• In collaboration with the HR Leadership will plan, develop, and execute employee compensation programs globally and assure the delivery
• Develop, train and mentor dedicated local compensation resource on compensation, including job code development and maintenance, job evaluation, pay analysis, surveys, market data, and delivery and localization of compensation programs
• Lead significant portions of cross-functional projects/teams on global HR strategic initiatives.
• Assess, recommend, implement and promote proactive approaches to respond to business needs relative to the compensation function and broader HR function as appropriate.
• Identify areas of improvement and work with HRBPs to influence the behaviors of line business.
• 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
• Participate in core Compensation work including Survey participation/governance, Pay Analysis, and the Annual Review process as Compensation Partner.
• Perform trend analysis and best practice research to develop analytics that support broader HR business objectives to influence strategic decisions around future state and ongoing investment in the HR infrastructure.

• Bachelors degree in a related business discipline required
• Minimum eight years experience in HR/Compensation function with progressive responsibilities.
• Highly complex, demonstrated ability to creatively solve problems and ability to gather and analyze data key to success. Proven ability to reach targeted goals
• Ability to see the big picture and employ strategies to influence leadership decisions
• Excellent interpersonal and communication skills required with customers, leadership and staff.
• Ability to influence behaviors and drive business objectives at all levels of the organization
• Ability to travel occasionally, typically internationally, to train, deliver programs and work with local
• HR staff and line managers on Compensation related issues. Computer literacy, experience in MS Office Suite

Waters Corporation (NYSE: WAT), the world's leading specialty measurement company, has pioneered chromatography, mass spectrometry and thermal analysis innovations serving the life, materials and food sciences for 60 years. With approximately 7,000 employees worldwide, Waters operates directly in 31 countries, including 15 manufacturing facilities, and with products available in more than 100 countries.

Waters Corporation's businesses include Waters, TA Instruments, VICAM, ERA, and Nonlinear Dynamics.

Waters creates business advantages for laboratory-dependent organizations by delivering ultra performance liquid chromatography (UPLC), high-performance liquid chromatography (HPLC), chromatography columns and chemistry products, mass spectrometry systems, laboratory informatics solutions, and comprehensive service programs to enable significant advancement in healthcare delivery, environmental management, food safety, and water quality.

• Compliance:
• Track headcount and maintain updated EEO reporting.
• Responsible for ensuring People Operations policies and processes comply with all applicable federal, state, and local laws.
• Responsible for promoting and enabling a fair and inclusive workplace that safeguards the company’s employment brand by ensuring that employee and company interests are handled in a fair, consistent, and compassionate manner.
• Oversee the distribution of sensitive tax and employment correspondence from various government agencies; responding as appropriate and ensuring prompt dissemination of critical information to other functional business units as needed.


• Leave Administration:
• Coordinate legally mandated employee leaves (FMLA, Workers' Comp, etc.), including all tracking and reporting.
• Respond to unemployment insurance claims and attend hearings as necessary.


• Benefits:
• Maintain deep knowledge of federal and state regulations on benefits administration.
• Research and analyze current benefits programs to evaluate usage, services, coverage, plan experience, and competitive trends in benefits programs to provide recommendations for program enhancements.
• Manage the implementation of new benefits programs and/or modifications to existing programs: Serves as an escalated point of contact for benefits inquiries and troubleshoots matters to maintain a positive work environment by researching, analyzing, identifying the root cause, and resolving issues and discrepancies in a professional, timely, and compassionate manner.
• Proactively collaborate with People Operations and Engagement team members in program delivery and other projects as assigned.

• Experience: 5+ years of HR experience
• Education: Bachelor’s degree in Communications, Psychology, Business Management or related field
• Values: A passion for culture, open dialogue, employee success, and operational excellence
• C-Suite Experience: Experience working with executive-level leadership
• Leader and Team Player: Strong cross-collaboration skills and experience managing multi-faceted, time-sensitive projects
• High emotional intelligence and robust communication and influencing skills to build relationships cross-functionally and across levels
• Self Starter: Self-driven prioritization abilities and comfortable with a high-volume workload; ability to confidently operate in ambiguity
• BONUS POINTS for experience working in a start-up and/or have a SHRM/HRCI HR Certification

• Have a solid understanding of Boulevard’s company policies, processes, and systems
• Meet with all third-party benefit administration stakeholders to understand existing process and benefit plan designs
• Complete BambooHR and TRAXPayroll Admin Training videos
• Complete your Boulevard Platform Training
• Complete your mandatory compliance trainings

• Independently field employee benefits questions and resolve issues with occasional guidance from the Director of People Operations
• Track and update new benefit enrollments and changes in BambooHR and TRAXPayroll to ensure month/quarter-end payroll and benefit reconciliations are consistently accurate
• Manage timely and accurate upload of retirement savings plan contributions
• Work with our Sr. Accountant to remedy discrepancies related to payroll and/or benefits billing and deduction withholdings

• Develop a process to ensure strict multi-state compliance
• Independently manage the calculation of quarterly incentive bonus awards as well as the creation and distribution of all quarterly incentive bonus statements
• Lead Boulevard’s 2021 Open Enrollment process from initial review of existing benefits package, carrier competitive analysis, and plan-change recommendations to coordination with carriers and Maxwell Health team to ensure a successful Open Enrollment experience for all employees.

Be a part of Oracle’s US Compensation Consulting organization’s innovative and evolving culture and become a key member of the team. This role will provide compensation client support for Oracle’s fast-moving product development organization, collaborating with many stakeholders, including regional compensation consultants, global compensation programs, and other key functional areas. As a consultant, this role will provide guidance and program support in all areas of compensation.

• Provide compensation consultation for a line of business within the organization, primarily supporting a team of HR Business Partners.
• Partnering with our HRBPs, lead key initiatives that drive attraction/retention, engagement, performance and cost optimization.
• Partner with the global compensation job architecture lead and HRBPs on updates to our job structure. Drive change management to help with the efficient and effective implementation of a new structure that further enables business leaders to meet their objectives.
• Help create analytics that provide deep insights that assist HR with modeling budgets and advising leaders on recommendations during global programs such as focal reviews and annual equity planning.
• Engage with the Talent Advisory organization to ensure the offer process effectively recruits needed talent that is both efficient and cost-beneficial for Oracle. This includes, but is not limited to, critical roles and executive hires.
• Drive the execution of multiple projects, both internally and externally facing.
• Identify opportunities for efficiencies in work processes and implement innovative approaches.
• Participate in team problem solving efforts and offer ideas to solve client issues.

Qualifications

• Looking for someone with 8+ years broad-based compensation experience; consulting organization experience would be a plus
• Strong relationship management skills
• Experience with project management approaches, tools, and phases of the project lifecycle
• Mastery of Microsoft applications (e.g., Word, PowerPoint, Excel)
• Ability to work in a fast-paced environment is essential

Job: Human Resources

Location: US-TX,Texas-Austin

Other Locations: US-Florida, US-New Hampshire, US-Texas, US-New Jersey, US-Washington

Job Type: Regular Employee Hire

Organization: Oracle

HR Manager of Compensation and Job Analysis

Requisition #: req3686

Location: Grand Rapids, MI

Hours: Full-time

Bethany is changing the world through family. We began our work by serving one child more than 75 years ago. Today, Bethany is an international Christian nonprofit partnering with communities in more than 30 states and in several countries around the world. We strengthen and preserve families, support displaced people fleeing danger, and find safe, loving families for children who need them. Bethany is at the forefront of creating and implementing solutions to meet the growing needs of vulnerable children and families in the U.S. and around the world.

The HR Manager of Compensation and Job Analysis is primarily responsible for managing the day-to-day compensation operations that includes base pay, incentive pay, and annual merit process. In addition, this person will point on the creation of all new job descriptions and continually edit existing job descriptions ensuring FLSA compliance and consistency across the organization. This individual will work closely with the HR Senior Director of Compensation and Compliance Resources to ensure implementation of an equitable compensation across Bethany.

This position is expected to function effectively with limited supervision while following the guidelines given on procedures, along with agency, federal, and state regulatory requirements.

ESSENTIAL JOB RESPONSIBILITIES:

• Provide day-to-day support to the HR team in the areas of employment law, compensation, FLSA, and EEO-1 categories;
• Manage the day-to-day operations of the organization’s compensation programs to include base pay, incentive pay, title grades, and annual merit processes and practices;
• Create, update, and maintain internal job descriptions to ensure compliance with FLSA regulations and EEO-1 categories;
• Assemble and establish job analyses of all departments and programs to ensure appropriate compensation alignment across the organization;
• Ensure that all employee job changes within the HRIS database are approved, denied, or updated in accordance with company policy, FLSA, and state and federal requirements;
• Create job change letters as needed;
• Create and generate all applicable job codes within the HRIS database;
• Serve on internal committees for Risk Management, and Quality Assurance as needed;
• Manage and oversee annual compliance with minimum wage requirements;
• Partner with Regional Talent team to ensure job postings are aligned with job description format and FLSA standards;
• Perform special projects related to HR functionality, as assigned;
• Stay abreast of and review federal, state, and licensing statues and regulations;
• Complete other duties as assigned.

Qualifications:

• Bachelor’s level degree in Human Resources, Organizational Development, or equivalent field of study;
• PHR/SPHR Certification preferred;
• At least five (5) years of progressive Human Resources experience across several functions with a strong knowledge of Federal labor laws (FLSA) and Equal Employment Opportunity Commission (EEO-1) regulations;
• Prior work experience with compensation, classifications, employment law, and company policy and procedure;
• Keen sense of innovation, influence and problem-solving skills required; must be able to work with all levels of Bethany employees;
• Demonstrated project management skills;
• Excellent verbal and written communication skills;
• Must be reliable with time sensitive deadlines and tasks;
• Exercise a high level of confidentiality;
• Work well under pressure and adaptable to change;
• Working knowledge of MS Office Suite, SharePoint, and HRIS systems (UltiPro preferred);
• Pass a criminal history screen, including state and local child protection agency registries;
• Subscription to and integration of the agency Statement of Faith, Mission Statement, and Cultural Diversity Commitment.

We value and embrace the principles of diversity, equity, and inclusion; our culture is strengthened and our workplace is more dynamic. We are a global organization with multicultural staff, clients and stakeholders, so we strive to create a workplace that reflects the communities we serve and where everyone feels empowered to bring their full, authentic selves to work. More work remains, but we are deeply committed to honestly acknowledging and addressing the impacts of race and racism throughout the organization. This work can be uncomfortable and even painful, but we believe that the greatest challenges bear the greatest rewards.

#LI-DNP

The Senior Provider Compensation Business Partner serves as the provider compensation point of contact and strategic business partner to functional units within the organization. In alignment with system goals and objectives, this position leads compensation strategies with Physician Services’ employed, contracted, independent, and health system providers to achieve strategic goals and program objectives.

• Consults and supports business units and key stakeholders on strategic and operational contracting and compensation matters relating to physicians and advanced practice providers. With operational context from the business unit, highlights opportunities and risks, and proactively makes suggestions for improvement.
• Understands and interprets operational processes and develops, recommends, and facilitates implementation of compensation strategies to support desired outcomes.
• In partnership with business unit leaders, participates in the identification, development and implementation of provider compensation interventions to accomplish business objectives. Leads provider communication, with business unit support, which may include; review of contracts, compensation methodologies, reporting, administrative processes, etc.
• Facilitates compensation design efforts to support clinical care pathways, business development, and new programs.
• Understands the operational and provider staffing challenges of the business unit along with the impact to provider compensation; and influences leaders to deliver options to meet current and future staffing targets. Challenges the prioritization of initiatives and works to ensure business benefits are supported through compensation initiatives.
• In collaboration with the Digital and Analytics department and Physician Compensation leaders, coordinates services for provider compensation functions to provide consistent, high quality reporting information and reliable administrative processes.
• Prepares, analyzes, and reviews annual compensation survey data and participates in the annual review process. Manages, with other member of the team, the annual review process, coordinating communication and ensuring appropriate feedback from frontline providers prior to implementation of annual plan changes.
• Develops solutions to complex problems, requiring a high degree of acumen and understanding of the business, health system governance, regulatory risks, and physician engagement.
• Supports and maximizes the business units operational and strategic performance by delivering services that ensure high level customer satisfaction. Builds strong rapport and trust with providers, stakeholders, and cross functional teams to achieve the credibility necessary to enable challenging discussions around provider compensation.
• Provides ongoing education for front-line leaders and business unit leadership, helping to build provider compensation acumen across the organization.
• Leads special projects and participates on committees, workgroups, and teams, as assigned.
• Performs other duties and responsibilities as assigned.

• Education: Bachelor’s Degree in Bus, Accounting, Finance or related field or 4 years’ experience in lieu of degree.
• Experience: 7 years’ relevant experience in provider compensation, consulting or healthcare operations leadership
• Licenses/Certifications: None

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

St. Luke’s Health System | Boise Convention and Visitors Bureau | Boise Parks and Recreation | Boise Museum Association | Boise Music Festival | Boise Philharmonic | Downtown Boise Restaurants | Boise Valley Economic Partnership | Hyde Park events | Treefort Music Festival | First Thursdays | Alive After Five | Capitol City Public Market | Runs and Triathlons | Shakespeare Festival | Sawtooth National Forest | Visit Idaho.org

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

Over the course of the Company's history, Axalta has remained at the forefront of the industry by continually developing innovative coatings technologies designed to enhance the performance and appearance of customers' products, while improving the customer's productivity and profitability. Axalta's diverse global footprint of 50 manufacturing facilities, four technology centers, 47 customer training centers and more than 14,000 team members allows the Company to meet the needs of customers in over 130 countries. Axalta serves its customer base through an extensive sales force and technical support organization, as well as through approximately 4,000 independent, locally-based distributors. The Company's scale and strong local presence are critical to its success, allowing leverage of the technology portfolio and customer relationships globally while meeting customer demands locally.

Axalta operates its business in two operating segments: Performance Coatings and Transportation Coatings, serving four end markets, including: Refinish, Industrial, Light Vehicle and Commercial Vehicle, across the following four regions: North America, EMEA, Latin America and Asia-Pacific.

• Partnering with the Global Compensation Manager will implement, and maintain a new global compensation architecture.
• Administer and communicate the global equity program.
• Administer and communicate the deferred compensation program.
• Supports the global administration of the annual compensation cycle including merit process and annual incentive plan.
• Maintain global plan documentation, agreements, employee FAQ communication.
• Partnering with Global HRBPs and business leaders to efficiently execute various elements of the compensation program.
• Partners with the HR financial analyst in the creation and maintenance of key compensation program reports and metrics.
• Facilitate the fiscal year-end activities including audits year-end calculations/ payments, and communications.
• Assists in the evaluation of jobs and market benchmarking for salary increases, role transfers, promotions, etc.
• Maintains compensation related databases and systems that support compensation programs throughout the organization, including data entry, and maintenance of HRIS tables and queries.
• Assists in the completion of salary surveys, market pricing and labor studies ensuring results adhere to company compensation philosophy.
• Willingness to assist with various benefit related activities, if needed.

• Bachelor's degree in Human Resources, Finance, Economics, or related discipline.
• 4-5 years of experience working as a Compensation Analyst or 4-5 years in HR Consulting as an analyst.
• Prefer 2 years global compensation exposure.
• Knowledge of compensation and general HR regulations and laws (i.e. FLSA, etc.).
• CCP courses or related certification preferred.
• Strong analytical decision-making skills including the ability to accurately interpret and synthesize data.
• Highly proficient with Excel Required.
• Proficient with Microsoft office suite, SAP knowledge preferred.
• Strong written and verbal communication skills.
• Resilient and agile and able to adapt to change while still meeting expected objectives and deadlines.
• Exhibits integrity, professionalism, objectivity, and ability to maintain confidential and sensitive information.
• Must be highly organized and able to effectively work in in a fast-paced environment.
• Demonstrated ability to collaborate effectively across multiple departments/management levels.

• Assists with the administration and day-to-day activities of the Firm’s global compensation programs and processes for Attorneys and Business Services employees
• Assists with the audit and reconciliation between Compensation, HRIS and Payroll transactions to ensure integrity of the data
• Participates in annual salary surveys, including preparation and submission of all required data elements, and collaborates with other offices as needed
• Gathers and analyzes market data benchmarking for existing and new positions using various compensation surveys
• Provides support for the day-to-day administration and updates to job description and market data databases
• Assists with the coordination and administration of merit salary increase and bonus programs
• Responds to employee inquiries regarding compensation processes and assists in the resolution of compensation matters as appropriate
• Documents and maintains administrative procedures for compensation practices and processes
• Researches and prepares standard and ad hoc reports and compiles metrics for analysis as needed
• Serves as liaison between the Compensation team and other departments across the Firm to ensure consistency and compliance in processes and procedures
• Availability to occasionally work outside of standard US hours to meet the needs of offices around the globe
• Performs other duties as assigned or required to meet Firm goals and objectives

• Bachelor’s degree in a related field. An equivalent combination of education and/or experience may be considered in lieu of the degree when the experience has been directly related to the functions of the job
• CCP Certification, preferred
• Minimum of 5 years of compensation related experience, required
• Prior experience working in a professional business setting or legal firm, preferred
• Proficiency in Microsoft Office products, required
• Advanced level of Excel including pivot tables, vlookups and formulas, required
• Proficiency working with survey databases, such as Mercer, preferred
• Strong analytical skills in order to interpret and communicate data gathered
• Strong written and verbal communication skills, able to communicate effectively and in a professional manner with all levels of the Firm and outside vendors
• Ability to work in a diverse team environment and effectively support the demanding needs of the Firm
• Ability to work under pressure, meet deadlines with shifting priorities
• Must be a self-starter with a high level of initiative
• Strong customer service skills, able to anticipate needs and exercise independent judgment
• Strong attention to detail, organizational skills and the ability to handle multiple projects
• Maintains confidentiality and exercises discretion
• Exercises solid strategic thinking and problem-solving skills
• May require occasional lifting of up to 20 lbs.

• Support a variety of initial implementation activities including analysis, configuration, process documentation and testing
• Create business requirement documents, user stories, functional specifications, and system functionality requirements
• Managing project work, enhancements, and fixes, from the request and requirements stage through build, test, and deployment.
• Support Sales Operations in configuration of new plans, calculations, and annual incentive cycle administration
• Perform complex Administrator level system changes and enhancements
• Support Finance users in reporting, compliance, and data management

• Prior experience with enterprise level ICM packages such as Varicent, Xactly, Callidus or other similar solution
• Experience working with incentive compensation stakeholders in a key relationship to help define and meet business priorities
• 5-7 years of experience in business systems analysis with at least 2-3 years supporting incentive compensation and complex commission programs
• Enterprise ICM Administration experience; experience with Jira, and Monday, Asana or a similar project collaboration tool
• Experience with software development lifecycle (SDLC) required. Participation and ownership of product execution with both ITIL and Agile/ Scrum methodology preferred.
• Ability to transform business requirements into technical solutions and configuration design stories with a focus on data quality and implement them with other team members.
• Excellent verbal and written communication skills required. Ability to communicate complex technical issues in a concise easy-to-follow manner.
• Quick learner with ability to solve problems expeditiously and understand impact to other environments.
• Ability to adjust to changing priorities in a fast-paced environment with minimal supervision desired.

About SpringWorks Therapeutics

SpringWorks Therapeutics is a clinical-stage biopharmaceutical company applying a precision medicine approach to acquiring, developing and commercializing life-changing medicines for underserved patient populations suffering from devastating rare diseases and cancer. SpringWorks has a differentiated portfolio of small molecule targeted oncology product candidates and is advancing two potentially registrational clinical trials in rare tumor types, as well as several other programs addressing highly prevalent, genetically defined cancers. SpringWorks’ strategic approach and operational excellence in clinical development have enabled it to rapidly advance its two lead product candidates into late-stage clinical trials while simultaneously entering into multiple shared-value partnerships with industry leaders to expand its portfolio.

At SpringWorks Therapeutics, we ignite the power of promising science to unleash new possibilities for patients. We work hard, we care even harder and we’re in it together. We are looking for ambitious, smart and hardworking colleagues to join our growing team.

Are you a SpringWorker?

How much do you care?
How well do you partner with others?
How fast do you move?
Are you a problem solver?
Are you comfortable challenging convention?

About the Role

SpringWorks Therapeutics is looking for a Senior Manager/Associate Director Compensation and Benefits to join our growing HR team. This role reports to the chief people officer and will be responsible for implementing and managing a total rewards program that will ensure the competitiveness of the market and the ability to attract, engage, and retain talent.

Your Responsibilities Include:

• Review, evaluate, and manage entire total rewards program (Employee & Executive) by collaborating with Human Resources and other stakeholders to ensure programs are performance driven, market competitive, legally compliant, consistently and accurately administered, and effectively communicated
• Manage annual employee compensation planning activities, including the merit review cycle, bonus payments and equity
• Evaluate and manage job Levelling, pay structure, equity approach, employee benefits, performance rewards and recognition
• Design and implement compensation framework for commercial pharmaceutical organization
• Holistically review and design benefits approach for a growing biopharmaceutical
• Prepare input for Board/ Compensation Committee Sessions
• Work closely with Finance and Legal to establish and drive compensation and benefits initiatives
• Drive workforce planning efforts

About You: Required Education, Skills, and Experience

• Education: Bachelor’s degree in Human Resources or business-related field
• 7+ years of experience in designing, administering and evaluating compensation & benefits programs at a Pharmaceutical/Biotech/Healthcare organization
• Working in a fast-paced environment for rapidly scaling organizations
• Experience with establishing and executing commercial compensation frameworks and structures
• Must possess strong project management skills with success in managing multiple priorities and building efficient systems to track and report on projects, workflow, and results required
• Strategic and thoughtful approach with a very hands-on attitude
• Excellent Excel skills, including vlookups and pivot tables
• Exceptional interpersonal, organizational and communication skills

SpringWorks Therapeutics is an Equal Employment Opportunity employer. All qualified applicants/employees will receive consideration for employment without regard to that individual’s age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law.

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Requisition 21974

Location: Corporate (0063) Columbus , Ohio 43219 , United States (US)

Compensation Analyst, Sr.

LOCATION: Columbus, OH

DEPARTMENT: Administrative Operations

PURPOSE OF POSITION:

The Compensation Analyst, Sr. is responsible for leading internal job evaluations, partnering with HR stakeholders and managers in delivering overall compensation guidance and recommendations and ownership of compensation-related data and modules in HR technology systems. Further, this role is instrumental in evolving foundational compensation processes and delivering outcomes that advance FlightSafety’s strategic direction.

Career Stream: Professional-Level 3

TASKS AND RESPONSIBILITIES: The following duties are essential to the successful and satisfactory performance of this job. Other duties may be assigned.

• Evaluate and benchmark internal jobs to internal and external labor markets. Perform and complete competitive pay analyses to assess current state and inform future state recommendations.
• Partner with managers and HR partners in ensuring job description content accurately reflects described roles.
• Provide compensation recommendations to managers, recruiters and other HR partners for new jobs, open requisitions and ad-hoc requests.
• Manage salary structure, geographic differential and job-related data (i.e. exemption status, EEO category, functional grouping) in HR technology system.
• Build compensation tools and resources to support manager compensation decision-making.
• Participate in annual salary surveys with survey vendors.
• Support annual merit award processes and year-end reporting requirements.

MINIMUM EDUCATION:

• No requirement

MINIMUM EXPERIENCE:

• 4-8 years related experience, preferred

KNOWLEDGE, SKILLS, ABILITIES:

• Theoretical knowledge in compensation and general HR principles
• Excellent analytical and math skills
• Complex problem-solving skills: identifies complex problems, reviews and analyzes related information and formulates problem solutions
• Service orientation skills: actively looks for ways to help co-workers
• Excellent Microsoft Excel skills
• Excellent interpersonal communication abilities

PHYSICAL DEMANDS AND WORK ENVIRONMENT: The physical demands and work environment described here are representative of those that must be met and/or encountered by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

FlightSafety is an Equal Opportunity Employer/Vet/Disabled.

Reporting to the Director of Global Compensation, the Senior Compensation Analyst will work closely with HR business partners and business leaders to drive solutions that attract, reward, and retain talent and support business objectives.

This highly analytical role requires a deep understanding of compensation principles and the ability to perform a wide variety of duties including salary structure development and maintenance; integration and standardization of jobs in a complex environment; evaluation/market pricing of positions at all levels of the organization utilizing external market data and internal position comparisons; and managing enterprise-wide projects such as merit compensation administration and salary planning.

• Act as trusted advisor to HR and business groups, providing recommendations on compensation matters that support of business goals and ensure market competitiveness regarding application of compensation policies, practices, and guidelines
• Perform various research and analyses to determine market competitiveness of compensation programs or to ensure compliance with current legal regulations
• Develop insights to analyze effectiveness of compensation programs
• Conduct job evaluations, job leveling, and provide salary recommendations ensuring internal equity and market alignment of total compensation
• Develop and maintain job code and associated data and system requirements
• Manage the compensation survey submission process and maintain the MarketPay database
• Manage compliance with applicable regulatory requirements regarding employee pay while staying up to date on current related legislation
• Document business processes to streamline processes for the compensation team
• Participate in other Total Rewards projects and initiatives
• Participate in the planning, development, implementation and administration of a wide variety of employee compensation programs including base pay, merit, incentive, and equity.
• Lead annual market pay analysis process, present findings and develop market ranges. Identify market data needs, prepare survey submissions, respond to quality audits, maintain survey database. Conduct job matching validation. Develop and maintain job code and associated data and system requirements
• Participate in special projects to include: performing analyses of competitive pay practices, economic trends, current market position, and cost impact, system enhancements, and improving analytics.
• Responsible for all compensation programs for assigned geography
• Partner with HRBP/Ops Advisor and managers on various employee/job studies to determine compensation best practices. Research and respond to inquiries. Provide consultation and guidance on compensation matters
• Develop and prepare various standard and custom reports in support of compensation team and programs
• Develop and deliver communications and training related to compensation programs, polices, and process
• Work closely with all areas of HR in the development, implementation, revision, and maintenance of programs to support the efficient administration of compensation programs and analyses

• Bachelor's degree in business, finance, or HR related field or commensurate experience
• Minimum 5 years experience in compensation
• CCP course work a plus
• Minimum 2 years experience in global compensation environment, Asia and India experience strongly desirable
• Knowledge of compensation best practices
• Excellent organizational and interpersonal skills
• Advanced analytical, problem solving, and project management skills with exceptional attention to detail
• Proficiency in advanced Excel and PowerPoint
• Familiarity with SAP
• Strong written, verbal, and interpersonal communications and presentation skills
• Demonstrated ability to work well with cross-functional groups

Waters Corporation (NYSE: WAT), the world's leading specialty measurement company, has pioneered chromatography, mass spectrometry and thermal analysis innovations serving the life, materials and food sciences for 60 years. With approximately 7,000 employees worldwide, Waters operates directly in 31 countries, including 15 manufacturing facilities, and with products available in more than 100 countries.

Waters Corporation's businesses include Waters, TA Instruments, VICAM, ERA, and Nonlinear Dynamics.

Waters creates business advantages for laboratory-dependent organizations by delivering ultra performance liquid chromatography (UPLC), high-performance liquid chromatography (HPLC), chromatography columns and chemistry products, mass spectrometry systems, laboratory informatics solutions, and comprehensive service programs to enable significant advancement in healthcare delivery, environmental management, food safety, and water quality.

CURRENT SPECTRUM HEALTH TEAM MEMBERS – Please apply through your Workday account. This career site is for Non-Spectrum Health team members only.

Job Description

Summary

The strategic role of director of system compensation leads the compensation strategy, philosophy and framework encompassing base and variable compensation. In addition, this role will ensure alignment of compensation and business strategy, operational goals, and culture by establishing a competitive compensation program that supports recruitment and retention of talent.

