to specific positions and development of educational materials as it relates to equity.
• Stay current with market trends and ensure compliance with local, state, and federal regulations as it relates to compensation.
• Partner with the HRIS team to maintain business processes within Workday
• Coordinate with Finance regarding the annual workforce budget

Qualifications:

The ideal candidate will be analytical, detail orientated and have a strong sense of urgency. The ideal candidate will have an open and curious mind and is looking for ways to add value to current practices.

• 7+ years of progressive experience working in Human Resources
• 7+ years compensation experience including the areas of sales compensation, equity and executive compensation
• A bachelor’s degree in Human Resources, Business Administration, or a related field
• Exceptional project management skills
• Must be a hands-on professional with proven ability to excel in a fast-paced environment
• Works independently as well as collaborates with HR colleagues, senior management, and business leaders
• Demonstrated critical thinking to review, analyze and interpret data to draw conclusions and make recommendations to individuals at all levels of the organization
• Excellent speaking, writing and presentation skills
• Demonstrated ability to maintain the highest degree of security and confidentiality
• CCP and PHR or SPHR is preferred

• Administer employee insurance programs including life, disability, and health insurance plans, savings plans that may include the company’s 401(k) plan, personal savings plans, and deferred compensation programs.
• Oversee the annual open enrollment process and informs employees of changes and developments related to benefits including eligibility, coverage, and provisions.
• Completion of required annual testing and reporting: AAP, ACA, EEO, VETS, 401(k), POP, etc.
• Conduct employee surveys, census, and other research and demographic efforts required to collect accurate quotes from benefit providers.
• Research and compare incentive compensation plans offered by demographically comparable organizations; assess competitors' plans and make recommendations for enhancements or improvements required to keep the organization's plans competitive and effective.
• Responsible for employee engagement and communication of benefits related policies and programs.
• Audit benefit plans and compliance programs as needed at all locations.
• Facilitate accurate and timely delivery of employer contributions and employee payroll deductions to carriers, plan administrators or other appropriate service providers.
• Billing and reconciliation support for Sekisui’s benefit plans, including creation and reporting of plan metrics to senior management.
• Complete recordkeeping, reporting, and other documentation required by federal, state, and provider rules, regulations, and policies.
• Continuous improvement of benefit plans, policies, and procedures with a focus on cost savings.
• Ensure the organization’s compliance with the applicable provisions of COBRA, HIPAA, and ERISA.
• Maintain knowledge of economic conditions, labor market, and other factors related to ensuring the organization provides competitive and reasonable benefits and compensation scales and structures. Maintains knowledge of trends, developments, and best practices in compensation and benefits administration.

• Thorough knowledge of benefit and employment law at federal, state, and local levels.
• Demonstrated knowledge of human resource principles, practices, and benchmarks.
• Advanced analytical and problem-solving skills.
• Proven leadership skills and the capacity to build high performing teams.
• Strong verbal and written communication skills.
• Strong interpersonal skills and the ability to work effectively with a wide range of people in a diverse workforce.
• Excellent time management skills with the ability to meet deadlines, delegate, and prioritize tasks.
• Ability to work with minimum supervision and multi-task in a deadline-driven environment.
• Excellent organizational skills with attention to detail and focus on accuracy.
• Ability to act with integrity, professionalism, and uphold the ethical standards of the company.
• Ability to manage sensitive and confidential situations with tack, professionalism, and diplomacy.
• Customer-centric focus and advanced customer service skills.
• Must be able to work a flexible schedule.

• Bachelor's degree in Human Resources or related field.
• Combination of work and education may be used in lieu of the above requirement.
• Three to five years of prior HR employee benefits and compensation experience required.
• Prior work experience in the manufacturing or distribution industry preferred.

• Expert user of MS Word, Excel, PowerPoint, and Outlook.
• Prior experience with a Payroll or HRIS database required (ADP Preferred).

Sr Analyst, Executive Compensation - Atlanta, GA

HO-Northpark

1000 Abernathy Rd, NE
Atlanta, Georgia, 30328
United States

WestRock (NYSE: WRK) partners with our customers to provide differentiated paper and packaging solutions that help them win in the marketplace. WestRock’s 50,000 team members support customers around the world from more than 320 operating and business locations spanning North America, South America, Europe, Asia and Australia. Learn more at www.westrock.com.

Sr Analyst, Executive Compensation – Atlanta, GA

The opportunity:

How you will impact WestRock:

• Assists in the design, implementation, administration, maintenance and reporting of executive and equity compensation programs
• Maintains and administers executive compensation systems and processes for position benchmarking, salary surveys, offers and annual executive compensation planning
• Assists in executive pricing and market research, including development and maintenance of executive compensation tracking database
• Manages the administration of new executive hires, tracking, validation and oversight of off-cycle awards and executive offer letters
• Maintains and administers annual in-cycle equity program, working with key stakeholders to conduct enterprise-wide calibration analysis and identify errors and opportunities
• Maintains critical supporting documentation (e.g. offer letters, restrictive covenant agreements, grant documents, severance agreements, etc.)
• Assists in development and distribution of executive communications and executive compensation statements
• Evaluates and analyzes executive program effectiveness and models potential program changes
• Researches industry best practices and provides recommendations and alternatives to address business needs and objectives
• Models complex scenarios and recommends business actions
• Builds consensus to generate support for new ideas and strategies, effectively collaborates with HR and Business Leaders
• Stays abreast of market trends and changes to recommend approaches for competitiveness in executive compensation.
• Evaluates external competitiveness and internal alignment; researches industry trends and provides recommendations.
• Works closely with stakeholders in HR, Finance and various businesses to develop annual equity budgets, modeling potential outcomes and recommending alternatives
• Works closely with Stock Plan Administrator to ensure alignment with stock plan administration partner (E*TRADE)
• Assists in creation of board materials for the Compensation Committee of the Board of Directors
• Assists in creation of tally sheets, CD&A and proxy support
• Works with Finance partners on stock-based compensation disclosures
• Conducts ad hoc analysis and reporting as needed

What you need to succeed:

• Minimum 3-5 years of total compensation experience in a role of similar complexity and scope; specific executive compensation experience preferred
• Bachelor's degree preferred.
• Comprehensive knowledge and experience in compensation principles and practices such as salary and variable pay strategies, labor market analysis and trending, job evaluation methodologies.
• Working knowledge of HR principles for integrating compensation with overall HR strategies.
• Ability to apply formulaic, mathematical and statistical data for compilation and analysis and interpret market intelligence.
• Excellent interpersonal, collaboration, and influencing needed to work with, HR and other shareholders.
• Ability to explain complex programs and technical information for non-technical stakeholders.
• Ability to lead activities and projects independently.
• Demonstrated ability to handle highest level of confidential and sensitive essential.
• Excellent oral and written communication and presentation skills and ability to “tell the story.”
• Ability to work in changing environment with varied dynamics.
• Advanced capabilities in Excel and PowerPoint.
• Knowledge of PeopleSoft preferred
• Knowledge of MarketPay preferred
• Strong teamwork skills.

What we offer:

• Corporate culture based on integrity, respect, accountability and excellence

• Comprehensive training with numerous learning and development opportunities

• An attractive salary reflecting skills, competencies and potential

• A career with a global packaging company where Sustainability, Safety and Inclusion are business drivers and foundational elements of the daily work.

WestRock Company is an Equal Opportunity Employer committed to creating and maintaining a diverse workforce: Minorities/Females/ Disabled/Veterans.

By selecting “Apply” above, you indicate you have read and acknowledge the Dow Jones Applicant Privacy Notice and Dow Jones Cookie Policy , including data transfers as described in the Policy.

Job Description:

Dow Jones, A leader in the global media industry seeks a Compensation Director to join our People function. As the Global Compensation Director, you will assist in the development, implementation and administration of a full range of compensation programs. This role will perform job evaluations for all levels of employees on a global scale. This role will report Directly to the SVP of Compensation. It will oversee the administration of salary, bonus and sales incentive plans. Conduct and participate in compensation surveys. Provide advice on pay decisions, policy and guideline interpretation including the design of creative solutions to specific compensation-related programs

The right person is driven, quickly and accurately carries out procedure, is able to anticipate and troubleshoot problems, has a tendency to be very curious, and doesn't shy away from innovative thinking. Finally, you must love learning, reading, media and entertainment - we are a leading global publishing company after all, and our parent company is News Corporation.

Position Requirements:

• 7-10 years of compensation experience
• Experience in managing a team
• Provide strategic direction, planning, and requirements to execute the design, implementation, communication, and administration of the company's global compensation programs
• Previous experience in designing sales compensation plans
• Knowledge of corporate bonus structures
• Extensive experience working with multiple rewards and recognition programs
• Experience with Workday
• Global focus
• Strong analytical skills using both qualitative and quantitative data.
• Critical HR Competencies, including process management, analytical skills & decision-making, and cultural awareness & global application.
• Requires a degree or country equivalent
• Consultative and collaborative style
• Communication and Influencing skills
• Project Planning and Management skills

Dow Jones , Making Careers Newsworthy

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, protected veteran status, or disability status. EEO/AA/M/F/Disabled/Vets .

Dow Jones is committed to providing reasonable accommodation for qualified individuals with disabilities, in our job application and/or interview process. If you need assistance or accommodation in completing your application, due to a disability, please reach out to us at TalentResourceTeam@dowjones.com . Please put “Reasonable Accommodation" in the subject line.

Business Area: PEOPLE

Job Category: Human Resources Group

About Us

Since 1882, Dow Jones has been finding new ways to bring information to the world’s top business entities. Beginning as a niche news agency in an obscure Wall Street basement, Dow Jones has grown to be a worldwide news and information powerhouse, with prestigious brands including The Wall Street Journal, Dow Jones Newswires, Factiva, Barron’s, MarketWatch and Financial News.

This longevity and success is due to a relentless pursuit of accuracy, depth and innovation, enhanced by the wisdom of past experience and a solid grasp on the future ahead. More than its individual brands, Dow Jones is a modern gateway to intelligence, with innovative technology, advanced data feeds, integrated solutions, expert research, award-winning journalism and customizable apps and delivery systems to bring the information that matters most to customers, when and where they need it, every day.

If you are a current employee at Dow Jones, do not apply here. Please go to the Career section on your Workday homepage and view "Find Jobs - Dow Jones." Thank you.

Req ID: 21336

Alexandria Real Estate Equities, Inc. (NYSE:ARE), an S&P 500® urban office REIT, is the first and longest-tenured owner, operator, and developer uniquely focused on collaborative life science, technology and agtech campuses in AAA innovation cluster locations. Founded in 1994, Alexandria pioneered this niche and has since established a significant market presence in key locations, including Greater Boston, San Francisco, New York City, San Diego, Seattle, Maryland, and Research Triangle. Alexandria is known for its high-quality and diverse tenant base. Alexandria has a longstanding and proven track record of developing Class A properties clustered in urban life science, technology, and agtech campuses that provide its innovative tenants with highly dynamic and collaborative environments that enhance their ability to successfully recruit and retain world-class talent and inspire productivity, efficiency, creativity, and success. For more information, please visit www.are.com.