Essential Functions

• Designs base and variable pay programs; including long and short-term incentive plans, commission plans and premium pay programs and policies.
• Continuously improves compensation programs by maintaining a deep knowledge of compensation trends across all industries as well as applicable legislation and regulations.
• Serves as the executive compensation consultant to senior leadership and manages the relationship with the external executive compensation consulting firm.
• Leads the annual salary planning process including market pricing, and the development and evolution of formal job grades and salary ranges.
• Responsible for development and continuous improvement of job structure and architecture.
• Evaluates compensation program application across the system to ensure equity across all demographics.
• Partners regularly with the system benefits team to design an aligned and competitive total rewards offering.
• Prepares materials for the System Board of Directors' Compensation Committee meetings.
• Collaborates effectively with the broader HR team to garner knowledge of business strategy, challenges and objectives to ensure compensation programs address the needs of the business.
• Educates the HR partner team and leaders on compensation philosophies, programs and practices.
• Responsible for the development of comprehensive communications and the change management associated with compensation activities to ensure team members understand the value of their total rewards package.
• Serves as the primary point of contact for reporting and data/analytics for compensation related needs.
• Anticipates business needs and proactively identifies trends and/or opportunities as well as recommends appropriate interventions.
• Directs the activities of a professional team. Facilitates the training and continuing education of team members. Establishes work standards. Selects, trains, develops, and evaluates team members.
• Actively participates in safety initiatives and risk mitigating measures where appropriate and completes all position and unit safety related competencies and requirements on a timely basis.
• Performs other duties as assigned.

Primary Location

Department Name

Employment Type

Shift

Weekly Scheduled Hours

Hours of Work

Days Worked

Weekend Frequency

Accommodation Notice: If you are a qualified individual with a disability, you may request a reasonable accommodation in Spectrum Health's application process. Contact us at 616-486-SHHR (7447).

Spectrum Health grants equal employment opportunity to all qualified persons without regard to race, color, national origin, sex, disability, age, religion, genetic information, marital status, height, weight, sexual orientation, veteran status, or any other legally protected

category. See more here .

The Role

The Senior Compensation Analyst is a passionate collaborator and key contributor to the success of Deckers’ Total Rewards program. The Senior Compensation Analyst will assist with the research, analysis, planning, and administration of Deckers’ compensation programs. An excellent candidate for this role is service-, process-, and detail-oriented with a meaningful focus on accuracy.

Your Impact

• The primary functions of this role, include but are not limited to:
• Support the administration of global equity compensation plans through thoughtful and detailed analysis, preparing reports, providing consultation and advice to business stakeholders.
• Collaborate with People Success Team and Business Managers by conducting job evaluations and leveling and providing compensation recommendations.
• Administer ESPP open enrollment, providing employee education and assisting with employee inquiries.
• Assist with special projects and annual merit, bonus, and equity process.

Who You Are

A self-starter who brings passion, enthusiasm, accuracy, and focus to their work. Able to communicate complex concepts and subjects to all levels of the organization. Able to guide partners and guide decision making. Able to adapt to a dynamic work environment.

We'd love to hear from people with

• Bachelor’s degree in Human Resources, Finance, Business or related preferred
• 5+ years of compensation or related experience.
• Proficient in excel.
• CCP certification preferred

What We'll Give You –

• Competitive Pay and Bonuses - We’ve created a variety of competitive compensation programs to foster career development, reward success and to show our employees just how much they’re valued.
• Financial Planning and wellbeing - No matter what financial goals our employees have set, we want to help them get there. Our plans provide powerful ways to protect income, pay for expenses and invest in the future.
• Time away from work - Sometimes we need time away to be with family, focus on our health or just simply recharge. Our plans support our employees’ needs to get out, get healthy and come back stronger than ever.
• Extras, discounts and perks - Being a valued member of the Deckers Brands team means more than just a paycheck. From generous discounts to community-based programs, we offer a variety of cool extras
• Growth and Development - Deckers Brands was built on the idea of pursuing passion. That’s why we offer extensive opportunities and support for personal and professional development.
• Health and Wellness - There’s nothing basic about our comprehensive health and wellness programs and offerings. While at work and at play, we aim to support a healthy lifestyle.
  
  

Equal Employment Opportunity

All qualified applicants will receive consideration for employment without discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, or any other factors prohibited by law.

Director, Classification and Compensation

Go Back Apply View Benefits

A resume and cover letter must be submitted with your application.

• Provides supervision to staff. Includes approving time and leave; delegation of tasks; providing leadership by conducting performance reviews, providing regular feedback on employee performance, responding to staff needs and provide guidance.
• Ensures that daily operations of the Classification and Compensation unit are consistent with OMES goals and priorities.
• Assists HR managers and other managers in outside agencies with compensation and classification related issues.
• Supervises the participation in exempt and nonexempt salary surveys to ensure state compensation objectives are achieved. May conduct and/or purchase such surveys.
• Works with HRIS and IT staff to ensure that the [HRIS software] system meets current classification and compensation needs and is updated as necessary.
• Develops techniques for compiling, preparing and presenting data.
• Administers the provisions of the Fair Labor Standards Act and the Family Medical Leave Act.
• Interprets rules and laws concerning employee personnel actions; advises agency personnel staff, employees, supervisors and managers on various personnel related issues.
• Maintains a system of employee personnel records.
• Maintains the Shared Leave (leave of last resort) program.

Requirements include a Bachelor’s degree and four (4) years of professional experience in human resources administration, including one (1) year in a supervisory capacity in the Human Resources Management field OR a master’s degree in public administration, human resources or a closely related field and three (3) years of professional experience in human resources administration, including one (1) year in a supervisory capacity in the Human Resources Management field or an equivalent combination of education and experience.

Preference will be given to candidates that have:
Experience managing the classification and compensation of employees.
Experience with Microsoft Power BI.

OVERVIEW

The Corporate Executive of Compensation and Benefits ensures employee-friendly cost-effective benefits are attained and administered, manages a compensation program that is competitive in comparable markets as well as internally, promotes understanding of benefits and compensation by staff through clear and routine communications in accordance with company standards and federal, state, and local standards, guidelines, regulations, and laws.

RESPONSIBILITIES

Operations Management

• Benefits Management
  • Ongoing review of benefits to ensure competitive employee benefits at a reasonable cost and makes recommendations to the Chief Human Resources Officer (CHRO).
  • Leads the annual benefits open enrollment process from innovation to implementation.
  • Ensures benefits are administered and managed in an accurate and timely manner.
  • Reviews the organization’s benefits for competitiveness and determines when it is necessary to obtain new vendor bids.
  • Develops and maintains benefits policies and procedures, and reviews regularly to initiate process improvement where possible.
  • Maintains all required documentation and recordkeeping in accordance with company standards and federal, state, and local standards, guidelines, regulations, and laws.

• Compensation Management
  • Develops and maintains compensation policies and procedures to stay consistent with the company compensation philosophy, and reviews regularly to initiate process improvement where possible
  • Reviews any exception requests to the compensation policy pertaining to approvals, denials, new position requests, pay increases and decreases, and all compensation changes.
  • Researches and reports on matters pertaining to executive compensation to the Executive Compensation and Evaluation Committee.
  • Provides direction to management on pay decisions, policy and guideline interpretation, and job evaluations.
  • Ensures that pay grades and ranges are competitive in comparable markets and assessments of internal equity take place on a regular basis.
  • Ensures job codes and titles are appropriately assigned, with the correct pay grade.
  • Provides cost analysis for annual merit pay guidelines.

Systems Administration

• Oversees the benefits system and assists with the Human Capital Management (HCM) operations, implementations, and upgrades.
• Maintains benefits administration system to automate enrollment and carrier interface.
• Maintains HCM system to serve as the system of record for all employment information.
• Identifies opportunities for data enhancement and process streamlining through automation in the HCM and benefits systems.

Vendor and Contract Management

• Selects, delegates, and oversees the organization’s benefit consultant, as directed by the CHRO.
• Serves as main contact with all benefit vendors.
• Negotiates desired terms on contracts.
• Reviews contracts for accuracy and secures approval from CHRO.
• Manages the third party administrators (TPA) for workers’ compensation and unemployment compensation, ensuring that appropriate measures are taking place to keep associated costs down.

Relationship Management and Communication

• Responds to questions and concerns on compensation and benefits from management and staff in a timely and concise manner.
• Solicits feedback through employee benefit surveys and other means.
• Oversees messaging, production, and distribution of communications promoting the value of the company-sponsored benefits staff members receive.Participates in and contributes to board, committee, and staff meetings on compensation and benefits matters, as needed and as appropriate.

Quality, Compliance, and Risk Management

• Keeps abreast of and ensures the organization is in compliance with relevant federal, state, and local regulations and laws pertaining to benefits, wages, labor, and payroll, including FLSA, HIPAA, COBRA, FMLA, ERISA, etc.
• Leads all compliance matters regulated by the Bureau of Workers’ Compensation for self-insured employers.
• Ensures that personnel files are secure and documentation contained is compliant with current company standards and employment guidelines, regulations, and laws (i.e. Form I-9, income tax forms, reference checks, HIPAA regulations, etc.).
• Maintains confidentiality of all personnel information accordance with company standards and employment guidelines, regulations, and laws.

People Management and Development

• Manages compensation, benefits, and payroll staff members and other direct reports.
• Fosters a positive work environment that attracts, retains, and motivates employees.
• Interviews, selects, and orients new direct reports.
• Defines, establishes, and promotes performance expectations so direct reports understand and demonstrate excellence through high quality and consistent performance.
• Evaluates job performance of direct reports in accordance with the company policy and procedure and provides developmental guidance to staff for improved performance and growth.
• Monitors accountability with organization requirements prescribed by the Employee Handbook. Documents and engages employees who are routinely not observing these requirements in an effort to achieve compliance. Works with Human Resources when circumstances arise that necessitate further documentation and intervention.
• Participates in the development, planning, scheduling, conducting, and monitoring of in-service training programs, on-the-job training, and orientation programs for departmental staff.
• Ensures that there is a reasonable and sufficient plan for staffing should a direct report be absent or a direct reporting position be vacant.
• Responds timely and thoughtfully to questions, requests, and work product from departmental staff that has been provided for review and approval.

All other duties as assigned.

QUALIFICATIONS

Education

• Bachelor’s degree in human resources, business administration, finance, or a related field required.
• Certified Employee Benefits Specialist designation from the International Foundation of Employee Benefit Plans (IFEBP) preferred.

Experience

• Seven years experience in compensation and benefits operations management required.
• Strong knowledge of compensation and benefits guidelines, regulations, and laws required.
• Proficiency with Windows, Microsoft Office (Word, Excel, PowerPoint), and the internet required.
• Proficiency with a large-scale HCM and /or payroll system required.
• Proficiency with a benefits administration system required.

Other Requirements

• Must be able to read, write, speak, and understand the English language.
  

LOCATION INFORMATION

Ohio Living is among the country's leading comprehensive resources on aging well. Our Ohio-based services range from a variety of housing options in one of our life plan communities through the full continuum of care to post-acute home health and hospice support for adults, wherever they live. Most importantly, we’re a company that:

• chooses to operate as a faith-based, not-for-profit organization
• makes its mission the heart of our organization
• has a reputation for consistently exceeding the needs and expectations of those we serve
• provides an engaging, team-oriented workplace dedicated to career, family and faith
• commits to recognizing our employees for a job well done

We’re looking for people who:

• have a passion for helping people, solving problems and contributing to a positive work environment
• are excited about bringing their personal standards and ideals to work each day
• understand that HOW you do your job is just as important as WHAT you do in your job

Why work at Ohio Living?

Depending on an employee’s full-time, part-time or PRN status, they may benefit from:

• competitive wages
• affordable medical, dental, and vision insurance
• 403b retirement savings
• paid time off including your birthday
• training, continuing education, and education assistance
• pay advances up to $500
• the latest technology
• unlimited career opportunities
• and much more!

Who is Ohio Living?

Headquartered in Columbus, Ohio Living is one of the nation’s largest not-for-profit, multi-site senior living organizations. Since its founding in 1922, Ohio Living has defined the highest standards of quality of life for adults through its 12 life plan communities and Ohio Living Home Health & Hospice in 50 Ohio counties.

Our mission is to provide adults with caring and quality services toward the enhancement of

physical, mental and spiritual well-being consistent with the Christian Gospel.

Our Values:
Care • Integrity • Customer Service
Innovation • Financial Stewardship • Leadership

We're searching for some really great people who enjoy customers as much as we do.

Named as Puget Sound Business Journal’s #1 Best Place to Work in the extra-large company category and listed in WA’s 100 Best Companies to Work For by Seattle Business Magazine, both in 2020. We are a certified Great Place to Work™ in 2020 and placed 3rd in the nation as a Best Workplace in Financial Services and Insurance in 2019.
Check out our Great Place to Work rating here: http://reviews.greatplacetowork.com/evergreen-home-loans

Wow happens every day at Evergreen. Our vision is centered on changing the world one relationship at a time. Learn more about what our family of associates say about Evergreen on Glassdoor: https://www.glassdoor.com/Overview/Working-at-Evergreen-Home-Loans-EI_IE753502.11,31.htm

Discover what’s possible with Evergreen.

We're looking to add people who feel the same way we do about our customers, our associates and the work we do. In return, you'll be part of a growing, contemporary company that rewards creative thinking and believes in helping you get to where you want to be. You'll also enjoy a healthy salary, a comprehensive benefits package and have an attractive 401K plan with a company match to help you grow along with us!

We are seeking a Compensation Accountant who will be responsible for accurate variable compensation processing for all associates in accordance with current contracts and compensation agreements and the proper recording of payroll compensation to the general ledger.

Essential Duties and Responsibilities:

• Responsible for the calculation of all mortgage loan officer commissions based on current loan officer contracts.
• Responsible for the calculation of loan-related variable earnings for all other production staff in accordance with their documented pay structures.
• Responsible for the setup, assignment, and ongoing maintenance of all commission and override structures using integrated web-based commission software.
• Prepares, audits, and issues semi-monthly commission reports through the web-based commission software.
• Responsible for accurately tracking and recapturing loan officer draws within the commission software.
• Responsible for calculating and posting all manual commission calculations and adjustments in compliance with LO Comp Rules.
• Resolves loan officer commission questions and issues as necessary.
• Participates in the semi-monthly payroll preview audit and works with the Payroll and HR associates to resolve all issues and corrections.
• Prepares the general ledger journal entries for the semi-monthly payroll processing.
• Prepares the general ledger journal entries to record all commissions and other loan-related variable compensation expense at the loan level.
• Calculates the commission, variable compensation, and other month-end payroll accruals and records them to the general ledger.
• Answers inquiries and provides information to authorized persons.
• Partners with the Payroll Group and Human Resources to implement new systems and software to accommodate future changes in payroll processing and activity.
• Prepares various monthly reports for management as well as ad hoc reports as requested.
• Other duties as assigned.

Performance Expectations:

• Perform all actions in accordance with the Mission, Vision, and Convictions of EHL.
• Provide a “WOW” experience and effectively communicate with associates, clients, partners, and vendors via phone, written communication and/or in person.
• Seek Feedback: Host regular and timely communication with associates and Manager.
• Be willing to assume additional responsibilities/duties/projects as they arise.
• Have strong organization skills, the ability to learn quickly, and accuracy/timeliness in completing tasks.
• Perform all actions in accordance with policies and procedures of the company.
• Expected to meet productivity guidelines of the position.
• Effectively use software specific for the position and Microsoft office products.
• Work well with other members of the EHL team and be willing to fill in when needed.

Specific Skills/ Knowledge/ Abilities Required for Position:

• Bachelor’s Degree or equivalent experience
• A minimum of 5 years’ experience in the independent mortgage industry.
• Strong ability to manage and organize significant number of data inputs from various sources
• Strong ability to independently manage workload in order to adhere to established payroll deadlines
• Process improvement experience or mindset preferred
• Payroll experience, preferably mortgage-related or other variable compensation
• Experience with multi-tiered commission structures preferred
• Accounting systems knowledge preferred
• HRIS systems knowledge, preferably experience with Paycom or UltiPro (UKG Pro)
• Exercise good judgment and strong character, motivated, hard working.
• Ability to work well with fellow associates, clients and vendors.

• Good communication skills. Neat, clean, healthy work habits.

Physical Requirements:

• Ability to work in a fast-paced, occasionally noisy environment.
• May be required to drive for business purposes and if so, must hold a driver’s license in good standing and maintain personal auto insurance in compliance with EHL’s Auto Insurance policy.
• Must be able to speak and hear, lift and carry up to twenty-five pounds (25 lbs.) or occasionally more.
• Requires all forms of dexterity and mobility throughout the shift.
• Occasionally required to reach with hands and arms, sit climb or balance, stoop, kneel, crouch or crawl.
• Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral, depth perception and the ability to adjust focus.

Evergreen is an equal opportunity employer and E-Verify employer.www.Evergreenhomeloans.com

Equal Housing Lender

© 2020 Evergreen Home Loans is a registered trade name of Evergreen Moneysource Mortgage Company® NMLS ID 3182. Trade/service marks are the property of Evergreen Home Loans. All rights reserved. Licensed under: Alaska Mortgage Broker/Lender AK3182 and AK3182-1; Arizona Mortgage Banker 0910074; California Licensed by Department of Business Oversight under the California Residential Mortgage Lending Act 4130291; Colorado Mortgage Company Registration; Idaho Mortgage Broker/Lender MBL-3134; Nevada Mortgage Banker 3130; Nevada Mortgage Broker 4837; Licensed under the Oregon Consumer Finance Act ML-3213; Washington Consumer Loan Company CL-3182; Wyoming Mortgage Lender/Broker 3467.

The Senior Compensation Partner position consults, reviews and provides analysis on appropriate pay by position based on market data and Fairway’s internal compensation strategy. (NOTE: Previous HR compensation experience REQUIRED. Candidates MUST be able to work in Madison, WI office - per Covid-19 considerations below.)

Essential Job Functions:

• Participates in core compensation activities including but not limited to writing job descriptions, managing salary surveys, conducting market reviews, and compensation analysis and pricing positions.
• Consults and provides analysis on appropriate pay by position based on market data and internal compensation structure.
• Manages compensation program database systems by developing and extracting reports, accurately analyzing and reviewing data and maintaining current compensation metric structures.
• Performs analysis on effectiveness and competitiveness of existing compensation program and models potential impact of changes.
• Provides compensation-related data insight to leadership.
• Completes analysis of variable compensation plan design. Consults on potential changes, models and communicates on impacts of alternatives.
• Facilitates job documentation standardization and department structure reviews by collaborating with subject matter experts and department leaders, analyzing role responsibilities, documenting accurate job descriptions and recommending structure changes.
• Reviews positions against standards set by the Fair Labor Standards Act to ensure appropriate exemption statuses assigned.
• Partner as a trusted advisor on compensation principles, policies and procedures.
• Provides compensation consultation and training to leaders, HR Partners and talent acquisition.
• Delivers personalized and quality customer service by troubleshooting basic compensation questions and concerns, supports programs.
• Builds compensation analysis skills and knowledge by soliciting performance feedback, participates in cross-training and learning additional processes and procedures to contribute to effectiveness of team operations and identifies opportunities for process improvement to enhance the compensation function
• Supports department initiatives by maintaining effective working relationships with internal partners and team members and participating in implementation of specialized projects to ensure program alignment with company objectives

Non-Essential Job Functions:

• Participates in proactive team efforts to achieve departmental and company goals
• Adopts Fairway values in personal work behaviors, decision making, contributions and interpersonal interactions
• Contributes to a positive work environment by demonstrating cultural expectations and influencing others to reward performance and value "can do" people, accountability, diversity and inclusion, flexibility, continuous improvement, collaboration, creativity and fun
• Performs other duties as assigned

Required Knowledge and Skills:

• Extensive knowledge and understanding of customer service best practices
• Extensive knowledge of HR processes and procedures, industry trends, standards, and best practices, and employment laws and regulations specifically around compensation
• Solid knowledge and understanding of current business acumen
• Solid knowledge and understanding of compensation principles and practices
• Basic knowledge and understanding of loan officer and or mortgage compensation

Required Education and Experience:

• Bachelor’s Degree or equivalent education and work experience
• 5+ years human resources experience
• Minimum of 5 years human resources compensation experience desired
• Certified Compensation Professional designation or progress towards designation preferred
• Demonstrated experience communicating compensation philosophies, completing job documentation, market analysis, and program design.
• Demonstrated experience consulting with all levels of management
• Demonstrated experience with attention to detail, written and oral communication, multi-tasking, and working in a team atmosphere adhering to strict deadlines
• Demonstrated experience with MS Office software products

Act as a trusted advisor to management and staff on the University’s compensation programs and policies. Provides advice, training, and support to assigned clients within the University community on the application of compensation management principles, guidelines, procedures, and best practices. Administers and maintains various compensation-related data management systems, and coordinate and facilitate implementation of compensation programs and initiatives. Use and analyze data to identify problems, answer questions and support solutions.

Required

• Bachelor's degree in Human Resources, Business Administration or related area
• Two+ years of experience in human resources
• Ability to analyze, interpret and communicate University policies and procedures
• Ability to multi task between different projects and day-to-day activities
• Able to work on complex problems in which analysis of situations or data requires an in-depth evaluation
• Excellent communication (oral & written), planning, analytical, problem-solving, organizational, project management, and customer service skills
• Ability to influence and build work relationships among a diverse workforce at all levels utilizing teamwork in daily work activities
• Must possess a learning orientation to changing technology influencing business processes.
• Personal computer and related software skills, e.g., word processing, spreadsheet, database, data query, Internet, etc.
• Strong knowledge of Microsoft Excel or similar tool for manipulating and integrating data
• Ability to use discretion and maintain confidentiality
• Flexibility in assuming other assignments

Preferred:

• Experience working in compensation developing and maintaining base pay structures preferred.
• Experience with SuccessFactors (SAP)
• Experience working with compensation management software

• Purdue will not sponsor employment authorization for this position
• A background check will be required for employment in this position
• FLSA: Exempt (Not Eligible For Overtime)
• Retirement Eligibility: Defined Contribution Waiting Period.
• Purdue University is an EOE/AA employer. All individuals, including minorities, women, individuals with disabilities, and veterans are encouraged to apply

As we create a colorful, capable and cleaner world through chemistry, we invite you to join our team to harness the power of chemistry to shape markets, redefine industries and improve lives for billions of people around the world.

The Chemours™ Company has a Compensation Consultant position available at its Downtown Wilmington, DE offices. This position will report to the VP Total Rewards and Performance Management.

The Compensation Consultant will provide leadership to the design, development, implementation and communication of compensation programs that support business goals and objectives and that serve to attract, retain and motivate employees.

The responsibilities of this position include, but are not limited to, the following:

• Analyze and ensure effectiveness of all compensation programs

• Facilitate design of pay levels and annual incentive pay programs and prepare required proposals to all compensation programs

• Manage all compensation programs for market and recommend improvements for all compensation targets and evaluate market data and ensure efficiency and accuracy in data

• Prepare compensation reports and assist in the management of WorkDay’s compensation functionality

• Participate in all third party surveys and ensure optimal utilization of all salary information

• Develop and manage compensation tools and programs, including the definition of system requirements, system testing and readiness evaluation, development of project timelines and communications to stakeholders

• Assist in creating communications with on all compensation-related programs

• Conduct and contribute to various other projects and initiatives pertaining to global total reward programs and practices

In order to be qualified for this role, you must possess the following:

• Bachelor’s Degree or equivalent with proven experience in Compensation

• Strong analytical and critical thinking skills; expert in data analysis and competitive analysis; able to adapt existing technical knowledge to new environments and priorities

• Demonstrated experience managing projects

• Strong initiative, self-management skills and ability to multi-task

• Computer Skills: Excel, PowerPoint, Word;

I n order to be qualified for this role, the following is preferred:

• 5-7 years compensation consulting experience

• Reward and Workday system experience

• Experience making compensation recommendations

• Development of salary structure experience

• Variable incentive plan and equity program experience

Benefits:

• Competitive Compensation

• Comprehensive Benefits Packages

• 401(k) Match

• Employee Stock Purchase Program

• Tuition Reimbursement

• Commuter Benefits

• Learning and Development Opportunities

• Strong Inclusion and Diversity Initiatives

• Company-paid Volunteer Days

WE’RE CHEMOURS. A DIFFERENT KIND OF CHEMISTRY COMPANY.

We are driven by our purpose to create a more colorful, capable, and cleaner world through the power of chemistry.

Built upon a 200-year-old legacy and a world-class product portfolio, we bring everyday convenience to virtually everything people touch—in industries ranging from automotive, paints, and plastics to electronics, construction, energy, and telecommunications. We bring solutions that are better, safer, more reliable, and more sustainable, through the power of chemistry.

OUR APPROACH

We see our people as our biggest assets. Instead of focusing just on what our employees do each day, we look at how they do it. By taking a different approach to talent development, employee engagement, and culture, our goal is to empower employees to be their best selves—at Chemours and in life.

The “ours” in Chemours represents everyone who works here. We’re thousands strong and always looking for the best and brightest to join our team.

OUR CULTURE

Five fundamental, foundational values form the substructure of our culture as a multinational

corporation. They are core beliefs that guide and frame both our behaviors and our aspirations.

Our values are in part what differentiate us from others, making us uniquely Chemours.

They are—Customer Centered, Refreshing Simplicity, Collective Entrepreneurship,

Safety Obsession, and Unshakable Integrity. At Chemours, our values are where everything begins.

We were honored to be named a “Great Place to Work-Certified Company” for 2019-2020 — our second consecutive year . We were also proud to receive a Gold Medallion Award from the U.S. Department of Labor’s HIRE VETS program in 2019.

Chemours is an equal opportunity employer

Chemours is an E-Verify employer

Candidates must be able to perform all duties listed with or without accommodation

Immigration sponsorship (i.e., H1-B visa, F-1 visa (OPT), TN visa or any other non-immigrant status) is not currently available for this position

At Chemours, you will find sustainability in our vision, our business and your future. If you want to work on the leading edge of your field and have a desire to make a difference, join Chemours and discover what it means when we say “We Are Living Chemistry”.

AURA’s mission is to provide innovative, open resources to enable discovery and excellence in research, to unify the astrophysics communities, and to promote public understanding of our universe and the benefits of scientific exploration. AURA carries out its role through its astronomical facilities.

The Human Resources team has an opening for a full-time Compensation and Benefits Manager to support the National Science Foundation funded operations. The position is located in our offices in Tucson, Arizona on the University of Arizona campus.

The Compensation and Benefits Manager will oversee the development and implementation of compensation, benefit and wellness programs. The individual will be responsible for supporting strategic compensation initiatives and needs while designing a compensation framework and processes for the future. The individual will be responsible for managing all aspects of benefit plans and programs including vendor management, strategic planning and design and communication. This includes project planning, execution, timing, functionality, quality, communication, compliance and cost.

Essential Functions:

• Analyze performance and ensure equitable and consistent compensation and benefits strategies that are aligned with AURA’s strategic objectives.
• Develop and maintain a classification structure with recommendations for assignment of all position within the structure.
• Create plans to address internal equity issues, standards for market adjustments, competitive salary analysis, etc.
• Support yearly merit review process to include market analysis, recommendations, and implementation.
• Recommend compensation levels, range spread, and range placement for positions based on market survey and internal analysis.
• Provide guidance and recommendation to HR around job analysis, appropriate compensation, benchmarking design and FLSA compliance.
• Strong focus on compensation consultation, i.e., job evaluations, offers, proactive data driven compensation planning and analysis.
• Collaborate directly with programs to develop and execute on compensation-related initiatives that facilitate the achievement of immediate and long-term goals of the organization.
• Responsible for the design and enhancement of benefits aligning with AURA’s strategic objectives while meeting the needs of the different employee demographics in diverse locations.
• Manage relationship with benefits broker to ensure the US benefits are market competitive and cost efficient.
• Oversee and monitor performance of internal and external vendor relationships to ensure smooth plan changes and efficient ongoing administration.
• Review benefit plan renewals and propose any necessary design changes to ensure effective benefit programs.
• Consult with Retirement Plan Administrator to oversee and provide support for the employee retirement plans. Work with plan vendor representatives to resolve plan issues and review distribution requests and changes. Serve on retirement plan oversight committee.
• Ensure compliance with ERISA, ACA and HIPPA.
• Lead open enrollment process to include communication and implementation.
• Manage a Benefit and Wellness Specialist providing leadership, support, and development.
• All AURA employees are responsible for the proper management and control of all AURA property within their work area, whether assigned to them or someone else. This responsibility includes reporting any known missing, stolen, or non-working property in their work area to their supervisor or the AURA Property Officer.

Required Education/Experience/Skills/Abilities:

• Bachelor’s degree in HR, Finance, Business or related discipline or equivalent experience.
• Minimum of 7 years working directly with compensation and benefits with at least 3 years in a leadership role.
• Extensive experience managing compensation and employee benefits, including strategic planning, program design, vendor management, administration, and communications.
• Demonstrated application of best practices in compensation and benefits program management.
• Proficiency in Microsoft Office tools, with advanced proficiency in Excel.
• Ability to prioritize work, meet deadlines, achieve goals and work under pressure in a dynamic and complex environment.
• Strong consultative skills with the ability to influence.
• Ability to recognize gaps in processes and recommend solutions.
• Organized with a strong attention to detail.
• Ability to work independently with ability to exercise judgment and discretion in handling confidential and sensitive information.
• Ability to develop and deliver presentation for all levels of the organization.
• Must possess a high level of integrity.
• Ability to manage others in a direct and indirect reporting relationship.

Preferred Experience/Skills/Abilities:

• CEBS or CCP certification
• Global experience in compensation and/or benefits

Physical Demands:

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

• While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; and talk or hear.
• The employee is occasionally required to stand; walk; reach with hands and arms and stoop; kneel; crouch; or crawl.
• The employee must regularly lift and /or move up to 10 pounds and occasionally lift and/or move up to 25 pounds.
• Specific vision abilities required by this job include close vision, depth perception and ability to adjust focus.
• Must possess - sufficient mobility, strength, or dexterity in both arms and hands and both legs to a) reach upward, sideways, downward to work with paper files; b) sufficient mobility and dexterity to utilize computer systems, fax machines, copiers, and other office machines.
• Must possess – 1) ability to read and understand instructions, drawings, safety guides, and other written materials necessary to perform job; 2) sufficient visual capacity to perform the applicable functions without assistance of visual aids other than eye contacts or eye glasses; 3) sufficient spoken aural capacity to hear and understand instructions, warning bells, fire alarms, or shouted instructions without assistance of auditory aids other than a hearing aid; and 4) ability to impart information orally so that others understand and can respond appropriately
• Some travel both domestic and international may be required

AURA offers an excellent benefits package including paid time off and retirement plan contributions, competitive salary commensurate with experience, and a very attractive work environment.

We are committed to diversity and inclusion at AURA, as a leader in the astronomical community, AURA develops and supports programs that advance our organizational commitment to diversity, broaden participation, and encourage the advancement of diversity throughout the astronomical scientific workforce. Learn more at http://www.aura-astronomy.org/diversity.asp

Preference will be given to qualified internal candidates and qualified Native Americans living on or near the Tohono O'odham reservation.

Please list 3 professional references in your application (references will only be contacted later in the recruitment process) and attach: a cover letter and a CV or resume, PDF files preferred. Please name any attachments with the following format: Lastname Docname. Application documents that are not uploaded as part of the application may be sent to employment@aura-astronomy.org.

Veterans, disabled individuals or wounded warriors needing assistance with the employment process should request assistance at employment@aura-astronomy.org

The position will remain open until filled. To be considered in the first round of reviews, please submit your application by February 5, 2021.

****AURA has the majority of staff working remotely during COVID-19 crisis. The safety of our staff and community is our top priority. We will continue to interview and screen candidates in this new virtual landscape. Offers of employment can be extended and new hires can on-board virtually and arrangements may be made for remote work. Relocation benefits will be available to those eligible when travel can be supported****

The Association of Universities for Research in Astronomy (AURA), is a consortium of over 40 US institutions and three international affiliates that operates world-class astronomical observatories. AURA’s role is to establish, nurture, and promote public observatories and facilities that advance innovative astronomical research. AURA is responsible for managing the operations of the NSF’s NOIRLab, the National Solar Observatory, and the construction of the Vera C. Rubin Observatory and the Daniel K. Inouye Solar Telescope under cooperative agreements with the National Science Foundation and operations of the Space Telescope Science Institute under contracts with NASA.

As a recipient of U.S. Government funding, AURA is considered a government contractor and is subject to Equal Employment Opportunity and Affirmative Action regulations. As an Equal Opportunity and Affirmative Action Employer, AURA does not discriminate based on race, sex, color, age, religion, national origin, sexual orientation, gender identity/gender identity expression, lawful political affiliations, veteran status, disability, and/or any other legally protected status under applicable federal, state, and local equal opportunity laws. The statements below as well as the requests for self-identification are required pursuant to these regulations. We encourage your participation in meeting these federal reporting requirements which are included for protection and to assist us in our recordkeeping and reporting. Your responses are kept strictly confidential.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

• Provide day to day client group support of compensation needs coordinating closely with HR Business Partners and Business Leaders
• Educate HRBP and business leaders on compensation philosophy, programs and processes
• Actively participate in the successfully implementation and management of regular compensation activities including annual compensation planning cycle, salary survey participation, etc.
• Review and approve employment offers – consulting with TA, HRBP and business leaders
• Conducting compensation benchmark assessments, actively seeking market intelligence and industry specific data to inform appropriate solutions for assigned clients
• Evaluate, level and determine appropriate market value for new and existing jobs
• Collaborate with HR business partners and assigned clients in the creation of consistent job families
• Conduct ad hoc compensation analyses and projects
• Participate in the migration of positions onto a common salary range structure

• 5+ years of relevant Compensation experience in a diverse business environment
• Consulting experience a plus
• Strong understanding of compensation practices and trends, with emphasis on technology roles
• Demonstrated experience in supporting the day to day compensation needs of a large, varied client group
• Ability to make independent decisions and recommendations based on compensation principles and philosophy
• Strong written, verbal, and graphic communication skills, including the ability to effectively communicate technical information to varying audiences
• Ability to understand and relate to multiple stakeholders
• Exceptional quantitative skills with a commitment to accuracy and details
• Advanced Excel knowledge; SAP, Success Factors, Workday, Cognos and Access experience a plus
• Ability to set priorities and manage multiple assignments
• Ability to work quickly and efficiently in a flexible, often ambiguous environment

• Bachelor’s degree - Human Resources, Finance, Mathematics, Economics, Accounting, or Business degree preferred; or equivalent work experience
• Certified Compensation Professional (CCP) preferred

TEAM : People Team, Total Rewards

REPORTS TO : Senior Managing Director, Total Rewards

LOCATION : Flexible <remote/home office>

THE ROLE

As the Total Rewards (Benefits and Compensation) Analyst on the People Team, you will be a member of the Benefits and Compensation team where you will support the execution, design and implementation of Teach For America’s total rewards philosophy, policies/norms, operations, and systems. You will have the opportunity to work with leaders across the organization and be in a unique position to have a huge impact on the vision and direction of total rewards at Teach For America. The goal is to provide strategic support and subject matter expertise to leaders and client teams across the organization, while also leading and supporting total rewards projects that have organization-wide reach.

In this role, you will:

• Support and/or project manage the execution of cyclical Total Rewards operations including but not limited to: benefits open enrollment, compensation structure maintenance, annual compensation review (ACR), headcount planning, and the 403(b) employer match
• Research and respond to staff member inquiries with prompt, accurate and friendly customer service
• Serve as a thought partner and subject matter expert to team leaders on total rewards matters for their staff members
• Support the implementation and ongoing maintenance of our Total Rewards operations, systems, and structures
• Partner with the Generalist team, HRIS, IT, and vendors to troubleshoot system/data issues in a confidential, time-sensitive fashion
• Ensure accurate data and adherence to total rewards policies and practices through ongoing analysis and audits
• Design and execute business processes that impact staff member total rewards, often in partnership with the rest of the People Team, IT and Finance teams

Most notably, the Total Rewards team is responsible for upholding Teach for America’s total rewards philosophy to ensure consistency and fairness across the organization. To that end, you must operate with a high degree of integrity and maturity given your work with highly sensitive and confidential information. A successful candidate is a self-starter with demonstrated ability to deliver innovative new ideas, refine processes and analytical tools, and approach problem-solving in a flexible entrepreneurial manner. It is critical that you have a commitment to privacy, professional ethics, and a strong customer service orientation.

You will report directly to the Senior Managing Director, Total Rewards and will work closely with the other members of the Total Rewards and People Resources and Reward Reinvention team. The internal title for this role is Director, Total Rewards.

THE ORGANIZATION

There are more than 16 million children growing up in poverty in the U.S., and less than 10 percent of them will graduate from college. These statistics are not a reflection of our children’s potential; we know that children growing up in poverty can and do achieve at the highest levels. Rather, these statistics reflect the systemic lack of access and opportunity for children in low-income communities.

Teach For America’s (TFA) mission is to find, develop, and support a diverse network of leaders committed to expanding opportunity for children from classrooms, schools, and every sector and field that shapes the broader systems in which schools operate. We are seeking individuals who align with our mission, core values and commitment to Diversity Equity & Inclusiveness and are ready to join us in this global movement.

THE PERSON

The Director, Total Rewards will be responsible for:

Total Rewards Program Administration & Operations [50%]

• Manage inbox communications with a focus on designated areas as assigned
• Expertly perform daily work tasks through efficient processes and thorough audits; participate or lead projects related to benefits, compensation, and rewards program implementation, change management, evolution, and process enhancements
• Collaborate with the team to evaluate and recommend changes and improvements in total rewards programs that strategically align with TFA’s People Promises
• Manage annual open enrollment activities
• Manage the operations of the 403(b) retirement savings plan, including but not limited to bi-weekly payroll collaboration and execution of the employer match and program manage the annual audit
• Work with generalist, managers and recruiting to correctly benchmark, price and approve offers
• Oversee reconciliation of invoices and monthly statements to ensure billing accuracy
• Drive team customer service goals grounded in TFA Foundations, MCCs (equity not equality mindset), and People Promises

Functional & System Expertise [25%]

• Build and maintain subject matter expertise through formal and on the job professional development opportunities;
• Stay informed of regulatory changes to support compliance with ACA, FMLA, FLSA, ERISA, HIPAA, COBRA, Minimum Wage etc.
• Prep and file mandated reports with federal and state regulatory agencies (IRS, DOL, state agencies)
• Coordinate with the Total Rewards team members to recommend policy revisions to Policy Task Force
• Build knowledge of Workday functionality in order to create efficiencies for system administrators and users; review new Workday functionality and conduct user acceptance testing as requested
• Escalate production support issues in Workday and partner with HRIS, IT to prioritize and resolve

Partner Management & Coordination [25%]

• Liaise with brokers, carriers and vendors
• Assist in vendor management through reviewing reports, participating in performance meetings, and ensuring compliance with plan provisions; design “dashboards” to analyze benefits performance
• Train and share knowledge with People Team partners who deliver direct-to-staff and manager support and service
• Execute total rewards programs communication strategies during open enrollment, annual compensation review, and other program rollouts
• Administer Total Rewards initiatives (Milestone, Wellness, Comp Training, LOA to name a few)
• Maintain TFA Homeroom and other internal communication resources to ensure current program offerings

THE MUST HAVES

Required Experience:

• Minimum 3 years of relevant work experience
• Minimum 1 year of direct work experience managing or supporting health, compensation, wellness, and absence plans
• Prior experience managing and executing complex projects - from identifying and consulting with stakeholders, analysis, design, rollout/implementation, communication, change management, and adoption
• Experience creating learning and development materials and/or facilitating learning experiences for adults

Preferred Experience:

• Knowledge of federal and state laws, codes and regulations affecting employee benefit programs
• Client consulting, total rewards management (benefits and compensation), and/or HR experience
• Experience engaging with senior leadership
• Experience managing vendor relationships

Skills:

• Ability to independently lead projects and meet deadlines requiring frequent problem solving and critical thinking
• Commitment and strong orientation for delivering exemplary customer service and fostering collaborative partnerships
• Ability to work in a collaborative team environment, with cross-disciplinary teams of HR, Payroll and IT staff on project planning, testing and implementation
• Excellent communication & influencing skills (both written and verbal) with an ability to adapt to different audiences

• Ability to build strong, professional relationships with others across diverse and potentially challenging situations
• Ability to execute independently and operate in ambiguity while prioritizing tasks effectively in a fast-paced, deadline-driven environment
• Strong time management needed to prioritize effectively and handle multiple deadlines
• Ability to identify and research data anomalies

• Passion for solving problems, streamlining processes, and data analysis
• Exceptional strategic, analytical, and conceptual thinking skills
• Adaptable to HRIS/HRM and other business-related software systems
• Ability to handle highly sensitive and confidential matters with complete integrity, maturity, and confidence
• Very strong Microsoft Word and PowerPoint skills

• Intermediate to advanced Microsoft Excel skills highly preferred

Work Demands:

• Occasional travel 2 - 4 times a year (after COVID restrictions are lifted)
• Organization is based on 50 hour workweek committment

THE TEAM

The Total Rewards team is responsible for upholding Teach for America’s Total Rewards philosophy to ensure consistency and fairness across the organization. The Total Rewards team prides itself on being forward-thinking, open to new ideas, at the forefront of innovation, and having a great sense of humor through all of the work we engage in. We are looking for a team builder who is inspired by challenges and has a whatever-it-takes mentality. Our ideal candidate is a team player who approaches this work with careful thought, passion, and respect and humility.

THE PERKS

By joining staff , you join a network of individuals committed to pursuing equity for all students and developing themselves as professionals in the process. We as an organization value the longevity of our employees and offer a comprehensive and competitive benefits plan. The salary for this position is also competitive and depends on your prior work experience. Please be advised, you will have an opportunity to discuss salary in more detail after you begin the application process.

WE ARE DEEPLY COMMITTED TO DIVERSITY, EQUITY & INCLUSIVENESS

Teach For America encourages individuals of all ethnic, racial, and socioeconomic backgrounds to apply for this position. We are committed to maximizing the diversity of our organization, as we want to engage all those who can contribute to this effort.

Teach For America is committed to providing equal employment opportunities to all qualified individuals and does not discriminate on the basis of race, color, ethnicity, religion, sex, gender, gender identity and expression, sexual orientation, national origin, disability, age, marital status, veteran status, pregnancy, parental status, genetic information or characteristics (or those of a family member) or any other basis prohibited by applicable law.

*This job description reflects Teach For America's assignment of essential functions and qualifications of the role. Nothing in this herein restricts management's right to assign, reassign or eliminate duties and responsibilities to this role at any time.

NEXT STEPS

Interested in this position? Apply now! Scroll down to the bottom of the page to find the link to the online application. If you still have questions regarding the role, feel free to contact our recruitment team at staffing@teachforamerica.org or visit www.teachforamerica.org/about-us/careers .

THE PERKS

By joining staff , you join a network of individuals committed to pursuing equity for all students and developing themselves as professionals in the process. We as an organization value the longevity of our employees and offer a comprehensive and competitive benefits plan. The salary for this position is also competitive and depends on your prior work experience. Please be advised, you will have an opportunity to discuss salary in more detail after you begin the application process.

NEXT STEPS

Interested in this position? Apply now! Scroll down to the bottom of the page and click Apply. If you still have questions regarding the role, feel free to contact our recruitment team at StaffHiring@teachforamerica.org or visit www.teachforamerica.org/about-us/careers

Colorado Residents : If you are based in Colorado, please click here for total rewards information.

Compensation Analyst

REMOTE, US OneStream Software LLC

Benefits Offered Vision, Medical, Life, Dental, 401K

Employment Type Full-Time

Job Summary

This role will help in supporting the end-to-end delivery of our annual global compensation programs and processes, including market pricing, annual salary adjustments, promotions, bonus, equity and reporting requirements. In this position, you will also analyze employee, market and financial data to summarize findings, draw insights and recommend enhancements to our company's total compensation strategy. This role is highly collaborative, and you will partner with external consultants and vendors, members of the HR and Talent Acquisition teams to provide guidance and support on compensation initiatives across the globe.

Essential Duties & Responsibilities

• Assist in the design and delivery of compensation programs that are well understood and valued by managers and employees

• Prepares and maintains job descriptions for each position in the organization; ensures descriptions accurately reflect the work being performed by incumbents.
• Assess jobs and respective duties to determine appropriate internal job level and FLSA classification.
• Researches and responds to inquiries from the HR Business Partners, Recruiters and managers on all pay issues; provide analytical support as needed.
• Conduct annual market survey benchmarking, update salary grades and make recommendations for market adjustments, as needed.
• Assist with the annual compensation planning year-end process, which includes training, communication, administration and implementation.
• Interface with HRIS Lead to leverage our technology and systems to support our compensation initiatives.
• Through audits and other internal controls, ensure that company compensation programs are consistently administered in compliance with company policies and government regulations.
• Other ad hoc duties, as assigned by leadership.

QUALITIES OF A SUCCESSFUL CANDIDATE

Formal Education and Certification

• Four-year college degree in fields such as (but not limited to) Human Resources, Business, Organizational Development or related field, or equivalent work experience
• HR or Compensation Certification

Knowledge and Experience

• 3-5+ years of experience HR experience.
• 1-3+ years of experience in a role focused in analytics or compensation.
• Experience in designing, analyzing and delivering global compensation structures.
• Excellent with Microsoft Excel; including advanced formulas and functions.
• Strong project management and leadership skills to achieve design target timelines.
• Ability to accurately and efficiently manage and analyze complex sets of sensitive and confidential data.
• Ability to identify trends and develop insightful actionable recommendations for leadership based on data analysis.
• Excellent communication and written skills.
• Experience in a growth organization where quick thinking and flexibility to change are essential.

Personal Attributes

• Self-starter with strong sense of urgency and ability to work in fast-paced, complex and scaling environment
• Excellent written communication, verbal communication, data visualization and presentation skills
• Strong ability in building and maintaining positive relationships.
• Proven ability to identify and resolve problems while maintaining professionalism.
• Strong organizational skills across both a team and individual setting.
• Adaptable to changing needs and situations.
• Ability to establish credibility and trust.
• Legally authorized to work for any company in the United States without sponsorship.

WHO WE ARE

OneStream Software is an independent software company backed by private equity investor KKR. OneStream provides a market-leading intelligent finance platform that reduces the complexity of financial operations. OneStream unleashes the power of finance by unifying corporate performance management (CPM) processes such as planning, financial close & consolidation, reporting and analytics through a single, extensible solution. We empower the enterprise with financial and operational insights to support faster and more informed decision-making. All in a cloud platform designed to continually evolve and scale with your organization. We are driven by our mission statement that every customer must be a reference and success.

We are equally fanatical about our OneStream family members (formally known as employees). We are a team in every sense of the word. Everyone here is approachable and excited to pitch in and help. We work hard and play hard. The right candidate is someone who is easy to get along with, always willing to lend a hand, excited about coming to work, and happy to contribute to the team. We have a casual dress environment and modern office!

WHY JOIN THE ONESTREAM TEAM

• Transparency around corporate structure, salary, and benefits
• Core value of customer success
• Variety of project work (not industry specific)
• Strong culture andcamaraderie
• Multiple training opportunities

Benefits at OneStream Software OneStream employees are passionate, hardworking individuals who go above and beyond to keep our customers happy and follow through on our mission statement. They consistently deliver the best and in turn, we make every effort to keep them cared for and happy. A sample of the benefits we provide are:

• Excellent Medical Plan
• Dental & Vision Insurance
• Life Insurance
• Short & Long Term Disability
• Vacation Time
• Paid Holidays
• Professional Development
• Retirement Plan

OneStream Software is an Equal Opportunity Employer.

Northwest Farm Credit Services is in search of a Compensation and Reporting Analyst to join our Human Resources team in our Spokane, Washington (Headquarters) location. As a member-owned financial cooperative, we help business owners in agriculture, forestry and fisheries secure the financing they need to operate and grow, and the crop insurance they need to protect their livelihoods. Our customers are primarily located in Montana, Idaho, Oregon, Washington and Alaska. Northwest FCS is a four-time recipient of the Gallup Exceptional Workplace Award, and the top scoring large company in the Best Place to Work-Inland Northwest competition five years in a row. This full-time position reports to the VP-Human Resources and is responsible for consulting and collaborating with members of HR and the business on compensation matters, and for HR data reporting to drive insights and improvements. Depending on experience and ability, this role may be hired at the Senior Analyst or Manager level.

Essential Duties and Responsibilities

• Consults and collaborates with members of HR and the business to offer solutions on matters related to compensation, and effectively articulates Northwest FCS' Total Rewards strategy.
• Conducts market studies and compensation analysis to ensure internal equity, external competitiveness, and alignment to the company’s compensation philosophy for all levels of jobs, job families and locations.
• Manages compensation systems to ensure data integrity and effective processes.
• Prepares compensation program metrics reports, in collaboration with Controllers team.
• Researches labor market data and ensures that company’s compensation practices remain competitive to attract, retain and motivate employees.
• Analyzes jobs to ascertain the scope of employee responsibilities and requirements, and constructs job descriptions.
• Benchmarks jobs against survey data and other market intelligence to determine competitive compensation packages.
• Collaborates in the development, maintenance and administration of compensation programs.
• Participates in appropriate compensation surveys and work groups.
• Utilizes data visualization expertise to build reports and dashboards for management reporting.
• Develops and documents procedures to streamline processes and ensure compliance with internal/external regulatory requirements.
• Develops and documents compensation program trainings, guidelines, policies and communication materials.
• Partners with team members on projects, enhancements and updates, including providing input on design, testing and implementation.
• Performs all duties and maintains all standards in accordance with company policies, procedures, and internal controls, and ensures assigned staff follow association policies, procedures and internal controls.
• Other duties as assigned.

Supervision Given and Received:

• The incumbent normally receives limited instruction on day-to-day work and receives general instructions on new assignments.

Minimum Qualifications:

• Bachelor’s degree in HR, or related field, or relevant experience in lieu of; significant and progressively more difficult HR experience required.
• Experience working with varying types of compensation analysis.
• Excellent written, verbal, interpersonal and influencing skills.
• Demonstrated ability to gain trust and confidence among key stakeholders.
• Ability to maintain confidentiality when working with sensitive information.
• Knowledge of employment/labor laws and basic HR legal issues.
• Strong analytical skills and market knowledge, with experience building financial/compensation models.
• Strong understanding of employee benefit programs and eligibility requirements.
• Knowledge of HRIS systems.
• Strong analytical and process management skills; ability to analyze, synthesize, and draw conclusions from data quickly and accurately.
• Ability to manage multiple, high priority tasks and adjust to shifting priorities, while meeting deadlines.
• A preference for and ability to thrive in a fast-paced environment.
• Ability to effectively utilize reporting, metrics, analysis, and processes to measure and reporting progress.

Preferred Qualifications

• PHR/SPHR and / or SHRM-CP/SHRM-SCP Certification.
• CCP Certification.
• Experience with SAP SuccessFactors talent management system.

In addition to a comprehensive suite of core benefits designed to support employees at all career stages, Northwest FCS provides all employees with 24 paid hours annually to volunteer in their communities; a substantial employer match to our award-winning 401(k) plan; a bonus plan; generous paid vacation, sick, and parental leave; and financial assistance for adoptions. All employees also have access to robust learning opportunities including an Audible subscription and paid-in-advance tuition reimbursement. Jeans/appropriate casual is the standard dress code.

Northwest FCS is maintaining full business operations during the COVID-19 pandemic, including hiring for open positions. While our employees work from home as directed by state laws (and common sense), we are interviewing, hiring, and onboarding new employees remotely.

Qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender orientation, national origin, marital status, age, disability, protected veteran status, or any other classification protected by applicable discrimination laws.

When you apply for a position with Northwest FCS, we collect personal identifiers (from your resume and other application information you submit), such as your name, email address, mailing address, telephone number(s) and employment and education related information. This helps us evaluate job applicants for hiring opportunities, and, communicate with them.

To comply with federal regulations for equal employment opportunity and affirmative action (EEO/AA), we track our applicants by gender, race/ethnicity, veteran status, disability status, and the position for which they applied. You will be presented with a voluntary self-identification form as part of this application; we wanted you to know why we collect this information and what we do with it. Please be aware that this information is kept separate from your application, and not utilized in the selection process.

For more information about the information Northwest FCS collects, please see the Northwest FCS California Privacy Policy.

• Responsible for the design and implementation of T-ROC’s compensation structure and job evaluation process to determine job classification and pay scale.
• Create external relationships and networks to benchmark T-ROC’s comp structure.
• Manage compensation and annual incentive plans, programs, and projects across T-ROC.
• Manage performance review program and related merit increases.
• Ensure all compensation structures and incentive programs support the organizational philosophy and strategic initiatives of the company.
• Manage T-ROC recognition program.
• Provide management with tools and information to support the comp strategy for T-ROC.
• Create and manage a library of company approved job descriptions.
• Provide guidance to business on building job descriptions and the approval process.
• Participate in compensation surveys, ensuring appropriate jobs are mapped to proper external roles.
• Identify trends and implement new practices to engage and motivate employees.
• Create tools and communications to support T-ROC employees total rewards
• Ensure compliance with FLSA and other state and federal compensation-related regulations.
• Provides Total Rewards training.
• Manage Annual Bonus Program.
• Provide guidance during the development of Program Incentive and Commission Plans.
• Assist and monitor new positions to ensure compliance with approved budgets.
• Collaborate with Operational Analysts to ensure monthly company employment metrics are accurate.

• 3 -5 years experience with Compensation and Job Evaluation management
• Pay for Performance knowledge.
• Exceptional analytical skills.
• Creative Thinker
• Strong written and verbal skills.
• In-depth knowledge of FLSA and state employment law requirements
• A high level of discretion and integrity when handling sensitive employee information
• Exceptional Excel. PowerPoint skills

If you don't yet follow us on social media, please do!

Minimum Qualifications

• 3 years of experience in an analytical role
• Experience in data visualization and the ability to use that data to tell a story and make recommendations to business partners
• Proficiency in Microsoft Excel
• Strong proficiency in the Microsoft Office suite
• Strong written and verbal communication skills
• Collaborative team player
• Ability to work in a fast-paced, results-oriented work environment

Preferred Qualifications

• Experience with PowerBI

Job Summary

The Compensation Analyst is responsible for evaluating, updating and analyzing variable compensation plans across the company, as well as providing market pay data to help the leaders make compensation decisions.

Responsibilities

• Provide analytical support for new plans and revises to support the company's objectives
• Track and update compensation and bonus plans
• Work closely with leadership and the Legal team to develop compensation plans
• Give guidance on issues related to compensation to leadership
• Prepare statistical analysis, data modeling and costing of incentive pay programs
• Analyze organizational pay practices and make recommendations for salary changes to ensure equity
• Present data to see beyond the numbers and understand trends to drive compensation strategic decisions

Who We Are

Rock Central is a Detroit-based professional services company obsessed with delivering innovative, effective solutions to meet the diverse needs of our clients. From legal and finance to technology and public relations, our expertise spans from executive consulting all the way to tactical implementation. We thrive at the intersection of people, process and technology and empower our partners to unleash the maximum potential of their business through unmatched partnership and the entrepreneurial spirit of a startup. From the smallest venture to the largest enterprises, we believe having an impact is never a question – it’s part of our DNA.

Disclaimer

This is an outline of the primary responsibilities of this position. As with everything in life, things change. The tasks and responsibilities can be changed, added to, removed, amended, deleted and modified at any time by the leadership group.

About ForgeRock:

In today's highly connected digital world, understanding, managing and securing the identity of individuals and things is essential to safety and success of both businesses and their customers. Billions of people connect from anywhere, use a wide variety of devices and expect a seamless yet secure experience.

The ForgeRock mission is to provide the most simple and comprehensive Identity and Access Management Platform to help our customers deepen their relationships with their consumers and improve the productivity and connectivity of their employees and partners. Our identity solution enables great digital experiences and is embedded with a rich set of security, privacy and consent features. We deliver our platform through both cloud services and on-premises software.

Our customers are some of the biggest companies, organizations, and even countries in the world. On any given day, it's likely that the ForgeRock Identity Platform helped keep your data safe, gave you access to stuff, and supported trusted relationships between you, companies and the devices you were using.

ForgeRock is headquartered in San Francisco, but we are a global company with offices in the following cities: Vancouver, WA; Austin, TX; Munich, Germany; London & Bristol, UK; Grenoble & Paris, FR; Oslo, NO; Singapore and Sydney, Australia. Please read more about us at forgerock.com or follow ForgeRock on Twitter at http://www.twitter.com/forgerock.