We are seeking a dynamic individual who will assist the Supervisor – Accounting & Compensation with stock compensation and payroll functions. The ideal candidate must be a self-starter with the ability to communicate effectively with personnel at all levels. The Accounting & Compensation Analyst will be responsible for stock compensation administration which includes hands on management of our Company stock incentive plan. In addition, they will be responsible for implementing quality control measures to ensure accuracy of reporting and compliance within the payroll/stock compensation areas. The ideal candidate must have the ability to handle confidential information in a discretionary fashion and must be able to manage multiple deadlines in a fast paced environment with minimal supervision.

The Company is an equal opportunity employer. We are pleased to consider all qualified applicants without regard to race, color, religion, creed, sex, gender, gender identity, gender expression, pregnancy, childbirth, breastfeeding or related medical conditions, marital status, registered domestic partner status, family-care status, veteran status, military status, age, national origin or ancestry, physical or mental disability, medical condition, genetic information, sexual orientation, or any other category protected by applicable federal, state or local law or ordinance..

Essential Duties and Responsibilities:

Will employ a number of duties in the areas of accounting, payroll and stock compensation administration, project support, and a variety of administrative duties, including but not limited to the following:

Accounting and Financial Reporting:

• Preparation of day-to-day accounting relating to payroll and stock compensation such as:
  • Prepare journal entries for bi-weekly payroll, payroll taxes, and benefits for month-end close
  • Prepare journal entries for employee equity compensation related entries in accordance to GAAP
  • Reconcile general ledger accounts to ADP payroll and Fidelity equity compensation records
  • Prepare payroll and stock compensation fluctuation analysis
  • Prepare basic and diluted weighted average share calculations for the purpose of calculating earnings per share
  • Assist with the preparation of capitalized payroll calculations, including coordination of timesheet collection and prepare quarterly calculation package for management review
  • Assist with the annual budgeting process of property management payroll allocation
  • Assist with the technical accounting research relating to payroll and equity compensation accounting
  • Coordinate Form 4 filing for all stock related activity, various analytical schedules, and 10Q/10K stock-related schedules and disclosures
  • Support financial reporting team in preparing data for the Company’s Proxy SEC filing relating to Executive Compensation tables and SEC Pay Ratio calculation
  • Assist with the annual preparation of Deferred Compensation Plan statements and packages for Executive Management, tracking investments and distributions for Venture Investment Plan (VIP), and preparing calculations for Form D filing
  • Assist with internal and external audit requests as well as ad-hoc requests from regional teams and/or special projects

Stock Administration:

• Day-to-day administration of the employee’s stock grants, including, but not limited to:
  • Coordinate with Executive Management, outside legal counsel, stock plan system administrator, and transfer agent for stock issuance to employees
  • Track the timing of stock vesting, including the timing of tax withholding elections, reviewing tax withholding calculations, and managing the stock tax net settlement process
  • Maintain stock participant listing and grant data for the employee stock plan
  • Coordinate the Company’s stock trading window, including tracking the trading approvals, communications with employees’ brokers, and working with Financial Reporting team to ensure accurate and timely disclosures of our public filings
  • Assist with research relating to equity compliance rules and regulations

Payroll and Benefits Administration:

• Day-to-day administration of the employee payroll and benefits, including, but not limited to:
  • Prepare bi-weekly payroll funding and variance analysis
  • Prepare funding request relating to payroll, taxes, dividends, and benefits
  • Assist with payroll processing in ADP for bi-weekly payroll, employee reimbursements, and annual bonus
  • Act as a liaison to assist the employees with payroll related inquiries such as overtime hours, leave of absence, and tax withholdings
  • Assist with the administration of the employee benefit plans, including deferred compensation plan and cash balance plan
  • Assist with research relating to payroll compliance rules and regulations including federal and state/local compliance rules where we have employees

Qualifications and Experience:

• Bachelor’s Degree in Accounting, Finance, Business or related field is required
• 3+ years of accounting experience. Compensation related accounting experience is required
• CPA, CPP, CCP is highly desired
• Must be able to research compliance rules and regulations
• Prior experience with ADP Workforce Now and timekeeping system or stock administration system is highly desirable
• Proficient in business related software: Microsoft Excel, Word, PowerPoint.
• JD Edwards Accounting software experience desirable
• Exceptional verbal and written communication, interpersonal and presentation skills. This position must be able to effectively communicate with senior management
• Attention to detail a must
• Must be able to handle extremely confidential information in an expeditious and discretionary fashion
• Ability to work in a fast-paced environment and prioritize and meet deadlines

• Manage equity plan administration by managing grant/termination process, maintaining and reconciling equity program data with stock plan administrator and internal HR Controllers, audit reports, and answering stock plan related inquiries
• Handle administration of non-qualified deferred compensation program
• Manage Total Rewards Open Issues audit remediation
• Provide analytical support on various executive compensation analysis requests
• Manage administration of various executive perquisite programs, such as financial services
• Provide support on regulatory filing requirements
• Oversee outside vendor relationships
• Manage internal vendor management and internal and external audit requests
• Provide support/management of special projects, as requested

• Typically, requires a Bachelor’s degree in Business, Human Resources or related field
• 5+ years of compensation experience, including executive compensation programs and equity plans
• Ability to maintain strict confidentiality of information
• Strong critical thinking and analytical skills
• Must demonstrate strong accuracy and attention to detail
• Strong financial acumen
• Excellent oral and written communication skills
• Ability to manage multiple responsibilities while prioritizing and meeting tight deadlines
• Strong knowledge of compensation systems and functionality. Workday experience a plus
• MS Office applications including Excel, Access, Word, and PowerPoint

• Apply your expertise in quantitative analysis, data mining, and the presentation of data to see beyond the numbers and help inform, influence, support, and execute our business decisions

• Participate in the research for, and ongoing development and administration of a compensation program that matches Facebook's needs

• Build and maintain reports, dashboards, and metrics and monitor the integrity and validity of the data reported

• Obtain a thorough understanding of our data sources and collection methods

• Develop compensation models and conduct statistical analysis

• Analyze trends in compensation and build intelligence through reporting

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

• BS/BA in Economics, Finance, Engineering, Computer Science or related discipline

• 3+ years of experience in investment banking, consulting, finance, compensation or a similarly applicable field

• Experience in Excel, including experience building analyses and models

• Knowledge of VBA, especially as it relates to Excel and its object model, or programming/scripting experience

• Project management experience

• Knowledge in relational databases and SQL

• Partner with the Senior Compensation Analyst in the annual compensation planning cycle for merit, bonus and equity through program design, system preparation, testing, training, budget reporting, communications and analytical support
• Participate in relevant compensation surveys, and other vendor-led external events / forums, for bench-marking purposes, and to stay informed about market trends.
• Administration of PayFactors, ensuring compliance with SOX, internal policies, and local labor laws.
• Participate in annual market pay analysis, salary range development and the formulation of conclusions and recommendations on the company’s competitive position to management
• Advise Human Capital Business Partners on compensation guidelines, policies and practices
• Identify and recommend improvements and efficiencies around compensation programs, processes, reporting and support initiatives
• Contribute to various other compensation activities including completing ad hoc job evaluation and market data requests.
• Serve as the Workday SME for the compensation modules in Workday.
• Partner closely other HRIS team members and with cross-functional teams to gain deep understanding of Workday processes and pain points.
• Participate in the Workday Governance Process. Works with other HRIS team members to evaluate Workday semi-annual releases and enhancement requests - understands associated business needs, evaluates scoping and system requirements to make prioritization recommendations.
• Perform analysis of existing business processes, technical design, identify and evaluate possible re-configuration/ solutions in response to business issues and challenges
• Collaborates purposefully with HC, IT, Finance and our external vendors to solve moderately complex business and technology problems
• Lead communication and change management efforts for Workday. This includes ongoing communications to drive awareness and utilization and the development of user guides, training materials and communication plans.
• Maintain awareness of current trends in HR technology and understand statutory and regulatory requirements affecting all aspects of HR systems

• 2-4 years of Compensation experience, having worked with theory, design, practices and analytical modeling.
• 1–3 years experience with Workday business process configuration required. Experience as the SME for at least 1 Workday module and completion of multiple functional Workday training courses strongly preferred.
• Functional understanding of core HR business terminology and practices
• Strong understanding of business processes and data maintenance
• Ability to quickly adapt to learn new system
• Superior Excel skills; you must know how to work a spreadsheet like no one else. At a minimum, you should be able to easily run vlookups, logical functions, and create pivot tables and charts
• Demonstrated analytical skills with the ability to perform independent in-depth analysis
• Strong attention to detail and a measured sense of urgency
• Ability to interface and communicate effectively with all levels of employees, management and diverse audiences both in oral and written formats
• Demonstrated ability to lead or play a key role in complex projects from inception through completion
• Ability to successfully manage multiple projects with potentially shifting priorities
• Demonstrated problem solving skills
• Must be able to establish and maintain effective working relationships both within HC and throughout the organization globally.
• Previous experience with PayFactors will be an added advantage
• Experience working cross-functionally with departments such as Finance, IT, Legal, Payroll, and the global Human Capital team

Together, We Make Progress

Progress is an inclusive workplace where opportunities to succeed are available to everyone. As a multicultural company serving a global community, we encourage a wide range of points of view and celebrate our diverse backgrounds. Our unique combination of perspectives inspires innovation, connects us to our customers and positively affects our communities. It is only by working together and learning from each other that we make Progress. Join us!

Headquartered in Plano, TX, Cinemark Holdings, Inc. is a leader in the motion picture exhibition industry with 500+ theatres in the U.S. and Latin America.

Join Our Team!

Do you enjoy working together as a team to accomplish major goals? Join Cinemark to utilize and expand your skills! We are dedicated to making the movie experience memorable, One Guest at a time. Our world-class talent creates a warm and friendly culture through shared values.

What is a Compensation Manager:

The Compensation Manager is a key member of our Rewards Team and is responsible for the design, implementation, communication, and administration of our compensation programs. This position will provide day-to-day leadership and technical expertise for the compensation team, supporting the execution of our growth and people strategies. This leader will assess the effectiveness and impact of our compensation programs, ensuring they are linked to the business strategy and help attract, motivate, and retain top talent. The Compensation Manger will report directly into the Head of Total Rewards.

A Day in the Life of a Compensation Manager:

• In collaboration with the Head of Total Rewards and SVP of HR, establishes the long-term vision, goals and strategies for the Compensation Department and sets program expectations.
• Oversees the day-to-day implementation and administration of assigned compensation programs across various levels of the organization including executive, corporate, field management, field hourly, etc.
• Monitors the effectiveness of existing compensation policies, guidelines and procedures recommending revisions and/or new plans that are cost-effective and consistent with compensation trends and corporate objectives.
• Manages market research and benchmarking activities (organizational understanding, job evaluation, data analytics, job pricing, etc.) to ensure a solid understanding of the competitive landscape and market trends.
• Oversees the annual cycle for base pay management including structure updates or redesigns, job evaluation and slotting, and the budgeting and execution of the merit process
• Establishes and maintains the annual incentive plan processes to include design recommendations, budget / accrual modeling, and payout calculations.
• Assists the Head of Total Rewards in the administration of Cinemarks equity compensation programs to ensure the proper processing of all grants, vests, terminations, special awards, etc.
• Counsels HR partners and business leaders regarding compensation related activities such as new hire offers, promotions, transfers, etc.
• Keeps apprised of federal, state and local compensation laws and regulations in order to ensure Company compliance.
• Contribute to team effort by accomplishing related results as needed

You Will Need to Have:

• Bachelor Degree in Human Resources or related field.
• 5+ years progressively responsible experience in compensation management.
• Knowledge of government regulations as they apply to base compensation and incentive compensation programs.
• Able to work independently and be a strong team player.
• Strong interpersonal skills, including excellent written and verbal communication skills.
• Strong organizational skills; Ability to multitask.
• Ability to appropriately maintain confidentiality.
• Strong analytical and critical thinking skills, required.
• Proficient in Microsoft Office, Word, Excel and PowerPoint.

This job description is not an exhaustive list of all responsibilities, duties, skills, efforts, requirements or working conditions associated with the job. While this is intended to be an accurate reflection of the current job, management reserves the right to revise the job or to require that other or different tasks be performed as assigned.

Cinemark USA, Inc. is an Equal Opportunity Employer

Chromalloy has expanded from a gas turbine parts repair business into an OEM supplier of production parts and advance repair and services for gas turbines used in aviation and power applications. Chromalloy serves the airline, military, marine and energy segments with a broad range of services at locations around the globe.

Chromalloy is a subsidiary of Sequa Corporation. Sequa Corporation is a diversified industrial company with operations in the aerospace, metal coatings and automotive industries. Sequa is a Carlyle Group Company. For more information, visit www.sequa.com

As our Global Compensation Manager, you will be that experienced compensation professional who thrives in working in a highly matrixed environment and has the ability to participate in determining innovative and scalable solutions that can impact global programs. In this role, you will implement global compensation policies and strategies by providing consultative input to develop the compensation strategy in alignment with and in support of the business goals and objectives. You will also provide insights to assess the effectiveness and quality of compensation plans and programs, oversee generation of reports, data analysis and ensure summaries represent results as needed. The Global Compensation Manager will plan and administer all global compensation programs, procedures, and practices to ensure consistency with the organization's overall objectives and compliance with professional standards and follows all state, federal and international regulatory requirements, and laws.

Manage day-to-day operations of the compensation department’s programs, job evaluation, performance appraisal, salary administration, benchmark, and incentive programs

Plans and administer all compensation programs, procedures, and practices to ensure consistency with organization's overall objectives and compliance with professional standards, and follow national and other applicable laws

Design and administer incentive plans

Create and maintain current salary structures for the company, including geographic differentials

Complete job evaluations and create formal job descriptions for all titles in the company

• Create and maintain position description library/playbook for Human Resources to use as a tool
• Conduct audits of base salary issues related to external market, internal equity, and salary guideline compliance
• Design and administer performance/merit management system
• Establish and maintain merit and bonus policies and guidelines
• Serves as the gatekeeper for out of cycle pay increases and adjustments, and annual merit increase process
• Participate in market survey and analyze results to obtain appropriate market pricing
• Responsible for assisting with compensation benchmarking, through the participation in relevant surveying outputs and making area expertise recommendations
• Design, develop and implement engaging PowerPoint presentations, which will be used to educate, inform, and influence teams in compensation decisions
• Support, design and implement strategy design for compensation programs
• Responsible for the development and devising of global, regional, and/or local compensation standards
• Assist with global compliance by ensuring local statutory requirements related to employee compensation are adhered to
• Manage ad hoc compensation analyses and processes
• Manage Expat Program including communication, creating letters, adhering to compliance
• Contribute in compensation and cross-functional HR projects as needed

• 5-7 years of experience with base compensation and incentive analysis, administration and design experience
• Experience developing, implementing, and administering a performance management system
• Excellent communication skills and a team player
• Demonstrated ability to work independently in a dynamic office environment, including ability to handle multiple and changing priorities, crisis situations and urgent requests
• Proven ability to be detail oriented and analytical
• Demonstrated ability to prioritize and plan work activities, use time efficiently and develop realistic action plans
• Demonstrated skill in handling sensitive and confidential matters

Chromalloy offers challenging assignments, great teams, development and training, and exciting opportunities to enhance your skills, abilities and knowledge.

Chromalloy maintains a drug-free workplace and performs pre-employment substance abuse testing and background checks. Please note that depending on the specific position, you may be required to pass additional medical tests, background checks, and/or other requirements.

Chromalloy is proud to be an Affirmative Action/Equal Opportunity Employer and participates in E-Verify. It is our policy to provide equal opportunity to all employees and applicants and to prohibit any discrimination because of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or protected veteran status. Sexual harassment, or any other kind of harassment, will not be tolerated. The foundation of these policies is our commitment to treat everyone fairly and equally and to have a bias-free work environment.

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

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

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

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

• Conduct FLSA reviews to ensure company compliance.
• Review Federal and State Wage and Hour and tax laws and align pay philosophies accordingly.
• Ensure compliance with government requirements, ie: ERISA, DOL, IRS, including Patient Protection and Affordable Care Act.
• Assist with Payroll and Benefit internal and external audits.
• Maintain Wage & Hour Binder and Documents.
• Assist with the evaluation, recommendation and implementation of pay and benefit programs through research and analysis of benefit/compensation trends.
• Develop and prepare marketing/education on compensation and benefit packages.
• Develop statistical analysis, data modeling reports, and data for management.
• Identify and implement opportunities for improvement to existing processes and procedures.
• Utilizing store performance and Store Performance Expectation (SPE), review compensation plans that will allow the stores to remain profitable and within their budgets.

• PC Skills including knowledge and use of MS Office (Excel, Word, Windows, etc.).
• Bachelor’s degree preferred
• Prior compensation experience a plus

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

High School graduate or equivalent, 18 years or older required. Acceptable driving record and a valid driver's license in your state of residence necessary for select roles. We are an equal opportunity employer and a drug free work place. A criminal background check and pre-employment drug screen will be conducted on the final candidate prior to beginning employment.

Job Description

• Responsible for creating, managing and executing global compensation programs across the America’s, EMEA and APAC
• Serve as an internal consultant to business leaders and executive leadership team on matters related to global compensation including job review, annual salary/bonus administration, sales incentives design and administration, and offers of employment.
• Review and manage comprehensive internal/ external market analysis to ensure competitive compensation programs. Develop change recommendation as result of analysis.
• Maintain, update and analyze compensation data and trends to ensure consistency of program administration. Review identified issues and provide recommendations based on research, analysis and internal/ external benchmarking.
• Identify opportunities for process improvement; recommend solutions leveraging best practices. Develop and document processes/ procedures as appropriate. Collaborate with team members and management to prioritize opportunities to improve the workflows for the Compensation function and team.
• Develop and facilitate compensation training programs to increase understanding of HireRight philosophy, programs and administration. Scope is inclusive of annual compensation administration, sales/ incentive compensation and/or reward and recognition programs.
• Administer audit process to maintain data integrity of assigned compensation programs/ processes; ensure compliance with regulatory requirements. Support audit and/or control requirements as needed.
• Develop and implement each region’s reward approach, ensuring that plans and policies are aligned with business strategy; support the attraction and retention of the best talent, and deliver value for money
• Partner with global stakeholders in continuously reviewing and developing relevant global reward policies and guidelines representing the regions’ needs in the planning and development; recommend changes or localization where necessary and drive the implementation of appropriate solutions
• Partner with regional HR Mangers to lead regional design and implementation of a new job levelling framework, establishing career levels, job families, salary ranges and the relevant tools and guidelines for HR and business leadership and line managers to effectively deploy the job structure

Qualifications

• Bachelor’s degree in Human Resources, Finance or similar discipline OR equivalent experience
• CCP Certification a plus
• Superior knowledge of relevant (APAC, EMEA) market practices and international law governing salary is essential
• Knowledge of UltiPro HCM and the HRSoft compensation tool
• Ability to present data in a logical and concise manner to multiple levels (executive, director, frontline management) within the organization
• Strong project management skills
• Must be well-organized and be able to resolve problems diplomatically and effectively
• Highly proficient in Excel
• Strong verbal and written communication skills, ability to communicate and work effectively across geographic and business boundaries within team and with senior business stakeholders

In exchange for your expertise, HireRight offers an excellent employee benefit package which includes:

• Medical
• Dental
• Vision
• Paid Life/AD&D Insurance
• Voluntary Life Insurance
• Short & Long Term Disability
• Flexible Spending Accounts
• 401K
• Generous Paid Time Off Program
• 10 Paid Holidays
• Education Assistance Program
• Business Casual Attire
• Generous Referral Program
• Employee Discounts and Rewards
• And much more!

• All resumes are held in confidence. Only candidates whose profiles closely match requirements will be contacted during this search.

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)

This position is open to remote work within the U.S., or can also be based within our Petco San Diego, CA office, or our Petco San Antonio, TX office.

• Design, implement and administer compensation programs and projects in order to optimize the compensation strategy of the organization including pay structures, job architecture and variable pay plans.
• Provides data analysis and financial modeling in addition to providing expert counsel to all levels of leadership and HR staff related to compensation programs and initiatives, department reorganizations, pay change recommendations, new hire offers, and wage and hour regulations.
• Oversees salary survey administration and serves as the point of contact for the market pricing platform.
• Performs job analysis and job evaluations to develop job profiles. Determines FLSA exemption and salary grade assignment while ensuring all compensation guidelines are competitive, equitable and cost-effective.
• Develops and recommends annual merit budget and structure adjustments based on statistical modeling as well as participates in the design, analysis and administration of short-term variable pay programs.
• Assists in the design, analysis and administration of executive compensation programs as needed.
• Works collaboratively with other functional areas including HR, Information Technology and Payroll.
• Performs additional compensation analysis as needed.

• Bachelor's Degree in Human Resources, Business Administration, or Accounting preferred; equivalent combination of education and experience may be substituted for Bachelor’s Degree.

• 5 or more years experience with Total Rewards with public, private and/or startup companies; IPO experience ideal.

• Expert data modeling, statistical analysis, and financial skill-set; advanced MS Excel skills to design & develop complex reports.

• Hands-on experience with Workday including implementation and testing.

• Developing analytics dashboards that drives key business insights preferred.

• Certification (CCP) or advanced training in Compensation preferred.

Benefits of Working at Petco:

• In addition to the incomparable benefit that comes from helping improve the lives of animals, Petco partners enjoy medical, dental and vision plans, flexible spending accounts, 401K, paid time off, other perks and discounts!
• A unique and fun work environment and pet-friendly office. We believe having pets in the workplace is not only beneficial to the pet, it also provides a wonderful source of stress relief for partners during their workday.

• At Petco, we believe in unleashing the strengths of all of our partners by leveraging the rich diversity of talent, backgrounds, experiences and ideas within our company.

Petco Animal Supplies, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or any other protected classification.

• Administer pay and benefit programs in day to day work and update the in-plant and market information for plant management. Individual will serve as assistant to the HR manager in compensation area including but not limited to: wages and compensation, benefits packages, incentives, and bonuses, market research, internal and external surveys will be required.
• Keeping track of state and federal employment compensation regulations and summarizing and reporting to management. Where applicable, administer the posting of such information in the plant.
• Generate labor cost analysis and forecast per business needs under the leadership of HR manager and plant manager. Generate and summarize reports for Headquarters/HR Vice President as needed.

• Will assist HR Manager in gathering data to develop, and implement an appropriate employee compensation structure. This structuring involves configuring pay grades, evaluating new employee titles, and ongoing reclassification of these pay grades.