The Role:

Create an impact in line with our Strategy, Mission and Values for the company by driving the Compensation strategy for the company. This includes the management, administration, creation and development of all compensation programs for the global organization. Reporting into the Chief People Officer, you will be a subject matter expert who will develop a global philosophy, deliver strong recommendations, and work with a cross-functional HR, Finance and Legal team on implementation. You will be strategic, but also hands-on, and will have a mix of large company experience coupled with an entrepreneurial, high-growth company experience. Global expertise and interaction are also primary to the success of this role.

Responsibilities:

• Conduct comprehensive benchmarking and survey analysis to ensure the competitiveness of pay and programs to align with the company's business objectives
• Collaborate with the Benefits Director to ensure alignment of compensation and benefits to overall Total Rewards strategy
• Responsible for recommending the compensation philosophy and driving the execution as it relates to structure, equity compensation, merit budgeting and process and bonus program.
• Design and implement different structures in the organization including grading system, job evaluation system, job descriptions, career ladders, promotion process, etc. aligned with the corporate culture, values and performance philosophy
• Develop and distribute effective communication materials that enhance the understanding and value of the compensation programs
• Provide proactive counsel and serve as a resource to management and the people team on programs, policies, and practices. This includes working closely with HR Business Partners and Talent Acquisition to provide information and support the needs of their client organizations.
• Support the CPO in the preparation of employee agreement material for senior executive and the Board's Compensation Committee review
• Stay current on and share with the CPO and People team trends and important legislative changes related to the Company's compensation programs and policies
• Directly manage a team of compensation managers

Required Skills & Qualifications:

• 10-year prior background in a similar role focused on all aspects of cash compensation, short-term and long-term incentive programs
• Analytical, but also creative, possess strong business acumen and understand how to attract and retain talent in a competitive landscape.
• Strong communicator and comfortable delivering a message both in written information and presentations to Board Compensation Committee, C-level executives and employee population.
• Ability to deliver total programs that uphold the philosophy of the company as a whole, but also know when to be flexible to address local market trends and needs
• Well versed on the various regulations surrounding compensation and stock administration
• Track record of driving programs to a conclusion on time and in the budget through delegation and partnering with appropriate team members and outside vendors
• Comfortable in a dynamic fast-paced environment where you must be able to design as well as implement
• Seasoned people manager who is able to manage and develop top talent
• Bachelor's degree in Human Resources or other related fields and CCP designation is strongly preferred

Life at ForgeRock:

We believe in and facilitate a flexible, collaborative work environment. We've grown enormously, but remain true to the innovative, can-do startup values that got us here. Most important of all, we keep hiring talented, smart, fun, and genuinely nice people because that's who we want to succeed with every day. Below are just a few of the great things we have to offer at ForgeRock:

• A great team of smart, fun and genuinely nice individuals.
• Awesome company culture focused around providing a flexible and collaborative work environment
• Regular office bonding events, from lunches and happy hours to group offsites and hack-days
• Well-stocked fridges, whether you're hungry or thirsty
• Competitive benefits and perks
• We're Mac-friendly!
• Generous employee referral bonus program
• Amazing offices across the globe – San Francisco HQ; Vancouver, WA; Austin, TX; Munich, Germany; London & Bristol, UK; Grenoble & Paris, FR; Oslo, NO; Singapore, Australia & counting!

ForgeRock is the collective sum of all our individual experiences, backgrounds and influences and we pride ourselves in growing and learning together. We are committed to building an inclusive and diverse environment where everyone's individuality is respected and everyone has an Identity. In recruiting for new colleagues, we welcome the unique contributions you can bring and encourage you to be your best self.

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

• Provides advice, guidance and training to client area managers, employees, and HR colleagues in the interpretation and administration of the organization's compensation programs, policies and with a focus on service and designing programs that meet the business needs. Develops and maintains effective, professional consultative relationships with clients.
• Engages in comprehensive needs assessments, provides recommendations on how the issue may be addressed, and coordinates and facilitates the execution of the initiative. Manages assigned compensation projects, including writing of proposals/recommendations, implementation and maintenance of cost effective and legally compliant compensation programs and practices.
• Monitors employee progress and counsels employees, as appropriate. Manages data collection and program budget and reports regularly on program outcomes and progress.
• As a Lead Compensation Consultant interfaces between business operations of client groups and the HR function; advises line managers on strategic HR issues and ensures that business needs are reflected in the development and implementation of HR processes, tools and directives.
• Works closely with H.R. Business Partners and department management involved in restructuring and reorganization of jobs.
• Offers technical guidance and expertise and assures appropriateness of new/revised job classifications, job hierarchy and related issues. Suggests combinations of job functions and qualifications to develop career ladders and logical progression of jobs within the various job families.
• Acts as a project leader on more complex compensation projects and provides guidance and support to other Analysts. Work may involve complex analysis of large data sets to provide comprehensive recommendations and high level presentations.
• Utilizing data gathered by compensation team members to make recommendations for base salary structures, market adjustments and variable pay programs. Prepares written exhibits, summaries and recommendations as part of powerpoint presentations to HR Leaders.
• Continually assesses program performance and enhances program to improve program delivery. (Looks for opportunities in process improvement, makes recommendations and supports review, redesign and implementation of changes. Supports all other compensation related projects as assigned.

• Bachelor's degree required. Master's degree preferred.
• 8-10 years related work experience required.
• Minimum of 5 years related experience in compensation analysis. Thorough knowledge of compensation policies and practices, as well as federal and state wage and hour law.
• Excellent project management, analytical and financial modeling skills. Demonstrated ability to design, communicate and implement compensation programs. Attention to detail a must and proven ability to use discretion in dealing with confidential information.
• Experience working with an HRMS application.
• Advanced skills with Microsoft applications which may include Outlook, Word, Excel, PowerPoint or Access and other web-based applications. May produce complex documents, perform analysis and maintain databases.

• Certified Compensation Professional or on track to complete CCP certificate and/or other compensation course work.
• Experience with Workday a plus.

• Decision Making: Ability to make decisions that are guided by precedents, policies and objectives. Regularly makes decisions and recommendations on issues affecting a department or functional area.
• Problem Solving: Ability to address problems that are highly varied, complex and often non-recurring, requiring staff input, innovative, creative, and Lean diagnostic techniques to resolve issues.
• Independence of Action: Ability to set goals and determines how to accomplish defined results with some guidelines. Manager/Director provides broad guidance and overall direction.
• Written Communications: Ability to summarize and communicate in English moderately complex information in varied written formats to internal and external customers.
• Oral Communications: Ability to comprehend and communicate complex verbal information in English to medical center staff, patients, families and external customers.
• Knowledge: Ability to demonstrate in-depth knowledge of concepts, practices and policies with the ability to use them in complex varied situations.
• Team Work: Ability to lead and direct multiple collaborative teams for large projects or groups both internal and external to the Medical Center and across functional areas. Results have significant implications for the management and operations of the organization.
• Customer Service: Ability to provide a high level of customer service and staff training to meet customer service standards and expectations for the assigned unit(s). Resolves service issues in the assigned unit(s) in a timely and respectful manner.

• Global Compensation Advisory Lead – Region/Division/Function/Job Family SME
• As the business compensation Subject Matter Expert (SME) for assigned businesses/functions, work to gain alignment across multiple Center of Expertise (COEs) such as HR Business Partners, Talent Acquisition, Performance Management, Legal, Finance, Payroll, etc. to ensure United’s compensation programs drive desired business outcomes and behaviors
• Perform analysis of effectiveness and competitiveness of existing compensation programs and model potential impact of alternatives
• Provide guidance to the business and develop creative solutions on a variety of total compensation issues including the development/implementation of global job family architecture, career matrices design and appropriate pay structures that reward desired business behaviors
• Monitor the effectiveness of existing compensation policies, guidelines and procedures recommending plan and process revisions as well as modernized, new cost-effective solutions, consistent with market trends and corporate objectives
• Keep abreast of external marketplace trends, providing expertise in competitive practice
• Identification of opportunities to strengthen competitiveness of programs through networking with external compensation professionals
• Manage compensation programs, processes and analysis for business aligned groups
• Guiding through key annual processes of Annual Performance and Rewards and Competitive Reviews
• Provide business perspective and input on business challenges, as well as for the design of Global Reward programs, policies, procedures, practices, systems, communications and reporting of key metrics
• Supports job evaluations and external market survey matching
• FLSA and other regulatory analysis and compliance
• Bring to life compensation reporting and dashboard analysis for business aligned groups
• Proactively partner with HR Business partners and Talent Acquisition to provide guidance on complex internal/external job offers
• Project management for assigned projects
• Lead all aspects of assigned projects, including building work plans, engaging internal and external team members, prioritizing and assigning tasks, identifying and mitigating risks, and bringing projects to successful completion
• Collaborate across HR on programs, initiatives, and issue resolution
• Additional responsibilities as assigned

• BA/BS Degree
• Expert knowledge of compensation approaches in the US and globally
• Strong analytical and problem-solving skills. Ability to analyze data, understand trends and develop recommendations for action based on the analysis
• Highly responsive and customer service oriented
• Adaptable and comfortable shifting between high-level design, consulting work, and analytical and operational work
• Expertise in managing highly complex projects
• 5-8 years of directly related compensation and/or HR experience in consulting and senior analyst role
• Desired degrees in analytical fields such as finance, accounting, business administration, psychology or economics
• Minimum 4 years of International and domestic broad-based compensation experience including strategy development and demonstrates expertise in one or two Compensation core practice areas (e.g., global broad-base pay management, variable programs, sales compensation, recognition, international benefits), preferably in a large, complex-matrix organization or corporate setting
• Must be legally authorized to work in the United States for any employer without sponsorship
• Successful completion of interview required to meet job qualification
• Reliable, punctual attendance is an essential function of the position

• CCP/GRP certifications and Airlines industry experience

Equal Opportunity Employer – Minorities/Women/Veterans/Disabled/LGBT

Logistics done differently.

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

Pay, benefits and more.

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

What you’ll do on a typical day:

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

What you need to succeed at XPO:

At a minimum, you’ll need:

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

It’d be great if you also have:

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

Be part of something big.

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

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

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

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

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

Work with management and staff in the development, installation, cost analysis, maintenance and administration of Seattle Children's compensation programs so that the organization is able to effectively recruit, retain and motivate the engagement, productivity and commitment of highly-qualified staff. Conduct job evaluation, market and equity analysis, and provide recommendations concerning individual/group compensation issues.

#LI-DJ1

Required Education/Experience: - Bachelor's Degree in Human Resource Management, Business or related field, or equivalent combination of education and experience - Minimum of five (5) years of progressively responsible Human Resources experience in the area of compensation - Human Resources experience in a health care setting Required Credentials: N/A Preferred: - SPHR certification or Certified Compensation Professional (CCP) - Leadership and/or project management experience - Human Resources experience in program or policy development and managing change - At least two (2) years experience with mainframe or network HRIS system(s) - i. e., programming, creating reports, developing, etc.

Our community welcomes diverse experiences, backgrounds, and thoughts as this is what drives our spirit of inquiry and allows us to better connect with our increasingly diverse patients and families. Our organization recruits, employs, trains, compensates, and promotes without regard to race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.

The people who work at Seattle Children's are members of a community that seeks to respect and celebrate all the qualities that make each of us unique. Each of us is empowered to be ourselves within this community, which cultivates and promotes equity, diversity, and inclusion at all levels.

Seattle Children's is proud to be an Equal Opportunity Workplace and Affirmative Action Employer.

Compensation and Benefits Manager

About Panorama:

Panorama Education, based in Boston, is a fast-growing technology startup focused on radically improving education. Today, 900 school systems serving ten million students have adopted the Panorama platform as paying customers including the entire states of Iowa and Hawaii as well as large districts like New York City, San Francisco, and Dallas. School systems turn to Panorama to ensure that each child is getting the support they need, so that more students succeed in school, graduate, and go on to college. Panorama helps educators monitor how students are doing across academics, attendance, behavior, and college readiness, and then coordinate action to support each child. Panorama's platform also helps educators collect data about non-academic factors that are key to each child's success in school and in life, such as social-emotional skills, safety, teacher-student relationships, and family engagement. Panorama has raised $45 million from Emerson Collective, YCombinator, Spark Capital, Owl Ventures, Uncork, and others.

About the Role:

We're looking for a Compensation and Benefits Manager to join our growing People and Panorama teams. As the Compensation and Benefits Manager, you will be responsible for leading and managing Panorama's compensation, benefits, leaves, payroll administration, and HRIS processing programs in accordance with current Federal and State Law. You will research industry best practices, assess current organizational practices and make recommendations on how to maximize our total rewards approach to support Panorama's overall growth, particularly our talent acquisition and retention strategies. . You will serve as Panorama's subject matter expert and will work with other departments and our broker and vendors on best practices as well as serve as the point of contact for our employees.

This role will report to the Vice President of People and will be 100% remote until July 2021. After that time, it will be based out of our downtown Boston office.

Key Responsibilities

Compensation

• Develop and establish Panorama's compensation philosophy along with implementation strategy to operationalize it.
• Lead the review and evaluation of compensation across job titles and departments to ensure pay is equitable and in alignment with Panorama's compensation.
• Lead the strategy, design and execution of Panorama's total compensation, stock options, equity, and benefits programs to help us attract and retain the best talent, while balancing our bottom line and business objectives.
• Monitor, track, and report all stock options, grants, equity, modifications and exercises across a fast growing pre-IPO company.
• Conduct annual compensation analysis, in collaboration with the Finance Team to ensure internal and external equity, while evaluating data and market sample size and researching compensation vendors to ensure all of our roles are adequately represented.
• Partner with the Revenue Teams/Finance team on creating the Sales and Account Management team variable compensation plans and manage quarterly commissions payout process.
• Manage and track compensation changes, including annual salary increases and research market to ensure new hire compensation is in line with current pay in similar organizations and demographic regions.

Benefits

• Manage overall administration and compliance of all benefit programs including medical, dental, vision, STD, LTD, life insurance, 401k, wellness, etc.
• Partner with insurance broker and plan carriers related to plan design, plan administration and compliance with applicable employment laws and lead annual benefit renewals taking into consideration feedback from leadership, market research and cost analysis.
• Research and assess benefit options, levels, mix, and cost of benefit offerings and make recommendations on changes or additions to support the company's growth and talent acquisition/retention strategies.
• Review employee benefits programs to ensure proper budgeting of benefit costs, run reports and identify high-cost claims and/or options.
• Lead annual open enrollment process including communication to the organization, organizing benefit fair events and updating benefit enrollment information.
• Ensure employees are well-informed about their benefits and serve as primary contact with plan providers to ensure proper administration of benefit plans and employee support.
• Lead benefits onboarding session with new hires.
• Manage, track, and administer all employee benefit programs including enrollments and terminations and ensure necessary corresponding changes are made to payroll.
• Ensure compliance with all governmental regulations related to benefit programs and labor law (ERISA, COBRA, FMLA, HIPAA, etc) and submit all government-mandated benefit reports.
• Respond to all Unemployment Claims in a timely manner and ensure that documentation is accurate for claim purposes, including preparing term letters, COBRA, payout information and any circumstances surrounding the reason for termination, i.e. resignation letters, discharge reasons, warning, email correspondence, affidavits, etc.

Leaves

• Manage and track all employee leaves (FMLA, parental leave, STD, LTD, LOA, etc) and work with vendors on approval process, paperwork administration, medical documentation, employee communication in accordance with State or Federal regulations.
• Develop tracking mechanisms using payroll software or other electronic tools to ensure accuracy and reporting capability.
• Manage and adhere to all rules, policies, changes, administration for PFML leave and serve as designated "Leave Administrator" on record for MA.
• Manage WC claims as required.
• Prepare/post OSHA 300 reports per schedule.

Payroll

• Process semi-monthly and bi-weekly payroll including payroll changes, and partner with the Finance team to process severance payments.
• Register states for new state taxes for remote employees.
• Run reports pertaining to human resources requirements such as EEO and ADEA. Maintain record keeping of accurate records to comply with EEO guidelines and regulations.

What We're Looking For

• Minimum 5 years progressive experience managing and administering compensation, benefits, leaves, and payroll in a multi-state environment with a focus on ensuring equity.
• Bachelor's degree with an HR emphasis or equivalent combination of education and experience.
• Demonstrated experience partnering with and evaluating compensation, payroll, and benefit brokers and vendors.
• Advanced experience with compensation, benefit, and payroll design and administration.
• Excellent analytical, organizational, communication and problem-solving skills with strong attention to detail.
• Strong knowledge of excel and related HR systems and portals supporting compensation, payroll, and benefits.

Bonus Points

• CBP, CEBS, CCP certifications are a big plus.
• Experience at a high-growth technology company highly preferred
• Working knowledge of government regulations related to benefit programs (ERISA, FMLA, COBRA, HIPAA, HCRA) preferred
• HRIS system management preferred with experience choosing and implementing a new HRIS system a big plus
• Experience with Google Drive, Docs, Sheets preferred.

Panorama Education is dedicated to building a diverse and inclusive company because we serve students, educators, and families from tremendously diverse backgrounds and identities across the country; we've seen how our product and impact are strengthened the more we reflect that diversity. In addition, we have found (and we believe the research) that diverse teams are higher-performing, and we embrace the varied perspectives that our team members share with each other. As such we are an Equal Opportunity Employer.

• Oversee the compensation and benefits staff in their day-to-day administrative duties and their HR service delivery to the business.
• Design compensation plans to attract and retain talent and drive business results. Develop and present cost estimates associated with any proposed pay practice changes.
• Manage all compensation activities including the annual merit process, corporate annual bonus plan administration, incentive compensation administration, market benchmarking, and troubleshooting employee compensation issues.
• Track the ongoing effectiveness of incentive compensation plans and recommend design changes as relevant.
• Evaluate the suitability and effectiveness of benefit plan offerings. Partner with our benefit broker to identify and recommend potential program design and/or carrier changes and oversee contract renewals.
• Manage the relationship with benefits partners/vendors (e.g., Aon, Empyrean, Anthem, Fidelity) including holding them accountable for meeting their SLAs, reporting issues and overseeing issue resolution, and overseeing any special service engagements.
• Manage all benefits administration activities including annual enrollment, benefit payroll deductions, LOA administration, workers’ compensation, ACA compliance, various annual audits, and troubleshooting employee benefit issues.
• Schedule and administer 401K committee meetings and oversee all 401K administration and audit activities.

• Bachelor’s Degree in Business, Human Resources, or related degree
• Minimum 5 years’ experience in compensation design and administration
• Minimum 5 years’ experience in benefit plan design and administration
• Experience working in HR systems (e.g., viewing employee records, updating benefit deductions, running reports)

• Highly organized and able to juggle many moving parts
• Excellent oral and written communication skills
• Detail-oriented and able to thrive in a fast-paced environment
• Proven experience conducting cost/benefit analyses and forecasting cost of proposed compensation and/or benefit plan changes
• Strong M.S. Office skills including advanced level Excel competency (e.g., pivot tables, logic formulas)
• Experience with Canadian benefits preferred

• Base salaried compensation, plus monthly and quarterly bonus plan
• Generous paid time off
• Paid holidays
• Medical/dental/vision insurance
• Flexible spending account (FSA)
• Company-paid long-term disability, basic AD&D, and basic life insurance
• 401(k)
• Employee Assistance Program (EAP)
• Waived Program enrollment fees & food discounts

As a world leader in delivering effective weight management solutions, Jenny Craig offers a unique program with one-on-one support for our clients. We are masters in weight management and we believe in what we do - helping as many people as possible experience all the benefits of getting their weight under control through a change in lifestyle. Jenny Craig provides the highest level of customer service & health promotion in a professional, fast-paced work environment.

Join UChicago Medicine as a Manager of Compensation Shared Services.

The Compensation Manager will lead the administrative processes for the annual compensation planning cycle. Functions as a liaison between vendors and the department related to compensation surveys and market pricing. Is responsible for interacting with UCM leaders on a variety compensation matters. Functions as key resource for external recruitment team on all compensation matters.

• Leads efforts of coordination with the Center of Expertise (COE) and Sr Manager Total Rewards to ensure that compensation programs are maximizing efficiencies, appropriately administered and are supported by HR information systems and processes.
• Develop departmental tools and user aides to create efficiencies within compensation team and internal customers
• Manage Annual Salary Planning (ASP) process for all entities. Partners with COE and Sr. Manager, Total Rewards to create timeline and key dates.
• Plans, develops, and implements annual merit process. Partners with HRIT and IT to review ASP system(s) and manage new functionality to create a satisfying user experience.
• Manages ASP project including providing metrics during process and at conclusion related to spend.
• Leads efforts to coordinate the timing and management of pay surveys and vendors to ensure data is timely extricated and utilized for competitiveness meetings.
• Partners with the COE communication team in the development and implementation of communication and training materials for compensation programs to all employees and executives.
• Function as key compensation resource for external recruitment team to ensure timely and consistent information and training is provided. Escalates to COE Executive Director where practice or protocol is not clear.
• Collects trends on issues to develop tools and/or training for team.
• Performs other duties assigned

• Exceptionally organized and efficiency focused
• Ability to use rigorous logic and methods to solve difficult problems with effective solutions
• Ability to make strategic and tactical decisions and judgments on sensitive, confidential issues
• Expert project management skills
• Strong interpersonal, influence, and oral and written communication skills
• Skill in examining operations and procedures, and developing and implementing new strategies and procedures
• Ability to make decisions and operate independently with respect to complex issues and business requirements with a high degree of exposure
• Ability to thrive in a changing environment and deal with ambiguity
• Competence in managing multiple projects simultaneously with a strong results/goal orientation
• Conflict management
• Thorough working knowledge of compensation and benefits concepts and theories

• Bachelors degree in related discipline, preferably HR or business
• Previous experience in the administration of compensation programs and executive compensation plans

• Master’s degree in Human Resources or related field
• Previous experience as a partner in program design
• Prior experience managing resources in a matrix environment
• Certification as a Senior Professional in Human Resources (SPHR), Certified Compensation Professional (CCP), Professional in Human Resources (PHR), or equivalent

• Job Type: Full Time
• Shift: Day Shift
• Department: Total Rewards - Shared Services
• CBA Code: Non-Union

________

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

• Communication: Strong written and verbal skills are demonstrated in reports, correspondence and presentations. Ensures staff is kept informed of Medical Center and departmental priorities. Communicates vision statement, goals and demonstrates commitment toward their achievement.

• Professional Development: Participates in conferences, workshops, and other professional development activities to maintain licensure and/or remain professionally current with advances in field of expertise.

• Development: Ensures he/she receives mandated in servicing in Safety, Quality Assurance, Risk Management, Customer Service, Infection Control and any other in-service that may apply.

• Problem Solving: Recommendations and decision making reflect strong analytical skills and focus on quality, cost containment, and impact of change on other departments.

• Customer Service Management: Incorporates the Medical Center's Customer Service goals in developing and/or revising departmental policies and systems. Continually reviews the service delivery process to exceed customer expectations. Is perceived as a role model by staff, peers in customer service leadership.

• Project Management: Participates in multidisciplinary task forces, committees and projects, demonstrating team spirit and ability to work with different internal customers. When leading, a project team demonstrates the ability to bring together different views and skills toward timely and effective completion of project objectives.

________________________________________________________________________________

REASON ESSENTIAL

CODE JOB FUNCTIONS (see attached list of ADA Reason Codes)

Manage and develop processes for performance evaluations throughtout NBMC.

Provide data analysis and reporting from Ulti-pro to support growth of NBMC.

Responsible for quarterly look back for per diem and part-time union employees based on hours worked vs. budgeted hours which place them in “higher” benefit eligible status. Credit applicable employees with credits for benefits and accruals at the end of each quarter. Prepare corresponding notification to Payroll, Unions and affected employees.

Partners with NBMC HR Team on sourcing, selection systems, onboarding, and compliance, retention, HR technology, and workforce analytics

________________________________________________________________________________

OTHER JOB DUTIES

Performs other related duties as required.

________________________________________________________________________________

BASIC COMPETENCIES

Education/Licensure:

• Bachelor’s Degree; Required

Experience:

• Minimum of 3 years of progressive experience with a broad knowledge of all facets of Human Resources including compensation/HRIS
• Experience in a union environment preferred.
• Hands-on experience with Applicant Tracking Systems (ATSs) and HR databases
• Experience working with Joint Commission and Dept of Health desirable

Skills:

• Fast-paced, results-oriented, self-starter who enjoys being part of a team
• Computer skills and ability to work desktop system.
• Ability to make daily decisions of acceptability and appropriateness of hiring decisions and to communicate effectively with hiring managers and staff regarding processes and outcomes.
• Knowledge of advanced web searching skills and a proven track record of implementing sourcing programs for both active and passive candidates
• Experience in strategy, coaching, and mentoring.
• Strong interpersonal, consultative, coaching, relationship building, conflict management, and change management skills. Experience selecting and evaluating effectiveness of external vendors.
• Speaks, reads and writes English to the extent required by the position.

Qualifications

Skills

Behaviors

Motivations

Education

Required

Experience

Licenses & Certifications

• Analyze market data, FLSA and make recommendations on pay strategy with business and HR leaders
• Recommends, conducts and participates in salary surveys in order to understand competitive compensation levels in the organization
• Conducts ad-hoc analysis on compensation policies, procedures and programs and makes recommendations based on market competitiveness and Total Rewards philosophy
• Responsible for managing and administering the Annual Incentive Plan
• Responsible for preparing various monthly/quarterly accrual files for reporting such as short-term incentive, sales incentives and others as needed.
• Assist with the hourly, salary and executive merit review process, trend and regression analysis, and assigning appropriate salary grade and ranges.
• Audit HRIS system to ensure compensation data integrity.
• Identify and recommend program and process improvements.
• Support mergers and acquisition activity from a transactional and administrative perspective.
• Assist in the area of program design and administration.
• Assist/support international compensation programs.
• Lead and/or participate in other compensation projects as defined.
• Perform other duties as required

Ensures compliance of all compensation programs with federal, state, and local regulations

• Bachelor's degree in business administration, accounting, finance, human resource management or related field
• 2-3 years of compensation work experience
• Subject matter expert with Fair Labor Standards Act (FLSA).
• Effective verbal and written communication skills.
• Effective analytical, problem-solving and decision-making skills.
• Ability to prioritize and handle multiple tasks and projects concurrently.
• Demonstrate excellent customer service skills.
• Strong project management skills.
• Attention to detail required
• CCP (Certified Compensation Professional) preferred
• Experience with HRIS systems (reporting, maintenance, etc.); Workday experience a plus
• Knowledge of basic HR laws and acumen
• Flexible / able to adapt to changing environment
• Travel requirement: 0% - 25%

ROLE SUMMARY

The Compensation Analyst assists the organization in establishing a best practice compensation program. Responsible for strategically maintaining and updating Virginia Mason Memorial’s pay structure systems and compensation modeling. Works closely with managers to ensure adherence and compliance with all federal and state laws.

ESSENTIAL RESPONSIBILITIES

• • Administers the compensation policies and programs; including the maintenance of job classifications, salary scales, as well as the merit rating program.
  
  
  
  • Conducts and analyzes external salary surveys through benchmarking market data; with respect to compensation levels, makes recommendations to leadership as to job pricing.
    
  
  
  • Develops, distributes, maintains, and communicates policies regarding compensation, salary adjustments, and position evaluation plans.
  
  
  
  • Strategically analyzes cost savings and process improvement initiatives; presents findings to various levels within the organization.
    
  
  
  • Conducts data and costs analysis for compensation modeling to be used within employee negotiations and collective bargaining agreements
  
  
  
  • Partners with Talent Acquisition to create and update job descriptions, classifications, pay grades and compensation strategies. Evaluates jobs and confirms job components are in line with overall compensation policy and programs.
  
  
  
  • Provides knowledge of current compensation and wage structures as well as corresponding laws and regulations. Reviews and implements adjustments to account for employment law updates.
    
  
  
  • Ensures the company's pay scales are in compliance with current laws and regulations as well as that the organization is making informed decisions related to best practices in compensation.
    