• Proficiency at data processing. Microsoft Excel expertise or mastery required. Microsoft Office Suite and web based payroll system experience
• Organization skills- Should be highly organized and ready to be the go-to person for payroll/benefit information source on demand.
• Flexibility – Experience in working with management in delivering required data and reports for business efficiency. The compensation field is wide and ever-changing due to Federal and state legal environment and because of the changes imposed by outside providers. Open to learning administration of retirement fund program, medical and disability insurance program, employee wellness program, overtime policy to various categories, time and attendance recording and pay cycle including holidays, vacations, and various leave of absence recording and pay out. Pay related employment record keeping for audit
• Team player- Should be able to work autonomously and within teams as tasks dictate
• Job-related certifications, such as the Certified Compensation Professional (CCP) or Certified Employee Benefit Specialist (CEBS) designations a plus
• Bachelor's degree, in human resources, accounting or related field is required
• Minimum 5 years prior human resources, benefit, payroll experience
• Ability to manage multiple, complex projects and changing priorities, make sound decisions and work effectively in a manufacturing environment
• Excellent English written and verbal communication skills

Look for more than answers. Patients and Physicians rely on our diagnostic testing, information and services to help them make better healthcare decisions. These are often serious decisions with far reaching consequences, and require sensitivity, tact and a clear dedication to service. It’s about providing clarity and hope.

You will work for the world leader in the industry, with a career where you can expand your skills and knowledge. You’ll have a role where you can act with professionalism, you can inspire colleagues, and you can care about the work we do and the people we serve.

At Quest, we are on a continuous journey of discovery and development. It’s this attitude that has made us an industry leader and the #1 Diagnostic Lab in the US. For those joining us, we offer exciting and fast moving career opportunities where you can affect change at a rate unheard of in many organizations of our size and scope. While we invest in and develop technology to drive our innovations, our ongoing success relies on our people.

Senior Manager of Compensation

Reporting to the Director, Compensation, the Sr. Manager, Compensation will be responsible for the global oversight, design, and management of the compensation programs and policies for the Product Divisions.

• Provide consulting advice and counsel to Product organizations on total rewards programs that support plan objectives.

• Identify current and emerging needs in the business and coordinate the appropriate resources from the Total Rewards COE and Total Rewards Operations organizations.

• Represent the business needs in the planning and development of Total Rewards programs.

• Drive enterprise philosophy and consistent policies for pay programs and plan participation criteria.

• Design plans that are aligned with the business objectives and talent strategy, while ensuring the achievement of consistent and market-driven levels of compensation.

• Design management and local incentive programs that link pay to performance.

• Partner with Finance and business units in setting goals and monitoring performance levels of incentive plans.

• Benchmark and develop other local or mandatory and discretionary programs including car policies, overtime, etc.

• Provide guidance and direction in developing retention plans for key talent.

• Manage compensation plans to meet regulatory compliance and governance/audit requirements, consulting with legal resources and staying abreast of developing legislation and its potential impact.

• Partner in the design of effective compensation-related communications to managers and employees within the Total Rewards framework.

• Continuously evaluate the effectiveness of the Total Rewards programs within the business.

Education/Experience:

• Bachelors Degree is required; an advanced degree is strongly preferred.

• 10+ years of total rewards experience with at least 3 years in high tech solutions and/or process automation companies.

• Experience in defining and implementing total reward strategies for hard to fill and critical roles in products and solutions.

• Experience managing multiple simultaneous projects requiring frequent communication, organizing/time management and problem solving skills.

• Ability to influence, deliver results and collaborate across functions and teams.

• Strong analytical and consultative skills.

• Ability to serve as strategic business partner and advisor to human resources, business leaders and other key stakeholders

• Must possess strong communication, negotiation and listening skills to best ascertain needs and partner to build solutions to address them, while adhering to enterprise strategy and compliance requirements.

• Must have proven project management skills to move projects/tasks forward.

• Must have strong presentation skills and the ability to convey complex concepts to all levels of the organization.

• Strategic consulting skills which move beyond adherence to specific analytical tools and methodologies; the ability to "think outside the box" generate alternative solutions for consideration, and provide comprehensive risk/benefit analysis on those alternatives.

• Ability to translate strategic vision in to tactical plans and manage the change required to execute.

• Approximately 25% travel may be required.

Quest Diagnostics has many career opportunities for individuals whose talent, initiative and dedication will complement our belief that the patients come first and that values do matter. We work to earn our customers’ trust every day by providing the highest quality diagnostic information services in a professional, accessible and informative way.

We have a large recognized brand; we offer flexibility and autonomy, great support, pay and benefits and a comprehensive training and onboarding program.

All requirements are subject to possible modifications to reasonably accommodate individuals with disabilities.

Quest Diagnostics is an Equal Opportunity Employer: Women / Minorities / Veterans / Disabled / Sexual Orientation / Gender Identity / Citizenship

Job Description

The Sr. Compensation Analyst will evaluate jobs, hourly wages, salaries, and incentives in order to ensure internal equity, external competitiveness, and legal compliance of the organization's pay practices. Researches situations related to all aspects of Compensation to provide clarity for resolution to situations related to departments, employees, jobs, and salary structures. Provide Compensation education to leaders and employees so they have an understanding of CM pay guidelines and basic compensation processes. Using MarketPay, our salary survey tool, compiles and analyzes survey data as well as internal comparable jobs to be used as the basis for all pay range recommendations during the job evaluation process. Works with Leaders to review organizational and department structure.

Qualifications

• Bachelor’s Degree and 7 or more years’ experience

• SHRM-CP. SHRM-SCP, SHRM, PHR and or CCP, required
• Software Application Skills (e.g. Microsoft Office Suite) Above average PC skills and familiarity with Microsoft Word, Excel and Access required.
  

EEO Employer/Disabled/Vet

Compensation & Benefits Manager Opportunity with Traylor Brothers!

Traylor Bros., Inc. (TBI) National Heavy Civil division provides comprehensive, cutting-edge heavy civil/underground construction services through traditional and non-traditional delivery methods. TBI has completed more than 135 complex bridge construction and rehabilitation projects across the nation, including world record cable-stayed structures and segmental bridges. The group also has a history of providing some of the country’s largest port authorities and the maritime industry with the construction of deepwater container piers, wharf facilities, transit terminals, locks, and dams.

What makes us different?

Our Mission is to excel at constructing complex infrastructure safer, better, and faster by engaging the entrepreneurial and innovative spirit of our team members and providing a limitless opportunity for personal and professional growth in a close-knit and collaborative organization.

Our Core Values:

Safety. We are committed to providing a safe work environment. This is always our priority.

People. Our talented team is our greatest asset. We provide opportunity, reward performance, and support a positive and balanced work environment.

Innovation. We have the ability to engineer creative solutions to overcome any obstacle.

Ethics. We are honest and ethical in all our business dealings.

Communication. We encourage open and honest communication throughout our organization.

Community. We add value to our industry and the communities in which we work.

Position Summary

Compensation & Benefits Manager develops, implements, administers and continuously improves compensation & benefits programs, policies, and procedures. Ensures programs meet employee needs, comply with legal requirements, and are cost-effective. As a Compensation & Benefits Manager, you will also develop coordinated communications and counsels’ employees and managers on compensation & benefits related issues. Ongoing evaluation of existing compensation & benefits programs against peer organizations and external markets to determine competitiveness, trends, and developments.

Key Tasks and Responsibilities

Compensation

• Leads the design, implementation and policy development of compensation programs that include position evaluation, salary structures, merit matrices, salary range development, market pricing studies, and special reporting
• Includes oversight of programs to enhance controls, reduce risk, and maintain compliance.
• Monitors and analyzes benchmark data, trend information, and economic projections to ensure the compensation strategy maintains a competitive market position and is responsive to the business needs.
• Manages the participation in or conducts and/or purchases salary surveys to ensure compensation objectives are achieved.
• Provides guidance on matters such as job offers, promotional increases, total compensation assessments, special pay studies, process improvements, and evaluation of our programs.
• Design tools, guidelines, templates, and communication materials to effectively educate leaders and team members on all base pay and special pay practice programs.
• Creates audit processes to ensure that compensation standards are being followed system-wide.
• Keeps apprised of federal, state, and local compensation laws and regulations to ensure company compliance.

Benefits

• Recommends benefits programs to management by studying employee requirements and trends and developments in benefits offered by other organizations.
• Supports management's decision making by analyzing benefit options and predicting future costs.
• Identifies benefit options by studying programs, obtaining advice from consultants and broker
• Complies 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.
• Informs employees of benefit usage by preparing and distributing benefit reports.
• Maintains benefit records by developing recordkeeping systems; initiating new-hire benefits; recording changes.
• Resolves employee questions and problems by interpreting benefit policies and procedures.
• Expedites delivery of benefits by establishing and maintaining working relationships with benefit providers.
• Reconciles benefits account by approving billing statements.
• Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
• Achieves financial objectives by preparing the benefits and department operational budgets; scheduling expenditures; analyzing variances; initiating corrective actions.
• Prepares special reports by collecting, analyzing, and summarizing information and trends.
• Contributes to team effort by accomplishing related results as needed.
• Analyzing Information, Financial Skills, Maintaining Employee Files, Benefits Administration, Resolving Conflict, Organizational Astuteness, Classifying Employees, Employment Law, Delegation, Retaining Employees

Education/Experience

• Bachelor's degree in human resources, business or health administration, or related field
• Previous experience working in the construction industry preferred
• Ability to prioritize and stay organized in a busy, fast-growth environment required
• Must have a philosophy that is consistent with the Mission, Vision, and Core Values of Traylor Bros., Inc.
• Ability to present creative ideas that help the company create consistency and improve our competitive advantage in the industry
• Ability to work independently with little supervision required.
• Ability to maintain confidentiality related to sensitive company and employee information.
• Exhibit extraordinary discretion, confidentiality, flexibility, and willingness to work closely with all levels of an organization both internally and externally
• Proficiency in MS Word, Excel and PowerPoint is essential

Physical Requirements

• Ability to perform the essential job functions consistent safely and successfully with the ADA, FMLA, and other federal, state, and local standards, including meeting qualitative and/or quantitative productivity standards
• Ability to maintain regular, punctual attendance consistent with the ADA, FMLA, and other federal, state and local standards
• Must be able to lift and carry up to 20 lbs.
• Must be able to talk, listen, and speak clearly on the telephone
• Requires sedentary work that involves walking or standing some of the time and routine keyboard operations

About Us

Akron Children’s Hospital is one of the largest independent pediatric hospitals in the U.S., and ranked among the best children’s hospitals by U.S. News and World Report. Our dedicated staff serves nearly 900,000 patient visits per year through our 2 hospital campuses and a large network of locations offering primary and specialty care.

We are leading the way to healthier futures for children and communities through expert medical care, research, and prevention and wellness programs. As a teaching affiliate of Northeast Ohio Medical University and other universities, we train new generations of pediatricians, specialists, nurses and pharmacists every year.

OUR PROMISES

• To treat every child as we would our own
• To treat others as they would like to be treated
• To turn no child away for any reason

We are seeking people who are committed to fostering a diverse environment in which patients, family and staff from a variety of backgrounds, cultures, and personal experiences are welcomed, included and can thrive.

The Manager Compensation is responsible for the design, analysis and administration of all compensation programs and assures these programs are consistently administered and compliant with local/federal compensation requirements and statutes.

• Supervises employees, provides direction, coaches, trains and develops, and manages performance to company goals and expectations.
• Manages the compensation function including, but not limited to, salary administration, job evaluation, market competitiveness, and incentive compensation. Plans, designs, analyzes, develops, monitors, and implements compensation structure, plans, programs, policies, and procedures in order to be responsive to the company’s goals and competitive practices.
• Assures programs are consistently administered, compliant with local/federal compensation requirements and statutes, and addresses any internal equity concerns.
• Advises, educates and supports management and HR on compensation practices, policies, programs and applicable laws.
• Manages, analyzes and prepares reports for management, HR and the compensation function. This includes, but is not limited to, turnover, staffing levels, internal equity review and ad hoc requests.
• Other duties as required.

Technical Expertise

• Experience in designing and administering compensation programs is required.
• Knowledge on legislation affecting compensation and compliance regarding federal and state laws
• Experience working with all levels within an organization is required.
• Experience in quantitative analysis and modeling is required.
• Experience in healthcare is preferred.
• Proficiency in MS Office [Outlook, Excel, Word] or similar software is required. HRIS software is required. Compensation benchmarking databases/tools is required.

Education and Experience

• Education: Bachelor’s degree in Human Resources or related field is required; Master’s degree is preferred.
• Certification: HR Certification [PHR, SHRM-CP, CEBS, CCP, etc.] is preferred.
• Years of relevant experience: 7 to 10 years is preferred.
• Years of experience supervising: 3 to 5 years is preferred.

• Compensation design and administration.
• Design of Performance & Recognition processes.
• Market pricing including Market survey and data analysis.
• Providing advice to HR, line managers and senior management on compensation-related issues.
• Managing experienced compensation professionals who exercise latitude and independence in assignments.
• Executive rewards design and administration.
• Change management and communication related to ongoing or new compensation practices.
• Policy and strategy development and implementation.
• Resolving difficult to moderately complex problems / issues.
• Influencing others outside of own job area regarding compensation policies, practices and procedures.

• Manages the development and coordination of operational plans, budgets, and schedules as well as directs the coordination of all operational aspects for an organization.
• Leads efforts to develop and improve operations through efficient and effective integrated processes, implementing common management processes/services to use organizational resources efficiently and effectively.
• Serves as liaison between program/project management, project teams and administrative service departments on matters of high importance.
• Manages development and coordination of operating procedures that are aligned with the strategic business and administrative objectives of the organization.
• Conducts operational reviews of cost and service structures, productivity measures and delivery methods to achieve planned targets.
• Manages the development of mechanisms for monitoring progress and for problem solving with program managers, project teams, and administrative services departments while developing solutions to meet budget, schedule, quality objectives, and company policies and procedures.
• Directs the recruitment, retention, and development of human resources to ensure the availability of the required management and professional talent needed to meet business objectives and organizational requirements.
• Maintains strict confidentiality of sensitive information.
• Responsible for ensuring all laws, regulations and other applicable obligations are observed wherever and whenever business is conducted on behalf of the Company.
• Responsible for ensuring work is accomplished in a safe manner in accordance with established operating procedures and practices.
• Performs other duties as assigned or required.

Senior Global Compensation Analyst

Reporting to the Manager, Reward, the Senior Global Compensation Analyst administers the Company’s salary and bonus programs and supports other compensation programs such as equity plan management. An integral part of the Total Rewards team, this individual is consultative, innovative and solution oriented. This role partners and collaborates directly with HRIS, Talent Acquisition, and Business Partners to help PROS attract, reward and retain top talent globally.

A Day in the Life of the Senior Global Compensation Analyst -About the role:

• Consults with Business Partners, Recruiters, and Managers in all things compensation and resolves compensation issues using a data-driven approach
• Works on a variety of projects including program design, analysis, budgeting, system design and setup, implementation of new programs, and equity award administration
• Leads the administration of our web-based market pricing tool and assists with implementation, training and communication within HR
• Manages annual projects such as survey participation and analysis
• Manages key HR data elements such as job profiles, positions, management levels, salary ranges, incentive structures, etc.
• Develops, designs and implements creative data solutions to help identify and resolve pay related issues
• Collaborates with the HR Systems Analyst to ensure that the HR systems meet compensation needs and is updated to reflect changes to salary structures, bonus programs, etc.
• Evaluate job positions, determining classifications, exempt or non-exempt status, and benchmarks
• Administers the compensation planning cycle, including base, bonus, and equity allocations annually
• Workday, Fidelity, or PayScale experience a plus.

Required Qualifications - About you:

We are looking for candidates who possess the rare combination of the following achievements, skills and behaviors:

• You have proven experience. 3+ years of experience demonstrating success in compensation program development, market-based pay research and equity administration. You’ve done this before but remain hungry and excited about doing it again with us.
• You're bright. Bachelor's Degree Required
• You’re street smart. You’re THE definition of a self-starter and a problem-solver. You’re resourceful and ruthlessly pragmatic.
• You’re an open book. You communicate crisply. You go out of your way to be transparent in your actions and your words. You manage down, around and up with the same enthusiasm and without playing politics.
• You possess Strong MS Office skills including Excel and PowerPoint
• You are well organized and confident to work independently but will be a strong team player.

PROS Core Values

• Ownership
• Integrity
• Innovation

Why PROS?

This is a unique opportunity to join the market leading company that has not only has 30+ years of proven success but also has a significantly under penetrated opportunity in a $30B addressable market.

PROS culture and the truly extraordinary people who work here are at the very core of our success. We have a passion for what we do, and we won’t stop until we’ve delivered on our promises. We’re committed to the success of our customers. That’s why we think harder and dream bigger – so our customers can go even further than they ever imagined possible.

Our people make PROS stand out from the rest. if you want to be a part of something truly extraordinary, come help us shape the future of how companies compete and win in their markets.

PROS culture and the truly extraordinary people who work here are at the very core of our success. We have a passion for what we do, and we won’t stop until we’ve delivered on our promises. We’re committed to the success of our customers. That’s why we think harder and dream bigger – so our customers can go even further than they ever imagined possible.

This is a unique opportunity to join a company that has 30+ years of proven success with a long runway of more success. Analysts

Our people make PROS stand out from the rest. if you want to be a part of something truly extraordinary, come help us shape the future of how companies compete and win in their markets.

Most work activities are performed in an office or home-office environment and require little to moderate physical exertion. Work activities may require periods of extended hours, critical deadlines and stressful situations. To successfully complete the tasks of this position, individuals must be able to communicate clearly (in writing and orally), comprehend business terminology, interpret numerical data.

This job description is intended to convey information essential to understanding the scope of the job and the general nature and level of work performed by job holders within this job. This job description is not intended to be an exhaustive list of qualifications, skills, efforts, duties, responsibilities or working conditions associated with the position.

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

The Compensation Analyst will research job requirements and evaluate job positions to ensure the company is competitive in the areas of compensation.

Core Responsibilities

• Gathers data from market-based compensation surveys; uses spreadsheet and data analysis techniques to assess results and market trends.
• Researches, analyzes, formulates and recommends modifications to all compensation programs, policies and procedures to ensure internal and external equity, promote performance incentives, improve administrative efficiency and ensure legal compliance.
• Partners with HR Business partners and Managers to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job.

• Benchmarks jobs against survey data and other market intelligence to determine competitive compensation ranges for each position.

• Prepares and maintains job classifications and salary scales; Prepares and presents summary reports of job analysis and compensation analysis information.

• Audits HRIS system to ensure accuracy of compensation related issues.

• Assists in project management for compensation projects.

• Bachelor’s degree in Human Resources or related field required
• One to three years of experience as a compensation analyst or related field
• Strong analytical skills; expertise in Microsoft Excel required
• Deep knowledge of quantitative and qualitative research methods
• Foundational knowledge of human resource laws, regulations and best practices preferred
• Excellent written and verbal communication skills; excellent organizational and time management skills

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.

Note: Owens & Minor is not accepting unsolicited assistance from search firms for this employment opportunity. Please, no phone calls or emails. All resumes submitted by search firms to any employee at our Company via email, the Internet, or in any form and/or method without a valid written search agreement in place for this position will be deemed the sole property of our Company. No fee will be paid in the event the candidate is hired by our Company as a result of the referral or through other means.

In any organization, compensation efficacy is paramount to success. The Operations Compensation Analyst will work with all members of the global business organization, addressing question relating to compensation and preparing various analyses. Ultimately, this individual will be responsible for reviewing, summarizing, and proposing changes to compensation plans across The Trade Desk's teams, while simultaneously building strong relationships and serving as the primary contact point for all things compensation.

• Manage internal employee account assignments and rates to ensure alignment of performance and compensation schemes
• Monitor and maintain client data for all customers of The Trade Desk, emphasizing completeness and accuracy
• Gather new hire commissions data for the purpose of rate and portfolio creation
• Support the broader team on forecasting exercises, including the gathering of account-level commentary and data analysis
• Serve as direct contact for all internal teams to guide, analyze, and explain questions relating to compensation and bonuses
• Communicate extensively with business team members to understand and document drivers of account performance
• Review and respond to internal Jira tickets, following up as necessary, and resolving or escalating when appropriate
• Create and templatize recurring analyses and presentations for global leadership
• Document internal bonus policies and processes through creation of Confluence articles
• Assist with various ad hoc projects and analyses relating to compensation and spend
• Other duties as assigned

• 1-3 years of experience in sales support, operations, compensation, analytics, or related field
• Outstanding communication, customer service, and problem-solving skills
• Experience using the entire suite of Microsoft Office tools, especially Excel and PowerPoint; familiarity with Jira, Anaplan, or SQL is a plus, but not required
• Ability to handle sensitive information with keen attention to detail and accuracy
• Self-motivated and driven; confident when working independently, but a strong team player
• Strong interpersonal skills and interest in operations, analytics, or compensation
• Ability to work in a fast-paced, team environment, and to build strong working relationships within all levels of the organization

The Trade Desk does not accept unsolicited resumes from search firm recruiters. Fees will not be paid in the event a candidate submitted by a recruiter without an agreement in place is hired; such resumes will be deemed the sole property of The Trade Desk. The Trade Desk is an equal opportunity employer. All aspects of employment will be based on merit, competence, performance, and business needs. We do not discriminate on the basis of race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical condition, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other status protected under federal, state, or local law.

JOB SUMMARY:

Provides analytical support to the administration and execution of Midmark’s Compensation programs. Assist with the design of compensation programs that attract, retain, engage, and motivate teammates. Successful Compensation Analysts are strong guardians of company values and principles. They have strong interpersonal skills and are approachable, responsive, results oriented, proactive, and trustworthy.

ESSSENTIAL/PRIMARY DUTIES:

• Assist with job descriptions and setting salary ranges as needed for new roles. Work with appropriate internal team to ensure that the HRIS is updated to reflect changes to salary structures, bonus programs, etc.

• Responsible for setting market data and matching with internal jobs.

• Analyze internal pay equity issues and work with HR Business Partners to develop plans.

• Responsible for reviewing and updating existing pay programs, developing new pay programs and on-going administration of the company’s variable pay programs.

• Develop and document procedures to streamline processes and ensure compliance with regulatory requirements.

• Administer Work Force Compensation module in HCM to assist in the annual equity budgeting and merit increase distribution processes.

• Assist with making recommendations in preparation of merit increase and incentive programs.

• Assist with labor costs, salary analysis and structure by using metrics and models to understand current salary trends and predict future trends.

• Assist and make recommendations in preparation of merit increase and incentive programs.