  
  
  • Completes monthly audits and reporting for premium pay and other ad hoc requests.
    
  
  
  • Provides additional assistance for HRIS reporting and processing.

QUALIFICATIONS AND REQUIREMENTS

Education: Bachelor’s degree in Human Resources, Business Administration or related field required.

Experience: Two years human resource experience required, preferably in compensation and/or benefits. Finance or business operations experience may be substituted in lieu of HR experience based on relevance.

Licenses/Certificates/Registration: PHR or CCP preferred.

Level of Business Knowledge/Knowledge/Skills/Abilities: Familiar with Standard Compensation practice and procedures preferred.

ABOUT US

Virginia Mason Memorial (VMM), part of the Virginia Mason Health System, is made up of a 226-bed hospital as well as 20+ primary care and specialty care locations. We are a nonprofit community hospital that has served Central Washington's Yakima Valley for 70 years. We are seeking employees with a passion for patients and customer service!

We offer a comprehensive benefit plan including medical, dental, and vision coverage; plus we have a generous 401K plan (with an employer contribution!), competitive compensation, an employee wellness clinic and continuing education and training. At VMM, we know the best care is provided by employees who are well-supported.

Why do we do what we do? As the region's leading health care provider and Yakima's largest employer, we believe that by inspiring people to thrive, we can transform lives. Our vision is to "create healthy communities one person at a time." With such an important goal, we work together to demonstrate our values of Respect, Accountability, Teamwork, Stewardship, and Innovation for everyone who walks through our doors, patients and coworkers alike. We would love to hear from you!

“Virginia Mason Memorial provides reasonable accommodations to assist qualified individuals in order to perform the essential duties/requirements their job requires. The description is intended to provide only basic guidelines for meeting job requirements and serves as merely a summary rather than a complete listing of duties. Responsibilities, knowledge, skills, abilities, and working conditions may change as needs evolve. This job description does not constitute a contract as employment is at will.”

• Benchmarks jobs against survey data and other market intelligence to determine competitiveness of the company’s compensation programs for each position.
• Prepares and presents summary reports of job and compensation analysis information and recommendations.
• Create and Maintain a total compensation data-base and trend analysis by position, market and industry based on 3rd party data, industry surveys, 20 groups, union data, competitive intelligence, and internal knowledge acquired from employee performance discussions, day to day hiring interviews, exit interviews, peer networking, Titan data, employee input and “leadership ear to pavement”.
• Assists in the evaluation implementation of job analysis instruments and materials.
• Researches employee benefits in similar industries; based on findings, recommends changes or updates to the company’s existing benefits or policies.
• Assists in the development and implementation of compensation and benefit programs and policies.
• Leads the development and implementation of market pricing/salary survey capabilities.
• Collaborate with operations and the Human Resources and Talent Teams to continually align compensation/benefit programs with other talent management processes.
• Participate in and/or lead special projects/duties as they arise
• Follow all safety rules and regulations while performing work assignments
• Other duties as assigned

• Bachelor’s Degree in Human Resources or a related field.
• Minimum of 5 years compensation/benefit experience, demonstrating sound knowledge of market pricing, and market analysis
• Minimum of 2 years’ experience demonstrating the ability to lead complex and multi-faceted projects
• Must demonstrate a high level of personal comfort with change and change management, and the ability to consult and guide managers and employees through change initiatives.
• Ability to handle and resolve frequent interpersonal conflict
• Ability to perform in a fast-paced, stressful work environment
• Ability to respond quickly, accurately, and professionally to demands and requests from customers and employees
• Ability to travel up to 10% of the time and work flexible hours
• Demonstrated knowledge of state and federal employment laws relating to key areas of responsibility, and ability to quickly adjust to changing compliance and policy guidelines is required
• Exemplifies Titan Machinery’s Core Values
• Keen attention to detail, high level of initiative, and the ability to work independently
• Ability to communicate effectively, in writing and verbally, to inform, persuade, influence, and/or recognize employees and managers at various levels of the organization
• Provide input to the design, development and implementation of our compensation and benefit administration and planning tools in partnership with other on the Human Resources team.
• Ability to handle highly confidential and sensitive information
• Ability to prioritize work and meet deadlines efficiently and cost effectively
• Demonstrated proficiency in Microsoft Office products
• Demonstrated strong decision making and problem-solving skills
  

• Educational focus in human resources, business or management
• CP/SCP or PHR/SPHR Certification

*This position may be located at our HQ in Jasper, IN or Atlanta, GA*

Role Description:

The HR Center of Excellence is responsible for program design, planning & oversight to build capabilities in key HR areas such as Organizational Development, Total Rewards, HR Management and HR Information Systems. This role will be responsible to:

• Manage employee benefits, retirement and SERP plans in compliance with plan documents, employee elections, and applicable laws
• Ensure employees are knowledgeable of their flex benefit opportunities and educated in managing their retirement funds

• Support compensation analysis and program development while ensuring we remain compliant with compensation and payroll regulations
• Develop and maintain efficient HR policies and processes in compliance with government regulations and the KII Guiding Principles
• Support HR and employee system use

The Sr Comp and Benefits Analyst has overall responsibility for flex benefit vendor relationships, managing service, system changes and file integrations and sourcing new/replacement vendors.

They are a member of the Retirement Plan Advisory Committee and assist the EVP of Corp Development and Treasury to ensure our retirement plan remains in compliance, research changing trends and manage the relationship with Vanguard.

This role supports annual compensation analysis and manager compensation processes, the compensation grade structure and incentive plans.

They will research and develop new employment programs and processes that make KII an employer of choice and promote our Connect 2.0 strategy.

Responsibilities:

• Maintain accurate, efficient, controlled U.S. benefits administration processes that align with the goals and objectives of the Business Units
• Manage health benefits partner relationships to ensure service expectations are met
• Liaison with Vanguard to administer the retirement and SERP plans
• Manage the annual retirement plan audit
• Support the Retirement Plan Advisory Committee with plan data and analysis
• Support compensation analysis projects
• Develop employment programs and processes
• Support the non-U.S. benefits administration processes
• Review special situations to determine benefits plan coverage

Skills to Perform This Role:

Interpersonal Skills

• Maintains confidentiality
• Financial acumen
• Proven ability to collaborate
• Displays the KII Guiding Principles and Purpose
• Self-motivated, creative and innovative
• High integrity
• Ability to lead projects from inception to execution
• Organized and manages time effectively
• Ability to manage multiple priorities

Communication Skills

• Strong presentation, written, and verbal skills
• Communicates effectively in an open, non-defensive manner

Leadership Skills

• Motivates and empowers others to execute
• Ability to hold others accountable
• Ability to listen and learn

Business Skills

• Highly organized and able to prioritize
• Expertise in HR, Benefits, Compensation and Defined Contribution Retirement plans, practices and regulations
• Analyzing and interpreting data
• Strong relationship management skills
• Excellent decision-making ability
• Takes initiative to learn and become more educated in field of responsibility

Technical Skills

• Proficient in ADP Vantage, MS Excel, Word and other systems for reporting and analyzing data

This position is located in the Office of Unemployment Compensation (OUC), Department of Employment Services. Incumbent will be responsible for work regarding Unemployment Compensation, Tax Law, Audits, Compliance, Benefit Payment Control, Fraud, and Collections Laws and Regulations.

Duties and Responsibilities

The incumbent works under the general direction of the Associate Director, Office of Unemployment Compensation. Assignments are generated by the statutory provisions of the District of Columbia Unemployment Compensation Act, ongoing Unemployment Insurance program standards established by the United States Department of Labor, special goals and projects as designated by the Associate Director or developed by the incumbent, and by other program objectives resulting from changes in law and operational requirements.

The incumbent supports the development, implementation, and effectiveness of department UI program objectives, policies, and procedures including Unemployment Compensation, Benefit Payment Control Unit, Division of Tax, etc. Program monitoring and evaluation standards are also for program activities for effectiveness and compliance. The incumbent insures compliance of overall department operations and confers with legal staff in areas such as collections, employer liability, and interpretations of law. The incumbent coordinates the development and application of automated system changes and enhancements.

The incumbent oversees, coordinates, and monitors assigned unit staff performing audit and fraud investigatory activities to ensure effective operations and compliance with UI policies and procedures. Investigations are precipitated by fraud hot-line phone calls and emails, referrals from revenue operations, referrals from UI Call Centers, state agencies, and the results of data cross-matches. Primary program areas will include specialized investigations such as fictitious employers, organized fraud, and stolen identities. The incumbent evaluates potential cases, determines investigative priorities, assesses investigative complexity, and assigns cases for investigation. The incumbent determines and implements procedures to be used in collecting information and evidence in connection with data audits regarding alleged non-compliance with the District of Columbia and the associated agency rules, regulations and policies.

The incumbent oversees and monitors all unit activities, provides technical assistance and conducts on-the-job training sessions concerning investigative processes and objectives; insures that staff identifies, reviews and investigates clues and patterns of complex multi-party cases, in a correct and thorough manner prior to determining alleged violations of laws, rules and regulations; interprets and explains relevant laws, rules, regulations and policies to provide instruction and guidance to staff. The incumbent makes appropriate recommendations to resolve operational problems and to institute process improvements. Incumbent hears group grievances and serious personal complaints beyond the purview of subordinate supervisors.

Performs other related duties as assigned.

Qualifications

Bachelor’s degree from an accredited four year university in business administration, economics, finance, policy, etc. Master’s degree in related field, including business administration or economics, highly desired.

AND

Demonstrated working knowledge of local and federal Unemployment Insurance laws, procedures, and policies, and the ability to understand, apply, and utilize Unemployment Law and Tax Law in a professional setting.

Demonstrated experience in providing leadership in a managerial capacity.

Demonstrated ability to plan, organize, and implement multiple projects and programs with diverse and competing demands.

Demonstrated ability to critically review and analyze policies and programs/services, and to develop recommendations and standardized processes.

Mastery of, and demonstrated skill in planning, coordinating and monitoring UI programs to include Benefit Payment Control, Tax, and/or UI Compliance.

Specialized Experience: Six (6) years specialized professional level experience in Unemployment Insurance, Tax, and/or Benefits, as well as working experience in the monitoring of programs for compliance with statutes and/or other programs.

Unemployment Insurance programs are continually being changed and/ or modified to comply with new federal and/or state legislation, court decisions, and agency initiatives. The incumbent must possess a comprehensive knowledge of existing policies and laws, in order to administer the existing programs effectively and to make timely and appropriate modifications in the program when required.

Licensures and Certifications

None

Work Conditions/Environment

The work is performed in a normal office setting.

Promotion Potential

None

Other Significant Facts

Promotion Potential: No known promotion potential

Duration of Appointment : Management Supervisory Service “At- Will

Pay Plan, Series, Grade: MS-0301-14

Collective Bargaining Unit (Union): This position is not in a collective bargaining unit.

Position Designation: This position has been designated as Security sensitive therefore the incumbent of this

position will be subject to enhanced suitability screening pursuant to Chapter 4 of DC Personnel Regulations,

Suitability and as such, incumbents of this position shall be subject to criminal background checks,

background investigations, and mandatory drug and alcohol testing, as applicable.

EEO Statement: The District of Columbia Government is an Equal Opportunity Employer. All qualified candidates will receive consideration without regard to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, family responsibilities, matriculation, physical handicap, or political affiliation.

If the position you are applying for is in the Career, Management Supervisory, or Educational Service at an annual salary of one hundred fifty thousand dollars ($150,000) or more, you must establish residency in the District of Columbia within one hundred eighty (180) days of the effective date of the appointment and continue to maintain residency within the District of Columbia throughout the duration of the appointment.

With the industry’s #1 Continuous Testing platform, Tricentis is recognized for reinventing software testing for DevOps. Through agile test management and advanced test automation optimized to support 150+ technologies, we provide automated insight into the business risks of your software releases—transforming testing from a roadblock to a catalyst for innovation. The result is accelerated software delivery speed, improved cost efficiency, and reduced business risk.

Tricentis is the only vendor to achieve “leader” status in all three top analyst reports (i.e., the “Triple Crown.”) This honor is based on our technical leadership, innovation, and a Global 2000 customer base of 1500+ companies, including global enterprises such as Allianz, Cisco, Dolby, First Data, HSBC, Office Depot, Samsung, Starbucks, Vodafone, Whole Foods, and WorldPay. Customers rely on Tricentis to achieve and sustain test automation rates of over 90 percent—increasing risk coverage while accelerating testing to keep pace with Agile and DevOps.

Tricentis has a global presence in Austria, Australia, Belgium, Denmark, Germany, India, Netherlands, Singapore, Switzerland, Poland, the UK and United States.

We are looking for a Compensation Manager to design, implement, communicate, and drive compensation programs to attract, retain, and motivate our employees. Candidates should be detail and results-oriented, flexible and able to manage multiple initiatives in a demanding, fast-paced, and agile environment. This role will work with HR partners and senior leaders and play an active role in formulating the on-going compensation strategy across the organization. You will:

• Lead compensation consulting for the business, serve as primary compensation point of contact for HR partners, executives, and internal partners within client groups globally
• Design, deliver, and manage compensation programs, including effectively challenging clients when needed
• Manage Incentive Plans with a strong emphasis on plan design, implementation, and administration and support. Responsibilities also include management and analysis of external market data and ensuring incentive plans meet strict internal and external governance/compliance standards
• Work with internal partners (e.g., HR partners, Finance, Legal, etc.) take a hands on approach to companywide programs and/or processes (job hierarchy, incentive design), including conducting in-depth analyses and modeling in support of total compensation scenarios

• Bachelor’s degree or higher, 7+ years’ experience managing global compensation programs in a private, pre-IPO, VC/PE backed company
• Ability to lead compensation cycles for the organization, ensuring smooth execution
• Lead strategic compensation projects, key initiatives and M&A work as required.
• Collaborate with our Talent Acquisition team to develop competitive offer packages for external hires
• Conduct job evaluation using market data and internal evaluation and regularly analyze our market position on jobs
• Assist with the development of proposals and presentations about compensation programs (including job hierarchy, market data, and appropriate pay levels/targets) to influence and educate senior leaders
• Draft project plans, educational materials, and communications designed to provide managers, and HR partners with timely and accurate information regarding compensation initiatives
• Manage our job architecture through the development of job descriptions, including auditing jobs for content and preparing descriptions reflecting responsibilities and requirements, as needed
• Fanatical attention to detail and process integrity is a must
• Certified Compensation Professional preferred

We offer:

• Market conform salary + success-oriented bonus
• Favorable working atmosphere in a rapidly expanding company
• Personal and professional development
• 100% coverage of medical and dental plan
• 401k plan
• corporate travel insurance (CTI)
• Variety of career opportunities and a wide range of tasks
• permanent, full-time employment

If you are interested in the opportunity to become a member of Tricentis where your ideas count, apply now for immediate consideration. Tricentis is proud to be an equal opportunity workplace. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran.

The People Team at Chainalysis is dedicated to enabling growth, building an inclusive environment, and providing the benefits and perks that help our employees balance work, life, and happiness. Our job is to make sure Chainalysis has the right talent and framework in place to grow both quickly and thoughtfully.

The Compensation and Benefits Manager is an expert at developing global compensation and benefits programs from strategy through implementation to attract and retain world-class talent. We measure success by the development and evolution of a competitive total rewards package that is recognized, understood, and valued by our employees in various geographies.

In one year you'll know you were successful if you've…

• Managed, measured, and improved company-wide compensation and benefit plans including equity, salaries, health insurance, pension and development of internal ranges.
• Led the design and implementation of a global job architecture infrastructure and associated salary ranges, including benchmark salary data management
• Planned, led and executed on the analysis and modeling of compensation and job leveling activities.
• Taken a proactive and customer-centric approach in thinking through the end to end employee experience and change management required, anticipating where there may be issues, questions or risks to mitigate.
• Researched and analyzed internal/external data relating to compensation and benefits elements (including market trends and benchmarks) and design programs that build and nurture the company culture with an in-depth understanding of how rewards affect culture.
• Managed projects, training and activities related to employee benefits including implementation of new benefits and payroll vendors.
• Proactively identified opportunities for improvement of benefit plans, including benefit renewal negotiations, work experience offerings, implementation of new payroll and benefits providers, etc.
• Negotiated, evaluated and administered contracts with benefit plan providers, vendors, auditors, and consultants for services.

A background like this helps:

• You've led and scaled total rewards for a high-growth organization through IPO.
• In addition to traditional benefits management and analysis experience, you understand and have previously managed equity-based compensation.
• You're a confident and collaborative project and team management with strong leadership skills built on your previous experiences.
• Effective planning and priority setting are areas you excel in.
• You can manage several complex projects simultaneously while working to meet deadlines.
• You have strong analytical skills and a thorough knowledge of plan designs.
• Fluency in excel and Google Suite products.

At Chainalysis, we help government agencies, cryptocurrency businesses, and financial institutions track and investigate illicit activity on the blockchain, allowing them to engage confidently with cryptocurrency. We take care of our people with great benefits, professional development opportunities, and fun.

You belong here.

At Chainalysis, we believe that diversity of experience and thought makes us stronger. With both customers and employees around the world, we are committed to ensuring our team reflects the unique communities around us. Some of the ways we're ensuring we keep learning are an internal Diversity Committee, Days of Reflection throughout the year including International Women's Day, Juneteenth, Harvey Milk Day, and International Migrant's Day, and a commitment to continue revisiting and reevaluating our diversity culture.

We encourage applicants across any race, ethnicity, gender/gender expression, age, religion, ability, experience and more. Additionally, if you need any accommodations to make our interview process more accessible to you due to a disability, don't hesitate to let us know. You can learn more here. We can't wait to meet you.

Applying from the EU? Please review our Candidate GDPR Notice.

Compensation and Benefits is responsible for all associate payrolls and the administration of associate benefit plans. Compensation and Benefit Specialists are available to our associates to answer questions they may have regarding payroll, tax withholding, and benefits such as health, dental, life insurance, family and medical leave, and retirement plans.

The Compensation Analyst will support development, implementation and administration of the company’s compensation program, incentive plans and systems. The incumbent will also assist with job descriptions, job classifications and benchmark compensation. The incumbent may collaborate across the organization and provide recommendations to managers regarding compensation plans, incentive plans, job descriptions, salaries, systems improvements and job classifications. The incumbent is responsible for coordination and administration of payroll and incentive programs to ensure compliance with policies and procedures. This includes responding to employee questions regarding compensation programs, ensuring timely and accurate processing of compensation, and testing of plan design changes influencing compensation system applications.

• Bachelor’s degree in Business Administration, Finance, Accounting or a related area
• Minimum of 1 year of experience in a related role
• Must illustrate attention to detail, analytical skills and consistent follow through
• Basic knowledge of the structure of databases such as researching what data is stored, how data is organized, and how to find and retrieve data
• Experience communicating confidently and accurately with all levels of the organization
• Demonstrated experience being team oriented, dependable and flexible with a high work ethic
• Experience using problem solving skills to make sound decisions in a fast-paced environment
• Experience in a position requiring handling multiple tasks and changing priorities
• Proficient in Microsoft Excel in order to manipulate large amounts of data
• General knowledge of Human Resources Information System (HRIS) systems
• Strong analytical skills with excellent research skills
• Experience in a position exercising independent judgment and decision making
• Experience administrating enterprise level compensation and incentive programs is preferred
• PeopleSoft knowledge is preferred
• Certification from the Society for Human Resources Management (SHRM) is preferred
• Certified Compensation Professional (CCP) is preferred

6By submitting a job application, I attest that all information to the best of my knowledge is true and accurate. Furthermore, I understand that any information provided by me throughout the job application process is subject to verification including, but not limited to work experience, education, assessment (test) and interviews.
We appreciate your interest in Blue Cross and Blue Shield of Alabama 'The Company'. The Company does not discriminate in hiring or employment on the basis of race, color, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, genetics, status as a disabled or protected veteran, or because of citizenship status in the case of a citizen or intending citizen. No question on this application is intended to secure information to be used for such discrimination.
Blue Cross and Blue Shield of Alabama is an independent licensee of the Blue Cross and Blue Shield Association

OUR MISSION: Our mission is to provide high quality health services that improve the lives of all we serve.

MAJOR FUNCTION: This position is responsible for assisting in the maintenance and administration of Inspira Health’s compensation program to include job design and analysis, participation in salary surveys, job/market analysis, and other compensation projects.

QUALIFICATIONS:

A. Education: Bachelor’s degree in Human Resources, or related field required

B. Experience: Minimum of two years of previous HR experience required, with a concentration in compensation preferred. Proficient in MS Word and MS Excel. Possess excellent interpersonal, analytical, administrative and organizational skills. Ability to accurately perform in a high volume, variable workload, environment with frequent interruptions. Results oriented, works effectively and independently under general guidelines.

Position Summary:

The Compensation Analyst contributes to the research, design and administration of the organization's compensation program.

• Manages survey participation including maintaining salary survey data library.
• Manages the day-to-day comp requests from recruiting. Advises recruiters on salary recommendations after thorough analysis of internal equity.
• Assists with compensation analysis to develop pay grades and evaluate pay competitiveness.
• Manage and coordinate the HR Compensation mailbox.
• Prepares and maintains job descriptions of new positions in the organization; works with managers to ensure descriptions accurately reflect the work being performed by incumbents.
• Provides support in the analysis, development, design, communication and implementation of compensation programs including salary structure, annual comp review process, equity studies etc.
• Conducts job analysis to determine appropriate salary levels, FSLA classifications and other relevant supporting data. Including testing of positions when needed for FLSA status determination.
• Assists in administration of salary programs, reviewing changes in wages and salaries for conformance to standard work.
• Provides analytical support and data analysis on projects and human resource metrics.
• Maintains knowledge of current compensation legislation.
• Other duties as assigned.

• 2- 3 years relevant experienc
• Excellent attention to detail and accuracy
• Strong analytical and problem solving skills
• Proficiency with Microsoft Office Suite.

• Bachelor's degree in Business, HR or Compensation-related field.
• Previous Compensation Analyst experience

• Walking – O
• Sitting/Standing – F
• Reaching: Shoulder Height – O
• Reaching: Above shoulder height – O
• Reaching: Below shoulder height – O
• Climbing – O
• Pulling/Pushing: 25 pounds or less – O
• Pulling/Pushing: 25 pounds to 50 pounds – O
• Pulling/Pushing: Over 50 pounds – O
• Lifting: 25 pounds or less – O
• Lifting: 25 pounds to 50 pounds – O
• Lifting: Over 50 pounds – O
• Carrying: 25 pounds or less – O
• Carrying: 25 pounds to 50 pounds – O
• Carrying: Over 50 pounds – O
• Crawling/Kneeling – O
• Bending/Stooping/Crouching – O
• Twisting/Turning – F
• Repetitive Movement – F

• Unprotected Heights – No
• Heat – No
• Cold – No
• Mechanical Hazards – No
• Hazardous Substances – No
• Blood Borne Pathogens Exposure Potential – No
• Lighting – No
• Noise – Yes
• Ionizing/Non-Ionizing Radiation – No
• Infectious Diseases – No

Duties Summary

This position is located in the U.S. Department of Housing and Urban Development (HUD), Office of the Chief Human Capital Services (OCHCO), Office of Human Capital Services (OHCS), Pay, Benefits and Retirement Division (PBRD).



Responsibilities
The following are the duties of this position at the GS-12 . The position opens as a GS-11, you will have the opportunity to learn to perform all these duties, and will receive training to help you grow in this position.
Determine the degree of regulatory compliance, and procedural accuracy of compensation program requirements; Make changes in compensation program plans, activities, training and practices to ensure that compliance is maintained; Review draft regulations, OPM directives, relevant decisions and rulings, or other guidance for impact on the serviced organization; Determine the degree of impact on existing compensation programs, plans, practices, and procedures, and provide advice and alternatives to managers and supervisors in serviced organizations.
Travel Required

Not required

Supervisory status

No

Promotion Potential

12

• Job family (Series)

  0201 Human Resources Management

  Similar jobs
  • Human Resources Specialists
  • Specialists, Human Resources

• Requirements

  Requirements Conditions of Employment
  • Click "Print Preview" to review the entire announcement before applying.
  • Please refer to "Conditions of Employment."
  • U.S. Citizens and U.S. Nationals

  The experience may have been gained in either the public, private sector or volunteer service. One year of experience refers to full-time work; part-time work is considered on a prorated basis. To ensure full credit for your work experience, please indicate dates of employment by month/day/year, and indicate number of hours worked per week on your resume.

  This position is located in the U.S. Department of Housing and Urban Development (HUD), Office of the Chief Human Capital Services (OCHCO), Office of Human Capital Services (OHCS), Pay, Benefits and Retirement Division (PBRD). OHCS is responsible for managing and administering the Department's Human Capital programs.

  The official duty station for this position will be in Washington, DC. Failure to report to duty at this location may be grounds for a disciplinary action, including removal.

  Qualifications You must meet the following requirements within 30 days of the closing date of this announcement.
  
  For the GS-11, you must have one year of specialized experience at a level of difficulty and responsibility equivalent to the GS-09 grade level in the Federal service. Specialized experience for this position is defined as: Experience researching and applying human resources (HR) laws, regulations, rules, policies or procedures to assist in providing advisory services in the areas of payroll, personnel actions, leave, unemployment compensation, time and attendance.
  Examples of such experience could include:
  
  • Researching and resolving pay and/or leave errors or discrepancies; OR
  • Retrieving payroll and/or leave data for reports, OR
  • Providing advice and guidance on operations, maintenance and manipulation of payroll, leave and personnel data in an automated human resources information system (i.e. NFC, HR Connect, WEBTA).
  
  OR
  
  EDUCATION- You may substitute specialized experience for qualifying education:
  A Ph.D. or equivalent doctoral degree
  OR
  3 years of progressively higher level graduate education leading to a Ph.D. or equivalent doctoral degree
  OR
  LL.M., or J.D. if related
  OR
  You may qualify by a combination of successfully completed graduate level education and specialized experience. Only graduate education in excess of the first 2 years may be combined with experience.
  
  Time-in-Grade:
  In addition to the above requirements, you must meet the following time-in-grade requirement, if applicable:
  For the GS-11, you must have been at the GS-09 level for 52 weeks.
  
  Time After Competitive Appointment:
  Candidates who are current Federal employees serving on a non-temporary competitive appointment must have served at least three months in that appointment. Education

  This job does not have an education qualification requirement.

  Additional information
  • We may select from this announcement or any other source to fill one or more vacancies.
  • Relocation expenses will not be paid.
  • Recruitment incentive may be offered.
  • This is a non-bargaining unit position.
  • This position is Exempt from the Fair Labor Standards Act (FLSA).
  • HUD offers alternative and flexible work schedules.
  CONDITIONS OF EMPLOYMENT:
  
  • A one year probationary period may be required.
  • Must successfully complete a background investigation.
  • Complete a Declaration for Federal Employment to determine your suitability for Federal employment, at the time requested by the agency
  • If you are a male applicant born after December 31, 1959, certify that you have registered with the Selective Service System or are exempt from having to do so.
  • Have your salary sent to a financial institution of your choice by Direct Deposit/Electronic Funds Transfer.
  • Go through a Personal Identity Verification (PIV) process that requires two forms of identification from the Form I-9. Federal law requires verification of the identity and employment eligibility of all new hires in the U.S.
  • Public Trust – Background Investigation will be required.

  HUD employees are subject to a number of government-wide and HUD specific ethics laws and regulations, including restrictions on working in a real estate related business, and having Section 8 tenants, along with other prohibited interests and activities. To review applicable ethics rules and HUD specific restrictions, please visit https://portal.hud.gov/hudportal/HUD?src=/program_offices/general_counsel/ethics.

  
  
  How You Will Be Evaluated

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

  Your application includes your résumé, responses to the online questions, and required supporting documents. Please be sure that your résumé includes detailed information to support your qualifications for this position; failure to provide sufficient evidence in your résumé may result in a “not qualified” determination.
  
  Rating: Your application will be evaluated in the following areas: Technical, Analytical, Communication. Your application will be rated and ranked among others, based on your responses to the online questions, regarding your experience, education, training, performance appraisals and awards relevant to the duties of this position. Your rating may be lowered, if your responses to the online questions are not supported by the education and/or experience described in your application.
  
  Referral: If you are among the top qualified candidates, your application may be referred to a selecting official for consideration.
  
  If you are a displaced or surplus Federal employee (eligible for the Career Transition Assistance Plan (CTAP)/Interagency Career Transition Assistance Plan (ICTAP)),you must receive a rating of at least 84 out of 100 to be rated as well qualified to receive special selection priority.

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

  Not Required

  Drug test required

  No

• Required Documents

  Required Documents
  A complete application includes 1. A résumé, 2. Vacancy question responses, and 3. Submission of any required documents. Please note that if you do not provide all required information, as specified in this announcement, you may not be considered for this position (or may not receive the special consideration for which you may be eligible).
  
  All applicants are required to submit a résumé either by creating one in USAJOBS or uploading one of their own choosing. (Cover letters are optional.) To receive full credit for relevant experience, please list the month/date/year and number of hours worked for experience listed on your résumé. We suggest that you preview the online questions, as you may need to customize your résumé to ensure that it supports your responses to these questions. Please view résumé tips.
  
  CURRENT AND FORMER EMPLOYEES - Documentation Relating to Your Federal Employment:
  - Submit a copy of your SF-50 (Notification of Personnel Action) showing competitive service as Tenure 1 or 2 (Block 24), Position Occupied as 1 - Competitive Service (Block 34), current Grade (Block 18) and Salary (Block 20). Typically Award SF-50s do not provide the required information. If the full performance level of your position is different from the grade indicated in Block 18, please provide proof of the full performance level.
  
  • If your highest permanent grade is different from your current grade, submit a copy of an additional SF-50 showing that grade.
  • If you are currently on a Veterans' Recruitment Appointment (VRA), submit a copy of an SF-50 indicating that type of appointment. Also, you must submit a copy of your DD214 or other documentation showing dates of service and type of discharge and any other applicable documents such as SF-15, VA letters, etc.
  
  Performance Appraisal (ALL APPLICANTS):
  Submit a copy of all pages of your most recent completed annual performance appraisal, dated within the last 12 months, that includes the final rating. In cases where the performance appraisal is more than 12 months old, incomplete or unavailable, you must attach a written explanation of the reasons.
  
  If you are applying under a special hiring authority (e.g. Military Spouses, Interchange Agreement, VEOA, VRA, Schedule A Disability, etc.), please see applicant guide for required documentation. In order to be eligible under one of these authorities, you must submit all required documentation as outlined in the applicant guide.
  
  CAREER TRANSITION ASSISTANCE PLAN (CTAP/ICTAP) DOCUMENTATION: If you are a displaced or surplus Federal employee, click CTAP/ICTAP for eligibility and a detailed list of required documents.
  
  EDUCATION DOCUMENTATION: For positions with an education requirement, or if you are qualifying for this position by substituting education or training for experience, submit a copy of your transcripts or equivalent. An official transcript will be required if you are selected.
  
  A college or university degree generally must be from an accredited (or pre-accredited) college or university recognized by the U.S. Department of Education. For a list of schools which meet these criteria, please refer to Department of Education Accreditation page.
  
  If you are qualifying based on foreign education, you must submit proof of creditability of education as evaluated by a credentialing agency. Refer to the OPM instructions.

• 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.

• Individuals with disabilities
• Federal employees - Competitive service

  Current or former competitive service federal employees.

• Career transition (CTAP, ICTAP, RPL)

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

• Land & base management

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

• Military spouses
• Family of overseas employees

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

• Peace Corps & AmeriCorps Vista
• Special authorities

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

• Veterans

All candidates who are: Current or former federal employees qualifying as Status Candidates, Federal employees currently serving on a VRA, VEOA eligibles, CTAP/ICTAP eligibles, eligible for special hiring authorities (e.g., the Schedule A appointment for persons with disabilities, or covered by an Interchange Agreement), or VRA eligibles or Land Management employees eligible under Public Law 114-47.

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

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

Responsibilities

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

Qualifications

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

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

II-VI is an equal opportunity employer.

• Lead cross-functional projects/teams on strategic compensation initiatives (e.g., job architecture, career and reward framework, salary structure design, technology implementation and optimization, etc.).
• Provide strategic and consultative advice across the core areas of compensation to ensure effective design and application of best practice solutions.
• Lead the development of comprehensive compensation modeling and analyses of internal and external benchmark data to provide well-reasoned, succinct, market driven and business-aligned recommendations.
• Ensure that executive summaries and presentations clearly demonstrate options, considerations, and recommendations.
• Lead the development and implement methods to monitor the effectiveness of various compensation programs, policies, guidelines, procedures, and processes and recommend enhancements consistent with best practice trends and business objectives.
• Identify areas of improvement and collaborate with HR Business Partners to develop education and communication strategies to effectively influence the behaviors and decision making of business leaders.
• Assess, recommend, implement and promote proactive approaches to respond to business needs relative to the compensation function and broader HR function, where appropriate.
• Maintains expertise in external best practices and relevant changes to the compensation field and federal, state and local compensation laws and regulation; communicates updates to Total Rewards leadership. Leads, coaches, and mentors a team of compensation professionals.
• May supervise members of the Compensation team.

JOB REQUIREMENTS

Required:

• Bachelor’s degree in a related business discipline
• Minimum of eight years’ experience in a Compensation role with progressive responsibilities and demonstrated consulting experience

Preferred:

• Certified Compensation Professional (CCP)
• Prior experience working for hospital, health system, or an external consultant as compensation subject matter expert

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• Partners and consults with HRBPs and business leaders for assigned areas to design and deliver broad-based compensation programs and practices that ensure market competitiveness, internal equity, and drive appropriate behaviors that link pay and performance.
• Develops strong partnership with HR and business leaders to gain in-depth knowledge of business lines and deliver compensation solutions that meet business needs.
• Develops a robust point of view on how to overcome challenges with streamlining programs or make them more efficient.
• Develops governance controls and guidelines relating to compensation structures that ensure consistency and data integrity.
• Provides recommendations and creative solutions for complex compensation issues to strategically support lines of business.
• Leads larger initiatives that may include oversight of other team members.
• Has experience and knowledge of best practices and uses that to solve business problems.
• Uses multiple sources of information to analyze and exercise judgment.
• Interprets difficult, sensitive, and complex information and data.
• Ensures programs are implemented effectively and timely, within established budgets and complies with all relevant regulations, laws and employment standards.
• Mentors junior team members by openly sharing information, advice, and expertise to solve business problems.

• Bachelor’s degree in Business, Human Resources, Psychology, Accounting, Financial Planning and Analysis, or related field
• 6 years’ experience in compensation in a retail corporate environment
• Excellent verbal and written communication skills
• Experience dealing with confidential information
• Experience training/mentoring individual team members

• Master’s degree in Business, Human Resources, Accounting, or related field
• 7-8 years’ experience working in a compensation environment
• Knowledge of Lowe's stores and corporate processes
• Certified Compensation Professional (CCP) designation
• Experience managing others in a team environment

• Must be able to perform the professional, clinical and/or technical competencies of the assigned unit or department.
• Working closely with UKP Director of Physician Contracts and Compensation and other UKP Executives and leaders, maintains the ongoing integrity of UKP Physician compensation plans, validating data and calculations, and preparing and presenting executive reports for review of UKP Executives and Board Committees.
• Working closely with senior administrators, UKP Administration, physician recruitment, and university HR, collects information on candidates, creating new employment agreements and ensuring that the appropriate PEA is properly executed prior to successful candidate’s start date.
• Effectively protects the interests of the organization by ensuring that UKP PEAs are effectively managed during the entire lifecycle including inception, production, execution, renewal, termination, retention, storage (electronic and paper) and maintenance.
• Ensures that PEAs include appropriate provisions in compliance with UKP policy and approved templates (effectively recommending to UKP Administration the need for use of outside legal counsel.)
• Ensures that compensation, benefits and other PEA provisions offered are within UKP and department compensation plan guidelines and are properly documented, approved and communicated.
• Tracks contract renewals, providing monthly contract renewal reports, follow up and exception reports to UKP Administration, senior administrators, and other interested parties to ensure timely review of PEAs.
• Ensures that non-renewal notices are submitted timely.
• Develops, produces and maintains other analytics and reports for UKP Administration including, but not limited to: new hire and termination reports and other legally required reports, audit responses, Board requested reports, compensation survey analysis, etc.
• Develops and maintains positive, effective working relationships with teammates, internal clients and resources, and external parties to ensure effective collaboration on all analysis and reporting activities.
• Maintains and expands knowledge by proactively seeking self-directed & company sponsored training opportunities.
• Makes positive contributions to team and organization through ongoing collaboration with colleagues and internal clients.

JOB REQUIREMENTS

Required:

• Bachelor’s degree
• Experience analyzing and interpreting critical business documents; ability to develop and implement creative solutions for complex issues. Ability to manage multiple, complex projects.
• Excellent demonstrated organizational skills.

Preferred:

• Master’s degree (MHA, MBA) or JD
• Contracting experience strongly preferred.

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• Assist the team in the delivery of compensation services including evaluating jobs and job descriptions, developing salary offer recommendations, performing market assessments, reviewing internal pay equity, ensuring promotions are within guidelines, etc.
• Ensure timely response and follow up to internal client requests by gathering and providing information and coordinating with Compensation team members.
• Refer non-routine requests to the appropriate Compensation team members, ensuring timely response and follow up and escalating to leadership, where needed.
• Compile highly confidential, sensitive, and detailed information from the appropriate source to assist in resolving business issues, ensuring confidentiality and privacy is maintained.
• Develop compensation modeling and provides reporting support for the team, ensuring data integrity and completeness.
• Acts as primary contact for biweekly supplemental pay administration and processing, ensuring accurate and timely.
• Monitors Manager Self-Serve compensation actions and ensures accuracy of transactions within Workday.
• Support pre-planning and administration of compensation planning cycles (e.g., annual increases, 1290 PE, and KUNA union increases), including compiling key dates relevant to cycle, and testing and validating system functionality.
• Support salary survey participation through maintaining and updating benchmark job data and employee data within market pricing tool.
• Compile salary survey data evaluation of market trends for evaluation of salary budget, market competitiveness, salary structure movement, and total cash compensation levels.
• Develop and modify communications and/or executive presentations, ensuring quality and accuracy.

JOB REQUIREMENTS

Required:

• Bachelor’s Degree in related field required or equivalent experience
• Minimum of 2 years working in Human Resources
• Demonstrated experience utilizing Excel formulas and functions (e.g., Pivot Tables, VLOOKUP, IF statements, Group, Charts, etc.)

Preferred:

• Bachelor’s Degree in related field
• 2 years’ experience working with employee compensation programs in health care
• Demonstrated experience utilizing advanced Excel functions (e.g., Consolidate, Slicers, What If, etc.)

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Position Summary

The Marriott International Law Department services the Company's lodging business. The Corporate Legal Affairs Practice Group provides legal advice and counsel to the Company in the following areas: (1) Treasury and corporate finance, (2) mergers & acquisitions, investments and other corporate-level transactions, (3) SEC filings and securities law compliance and disclosure, (4) investor relations and corporate communications, (5) corporate governance, and (6) executive compensation. The Vice President & Senior Counsel, Executive Compensation will provide legal advice and counsel regarding executive compensation, equity compensation programs and related matters, as further discussed below. The position will also support related securities law compliance, reporting and disclosure, such as the Company’s annual proxy statement, Section 16 reporting, and insider trading policy monitoring and training.

The individual in this position will be required to make judgment calls and policy recommendations regarding the Company’s positions and provide feedback and guidance accordingly. This position reports to SVP, Corporate Legal Affairs.

The primary responsibilities of this attorney will be:

• Providing legal support for the design and administration of the Company’s executive compensation and equity compensation plans, including:
• Equity compensation program design and administration;
• Nonqualified and deferred compensation programs (e.g., SERPs, COLI, rabbi/secular trusts);
• Compensation-related tax, ERISA, securities law, state law and global compliance and disclosure (e.g., 409A; 162(m); FICA; proxy disclosure; CEO pay ratio);
• Severance plans and arrangements (global and domestic); and
• Global compensation and benefits programs (e.g., U.S. and TCN expatriate arrangements and retirement programs).
• Providing legal support for compensation-related governance matters, including advice and guidance in support of the Human Resources and Compensation Committee of the Board of Directors.

This attorney will also be responsible for the following:

• Providing advice and assistance regarding compensation, benefits and employment matters in M&A and capital markets transactions and hotel acquisitions and divestitures.
• Providing operational advice and general support to numerous departments and business units, including Human Resources, Corporate Accounting, Tax, Payroll, and Mergers and Acquisitions, in each case as relates to the substantive expertise described above.
• Participating in the development of legally sound policies and prograance audits.
• Consulting and collaborating with the Tax Department regarding compensation related matters affecting corporate taxes.
• Negotiating and drafting vendor services agreements for all of the above types of plans, programs and arrangements.
• Supporting Section 16 compliance and reporting.
• Supporting Company-wide insider trading policy compliance, monitoring and training efforts.
• Collaborating and partnering with both the attorneys and staff supporting Marriott Benefits & Employment matters and the attorneys and staff within the M&A, Finance, and Securities practice group.
• Other related duties as deemed necessary.

Successful candidates should possess experience, knowledge, and skills as follows:

• Excellent academic records with a law degree from a top law school.
• Minimum of 10 years of substantive and applicable experience in executive compensation and employee benefits.
• Active Bar membership.
• Strong competency in tax, ERISA, and U.S. securities law aspects of the above-described plans, programs and arrangements. Knowledge of international implications a plus.
• Ability to expeditiously identify and analyze issues and provide legally sound recommendations consistent with good business practices and reason.
• Superior interpersonal skills, and ability to interact effectively and work diplomatically with individuals at all levels, including senior management.
• Excellent conflict management skills, and ability to influence without coercion.
• Ability to act with discretion, tact and superior judgment in dealing with sensitive and confidential matters.
• Attention to detail and excellent oral and written communication skills, proven contract drafting and negotiating skills.
• Strong leadership skills, and the ability to think strategically both from a business and legal perspective.
• Ability to foster relationships and individual accountability across the organization.
• Ability to work independently and effectively with the Company’s management, peers, and other parties.

Overview:

Summary of Responsibilities:

Conducts research and analysis on compensation programs, policies and practices. Coordinates Western & Southern Financial Group (W&SFG) job evaluation program, ensuring positions are evaluated through market pricing and job evaluation programs. Conducts and participates in compensation surveys. Coordinates the preparation and distribution of the annual salary budgeting and planning processes. Provides guidance to Managers and HR Managers in the administration of W&SFG compensation programs. Works with some supervision and is responsible for making an established range of decisions, escalating to Manager when necessary. Updates Manager on a regular basis.

Position Responsibilities:

• 
  Administers position salary grade evaluation program by reviewing job descriptions, researching market data and obtaining additional information when necessary. Works with AVP, Compensation on more complex or unique job evaluations.

• Compiles W&SFG information on salaries and other compensation components in order to participate in local and national compensation surveys.

• Utilizing compensation policies and practices, recommends salary offers to AVP, Compensation for both internal and external hires.

• Assists in the preparation, distribution and finalization of the salary planning processes.

• Prepares monthly compensation reports, annual internal and external EEO-1 reports, and annual compensation statistics for use in analyzing compensation policies and practices.

• Creates ad-hoc, customized reports using ADP reporting and spreadsheet applications to aid in various compensation and Human Resources analysis efforts.

• Answers Agency compensation questions received from associates, including completion of requisite research.

• Exchanges information with Human Resources representatives of other local companies to keep management informed of industry trends, policies and practices.

• Participates in special assignments by conducting research, preparing reports and providing recommendations.

• Performs other duties as assigned by management.

Selection Criteria:

• 
  Demonstrated mathematical and analytical skills, including the ability to develop, analyze, interpret and project statistical information.

• Proven experience working independently and demonstrating initiative. Experience must include identifying, defining and resolving problems, and collecting or intepreting data to establish facts, draw valid conclusions and provide solutions to complex problems.

• Demonstrated strong attention to detail with excellent organizational skills. Must cite examples of organization and time management methods used to manage or prioritize workload demands.

• Proven experience handling and effectively resolving customer problems.

• Demonstrated experience maintaining a calm and professional demeanor when handling demanding situations.
  Demonstrated excellent verbal and written communication skills with ability to convey information, verbally and in writing, to internal and external customers in a clear, accurate, focused and concise manner. Demonstrated ability to document procedures and activities in a manner that is understandable to others and prepared using a prescribed format. Verbal and written communications must conform to proper rules of punctuation, grammar, diction and style.

Work Setting:

• 
  This position works in an office setting and remains in a stationary position for long periods of time while working at a desk, on a computer or with other standard office equipment, or while in meetings.

• Requires visual acuity to read a variety of correspondence, reports and forms, and to prepare and analyze data in an accurate, neat and thorough manner.

• Requires the ability to continuously make repetitive motions of the wrists, hands and/or fingers.

• Requires the ability to express or exchange accurate information orally.

• Frequently moves around the office to access file cabinets, office machinery, etc. While accessing file cabinets, frequently uses upper extremities to reach by extending hands and/or arms in any direction.

Educational Requirements:

• 
  Bachelor’s degree in human resources, business, accounting, finance or statistics preferred, or three or more years of professional experience in human resources, accounting, finance or compensation.

Computer Skills and Knowledge of Hardware & Software Required:

• 
  Excellent spreadsheet and HRIS database applications knowledge required.

Certifications & Licenses (i.e., Series 6 & 63, CPA, etc.):

• 
  None required.

Position Demands:

• 
  Extended hours required during peak workloads or special projects.

• Evaluates the organizations jobs, documenting responsibilities and requirements in job descriptions
• Conducts market analysis of company jobs to determine competitive positioning of the organizations pay programs
• Participates in annual compensation planning cycle
• Supports development and implementation of salary structure
• Supports annual budget planning process
• Partners with HRBPs to determine appropriate compensation for employees
• Participates in administration of annual performance management, incentive, or salary increase programs
• Presents data and analysis appropriate at all levels of the organization

• Analytical with strong project management, problem-solving and critical thinking skills.
• Strong client service skills; ability to establish and maintain effective working relationships.
• Collaborate with functional and technical staff, both internal and external, to achieve required results.
• Ability to prioritize and handle multiple tasks/projects simultaneously and be part of a team.
• A positive attitude and willingness to do what it takes to get the job done on time.

• A high level of proficiency with Microsoft Excel is required
• Experience in ERP/SaaS solutions (ADP Vantage, Lattice, iCIMs) is preferred

• Analytical with strong project management, problem-solving and critical thinking skills.

Lesley seeks a Benefits and Compensation Analyst, who will have the opportunity to help shape how we think strategically about our total rewards program. This position will play a key role in the implementation and administration of compensation and benefits plans across the University.

The selected individual, reporting directly to the Director of Human Resources, will partner with HR team members to build and document workflows and procedures for our benefits and compensation program; act as the program manager for all specialty benefit programs and conduct regular vendor reviews; support benefits inquiries, including disability filing and leave administration; leverage and utilize compensation and benefits survey data platforms to track market competitiveness and alignment with University goals; manage relationships with outside consultants and vendors; work cross functionally to collect and report data across all departments; and assist with employee communications regarding benefits and compensation updates or changes.

The successful candidate will have:

• A minimum of three years' experience working with benefits/compensation programs and analysis, previous experience in an HR function is preferred
• Exceptional organizational, verbal and written communication, analytical, critical thinking, collaboration, and project management skills
• Experience communicating with all levels within a university or organizational environment and with external consultants/vendors;
• Knowledge of various HRIS systems
• Demonstrated ability to be flexible and adaptable to meet the dynamic nature of the institution;
• Strong analytical skills and proven experience effectively using data and metrics to dictate processes/workflows
• Ability to manage multiple tasks with a strong attention to detail in a high-performing, fast-paced work environment with a sense of humor

• Conduct ongoing market pricing analysis to ensure market competitiveness as we grow (e.g. Radford, Mercer, ERI)
• Complete marking pricing analysis and develop recommendations to expand our compensation program internationally, factoring Discord's compensation philosophy, compliance, local pay practices and wage and hour laws
• Review and select benchmark surveys and analyze relevant market data, and develop recommendations for updates to job architecture, salary structures and bonus targets; propose salary increase budgets on a global basis
• Provide guidance on which roles are subject to FLSA exemptions
• Assess our current attrition and offer acceptance/declination rate metrics and perform yearly market competitive analyses to assess the effectiveness of our compensation program. Make appropriate recommendations
• Build compensation system and tools to support our semi-annual compensation review process
• Review new job requisitions and identify the appropriate compensation structure and range based on job matching to market surveys
• Create an approach to job descriptions by partnering with managers and consolidating all JD's into a centralized process
• Conduct a semi-annual pay analysis to ensure internal parity. Migrate the process as we scale to a statistical software, such as R or Stata, to conduct a regression analysis
• Special projects, such as a review and analysis of great compensation package practices and LTI taxation in international locations

• 5+ years of experience in compensation management, including an emphasis on global compensation administration across fixed and variable cash and equity compensation
• Experience with stock options, RSU's, and other equity offerings, building and running compensation programs and incentive-based plans
• Compensation experience with rapidly scaling technology companies, pre-IPO equity, mergers and acquisitions (M&A), and executive compensation
• An understanding of global compensation strategies
• Laser focus on large datasets to maintain accuracy and ability to summarize data to support our decisions
• Advanced experience in Excel and Google Sheets
• A love for analyzing. Including statistical analysis and modeling along with experience evaluating and managing online salary management tools
• Experience with R, Stata or other statistical software

• CCP or other relevant certification
• Experience in a pre-IPO environment

• Medical insurance including Health, Dental, Vision
• 18 paid holidays
• Unlimited sick days
• Parental Leave and fertility benefits
• Supported-employee clubs and Employee Resource Groups
• Commuter Contributions of $270 a month (pretax)
• Daily lunches and unlimited snacks
• Monthly gym and fitness stipend

Friends, coworkers, gamers, nerds, moms, dads, engineers, designers, marketers, support. Originally, we created Discord to help people come together around games. It's been amazing to watch it grow into what it is today - a place where millions of diverse communities exist and people connect with old friends and new. Diversity and inclusiveness are a critical part of how we get to what's next. We believe that with diversity comes a better product, better decisions, and a better work environment. As we continue to grow, our values keep us dedicated to building a company that is representative of the world we live and play in.

Discord is an equal opportunity employer committed to promoting an inclusive work environment free of discrimination and harassment. We value diversity, inclusion, and aim to provide a sense of belonging for everyone.

• Provides excellent customer service by responding timely to Financial Advisors and BOA requests with detailed information, guidance and support on standard and complex compensation issues involving the interpretation and application of branch compensation policies, guidelines, and procedures.
• Collaborate with the Compensation team and Talent Acquisition to ensure base pay competitiveness, and balance internal equity within the local pay structure.
• Understand labor market data and ensures that compensation remains competitive to attract, retain and motivate associates.
• Provides support and guidance to leaders and associates regarding compensation processes.
• Research and analyze data to determine appropriate salary levels
• Preparing compensation program metrics reports.
• Collaborating on system issues regarding program implementation and updates.
• Understand developments in federal and state wage and hour laws, competitor pay practices and general industry trends

• Bachelors degree in Human Resources, Finance, or related field preferred.
• Two to five years experience in the Compensation Analyst capacity preferred.
• Strong verbal communication and written communication skills needed
• Analytical and problem solving skills required.
• Good understanding of compensation practices as well as total rewards.
• Strong math and spreadsheet skills required.

• FORTUNE 2020 – Edward Jones was named No. 7 on the 2020 FORTUNE 100 Best Companies to Work For® list.
  • From FORTUNE ©2020 FORTUNE Media IP Limited. All rights reserved. Used under license. FORTUNE and FORTUNE 100 Best Companies to Work For are registered trademarks of Fortune Media IP Limited and are used under license. FORTUNE and Fortune Media IP Limited are not affiliated with, and do not endorse products or services of, Edward Jones Investments.
• Edward Jones Ranked No. 6 of the 100 best workplaces for millennials by Great Place to Work and FORTUNE Magazine.
• 2020 Corporate Equality Index – Edward Jones joins the ranks of 680 major U.S businesses that received top marks in the HRC Foundations 18th Annual Scorecard on LBGTQ Workplace Equality
• Edward Jones named a top company for training, ranking No. 25 on Training magazine's 2020 Training Top 125 list – the highest ranking among the financial-services industry!
• Financial services firm Edward Jones has been named one of the 2019 Best Workplaces for Parents by Great Place to Work and FORTUNE magazine. The firm ranked No. 5 on the list of 50 companies, up two spots from last year.
  • The Best Workplaces for Parents list is one of a series of rankings by Great Place to Work and FORTUNE based on employee feedback from Great Place to Work-Certified™ organizations. Edward Jones ranked No. 7 on the FORTUNE 100 Best Companies to Work for in 2019 list, the firm’s 20th appearance on the list. The firm also was ranked the No. 1 Best Workplace in Financial Services & Insurance and the No. 6 Best Workplace for Millennials by Great Place to Work and FORTUNE.

• High school diploma/GED and over 3 years of administrative experience required.
• Bachelor's degree in Human Resources, Business Administration or similar field of study preferred.
• 3 years of experience in benefits administration, compensation and/or leave management preferred.

• Demonstrated analytical skills required.
• Demonstrated problem-solving skills required.
• Strong verbal communication and listening skills required.
• Effective interpersonal skills required.
• Ability to work as part of a team required.
• Ability to maintain the strictest levels of confidentiality required.
• Service-oriented required.
• Self-directed required.
• Excellent organizational skills required.
• Ability to simultaneously handle multiple priorities required.
• Possesses familiarity with Microsoft Office (Word, Excel, PowerPoint, etc.) required.
• Competency in the use of a variety of computer hardware and software systems required.

About the role

As a member of our team, you will enhance the organization’s talent and culture by developing, implementing, and evaluating all North American compensation and benefits. You will be a key stakeholder for North American total rewards strategy.

The ideal candidate will have a solid background in compensation and benefits, including base compensation, short term and long term incentives, retirement plans and heath/ extended health benefits for both the United States and Canada. This is a fantastic opportunity for someone who has strong time management and self-accountability.

You'll be responsible for

• Manages the development, implementation and administration of compensation and benefit programs.
• Monitors the effectiveness of existing compensation and benefits practices and recommends changes that are cost-effective and consistent with compensation trends and corporate objectives.
• Provides advice to corporate staff on pay decisions, policy interpretations, and job evaluations.
• Designs creative solutions to specific compensation-related programs and incentive plans.
• Oversees the participation in salary surveys and monitors salary survey data to ensure corporate compensation objectives are achieved.
• Ensures compliance with province and federal, state and local compensation laws and regulations.
• Reviews and analyzes the benefits market in the US and Canada to determine employee needs, trends, regulations and practices, and develops competitive programs and services to meet company goals.
• Directs preparation and distribution of written and verbal information to inform employees of benefits programs such as insurance plans, pension plans, RRSP, 401(k), life and special employer-sponsored plans.
• Identifies and selects carriers and plans based on quotes, available benefits, and prior experience.
• Monitors administrators’ and insurance carriers’ reports to ensure the organization’s compliance with plan requirements.
• Ensures the organization’s and plans’ compliance with the applicable provisions of COBRA, HIPAA, and ERISA.
• Maintains knowledge of north american trends, developments, and best practices in compensation and benefits administration.

What you bring to the team

• 5+ years of experience with North American compensation and benefits practices.
• Experience with rapid and complex changing work environment
• Knowledge of all province, federal, state and local regulations and compliance requirements related to employee compensation.
• Strong analytical skills and ability to interpret and communicate data.
• Computer proficiency and technical aptitude with the ability to use g suite products
• Excellent time management skills and ability to plan and set priorities.
• Excellent verbal and written communication skills.
• Strong interpersonal skills in dealing with senior management.