SECONDARY DUTIES:

• Design and prepare ad hoc compensation related reports for management.

• Participate on a variety of projects including program design, analysis, budgeting, implementation of new programs.

EDUCATION and/or EXPERIENCE:

Requires a Bachelor’s degree in Human Resources, Business Administration, Finance or related field. 5+ years’ experience in compensation required. Must have working knowledge of basic regulatory frameworks, including general regulatory and internal control requirements. Must have knowledge of commonly used concepts, practices and procedures within a particular field and Human Resource discipline.

CCP/CEBS/CBP certification preferred.

COMPETENCY/SKILL REQUIREMENTS:

• Excellent customer service and interpersonal skills. This position involves interaction with teammates at all levels of the organization.

• Must be detail oriented and self-motivated with the ability to research and solve problems.

• Critical thinking skills and thought leadership paramount.

• Strategic planning and thinking skills imperative

• Proven ability to handle sensitive and confidential situations and documentation.

• Strong analytical and problem-solving skills necessary.

• Excellent oral and written communication skills; good presentation skills.

• Experience with Executive Compensation programs beneficial.

• Advanced proficiency in Microsoft Word, Excel, PowerPoint and Access as well as HRIS systems (Oracle preferred), including spreadsheet and database applications.

POSITION SUMMARY

The Compensation Analyst will conduct routine and adhoc analysis to support the development, implementation and ongoing administration of compensation policies, programs and strategies for the Change Healthcare Compensation Center of Expertise (COE). Based on results of analytics, they may identify focus areas and trends that require action or review, and recommend corrective or alternative actions to resolve compensation-related problems. The Compensation Analyst will provide needed analytical support for the application of career framework, job architecture, pay grades and job evaluations.

The successful candidate will be able to communicate effectively with Compensation Consultants as well as HR Business Partners and other key stakeholders such as legal, finance and HR Operations.

The Compensation Analyst must have an understanding of FLSA exemption and statutory requirements governing compensation administration.

This job also at times, requires the preparation of special studies and recommendations on subjects such as incentive compensation, bonus plans, sales compensation or equity for both domestic and/or international programs.

KEY RESPONSIBILITIES

• Provide analytical support to the Compensation Center of Expertise (COE) team.
• Research compensation trends and provide recommendations on courses of action.
• Support ongoing upkeep of job profile table as well as the job architecture/descriptions in the Workday system to support the Career Framework.
• Partner with Legal on EEO/AA/FLSA assignments.
• Review file feeds from HRIS and coordinate submissions for survey participations.
• Obtain market data from databases as needed and support job evaluation efforts.
• Provide ad-hoc reporting and analysis on special projects.
• Support administration of recognition programs including tracking, reporting, and analytics.
• Provide testing of systems and tools before “go lives” to complete quality checks.
• Support record keeping of all Retention and Special Incentive Plans and coordination with HR Operations/Payroll for deployment.
• Conduct and/or participates in wage and salary surveys including matches from Compensation Consultants. Conduct market analysis and job slotting utilizing survey data and researching current trends to assist in developing and updating compensation structures across all locations in conjunction with the Career Framework.
• Maintains a library of historical and current job descriptions, organizational charts and other job evaluation documents, that serves as quick reference resource to support accurate and consistent job classification methodology and approach across the organization.
• Responsible for various data regarding pay including pay differentials.

MINIMUM JOB Qualifications

• 2 years of experience in compensation
• Advanced Excel experience

Education / Training:

• Required: Bachelor’s degree or 2+ years related experience

SPECIALIZED KNOWLEDGE / SKILLS

• 2+ years of experience preferred working within a corporate compensation function or compensation consulting practice.
• Significant teamwork skills
• Financial analysis and operational modeling
• Project and process management
• Metrics Management
• Experience with compensation and HRIS systems
• Workday experience preferred
• Excellent Excel skills required

WORKING CONDITIONS:

• High volume of projects with multi-tasking abilities

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

Equal Opportunity/Affirmative Action Statement

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

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

Click here https://www.dol.gov/ofccp/pdf/pay-transp_%20English_formattedESQA508c.pdf to view our pay transparency nondiscrimination policy.

Change Healthcare maintains a drug free workplace and conducts pre-employment drug-testing, where applicable, in accordance with federal, state and local laws.

Purpose and Job Summary

ORIX USA is looking to hire a Program Analyst to join our Human Capital Management – Analyst Development Program (“HADP”). The HADP Analyst will be exposed to various Human Capital Management experiences, adding value to the business functions and ongoing initiatives. These experiences across the functions provide the HADP Analyst with an overview of how our businesses work together and develop the skills to take his or her career in many different directions. This opportunity will rotate to different HR functions including but not limited to compensation, HRIS, and HR analytics.

Essential Duties & Responsibilities

• Support the ongoing development, implementation, and administration of compensation policies and programs, including pay grades/ranges
• Reconcile and administer job architecture alignment across the enterprise
• Accountable for the external compensation benchmarking yearly practice from beginning to end
• Partner with talent acquisition and hiring managers to evaluate hiring forecast and generate market competitive offers for both internal and external offers
• Analyze and design human capital analytics dashboard on key performance and compensation metrics for senior managers
• Support the configuration and implementation of compensation module in Workday
• Maintain data integrity and compensation related data administration of Workday
• Responsible for administration of compensation updates within Workday on a regular basis
• Prioritize and multitask ad-hoc project assignments
• Maintain strict confidentiality of sensitive information
• Work professionally and harmoniously with team and coworkers
• Other projects and duties as assigned

Stakeholders

This position must have ability to communicate information effectively with stakeholders at all levels in the organization as well as vendors and consultants.

Education, Skills & Experience

• Bachelor’s degree in Business Administration, Finance, Accounting, or related field
• 2-3 years of professional work experience in compensation required; finance or analytics experience preferred
• Strong data analysis skills with the ability to prepare accurate reports and presentations
• Advanced Excel skills (VLOOUP, PIVOT, logic formulas, graphs, tables, macros, etc.) along with solid experience in other MS Office Suite required
• Comfortable with large complex spreadsheet design & analysis
• Strong project management skills
• Ability to take large amounts of data, condense it and make data driven recommendations
• Great attention to detail and be highly organized
• Ability to adjust priorities in a changing and fast-paced environment

Preferred

• CCP preferred, but not required
• Working knowledge of Workday is strongly preferred

The int e nt o f this po s ition d e s c r iption is to p r o v ide a r e p r e s e ntati v e s u mm a r y of the m ajor duti e s and r e s po n s ibiliti e s p e r f o r me d by in c u m b e nt (s ) in this po s ition. In c u m b e nt (s ) m ay not be r e qui r e d to p e r fo r m all duti e s in t h is d e s c r iption and in c u m b e nt (s ) m ay be r e qui r e d to p e r f o r m po s ition- r e lat e d ta s k s oth e r than tho s e s p ec i f i c ally li s t e d in this d e s c r iption.

ORIX USA is an equal opportunity employer, providing equal employment opportunities (EEO), and is committed to diversifying its workforce. All employees and applicants for employment will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity or expression, pregnancy, protected veteran status or other status protected by law. This policy applies to all terms and conditions of employment.

ORIX USA is an equal opportunity employer, providing equal employment opportunities (EEO), and is committed to diversifying its workforce. All employees and applicants for employment will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity or expression, pregnancy, protected veteran status or other status protected by law. This policy applies to all terms and conditions of employment.

Purpose and Job Summary

ORIX USA is looking to hire a Program Analyst to join our Human Capital Management – Analyst Development Program (“HADP”). The HADP Analyst will be exposed to various Human Capital Management experiences, adding value to the business functions and ongoing initiatives. These experiences across the functions provide the HADP Analyst with an overview of how our businesses work together and develop the skills to take his or her career in many different directions. This opportunity will rotate to different HR functions including but not limited to compensation, HRIS, and HR analytics.

Essential Duties & Responsibilities

• Support the ongoing development, implementation, and administration of compensation policies and programs, including pay grades/ranges
• Reconcile and administer job architecture alignment across the enterprise
• Accountable for the external compensation benchmarking yearly practice from beginning to end
• Partner with talent acquisition and hiring managers to evaluate hiring forecast and generate market competitive offers for both internal and external offers
• Analyze and design human capital analytics dashboard on key performance and compensation metrics for senior managers
• Support the configuration and implementation of compensation module in Workday
• Maintain data integrity and compensation related data administration of Workday
• Responsible for administration of compensation updates within Workday on a regular basis
• Prioritize and multitask ad-hoc project assignments
• Maintain strict confidentiality of sensitive information
• Work professionally and harmoniously with team and coworkers
• Other projects and duties as assigned

Stakeholders

This position must have ability to communicate information effectively with stakeholders at all levels in the organization as well as vendors and consultants.

Education, Skills & Experience

• Bachelor’s degree in Business Administration, Finance, Accounting, or related field
• 2-3 years of professional work experience in compensation required; finance or analytics experience preferred
• Strong data analysis skills with the ability to prepare accurate reports and presentations
• Advanced Excel skills (VLOOUP, PIVOT, logic formulas, graphs, tables, macros, etc.) along with solid experience in other MS Office Suite required
• Comfortable with large complex spreadsheet design & analysis
• Strong project management skills
• Ability to take large amounts of data, condense it and make data driven recommendations
• Great attention to detail and be highly organized
• Ability to adjust priorities in a changing and fast-paced environment

Preferred

• CCP preferred, but not required
• Working knowledge of Workday is strongly preferred

The int e nt o f this po s ition d e s c r iption is to p r o v ide a r e p r e s e ntati v e s u mm a r y of the m ajor duti e s and r e s po n s ibiliti e s p e r f o r me d by in c u m b e nt (s ) in this po s ition. In c u m b e nt (s ) m ay not be r e qui r e d to p e r fo r m all duti e s in t h is d e s c r iption and in c u m b e nt (s ) m ay be r e qui r e d to p e r f o r m po s ition- r e lat e d ta s k s oth e r than tho s e s p ec i f i c ally li s t e d in this d e s c r iption.

ORIX USA is an equal opportunity employer, providing equal employment opportunities (EEO), and is committed to diversifying its workforce. All employees and applicants for employment will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity or expression, pregnancy, protected veteran status or other status protected by law. This policy applies to all terms and conditions of employment.

ORIX USA is an equal opportunity employer, providing equal employment opportunities (EEO), and is committed to diversifying its workforce. All employees and applicants for employment will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity or expression, pregnancy, protected veteran status or other status protected by law. This policy applies to all terms and conditions of employment.

Job Requisition ID #

Job Title

Job Description

Compensation Manager, Cash Compensation

Location: San Francisco, CA OR Denver, CO OR Atlanta, GA- United States

Job ID: 20WD40625

Position Overview

Our Culture Code defines the Values and Ways We Work, and the Global Compensation team strives to offer programs that support the employee experience to help achieve our Company vision of "Helping people imagine, design, and make a better world." Do you have the motivation to creatively enhance the design and delivery of cash compensation programs in a global software design and services company that is recognized as a “Great Place to Work”?

Requires strong leadership skills to manage and develop a team and act as a consultant/advisor to the business. This includes planning, strategic development, bench marking and managing the design and delivery of base salary and annual incentives and ensuring the business and employees understand our equity and recognition programs. The ultimate objective is to ensure these programs support the attraction and retention of a highly engaged workforce. This position works directly with HR colleagues and business leadership to improve the effectiveness of these programs.