• 3 - 5 years: North American Compensation and Benefits Management
• 5 - 7 years: North American Compensation and Benefits

• Management
• Communication
• Excel
• Analytical

• Manage salary survey data repository.
• Provide broad administrative support to Compensation Consultants.
• Perform job market pricing for clients.
• Assist with custom survey development, testing, and report generation.
• Prepare, print and bind client presentation materials.
• Develop formulas, data tables, and formatting within Microsoft Excel.
• Help create client materials in PowerPoint, MS Word, and similar applications.
• Travel with Consultants to client sites in support of presentations and workshops.
• Work with other internal departments in support of the Compensation practice.
• Maintain client information and assist in preparation of invoices.
• Other duties as assigned.

• Strong Excel skills and willing to develop further.
• Good attention to detail and solid math skills.
• Logical thought process and critical thinking.
• Ability to communicate concepts in a simple, straightforward manner.
• Interest in developing their skillset, specifically within the compensation consulting industry.
• Solid office skills such as printing, copying, word processing, email, binding, etc.
• Capability to thrive in a dynamic workplace that can include long hours and occasional weekends.

• Bachelor's Degree in Finance/Accounting, Business, or Human Resources preferred.
• 1-3 years of administrative experience in a professional office environment strongly preferred.
• Solid knowledge of Microsoft products (Word, Outlook, PowerPoint) with advanced knowledge of Excel, including advanced formatting and formula calculations.
• High aptitude for mathematical calculations including multiplication, division and percentages.
• Organizational and time management skills to prioritize heavy workloads to meet time sensitive deadlines.
• Demonstrated analytical and problem-solving skills, including research and investigation.
• Demonstrated ability to understand and execute oral and written instruction.
• Demonstrated interpersonal communication skills and ability to interact with employees at all levels of responsibility. Ability to communicate professionally with clients.
• Willingness and ability to expand knowledge and effectiveness in the compensation industry by successful completion of related classes and other training.
• Willingness to learn and use new systems, processes, and procedures as the Compensation Practice evolves.

Description

Find purpose in your career! Asbury Communities is a not-for-profit aging services organization that is completely focused on doing all the good we can for those we serve. When you join our family, you'll enjoy the personal fulfillment that comes from making a difference in someone's life each and every day. Asbury is honored to have earned certification as a Great Place to Work for three years in a row based on associate feedback to questions related to trust, culture, and the meaning they derive from their jobs.

Ensuring that we provide a safe and healthy environment for those who work and live at our communities is our highest priority. We are proud of the incredible work being done by our associates and grateful for the support we are receiving from our many residents and family members as we work through this pandemic together. We continue to aggressively work to minimize the risks of the COVID-19 virus for residents and associates in our communities.

Responsibilities:

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.
• Evaluates and implements job analysis instruments and materials.

Requirements:

• Bachelor’s degree in Human Resources or related field required.
• HR or compensation certification preferred
• One to three years of experience as a compensation analyst required.

Principle Duties and Responsibilities (Essential Functions)

• Manage Department staff and vendors.
• Plan and manage the implementation and administration of the medical, dental, vision, life insurance, disability, Flexible Spending, voluntary plans, COBRA and Employee Assistance program.
• Manage the administration, compliance and funding of the Company’s defined contribution plan including coordination of non-discrimination testing.
• Provide comprehensive benefit communication materials and service to promote recognition, value and optimum utilization of the Company’s benefit plans.
• Develop and maintain benefit plan cost and claims experience history to assist in annual benefit cost projections and budgeting.
• Develop and engage in annual renewal strategies and carrier/vendor contract renewal negotiations.
• Assure benefit plan compliance including annual 5500 reporting, Plan documents, and Summary Plan Descriptions and Company policies.
• Monitor and analyze current trends in benefit practices, costs and plan designs, develop and present recommendations to management.
• Manage the selection of vendors and subsequent relationships with plan carriers, administrators, brokers and consultants.
• Communicate and conduct process for annual open enrollment.
• Manage the administration and compliance of the Company’s insured and monopolistic state Worker’s Compensation programs.

• Responsible for Compensation programs, both Home Office and Field.
• Ensure compliance with FLSA/ADA/DOL and State and local regulations.
• Write, evaluate, benchmark, and market value position descriptions.
• Evaluate industry salary surveys annually and make recommendations on any appropriate wage adjustments.
• Implement, drive and develop Incentive Plans.
• Assume additional responsibilities and performs special projects as needed.

• Manage employee data and processes to ensure compliance with benefit plans regarding employee status, holiday pay, administrative terminations, etc.
• Maintain Benefit Plans in Lawson.
• Oversee I-9 and E-Verify compliance.
• Oversee unemployment process and employment verification via third-party administrator.
• Analyze/create position and job control within the Lawson System ensuring data integrity.
• Responsible for applicant tracking/on-boarding system; Lawson HRIS system.
• Manage HR report writing function. Design ad-hoc reports and complete Government filings as required. Provide the data and analysis in support of HR leadership and initiatives.
• Oversee the set up and maintenance of Teammate specific data within the Lawson Payroll/HRIS.
• Collaborate with internal and external legal resources to mitigate risk in matters of compliance and potential litigation.
• Provide counsel to HR staff, management, Teammates on benefits and related policies, practices and compliance.

• Business acumen.
• Functional and technical skills to do the job at a high level of accomplishment, including mathematic skills, PC skills, and Excel.
• Bright and intelligent; deals with concepts and complexity comfortably.
• Effectively copes with change; acts without having the total picture; comfortably handles risk.
• Is objective in all matters; maintains neutrality when dealing with confidential information; allows facts to be the determining factor.
• Widely trusted; keeps information confidential.
• Can orchestrate multiple activities at once to accomplish a goal; uses resources effectively and efficiently; gets more done in less time than others; detail oriented.
• Establishes clear directions; clear communicator; brings out the best in people.
• Addresses performance opportunity of direct reports in a timely manner; uses good judgment when difficult decisions are necessary.
• Pursues everything with energy, drive and a need to finish, especially in the face of resistance or setbacks.
• Can deal comfortably with senior managers without undue tension and nervousness; can craft approaches likely to be seen as appropriate and positive.
• Can be counted on to hold things together during tough times; can handle stress; doesn’t show frustration when resisted or blocked.
• Relates well and motivates all types of direct reports; someone for which people like to work.

• Bachelor’s Degree in Business, Human Resources, Psychology or a related field
• Minimum 5-7 years in HR Management including specific Compensation and Benefits experience
• Previous staff supervisory experience
• Minimum 5-7 years of experience working with HRIS systems
• Prior experience working with Lawson HRIS system preferred
• Excellent verbal/written communication skills
• CEBS, CCP and/or SPHR, SHRM-SCP preferred

• Provides counsel and compliance assistance to assigned divisions
• Conducts external market placement studies including analysis of hiring matrix strategies.
• Prepares and completes annual wage and salary increase budget proposals.
• Prepares responses to various national, regional and local salary surveys conducted by professional firms, trade associations or ad hoc by request or based on company need.
• Ensures internal equity is reviewed, achieved, and maintained through the management of the job description evaluation and classification process.
• Utilizes job content questionnaires and conducts interviews with incumbents and their management to determine job content accuracy and responsibilities when necessary.
• Conducts and guides job evaluation procedures necessary to grade new positions or regrade existing positions. Is alert to position rankings and maintains internal and external equity with comparable positions. Communicates results of job evaluation to appropriate management.
• Works closely with Employment, Human Resources and Shared Services staff by providing salary guidance on job offers and changes.
• Accesses the HRIS to update employee information and create and generate required and requested reports.
• Keeps abreast of developments in the field through participation in seminars, workshops, training programs and, as necessary, independent study. Must remain informed regarding current job evaluation techniques and make periodic recommendations to enhance or update the process.
• Works with HRIS team on process improvements as well as resolution to outstanding system issues.
• Listens objectively and offers suggestions and alternatives to the customer’s request for compensation review.
• Determines customer service requirements by maintaining contact with customers and HR Partners.
• Provides advice and support to management and HR Partners in all employee compensation matters.
• Consistently demonstrates high standards of integrity by supporting the Lifetime Healthcare Companies’ mission and values and adhering to the Corporate Code of Conduct.
• Maintains high regard for member privacy in accordance with the corporate privacy policies and procedures.
• Regular and reliable attendance is expected and required.
• Performs other functions as assigned by management.

• Creates targeted position surveys to determine competitive pay levels in the marketplace.
• Proactively designs hiring matrix strategies. Works in conjunction with Talent Acquisition to develop matrices to assist in gaining the competitive edge in recruiting and retaining qualified talent.
• Designs and administers all salary, performance appraisal, and incentive processes and programs.
• Receives, reviews, audits and processes salary increase recommendations. May conduct training on process for new management.
• Handles all evaluations and analyses independently and with limited supervision.
• Acts as a dedicated business partner to functional area of the organization. Works closely with the management of the functional area and in so doing, becomes an expert at the organizational structure and jobs within that division.
• Meets with management from other departments/divisions to discuss reorganization rationale and alternatives
• Manages the salary survey participation and data review process through creation and maintenance of automated survey database. Consults with assigned compensation analyst on job matches, as well as proactive data review of results, producing statistically significant results for review.
• Maintains knowledge and is subject matter expert on laws relevant to compensation practices and policies, and assists in the design of alternative reward programs and provides recommendations on corporate salary increase and promotion budgets.
• Provides consultative expertise and guidance to HR Business Partners, Talent Acquisition staff, as well as, business management throughout the organization.
• Acts as a key participant in divisional and company initiatives.
• Provides ad hoc reporting support to other areas as needed.
• High level of visibility throughout division and organization.
• Develops, maintains and monitors the databases for actuarial exam bonuses, physician and mid-level provider incentives, sales insurance licenses, and sales/departmental incentive awards.
• Processes the awards in a timely fashion, notifies recipients or management of payout dates, audits and submits files to appropriate party to be administered and ensure payouts are made on predetermined dates.

• Designs, develops and monitors ad hoc and complex reports in support of regulatory audits, process improvements, and creates and analyzes comparative statistical reports for all compensation activities to determine internal trends.
• In absence of the Director, reviews, approves and documents requested exceptions to current pay practices.
• Proactively takes on projects and processes that will improve Compensation Team functionality or add value to the areas that Compensation supports.
• Analyzes workflows, recommends and implements automated solutions and enhancements to processes.
• Takes on high level technical and complex issues with limited oversight.
• Manages the development and implementation activities on specific projects within the department.
• Designs, develops and monitors, with the assistance of HRIS, ad hoc and complex data reports in support of the compensation functions.
• Coordinates testing and implementation plans for the Compensation and HRIS teams.
• Coordinates the review of test results to ensure compliance with process specifications and software releases.

• Bachelor’s level education in related area required; degree focus in Human Resources or Business Administration is strongly desired.
• Prior experience in administering compensation practices including conducting job analysis and job evaluation is desired.
• Demonstrated analytical and project management skills is essential.
• Must possess strong written and verbal communication skills and be capable of establishing effective relationships with all levels of internal staff and outside professionals.
• Exposure to HRIS database systems and report generation packages.
• A working knowledge of Microsoft Office applications is required. Expertise in excel and access is critical to this job.
• Understanding of legal and regulatory environment that impacts compensation (i.e. Fair Labor Standards Act, Minimum Wage, etc.).
• Strong attention to detail and strong principles of data integrity is essential.
• Must be able to work independently and handle confidential information with discretion.
• Designation of or progress toward Certified Compensation Professional (CCP) designation preferred.

• Minimum of five years of compensation analysis experience.
• Ability to work independently and meet with management from functional business areas on their own.
• Able to take ownership on functional area of Compensation: i.e. Salary administration, surveys, FLSA, Commissions, etc.
• Strong presentation skills.
• Very comfortable operating and interfacing with management and employees at all levels.

• Minimum of seven years of compensation analysis and program development experience.
• Prior experience in compensation administration, HRIS, or information technology supporting Human Resources is required.
• Master’s Degree in Human Resources or Business Administration is preferred.
• Strong diplomatic skills and the ability to create understanding and agreement between different parties with differing agendas.
• Strong technical expertise such that the incumbent can support HRIS or is able to conduct high levels of analysis that require complex methodologies.
• Advanced knowledge of structured analysis and design with special emphasis in project management, user relations, and data gathering techniques strongly preferred.
• Expertise in project planning, project management, problem analysis, and system life cycle activities.
• Knowledgeable in database normalization techniques, data management techniques and intermediate database warehouse knowledge.
• Demonstrated aptitude in HRIS database systems and report generation packages

• Provides counsel and compliance assistance to assigned divisions
• Conducts external market placement studies including analysis of hiring matrix strategies.
• Prepares and completes annual wage and salary increase budget proposals.
• Prepares responses to various national, regional and local salary surveys conducted by professional firms, trade associations or ad hoc by request or based on company need.
• Ensures internal equity is reviewed, achieved, and maintained through the management of the job description evaluation and classification process.
• Utilizes job content questionnaires and conducts interviews with incumbents and their management to determine job content accuracy and responsibilities when necessary.
• Conducts and guides job evaluation procedures necessary to grade new positions or regrade existing positions. Is alert to position rankings and maintains internal and external equity with comparable positions. Communicates results of job evaluation to appropriate management.
• Works closely with Employment, Human Resources and Shared Services staff by providing salary guidance on job offers and changes.
• Accesses the HRIS to update employee information and create and generate required and requested reports.
• Keeps abreast of developments in the field through participation in seminars, workshops, training programs and, as necessary, independent study. Must remain informed regarding current job evaluation techniques and make periodic recommendations to enhance or update the process.
• Works with HRIS team on process improvements as well as resolution to outstanding system issues.
• Listens objectively and offers suggestions and alternatives to the customer’s request for compensation review.
• Determines customer service requirements by maintaining contact with customers and HR Partners.
• Provides advice and support to management and HR Partners in all employee compensation matters.
• Consistently demonstrates high standards of integrity by supporting the Lifetime Healthcare Companies’ mission and values and adhering to the Corporate Code of Conduct.
• Maintains high regard for member privacy in accordance with the corporate privacy policies and procedures.
• Regular and reliable attendance is expected and required.
• Performs other functions as assigned by management.

• Creates targeted position surveys to determine competitive pay levels in the marketplace.
• Proactively designs hiring matrix strategies. Works in conjunction with Talent Acquisition to develop matrices to assist in gaining the competitive edge in recruiting and retaining qualified talent.
• Designs and administers all salary, performance appraisal, and incentive processes and programs.
• Receives, reviews, audits and processes salary increase recommendations. May conduct training on process for new management.
• Handles all evaluations and analyses independently and with limited supervision.
• Acts as a dedicated business partner to functional area of the organization. Works closely with the management of the functional area and in so doing, becomes an expert at the organizational structure and jobs within that division.
• Meets with management from other departments/divisions to discuss reorganization rationale and alternatives
• Manages the salary survey participation and data review process through creation and maintenance of automated survey database. Consults with assigned compensation analyst on job matches, as well as proactive data review of results, producing statistically significant results for review.
• Maintains knowledge and is subject matter expert on laws relevant to compensation practices and policies, and assists in the design of alternative reward programs and provides recommendations on corporate salary increase and promotion budgets.
• Provides consultative expertise and guidance to HR Business Partners, Talent Acquisition staff, as well as, business management throughout the organization.
• Acts as a key participant in divisional and company initiatives.
• Provides ad hoc reporting support to other areas as needed.
• High level of visibility throughout division and organization.
• Develops, maintains and monitors the databases for actuarial exam bonuses, physician and mid-level provider incentives, sales insurance licenses, and sales/departmental incentive awards.
• Processes the awards in a timely fashion, notifies recipients or management of payout dates, audits and submits files to appropriate party to be administered and ensure payouts are made on predetermined dates.

• Designs, develops and monitors ad hoc and complex reports in support of regulatory audits, process improvements, and creates and analyzes comparative statistical reports for all compensation activities to determine internal trends.
• In absence of the Director, reviews, approves and documents requested exceptions to current pay practices.
• Proactively takes on projects and processes that will improve Compensation Team functionality or add value to the areas that Compensation supports.
• Analyzes workflows, recommends and implements automated solutions and enhancements to processes.
• Takes on high level technical and complex issues with limited oversight.
• Manages the development and implementation activities on specific projects within the department.
• Designs, develops and monitors, with the assistance of HRIS, ad hoc and complex data reports in support of the compensation functions.
• Coordinates testing and implementation plans for the Compensation and HRIS teams.
• Coordinates the review of test results to ensure compliance with process specifications and software releases.

• Bachelor’s level education in related area required; degree focus in Human Resources or Business Administration is strongly desired.
• Prior experience in administering compensation practices including conducting job analysis and job evaluation is desired.
• Demonstrated analytical and project management skills is essential.
• Must possess strong written and verbal communication skills and be capable of establishing effective relationships with all levels of internal staff and outside professionals.
• Exposure to HRIS database systems and report generation packages.
• A working knowledge of Microsoft Office applications is required. Expertise in excel and access is critical to this job.
• Understanding of legal and regulatory environment that impacts compensation (i.e. Fair Labor Standards Act, Minimum Wage, etc.).
• Strong attention to detail and strong principles of data integrity is essential.
• Must be able to work independently and handle confidential information with discretion.
• Designation of or progress toward Certified Compensation Professional (CCP) designation preferred.

• Minimum of five years of compensation analysis experience.
• Ability to work independently and meet with management from functional business areas on their own.
• Able to take ownership on functional area of Compensation: i.e. Salary administration, surveys, FLSA, Commissions, etc.
• Strong presentation skills.
• Very comfortable operating and interfacing with management and employees at all levels.

• Minimum of seven years of compensation analysis and program development experience.
• Prior experience in compensation administration, HRIS, or information technology supporting Human Resources is required.
• Master’s Degree in Human Resources or Business Administration is preferred.
• Strong diplomatic skills and the ability to create understanding and agreement between different parties with differing agendas.
• Strong technical expertise such that the incumbent can support HRIS or is able to conduct high levels of analysis that require complex methodologies.
• Advanced knowledge of structured analysis and design with special emphasis in project management, user relations, and data gathering techniques strongly preferred.
• Expertise in project planning, project management, problem analysis, and system life cycle activities.
• Knowledgeable in database normalization techniques, data management techniques and intermediate database warehouse knowledge.
• Demonstrated aptitude in HRIS database systems and report generation packages

Manager, Doctor Compensation

EyeCare Partners is currently seeking a Manager of Doctor Compensation to be a trusted member of the EyeCare Partners accounting and finance team. This position is part of the Gross Profit team within Finance, which includes subject matter experts over physician productivity calculations and works closely with our Payroll and Operations Leadership. This team is responsible for calculating and recording productivity compensation for physicians in all lines of business. This position will lead and develop the Doctor Compensation team, conduct onboarding presentations to each new physician upon acquisition, review the monthly productivity calculation and develop scalable processes to ensure efficiency and accuracy of physician's compensation.

Responsibilities:

• Lead, support and develop Doctor Compensation team
• Meet the physician's needs by overseeing monthly results reported directly to each doctor and ensuring all questions sent to the doctor compensation email box are addressed and answered timely
• Work closely with Mergers & Acquisition, Payroll, Legal and Corporate Leadership when contractual interpretation questions arise
• Lead the doctor compensation onboarding presentation to each new acquired physician. Provide full transparency on how the physician will be compensated under their ECP contract
• Oversee completeness and accuracy verifications for all ECP physician's gross pay as the subject matter expert, provide insight into data that is currently used and available for productivity calculations, including drug unit usage and costs
• Review productivity calculations to ensure each follows that of the physician's unique contract
• Drive the Doctor Compensation team's analysis of month over month material changes
• Review account reconciliations
• Improve current processes by leveraging Alteryx or other tools
• Special Projects: assist consultants with necessary information as needed

Requirements:

• Bachelor's Degree in Accounting or equivalent experience
• CPA certification is a plus
• 4-6 years relevant experience in corporate accounting with management experience
• Highly skilled excel skills as well as knowledge of ERP/ PM systems
• Strong analytical and problem solving skills and sound judgment
• Excellent communication (written and verbal) skills, customer service and organizational skills.
• Strong organization and time management skills/ ability to continually prioritize workload and respond to top priorities with a sense of urgency
• Detailed- oriented with ambition and ability to problem solve
• Excellent work habits, including a willingness to work the hours necessary to complete a task or project, especially when important deadlines cause greater than normal departmental pressure

The Company:

EyeCare Partners (ECP) is the largest vertically integrated medical vision services provider in the US. Founded in 2015 and headquartered in St. Louis, Missouri, ECP has an extensive network of full-scope medical optometry and ophthalmology practices, with over 450 locations across 16 states throughout the US. ECP employs over more than 500 optometrists and 85 ophthalmologists who, together with over a 4,400 member experienced clinic staff, offer patients end-to-end services covering medical optometry, ophthalmology and sub-specialties, and vision correction products. EyeCare Partners's model provides an integrated network of medical and support services that cover the entire lifecycle of a patient's eye care needs, which results in increased patient and physician satisfaction and retention.

The company is backed by Partners Group, one of the largest private markets investment managers in the world, since the first quarter of 2020. Visit http://www.eyecare-partners.com to learn more.

Physical Requirements:

While performing the duties of this job, the employee is regularly required to talk and hear. The employee is occasionally required to stoop, kneel, crouch or crawl. The employee must frequently lift and/or move up to 10 pounds.

Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.

We strive to make our career opportunities accessible to all applicants. EyeCare Partners is an equal opportunity/affirmative action employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status. If you need assistance with this application, please contact (636) 227-2600.

E-Verify Employer
Please do not contact the office directly – only resumes submitted through this website will be considered.

Position Summary

Do you want to make a significant impact? Do you want to help shape the future of True Value Company compensation practices? True Value has a Sr. Compensation Analyst role in which you utilize your experience and expertise to ensure our competitiveness in the global marketplace.

The Sr. Compensation Analyst position is responsible for conducting and participating in salary surveys and benchmarking projects, writing and evaluating position descriptions, conducting competitive analysis, and assisting in the administration of non-executive compensation programs.

Revolutionize Wholesale and join a high performing Human Resources team. We are a dynamic team committed to driving True Value’s aggressive growth as the only nationally branded hardlines wholesaler that celebrates independent retailers.

Our culture:

• Embraces personal and professional development

• Values diverse perspectives

• Provides competitive compensation

• Committed to volunteerism and community outreach

Your Value = Our Value. True Value.

Position Description

Job Duties and Responsibilities (in order of importance):

• Conducts various annual pay reviews; produces metrics on performance distribution, percent in range, merit movement, position in range, salary growth and other metrics and analysis as needed. Assists in the development of recommendations for new ranges and merit matrices as indicated by statistics and company strategic and financial plans. Documents and evaluates positions. Analyzes market data and current market position and makes recommendations for changes to ensure continued market competitiveness and internal equity.
• Works with managers and HR generalists to develop and evaluate (benchmark) non-exempt and exempt positions across the company.
• Obtains data and runs both standard and ad hoc reports on a monthly, quarterly and as needed basis. Identifies ways to measure HR and organizational effectiveness.
• Assists on the technical end of various compensation projects to review base pay, incentives, merit, pay adjustments and other compensation related topics. May be required to deliver training on a small scale to managers and supervisors.
• Works with Compensation team on a variety of projects including program design, budgeting and implementation and providing analytical support of these projects.
• Assists in developing, codifying and updating compensation related procedures, training policies and guidelines.

Position Qualifications

Work Experience:

• Five to seven years of related experience required
• Proficient in Excel (Macros), Powerpoint, solid grasp of analytics, metrics, data and statistics
• Certified Compensation Professional is preferred
• Experienced with Payfactors or Ulti-pro

Education:

• Bachelor’s degree or equivalent work experience

• Manages day-to-day base pay issues for the Behavioral Health Division. Provides guidance to operations staff and leaders as required
• Conducts market research, program design, financial analysis, budgeting and implementation support of new pay programs
• Documents job duties for hospital and field positions as well as research, evaluate and recommend job grades for current and/or new positions
• Responds to and completes information necessary for salary surveys for UHS corporate. Evaluates and provides recommendations for new survey sources as they become available
• Serves as lead analyst for major division projects in collaboration with Compensation Director and Division HRD. Participates in HRD orientation meetings. Provides technical leadership to Coordinators/Analysts within the department
• Assists with the planning and implementation of HRIS projects in Lawson related to compensation issues. Assists Director with implementation of new software applications. Serves as subject matter contributor and/or system administrator for compensation related software applications

• Strong compensation knowledge required including state and federal laws applying to company compensation programs. Specific knowledge of healthcare jobs preferred
• Strong problem solving, communication and presentation skills
• Superior MS Office skills including Word, Excel, Access and PowerPoint in addition to HRIS experience with Lawson or another major HRIS product
• Travel connected with projects for field locations will be necessary (0-10%)

Make Next Happen Now. For more than 35 years, Silicon Valley Bank (SVB) has helped innovative companies and their investors move bold ideas forward, fast. SVB provides targeted financial services and expertise through its offices in innovation centers around the world. With commercial, international and private banking services, SVB helps address the unique needs of innovators. Silicon Valley Bank serves innovative companies and their investors around the world, from life science to healthcare, venture capital to private equity, and tech to non-profit. SVB banks half of all venture-backed companies in the U.S. and is one of the fastest-growing companies in the world. By providing innovative banking products with an entrepreneurial spirit and supporting community causes that align with its values, SVB fosters innovation all over the globe.

As the Executive Compensation Advisor, you report into the Senior Manager of Executive Compensation. Your primary focus will be to provide support in the design, implementation and administration of executive and equity compensation programs; with extensive involvement in the preparation of materials being presented to senior management and SVB’s Compensation Committee of the Board. You are comfortable with the iterative nature of developing presentations under tight timelines while delivering exceptionally high quality of work. You are a proactive problem solver adept at achieving results in a team-oriented and collaborative environment, while also able to work independently.

Key Responsibilities

• Prepare compensation-related proxy tables and assist with the preparation of the Compensation Discussion & Analyst (CD&A) for inclusion in the annual proxy statement;
• Support preparation of deliverables for Compensation Committee meetings and respond to ad-hoc requests from Senior Management or Compensation Committee Chair;
• Support year-end equity recommendation process and prepare/process equity awards for quarterly Board Committee approval and grant;
• Maintain equity and executive compensation structures and data in Workday, and prepare communications for program participants;
• Forecast and model potential plan design changes and their impact on executive and equity compensation;
• Administer nonqualified Deferred Compensation Plan, interacting with third-party recordkeeper to ensure the plan is operating in compliance with the plan document and Section 409A rules;
• Support broad-based compensation programs on an intermittent basis;
• Help ensure programs are competitive, balanced, achieve desired behaviors and results that are closely aligned to the SVB’s business strategies;
• Team with HR leaders and external consulting partners to validate the effectiveness of plans ensuring: market competitiveness, enterprise/business objectives are achieved, ability to attract/reward/retain top talent

#LI-105560253_CL1

• Experience working in the executive or broad based, and equity compensation field from a design, implementation, administration, governance and compliance perspective;
• Background in financial services is not necessary;
• Knowledge of current market trends and practices within other industries would be ideal;
• Successful track record delivering high quality, accurate and timely work;
• Bachelor’s Degree is required, advanced degree preferable;
• Experience administering compensation programs using Workday is preferable.

Professional Approach and Competencies

• Ability to balance competing priorities/projects with the ability to adapt to the changing needs of the business while meeting deadlines and providing high quality work and service level;
• Obsessed with accuracy; strong attention to the details;
• Distinctive written and verbal communication abilities;
• Ability to multi-task, establish priorities and work independently;
• Strong analytical, problem solving and decision making skills;
• Ability to analyze and interpret quantitative and qualitative data;
• Strong project and time management skills;
• Willingness (and enjoyment) to take a “hands-on, roll-up-your-sleeves” approach to everything from creating complex spreadsheets to analytics;

Knowledge Base

• Broad business and financial acumen and corporate governance standards;
• Knowledge of finance, tax, and accounting standard practices;
• Annual benchmarking and pay recommendations for Section 16 Officers;
• Preparing materials for the Board’s Compensation Committee;
• Preparing the proxy and CD&A;
• Administering a Deferred Compensation Plan (Section 409A);
• Demonstrated ability to frame and collaboratively solve complex problems through quantitative and qualitative analysis;
• Ability to understand and relate to multiple stakeholders from various disciplines (e.g., Legal, Stock, Accounting, Finance, Tax, Benefits, Retirement, etc.);
• Strong project management and prioritization skills with ability to manage multiple processes concurrently in a fast-paced environment with extremely high attention to detail;
• Proficient in Microsoft Office (PowerPoint, Word, Excel, Outlook).