Responsibilities

• Team Development- Managing, building, developing and inspiring a team of Compensation Partners
• Change Management- Leading and driving change to ensure market competitive and modernized rewards programs
• Program Management- Leading the compensation planning cycles, including base pay, equity and bonus processes
• Compensation Design- Design of cash compensation programs including base salary, bonus and recognition programs
• Tools & Technology- Selection and design of compensation decision making tools and process. Provide guidance to HR and management on compensation decision making, including how to leverage each program to help attract and retain talent
• Consulting and Partnership-Work jointly with Compensation Team, HR Business Partners, HR Managers and Leaders to identify issues, conduct research/analysis to determine the root cause of any gaps and to recommend solutions as well as drive global talent strategy
• Communication & Education- Develop and deliver training as needed to ensure understanding of the company’s total compensation philosophy, strategy and offerings
• Modeling/Analysis & Problem Solving-Lead the team to analyze the competitiveness of the company’s compensation programs against market peers

Minimum Qualifications

• 8 years progressive experience in compensation program management, experience working in the technology industry preferred
• Experience providing compensation consulting/support to client groups within an organization
• Experience conducting education/training for management and non-management audiences
• Strong analytical skills, including use of Excel
• Working in a team-oriented and fast-paced environment
  

#LI-DNI

At Autodesk, we're building a diverse workplace and an inclusive culture to give more people the chance to imagine, design, and make a better world. Autodesk is proud to be an equal opportunity employer and considers all qualified applicants for employment without regard to race, color, religion, age, sex, sexual orientation, gender, gender identity, national origin, disability, veteran status or any other legally protected characteristic. We also consider for employment all qualified applicants regardless of criminal histories, consistent with applicable law.

SpaceX was founded under the belief that a future where humanity is out exploring the stars is fundamentally more exciting than one where we are not. Today SpaceX is actively developing the technologies to make this possible, with the ultimate goal of enabling human life on Mars.

COMPENSATION ANALYST

RESPONSIBILITIES:

• Act as consultant to the Human Resources (HR) team and business leadership to support their decision making for hiring, promotions, specific organizational initiatives, and annual compensation programs
• Conduct research, quantitative analysis, data modeling, data mining, and the presentation of data to see beyond the numbers and understand trends to drive strategic decisions around people
• Develop compensation programs such as job levels, salary structures, and recognition programs
• Aggregate data to participate in compensation surveys
• Develop and implement communication and training for compensation programs for recruiters, human resources professionals and managers to promote understanding and transparency

BASIC QUALIFICATIONS:

• Bachelor's degree in business, mathematics, economics, or finance required. Applicants who will complete their bachelor's degree within 4 months of applying to this position also meet this requirement

PREFERRED SKILLS AND EXPERIENCE:

• 2+ years of professional experience the area of compensation
• Advanced proficiency in Excel
• Strong consultative skills and highly effective in communicating clearly and persuasively with excellent influencing skills
• Demonstrated ability to solve complex problems using best practices, knowledge of internal and external business issues to provide a new perspective on existing solutions or create new solutions
• Highly organized with ability to manage multiple high-priorities in a fast-paced environment

ITAR REQUIREMENTS:

• To conform to U.S. Government space technology export regulations, applicant must be a U.S. citizen, lawful permanent resident of the U.S., protected individual as defined by 8 U.S.C. 1324b(a)(3), or eligible to obtain the required authorizations from the U.S. Department of State. Learn more about ITAR here.

SpaceX is an Equal Opportunity Employer; employment with SpaceX is governed on the basis of merit, competence and qualifications and will not be influenced in any manner by race, color, religion, gender, national origin/ethnicity, veteran status, disability status, age, sexual orientation, gender identity, marital status, mental or physical disability or any other legally protected status.

Applicants wishing to view a copy of SpaceX's Affirmative Action Plan for veterans and individuals with disabilities, or applicants requiring reasonable accommodation to the application/interview process should notify the Human Resources Department at (310) 363-6000.

JOB SUMMARY

Plans, develops and implements compensation programs, policies and procedures to align with the county goals and competitive practices. Ensures company compensation programs are consistently administered and follow internal policies and government. Provides leadership, planning, project coordination, functional expertise and management of the human resources information system (HRIS) functions.

MINIMUM QUALIFICATIONS

Bachelor's degree from an accredited college or university in Human Resources Management, Business, Public Administration, Information Technology, or other closely related field, plus six (6) years of related experience, of which two (2) years must have been supervisory; OR an equivalent combination of directly related education and experience. Education may not be substituted for the required supervisory experience.

Preference may be given for current Professional Human Resources Certificates.

Due to the nature of this position, the successful applicant must pass a required pre-employment background check and subsequent mandatory background checks in accordance with current County Human Resources policy requirements.

ESSENTIAL FUNCTIONS

• Manages the development, implementation and administration of compensation programs. Designs creative solutions to specific compensation-related programs and incentive plans.
• Monitors the effectiveness of existing compensation practices and recommends changes that are cost-effective and consistent with compensation trends and organization objectives. Ensures compliance with federal, state and local compensation laws and regulations.
• Supervises staff which includes hiring, orienting, training, assigning and reviewing work performance, annual work performance appraisals, and discipline.
• Manages the day-to-day activities of the compensation and HRIS programs. Sets goals and objectives that support the HR Division and County strategic direction.
• Provides overall prioritization of work assignments and management of functional team resources and their activities.
• Promotes proactive approaches using HR systems and technology to meet business needs, improve business processes and solve problems.
• Serves as a subject matter expert on HR system projects, including leading projects as well as being a member of the HR systems project team.
• Negotiates priorities and staffing/resource requirements with the IT division, functional staff and others as appropriate. Establishes and monitors program metrics to ensure continuous success and improvement.
• Plans, budgets and forecasts Compensation and HRIS system needs and applications.
• Oversees the participation in salary surveys and monitors salary survey data to ensure organization compensation objectives are achieved.
• Maintains awareness of system upgrades and enhancements that may have a potential impact on current and future HRIS functionality and makes recommendation to senior management.
• Provides advice and recommendations to organization leadership and staff on pay decisions, policy interpretations, and job evaluations.
• Serves as an interface between internal customers and the functional team members to ensure effective delivery of Compensation and HRIS support and applications.

Curaleaf Holdings, Inc. (CSE: CURA) (OTCQX: CURLF) is the leading vertically integrated multi-state cannabis operator in the United States. It is a high-growth cannabis company with a national brand known for quality, trust, and reliability. The company is positioned in highly populated, limited license states, and currently operates in 17 states with 53 dispensaries, 15 cultivation sites, and 24 processing sites. Curaleaf has the executive expertise and research and development capabilities to provide leading service, selection, and accessibility across the medical and adult-use markets, as well as the CBD category through its Curaleaf Hemp brand.

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

Duties & Responsibilities

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

Qualifications

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

Curaleaf is an equal opportunity employer

Enjoy a rewarding career at CentraCare as a Compensation Analyst in Human Resources!

We are looking for a motivated team player to join our Compensation team. If you are passionate about analytical processes and have a high interest in delivering services through a Total Rewards Community of Expertise (COE), then this is the role for you.

What you’ll do:

• Offer a data-driven voice to the overall CentraCare compensation program in developing strategies to improve recruitment and retention objectives
• Work directly with the Recruitment team to advise on pay for new hires and internal transfers
• Perform job evaluations by analyzing job descriptions, offering evidence-based recommendations for pay grade assignments and create proposals to achieve pay equity
• Partner with assigned HR colleagues to solve compensation practice and policy challenges
• Participate in and manage compensation information through 3rd party surveys

What you’ll receive:

• Membership on a collaborative team of experienced Compensation professionals
• A work environment focused on growth where employees are supported to build their skills, leverage networks, and seek improvement.
• A comprehensive total rewards package, commensurate with your experience and talents.

What you’ll have:

• Bachelor’s degree in business/Human Resources or related field
• One or more years previous experience in Compensation
• Strong analytical and computational skills using spreadsheets
• Ability to care for the details while keeping the big picture in mind
• Strong mathematical, organizational, and communication skills (verbal and written)
• Comfort and skill with Microsoft Office (Excel, PowerPoint, and Word)
• Experience or strong interest to work in the healthcare industry

CentraCare Health has made a commitment to diversity in its workforce and all individuals, including, but not limited to, individuals with disabilities, are encouraged to apply. CentraCare Health is an EEO/AA employer.

Incyte is a biopharmaceutical company focused on the discovery, development, and commercialization of novel medicines to meet serious unmet medical needs in oncology and inflammation and autoimmunity. Incyte is committed to the rigorous pursuit of research and development excellence to improve the lives of patients, make a difference in health care, and build sustainable value.

The Company strives to discover and develop first-in-class and best-in-class medicines-advancing a diverse portfolio of large and small molecules.

Job Summary (Primary function)
The Compensation Specialist supports compensation administration through maintenance of data in the HRIS including job codes, job descriptions and organizational data as well as completing global compensation survey submissions and analyzing survey results/trends. This position supports equity administration activities including processing stock option exercises, RSU releases, stock awards and maintenance of employee demographic data in the stock recordkeeping system. This role provides backup support for SEC filings, 10b5-1 plan enrollment and Board of Directors compensation.

Essential Functions of the Job (Key responsibilities)

• Create and maintain job codes, job descriptions and survey matches for all global positions.
• Complete global salary survey submissions and analyze results to assess competitive position and identify trends.
• Conduct ad hoc analysis and provide market data to the global HR team as requested.
• Support annual global compensation processes including preparation of reports, data analysis and system configuration.
• Review and update global salary range structures on an annual basis.

• Ensure data integrity of the equity recordkeeping system including new participants, demographics and terminations.
• Support global stock plan administration activities including grants, RSU releases, stock option exercises and tracking of unsigned agreements as well as expiring stock option awards.
• Complete set up of US and international tax rates in equity recordkeeping system.
• Responsible for data uploads to stock recordkeeping system including US ESPP contributions period to date, year to date tax accumulators and qualifying/disqualifying dispositions.
• Provide backup support for SEC filings, exception processing, 10b5-1 plan enrollment, month end activities and Board of Directors compensation.

• Bachelor’s Degree or equivalent. 2-4 years of Human Resources experience required, preferably in compensation.
• Experience working with salary surveys, preferably Radford and Mercer.
• Knowledge and understanding of compensation principles particularly job evaluation and market pricing.
• Knowledge of stock plans and principles preferred.
• Strong analytical/problem solving skills; written and verbal communication skills.
• Strong organizational and time management skills.
• System orientation with prior HRIS experience preferred.
• Must be proactive and able to multi-task in a very fast-paced environment.

Disclaimer: The above statements are intended to describe the general nature and level of work performed by employees assigned to this job. They are not intended to be an exhaustive list of all duties, responsibilities, and qualifications. Management reserves the right to change or modify such duties as required.

Incyte Corporation is committed to creating a diverse environment and is proud to be an equal opportunity employer.

We Respect Your Privacy

Learn more at: http://www.incyte.com/privacy-policy

The Incyte hiring organization processes your personal data to manage your job application in order to enter into an employment relationship with you if you are the successful candidate.

During the process, you may be asked to respond to questions that will screen out your application if you do not meet certain objective criteria required by the job. You can learn more about this process here.

You may have the right to access, delete, restrict, edit, move, or object to the use of your personal data. You may also have a right to report concerns to the authority responsible for data privacy in the country where the position is based or where you live or work.

You can learn more about Incyte’s data protection practices here. By accessing this link you can learn about the types of personal data we collect, how we use it, whether collection and processing is optional, sources of the personal data we process, how it is shared, where it is stored or transferred to, how long we keep it, and contact information for Incyte, Incyte’s data protection officer, and your supervisory authority (if applicable).

Please contact privacy@incyte.com if you have any questions or concerns or would like to exercise your rights.

Benefits, Compensation and HRIS Manager

Help Others to ASPIRE HIGHER!

When a group of families came together in 1957 to find services for their children with developmental disabilities, ACLD was born. Today, we are a leading not-for-profit agency employing 1200+ staff and providing over 70 program sites in Nassau and Suffolk. ACLD assists children, teens and adults in reaching the highest level of independence with the freedom to ASPIRE HIGHER in their hopes, dreams and accomplishments.

ACLD has an exceptional full time opportunity for an experienced human resources / benefits / compensation professional to manage the overall administration and day-to-day processes of the HRIS, the Employee Benefits and Compensation programs. Specifically, you will:

• Develop, implement and modify system requirements while maintaining the integrity and security of the data and the HR information system. Provide supervision to HRIS and benefits staff including training, coaching and performance management.

• Develop and manage audit processes that ensure accuracy of data entry such as, new hires, rehires, transfers, promotions, salary changes, FLSA status changes, schedule changes, performance reviews and benefit enrollments.

• Supervise and ensure accurate administration of employee leave programs; including consulting with benefit specialist and managers to evaluate return to work, restricted duty and leave of absence approval.

• Analyze and evaluate services, coverage and options available through insurance and investment companies to determine programs that will meet ACLD needs

• Manage open enrollment for medical benefits, LTD, flexible spending, discrimination test for FSA, etc.

• Monitor wage and salary trends to ensure agency maintains competitive employee programs.

• Oversee the processing of bills for benefit programs including periodically auditing bills for accuracy, and monitor employee participation in programs.

• Manage ACLD’s defined contribution plan and ensure compliance, including but not limited to preparation of census and related data for IRS discrimination testing.

• Manage all statutory compliance requirements in local jurisdictions with respect to pay, benefits and retirement plans (e.g., 5500 reporting, FSA testing).

We require:

• Bachelor’s degree or equivalent knowledge and experience in HR or related discipline. Master’s degree preferred.

• A minimum of three years of human resources experience with an emphasis on HRIS, Health and Welfare, compensation and retirement plans preferred.

• Excellent computer skills, specifically HRIS and MS Office, Excel.

• ADP Workforce Now knowledge strongly preferred.

Apply online at www.acld.org or just email resume to jobs@acld.org. An EOE m/f/d/v

ACLD is accredited by The Council on Quality and Leadership (CQL).

Novavax, Inc. (Nasdaq:NVAX), is a late-stage biotechnology company that promotes improved health globally through the discovery, development, and commercialization of innovative vaccines to prevent serious infectious diseases. NanoFlu, its quadrivalent influenza nanoparticle vaccine, is currently in a pivotal Phase 3 clinical trial to address key factors that can lead to the poor effectiveness of currently approved flu vaccines. ResVax, its RSV vaccine for infants via maternal immunization, is the only vaccine to demonstrate efficacy in a Phase 3 clinical trial. Novavax recently initiated development of a vaccine program against COVID-19. Novavax is a leading innovator of recombinant vaccines; its proprietary recombinant technology platform combines the power and speed of genetic engineering to efficiently produce a new class of highly immunogenic nanoparticles addressing urgent global health needs.

This role is responsible for all compensation, benefits, and HR Technology programs and systems for the organization. This individual will set strategy to develop and maintain competitive base and incentive compensation structures (including stock and bonus programs) designed to attract and retain exceptional talent. The incumbent will also manage all benefit programs, maintaining existing programs and making recommendations for enhancements/additional programs tailored to our organization. This role is also responsible for overseeing the selection, implementation, and maintenance of all HR technology, including HRMS, and ensuring data integrity within the systems.

Responsibilities include but are not limited to:

• Design, develop, and implement a total rewards philosophy and strategy and identify operational initiatives, processes, and plans necessary to achieve the strategy
• Leads the compensation and benefits team in designing market competitive programs
• Create a competitive base pay compensation structure and manage its communication to employees
• Perform competitive analysis and recommend annual stock and bonus targets, or potential modifications to existing programs
• Lead all aspects of the annual performance rewards program
• Selection and Management of benefits brokers to make recommendations on strategic benefits changes tailored to the organization; ensure benefits planning takes ACA regulations into account
• Lead wellness and other initiatives designed to enhance the employee value proposition
• Develop, communicate, and maintain effective employee recognition programs
• Create presentations for senior leadership and Board of Directors on relevant compensation and benefits topics
• Work with consultant on annual executive compensation review and draft of proxy CD&A
• Conduct periodic internal equity reviews
• Develop competitive variable and premium pay policies for the organization (i.e., shift differential, holiday pay, call-in pay, etc.)
• Participation on team to implement Human Resources Management System(s) and other HR Technology, and ensure data accuracy and integrity

Minimum Requirements:

• Requires BA/BS degree in Human Resources Management or other related discipline
• Requires 15+ years of applicable industry experience and 5 or more years of leadership experience
• Expertise in executive compensation programs
• Ability to communicate (verbally and in writing) effectively with senior leadership, managers, and employees
• Ability to lead cross-functional teams and work effectively with staff from other departments
• Demonstrated experience and relevant expertise in the design and implementation of effective compensation and benefits programs, preferably in the biotechnology industry

Novavax, Inc. is headquartered in Gaithersburg, Maryland with additional facilities in Uppsala, Sweden. Novavax is traded on the Nasdaq Stock Market under the symbol NVAX and is dedicated to developing novel vaccines to address infectious disease.

Novavax, Inc. offers a base salary, annual bonus, stock options, professional career development/growth opportunities, and a comprehensive benefits package including medical, dental, vision, Rx, STD, LTD, Life, Optional Life, 401(k) plan.

Equal Opportunity Employer/Veterans/Disabled

Novavax, Inc. is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability.

AvalonBay is proud to be named one of Glassdoor's Best Places to Work in 2019.

• Manages the annual year-end performance management for executives including merit, bonus, and long-term incentives recommendations
• Develops communication materials and supporting analysis for presentations to the Compensation Committee and senior executives
• Manages the development, implementation, and administration of executive and equity compensation programs, including annual and long-term incentive (LTI) programs. Develops and maintains Peoplesoft HR database, executive job structures, tally sheets, analyses, projections and reporting tools in support of these programs
• Prepares compensation discussion & analysis (CD&A) and the various compensation tables in the annual proxy statement
• Prepares compensation analyses provides guidance related to off-cycle officer compensation adjustments, promotions, new hires and severance agreements.
• Participates in executive compensation salary surveys
• Oversees administration of Board of Director compensation including quarterly and annual retainers, dividend payments and tracking company holdings
• Assists with the review of Forms 3, 4, and 5 as well as partners with Financial Reporting to reconcile and confirm stock-based compensation disclosures in Forms 10-K and 10-Q
• Assists with the design, communication and administration of the ESPP
• Provides non-officer compensation support for an executive officer, which may include a few departments

• Possesses strong knowledge of executive and equity compensation plan design and administration
• Demonstrates analytical skills, high level of attention to detail, and quality assurance of work products
• Effectively manages multiple priorities
• Commits to excellence in service and client relationship management
• Works independently as well as collaborates with HR colleagues, senior management, and business unit leaders

• Comprehensive benefits – health, dental & vision, 401(k) with company match, paid vacation and holidays, tuition reimbursement, an employee stock purchase plan and more!
• Growth based on achievement and promotion from within.
• Associate recognition (a company-wide recognition program that celebrates associate efforts and successes in contributing to the overall success of the organization – including destination awards, ‘AvalonBay’s Very Best’ recognition program and others!).
• A 20% discount on our incredible apartment homes.
• A culture built on purpose and our core values -A Commitment to Integrity,A Spirit of Caring, andA Focus on Continuous Improvement.

• Manages the annual year-end performance management for executives including merit, bonus, and long-term incentives recommendations
• Assists with the communication materials and supporting analysis for presentations to the Compensation Committee and senior executives
• Assists with the development, implementation, and administration of executive and equity compensation programs, including annual and long-term incentive (LTI) programs. Develops and maintains Peoplesoft HR database, executive job structures, tally sheets, analyses, and reporting tools in support of these programs
• Assists with the preparation of compensation discussion & analysis (CD&A) and the various compensation tables in the annual proxy statement
• Prepares compensation analyses provides guidance related to off-cycle officer compensation adjustments, promotions, new hires and severance agreements.
• Participates in executive compensation salary surveys
• Assists with the administration of Board of Director compensation including quarterly and annual retainers, dividend payments and tracking company holdings
• Assists with the review of Forms 3, 4, and 5 as well as partners with Financial Reporting to reconcile and confirm stock-based compensation disclosures in Forms 10-K and 10-Q
• Provides non-officer compensation support for an executive officer, which may include a few departments

• Possesses strong knowledge of executive and equity compensation plan design and administration
• Demonstrates analytical skills, high level of attention to detail, and quality assurance of work products
• Effectively manages multiple priorities
• Commits to excellence in service and client relationship management
• Works independently as well as collaborates with HR colleagues, senior management, and business unit leaders

Summary: The Compensation Analyst position provides professional level support to the administration, development, and communication of district-wide compensation programs. Provides compensation expertise regarding job evaluation, market pricing and benchmarking, compensation analysis, salary administration, and implementation of compensation programs, practices, and policies.

Essential Duties: (These duties represent a sample and may vary by position.)

• Consults, advises, and makes recommendations regarding compensation decisions, including establishing pay rates for new hire, promotion, demotion, and other transfer pay actions.
• Develops, administers, and communicates compensation program initiatives, including classification reviews, strategies, policies and practices, salary structures, and short and long-term programs.
• Participates in the annual salary increase process and prepares related cost analyses for instructional and/or non- instructional positions.
• Manages and administers district compensation plans, including base pay, bonus programs, and additional compensation; processes payments as necessary.
• Prepares a variety of communication materials to enhance transparency and understanding of compensation plans and policies.
• Audits salary amounts on a regular basis to ensure accuracy and adherence to NC DPI policies; identifies discrepancies, investigates errors or issues, and implements solutions.
• Performs market research and responds to market surveys as necessary; analyzes market data to determine CMS’s overall competitive compensation position; makes recommendations on adjustments to market rate for salaries.
• Performs job evaluation and analysis and develops job descriptions based on job audits and/or discussions with management; determines pay classification and FLSA status.
• Researches, audits, and administers longevity payments for all eligible employees.
• Participates in activities relating to Fair Labor Standards Act (FLSA) compliance issues, and prepares related analyses to ensure compliance with FLSA classifications and other federal and state laws.
• Ensures employee length of service records as defined by NC DPI policies are accurate, and researches and adjusts employee records as necessary.
• Provides cost and multifactor data analysis to develop projections as needed for budgetary purposes.
• Analyzes legislation and other regulatory requirements to determine impact to compensation programs; compiles and evaluates data.

Researches, analyzes, and makes recommendations on new, existing, and proposed and compensation programs as required; develops procedures to implement program changes; assists in the design and development of technology systems as required