• Analysis / Reporting: Analyze large amounts of data to drive findings and insights in client engagements.
• Consulting: Prepare consulting presentations and analyses (under direction) geared toward delivering insights to clients on their compensation objectives.
• Survey Relationship Manager: Serve as the point person for clients with respect to McLagan’s Regional & Community Banking Compensation Survey. Assist clients with data collection to ensure accurate submissions as well as helping clients understand and utilize results.

• 0-3 years of relevant experience as a data analyst supporting HR professionals, consultant, or financial analyst.
• An interest in compensation consulting and financial services / consulting services is essential.
• Advanced proficiency in MS Excel (chart/graph creation, lookups, array formulae, nested ifs, pivot tables, etc.) and MS PowerPoint (creating smart and professional presentations with commentary) is required.
• Successful candidates will be self-starters with the ability to learn and work independently and as part of a team on several projects.
• Excellent written and oral communication skills. Attentive note-taker. Fast learner.
• Strong analytical skills. Creative innovation and proactive problem-solving skills.
• Careful attention to detail.
• Self-confidence and humility.
• Ability to manage multiple time sensitive tasks and aptitude to “manage up”.

• Experience in financial services / consulting services is desirable.

Infosys is seeking an experienced Oracle HCM Cloud - Talent and Compensation Functional Consultant As a Consultant, you will be a key player in the consulting team that helps discover and define the problem statement, evaluates the solution options and makes recommendations. You will create detailed design, architecture and process artifacts and implement the deployment plan. You will also support knowledge transfer with the objective of providing value-adding consulting solutions that enable our clients to meet the changing needs of the global landscape.

Required Qualifications:

• Bachelor’s degree or foreign equivalent required from an accredited institution. Will also consider three years of progressive experience in the specialty in lieu of every year of education.
• Candidate must be located within commuting distance of New York, NY, or be willing to relocate to the area. This position may require travel.
• U.S. citizens and those authorized to work in the U.S. are encouraged to apply. We are not able to sponsor at this time
• At least 4 years of experience in Oracle HCM Cloud HCM (Core HR, Compensation, Talent Management/Oracle Recruit Cloud, Compensation and Benefits) including HDL, HCM Extract, BI reporting, Fast Formulae
• Knowledge and experience with full SDLC lifecycle
• At least 2 years of experience in guiding / mentoring offshore team
  

Preferred Qualifications:

• At least 4 years of experience in software development life cycle.
• At least 4 years of experience in Oracle HCM Cloud HCM (Core HR, Compensation, Talent Management/Oracle Recruit Cloud, Benefits) including HDL, HCM Extract, BI reporting, Fast Formulae.
• Any of 2 modules functional knowledge is required.
• Rich hands on experience in BI Reporting, HCM extracts and Fast Formulae.
• Drive the requirement workshops and CRP sessions for the customer. Perform FIT/GAP, map the customer business requirements to HCM Cloud, design and configuration.
• Candidate should be proficient in all the delivered HCM processes and reports, suggest best practices.
• Experience and desire to work in a Global delivery environment
• Communication and Analytical skills

The job entails sitting as well as working at a computer for extended periods of time. Should be able to communicate by telephone, email or face to face. Travel may be required as per the job requirements.

About Us

Infosys is a global leader in next-generation digital services and consulting. We enable clients in 46 countries to navigate their digital transformation.

With over three decades of experience in managing the systems and workings of global enterprises, we expertly steer our clients through their digital journey. We do it by enabling the enterprise with an AI-powered core that helps prioritize the execution of change. We also empower the business with agile digital at scale to deliver unprecedented levels of performance and customer delight. Our always-on learning agenda drives their continuous improvement through building and transferring digital skills, expertise, and ideas from our innovation ecosystem.
To learn more about Infosys and see our ideas in action please visit us at www.Infosys.com

EOE/Minority/Female/Veteran/Disabled/Sexual Orientation/Gender Identity/National Origin

Consultant, Compensation

When everything's connected, how we connect is everything.. . and we'd like to connect with you too! We are looking for you to help us deliver amazing employee experiences as a Compensation Consultant with TTEC.

About TTEC

We help global brands provide a great experience to their customers, build customer loyalty, and grow their business. We were founded on one guiding principle: customer experiences that are simple, inspired, and more human deliver lasting value for everyone. Your role brings that principle to life.

Our Total Rewards team brings significant value and contribution to our company by developing health & welfare, wellness, and compensation programs that enable TTEC (formerly TeleTech) to effectively attract, retain, and motivate the very best talent.

What you'll be doing:

The Compensation Consultant will be instrumental in the execution, administration, and delivery of multiple pay programs including variable/incentive pay, executive compensation, and sales compensation. This department is responsible for the development of a comprehensive total rewards strategy that aligns employee rewards with results that support TTEC (formerly TeleTech)'s strategic business objectives. The total rewards strategy and programs will enable the company to attract, reward, and retain top talent globally.

What you'll bring to us:

• Execute the global compensation department's overall strategy as it relates to variable pay.
• Designs communication tools to ensure understanding of various compensation plans.
• Respond to management requests for analysis of various pay program competitiveness
• Resource for information, problem solving, and communication to internal customers as it relates to variable pay programs.
• Assist with interpreting, creating and communicating compensation policies to employees at various levels of the organization
• Assist in the development and administration of variable pay policy
• Administer incentive pay programs including annual reviews, bonus programs, commissions, and short incentive plans

What skills you'll need:

• 6+ years' of increasingly responsible experience in corporate compensation including a strong knowledge of variable pay and/or sales compensation
• BA/BS in Human Resources, Finance or other comparable degree, or equivalent experience.
• Advanced knowledge of Excel (pivot tables, VLookUp, etc), Word and Powerpoint
• Ability to partner with internal and external resources to ensure timely solutions
• Ability to gauge effectiveness of the organization's variable compensation programs effectively utilizing data and translating analysis into actionable insights, strategies and financial plans.
• Experience in compensation plan designs and implementation including short term, long term, and executive compensation.
• Goal-oriented and possesses the ability to prioritize on a consistent basis in an ever-changing environment.

Why TTEC? What We Offer:

When you join TTEC, you become part of the family. Because we want to see you succeed and thrive, we offer benefits and perks such as the below to support your quality of life, goals, and future needs:

Be Financially Sound

We want you to reach your personal and professional goals and offer financial benefits such as: Health and flexible spending accounts

• Retirement plans

• Tuition reimbursement programs

• Financial wellness program

Be Developed
We believe in investing in our people and their career development, which is why we offer a variety of courses and programs that enable you to develop new skills and gain new insights such as:

• Mentorship programs

• Our Women in Leadership program connects employees globally with learning, networking and mentoring opportunities

• Professional development courses in TTEC University

• Scholarship program and tuition reimbursement

• Visibility in our global career pathing and internal mobility opportunities

Be Healthy
We support healthy living and have the tools and resources to help you such as:

• It's Ok, We're All Human wellness program

• Wellness incentives

• Company health and wellness programs

• Dedicated health and wellness navigators and employee assistance programs

• Generous paid time off and other leave of absence programs

Be the Difference

You'll have the opportunity to make a positive impact in your community:

• Through our employee-driven global grant program, you'll have the unique opportunity to apply for a grant focused on helping a local educational organization in your community

• Our team helps fundraise and volunteer their time in their communities

And since this role will eventually be back at HQ, you'll also experience:

• Onsite Cafeteria, fitness center, dry cleaning, postal services, covered parking
• Access to local discounts in Denver for services and entertainment venues
• Social activities including Boo at HQ, social hours, take your kids to work day, holiday luncheons & patio grill summer concert series

If you're a military veteran, active duty guard or reserves, or a military spouse:

We value your experience and believe you're prepared and battlefield-ready in the civilian world to take on TTEC's most innovative and challenging projects. Your hands-on experience with globalization means you're prepared to interact with our clients and employees around the world. Overcoming adversity and adapting to change has prepared you to execute in our dynamic environment. We are looking for team members where leadership is baked in from Day One. Where innovation and disruption are part of your DNA. We know that no job is as important as serving one's country, but we hope you'll find delivering amazing customer experiences to be another purpose worth serving!

For more information about TTEC, visit ttecjobs.com or search #ExperienceTTEC throughout social media to engage in the global conversation.

As a condition of employment, TTEC requires all employees hired in the United States to successfully pass a background check, and, depending on the location and client program, to successfully pass a drug screening. TTEC is an Equal Opportunity Employer.

Lead Everyday
w

Do the Right Thing
w

Reach for Amazing
w

Seek First to Understand
w

Act as One
w

Live life Passionately

Notice to external Recruiters and Recruitment Agencies
: TTEC does not accept unsolicited headhunter and agency resumes. Headhunters and recruitment agencies may not submit resumes/CVs through this web site or directly to any employee. TTEC , and any of our subsidiaries, will not pay fees to any third-party agency or company that does not have a signed agreement with TTEC .

Employment Requirements
: TTEC requires all employees hired in the United States to successfully pass a background check and depending on location and client program a drug test, as a condition of employment. TTEC 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, or protected veteran status.

DESCRIPTION

ABOUT AMERICAN DREAM

American Dream, developed by Triple Five Group, is an unparalleled mix of world-class entertainment, retail and dining, comprising more than 3 million square feet in East Rutherford, New Jersey, just minutes away from New York City. American Dream is home to leading attractions that includes DreamWorks Water Park, Nickelodeon Universe, Big SNOW, Angry Birds Not So Mini Golf Club, The Rink, Out of This World Blacklight Mini Golf, and a curated collection of premier dining and retail stores, including flagship locations for H&M, Uniqlo and PRIMARK as well as Lululemon, Sephora, Aritzia, Zara and IT’SUGAR, the world’s first “candy department store.” For more information on American Dream, visit www.americandream.com or follow us on Instagram@americandream.

ABOUT THE ROLE

The purpose of the Compensation & Benefits Specialist is:

• To be a subject matter expert for disability and leave absences, vendor management, annual enrollment, compensation, and other benefit initiatives.

WHAT YOU CAN EXPECT

• Obtain necessary information to prepare compensation proposals and budgets
• Responsible for job analysis and evaluation, salary administration and analyze compensation surveys
• Track annual wellness forms, monthly benefit provider reports and assist in the annual wellness point review
• Conduct benefit orientation and check system benefit enrollments and reminder calls for new hires, rehires and ACA
• Process benefit payment and audit benefit billing reports for medical, dental, vision and life insurance
• Create presentation, material prep and facilitation of annual enrollment meetings
• Assist team members with benefit questions and assist in coordinating and communicating annual wellness program, health and safety fairs, etc.
• Create and provide training when needed about disability process in accordance with Federal and State laws
• Assist HR with escalated issues involving leave administration (i.e. reasonable accommodation, etc.)
• Educate, communicate and guide team members to promote the importance of maintaining a safe working environment in compliance with safety regulations, standards and practices
• Facilitate Wellness and Safety Team meetings, create and research meeting topics, activities, review work comp information and other programs, follow-up with safety issues
• Provides documentation and communication of inspection results through the Safety Issue Log, which includes necessary corrective measures
• Conduct weekly safety walk-through inspections of all workplace facilities and take detailed notes on a quarterly basis and as needed
• Receive and document team member injuries, communicating with insurers, team members and their supervisors, maintaining files and creating monthly and yearly reports
• Attend claims review, generate OSHA 300 & 300A logs and annual Bureau of Labor Statistics Survey
• Creating job hazard analysis for positions that require personal protective equipment and jobs that could lead to possible injury
• Maintain powered industrial vehicle training documents and spreadsheets, and communicate to departments on expired permits
• Suggest work safety standards and enforce procedures
• Work with HR Trainer to conduct safety training and education programs and collect and track all safety and HR training documents; which includes but not limited to: bloodborne pathogens, occupational noise exposure, etc.
• Assist where and when needed in departments and special events
• Perform other duties as assigned

WHO YOU ARE

• College degree with Human Resources or related field preferred
• 2 - 5 years’ experience in Human Resources function
• Working knowledge of computer programs, including Microsoft Office, Publisher, Adobe Acrobat and PowerPoint

• Working knowledge of computer HRIS operating system
• Strong organizational skills
• Must be able to meet strict deadlines
• Excellent interpersonal, communication and multi-tasking skills
• Creative skills are helpful
• Ability to understand and interpret OSHA/ANSI and other government regulations
• Ability to speak effectively in one-on-one and group situations

American Dream is an equal-opportunity employer and is committed to providing a workplace free from harassment or discrimination. All employment decisions are to be made without regard to race, color, age, gender, sexual orientation, religion, marital status, pregnancy, national origin/ancestry, citizenship, physical/mental disability, military status or any other basis prohibited by law.

LOCATION

50 NJ-120, East Rutherford, NJ 07073, USA

Discover a POWERful career at Associated Electric! Our organization offers challenging and rewarding work with career development and internal mobility opportunities - all within a family friendly and community centric culture. Our purpose is simple - to provide safe, reliable and affordable energy for our member-owners. At Associated Electric, one of the largest electric cooperatives in the nation, opportunities to gain valuable experience and contribute new ideas in an ever-changing industry are endless.

We are currently seeking applicants for a Compensation Business Partner in the Compensation and Benefits department of our Human Resources division located in Springfield, MO.

The Compensation Business Partner supports daily activities and leads special projects related to AECI’s strategy to support and sustain a high performing culture that attracts, motivates, retains and rewards employees. This position participates in the design, development, implementation and communication of compensation policies and/or practices, benchmarking activities and related programs.

Primary Responsibilities:

• Provide analysis and proactive monitoring of AECI’s compensation policies and practices
• Lead market benchmarking and the merit planning process collaborating directly with external vendors and the executive team
• Review, analyze and make decisions related to compensation for new hires and internal job movement
• Examine predictions for market changes in salaries and salary structures, prepare statistical analysis, analyze trends including internal equity and make recommendations
• Function as the lead administrator for compensation related software (Pay Factors)
• Lead configuration of the HCM system for assigned workstreams including building reports and dashboards while monitoring, testing, implementing and communicating new releases

Job Requirements:

• Bachelor’s degree in accounting, human resources or related field, or equivalent work experience is required
• Minimum of three years previous experience administering compensation programs is required
• Experience in the analysis, design and/or administration of compensation programs is preferred
• Compensation Professional or Professional HR certification is preferred
• Excellent analytical, communication and interpersonal skills are essential with the ability to effectively manage multiple projects and navigate applicable software programs

AECI provides a competitive total compensation package including paid health care and dental premiums starting on day one with vision plans available. Basic life, short-term disability and long-term disability are paid for by AECI as well as a 401k with an employer match. Invest in yourself with our tuition reimbursement and enjoy time away with Paid Time Off (PTO) and paid holidays. Wellness incentives and employee assistance programs are also available. Come join a team where your talents are appreciated, your voice is heard, and your work has an impact!

To apply for a position, please visit www.aeci.org/careers . You will be able to upload additional applicant documents (i.e. resume, cover letter). AECI is fully committed to the concept and practice of equal opportunity and affirmative action in all aspects of employment. Please contact us if you require assistance in filling out an application. Individuals with disabilities should request reasonable accommodations in accordance with the Americans with Disabilities Act prior to an appointment.

Internal/External Posting Date: 12/28/2020

An equal opportunity employer and provider/disability/veteran.

Noble is a global e-commerce and technology company with corporate offices in the Greater Boston Area. We provide equipment, procurement, logistics, and supply chain solutions to customers around the world. Our global footprint includes sales offices, distribution centers and other operations throughout the U.S., Europe, Asia and Africa. Our team uses integrated systems to provide quick and efficient responses as part of delivering a wide array of products and services. Although the business has experienced significant growth in recent years, our culture has remained focused on integrity, exceeding customer expectations, empowering and valuing our people and collaborating to grow our business together. Noble is committed to quality products and services for our customers, ethical and fair relationships with our suppliers, and a safe and satisfying environment for our employees. Our mission is to deliver technology based solutions to the worlds most difficult logistical challenges-no matter how tough the challenge, how long the mission, or how far from home.

As part of Nobles People team our Benefits and Compensation Specialist will manage “everything benefits” including administering and communicating our benefit programs, COBRA, flexible spending accounts, long-term disability, group term life insurance, voluntary plans, vacation and sick programs. This individual will manage all leave of absences requests, workers' compensation claims and lead our open enrollment process. Acting as the go to resource for benefits questions this person will act as our internal help desk liaison handling any employee issues and concerns. Other responsibilities include:

• Vendor and carrier relations
• Managing the compliance and reporting process including data cleanup
• Facilitating compensation surveys
• International Benefits/Payroll
• Verify the accuracy of benefits forms and submitted to HR
• Timely review, audit, and processing of all billing and payments to ensure accuracy
• Maintain and process worker's compensation claims
• Maintain compliance of all benefit plans and ensure proper federal and/or state reporting
• Work closely with the HR team and the payroll manager to ensure timeliness and accuracy in processing benefit forms
• Maintain confidentiality of client, employee, and agency information in accordance with federal and state laws and funder requirements
• Participate in various special projects

Requirements

Experience & Requirements:

• Minimum 2 years of benefits processing and compensation experience with strong administrative skills.
• Proven computer and data entry skills. Working knowledge of MS Office, a must.
• Ability to communicate effectively both verbally and in writing.
• Proven organizational skills and strong attention to detail.
• Excellent customer service skills and external vendor interface.
• Must be comfortable with public speaking.
• Excellent time management skills and ability to meet deadlines.
• Associate's degree or equivalent work experience

Benefits

• Competitive Salary
• 401K
• Medical/Dental Benefits
• Paid Time Off

At Centerstone, our mission is delivering care that changes people’s lives. For over 60 years, Centerstone has been providing community-based behavioral health care, substance-abuse treatment and therapeutic foster care services across the U.S. We’re committed to bringing passionate and customer experience-focused individuals to help us continue to provide the best care to our communities. If you think you’re a good match to join our organization, please review the career opportunity below and submit your application. We look forward to hearing from you!

Job Description:

The Compensation Manager oversees base salary and incentive programs, job evaluations, and salary survey participation and procurement. Conducts market analysis of company jobs to determine competitive positioning of the organization’s pay programs. Participates in annual salary administration programs, including salary structure creation and maintenance and development of incentive or salary increase budgets. Ensures that all compensation-related activities are in compliance with applicable regulations and standards.

Summary of Job Duties

• Maintains compensation plan and related structures

• Prepares and maintains job descriptions for positions in the organization; ensures descriptions accurately reflect the work 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.

• Evaluates and implements job analysis instruments and materials.

• Conducts data and cost analyses to be used in employee negotiations and collective bargaining agreements.

• Researches employee benefits in similar industries; based on findings, recommends changes or updates to the company's existing benefits or policies.

• Works with insurance brokers and investment planners to create competitive, cost-effective benefits packages for the organization; facilitates implementation and enrollment for insurance and retirement plans as needed.

• Conducts focus groups or surveys to collect employee feedback on specific issues or topics related to benefits and compensation.

• Plans and communicates preferred methods and best practices for hiring, training, compensating, and evaluating employees.

• Advises management on applicable state and federal employment regulations, benefits and compensation policies, human resource procedures, and collective agreements as needed.

• Meet assigned key performance indicators.

Minimum Qualifications

Education

Minimum

Education Level

Description

4 Year / Bachelors Degree

• Bachelors degree in Human Resources or related field strongly preferred.

Years Of Experience

Minimum Years of Experience

Comments

3

• Six years compensation experience required. Experience with Workday and Payfactors preferred.

Certification

Min/Preferred

Certification

Comments

Certified Compensation Professional (CCP) required, PHR or SHRM-CP preferred

Additional information and questions can be directed to cristina .waddell@centerstone.org. Position will be posted until filled. Late applications may be accepted based on pool of candidates.

Time Type:

Delivering Care that Changes People's Lives starts with our employees. As a Centerstone employee there are many perks to enjoy. Below are just some of the great benefits you might be eligible for with Centerstone.

• Health & Wellness
  • Medical Coverage
  • Dental Coverage
  • Vision Coverage
  • Flexible Spending Account
  • Health Savings Account
  • Short Term Disability
  • Long Term Disability - Company Paid
  • Wellness Programs - Company Paid

• Financial Wellbeing
  • Competitive Compensation Packages
  • Life Insurance - Company Paid
  • Accidental Death & Dismemberment Insurance - Company Paid
  • 403b Retirement Plan with Company Funded Matching
  • Retirement and Financial Planning Services
  • Employee Discounts including Dell Computers, Verizon Wireless, Liberty Mutual, Costco, and Enterprise Rent-a-Car
  • Loan Forgiveness options through federal programs (National Health Service Corps & Public Service Loan Forgiveness)
• Career Development and Growth
  • At Centerstone training is one of our highest priorities. We provide company paid professional training for various skills, certifications, and continuing education
  • Opportunities for growth and movement - We encourage our employees to consider new growth opportunities with us and have a 5 state footprint for those looking to relocate geographically
  • Centerstone Research Institute and Center for Clinical Excellence teach provide staff with industry best practices and processes
• Work Life Balance
  • Paid Time Off - Generous PTO for Vacations, Illness, Personal Days, Etc. (Paid Holidays)
  • Flexible Work Schedules to promote a Healthy Work Life Balance
  • Employee Assistance Program - assists employees with personal problems and/or work-related problems that may impact their job performance, health, mental and emotional well-being

Centerstone is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, gender, disability, sexual orientation, marital status, or protected veteran status.

About Us

States Title enables an instant real estate closing experience. The company uses machine intelligence and its patented technology solution to transform residential real estate, making closings instant and affordable. States Title and its family of brands - North American Title Company (NATC) and North American Title Insurance Company (NATIC) - offers solutions for lenders, real estate agents, title agents, and homeowners that make closings vastly more simple and efficient, reducing cost and increasing customer satisfaction. States Title's clients include some of the largest bank and non-bank lenders in the U.S. and is rapidly growing.

About the Role

Our Executive Compensation expert is an integral team member that supports various compensation programs within our organization. This role will specialize in supporting our senior leadership in developing and implementing rewarding compensation programs to attract and retain top talent. This role will focus on our Executive Compensation structure and Equity administration.

Responsibilities

• Develop, maintain, and implement current compensation structure. This includes analysis and recommendation of changes or new programs to ensure we are a employer of choice for top talent.
• Administer and grow our equity program and other LTI programs
• Develop meaningful relationships with leaders by providing guidance and analytics around compensation and organizational structure
• Create and maintain data integrity and audit protocols to ensure compliance
• Develop analytic and reporting structures to support and provide data to management
• External market data analytics
• Partner with hiring managers and recruiting to ensure equitable offers aligned with our compensation philosophy
• Additional adhoc projects

Job Requirements

• 5+ years' executive compensation experience
• 8+ years' experience as a Compensation or Financial Analyst
• 4+ years' experience administering an equity program preferred
• Public company experience required. Experience with transition from private to public company preferred.
• CCP certification preferred
• Strong communication skills
• Successful Project Management experience
• Experience with data analytics with a strong aptitude for presenting data in meaningful ways

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

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

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

• Our passionate, capable team will always be our #1 benefit
• We are proud of the team we have built so far, and we are excited about the team we have yet to add
• Learn something new every day
• Get more done than you would anywhere else
• Competitive salaries and stock option grants
• Health, dental, and vision benefits for you and your family
• Flexible work hours
• Unlimited vacation policy
• A modern, dynamic 401(k) plan
• Wellness benefits (Health FSA)
• Commuter benefits (Transit FSA)

We Believe in Equal Opportunity

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

None

The physical requirements of this position will include: occasional standing and/or walking with objects up to 25lbs; and regularly sitting at a computer workstation for extended periods with regular repetitive motions (such as typing).

Primarily Monday through Friday, 8:00 am – 5:00 pm; however, additional hours may be required from time to time due to workload demands.

Under the leadership of the HR Manager/Compensation, the Compensation Specialist will collaborate with the Compensation Consultant/Hospitals and various supervisors in UK Healthcare to support the job classification process, including position updates with post, updates with no post, and new position description requests through the Integrated Employment System and the Position Review System. The Compensation Specialist must view information in SAP as needed. May be required to enter information in SAP in job classification fields.

The Compensation Specialist must communicate effectively both verbally and in writing; build and maintain positive working relationships with individuals from diverse backgrounds; abide by University guidelines; maintain confidentiality; prioritize and manage work effectively while maintaining a high degree of accuracy; provide exceptional customer service; report to meetings at different locations both on campus on off campus; and effectively interact with individuals from various levels throughout the university.

Other duties as assigned, including but not limited to: facilitating compensation activities in other sectors, building and running reports from the system of record, reporting data for market surveys and running custom reports, etc.

We are seeking an individual with initiative, superior customer service focus, team oriented, excellent written and oral communication skills and the ability to build strong working relationships, and expertise in the full Microsoft Office Suite. A successful candidate will also have HR professional knowledge, the ability to multi-task with a strong emphasis on accuracy and attention to detail. Solid time management, problem solving, critical thinking, follow-through, and planning and organizational skills are all critical to the success in this position and a high level of respect for confidentiality and diversity are a must.

Bachelor’s Degree or equivalent experience as a staff support/administrative assistant. Prefer experience in health care setting.

The University of Kentucky is committed to a diverse and inclusive workforce by ensuring all our students, faculty, and staff work in an environment of openness and acceptance. We strive to foster a community where people of all backgrounds, identities, and perspectives can feel secure and welcome. We also value the well-being of each of our employees and are dedicated to creating a healthy place to work, learn and live. In the interest of maintaining a safe and healthy environment for our students, employees, patients and visitors the University of Kentucky is a Tobacco & Drug Free campus.

As an Equal Opportunity Employer, we strongly encourage veterans, individuals with disabilities, women, and all minorities to consider our employment opportunities.

Any candidate offered a position may be required to pass pre-employment screenings as mandated by University of Kentucky Human Resources. These screenings may include a national background check and/or drug screen.

• Direct the design, development, implementation, administration and communication of incentive programs. Prepare and/or manage the calculation of incentives for multiple plans.
  

• Develop monitors to measure progress and effectiveness of the Compensation programs. Recommend and implement strategies and initiatives to manage costs.
  

• Develop and execute on all compensation activities and deliverables related to Succession Planning, Merit and Bonus.
  

• Analyze and recommend job grade placement, job title, salary, incentive plan and equity eligibility for U.S. and global positions.
  

• Ongoing Compensation Support: Work with Corporate Support Center HR Teams, Field HR Directors, District Managers, and Field Recruiters to ensure prompt resolution to compensation issues and concerns surfaced on a daily basis.
  
  

Other duties as assigned

Minimum Education

• Bachelor’s degree in Human Resources or a Business-related field
  
  

Minimum Special Certifications or Technical Skills

• MS Access; queries, forms, reports, Excel; pivot tables, complex formulas, Oracle HRMS or comparable HR Management System

Minimum Type of Experience the Job Requires

• 7-10 years of compensation management and administration experience
  
  

Other

• Strong analytical capabilities with an emphasis on practical solutions with a proven track record of successful implementation
• Understanding of total compensation approach

Preferred Education

• Master’s degree preferred
  
  

Preferred Type of Experience the Job Requires

• Demonstrated success leading a team strongly desired
• Retail compensation experience (field and corporate support center components) desired

We are an Equal Opportunity Employer. Check out our EEO policy https://www.eeoc.gov/employers/upload/poster_screen_reader_optimized.pdf [eeoc.gov

• Responsibility for compensation recommendations for new hires, internal transfers, and other unique circumstances.
• Contribute to overall design and approach to compensation programming.
• Identify process improvement opportunities and recommend changes.
• Support overall compensation program through job description evaluation, creation, and maintenance.
• Participate in market surveys to maintain adequate and current market data base for job pricing and decision-making. Remain abreast of total compensation packages in the market and recommend changes that keep Block competitive.
• Manage salary ranges and job grade structure.
• Assist in administration of annual merit and short-term incentive programs.
• Partner with stakeholders on special projects to support business initiatives.

• Bachelor’s degree in Human Resources, Business Administration, or related area or equivalent combination of education and work experience.
• Five plus years of experience in compensation (programming, incentives, equity, administration, benchmarking, etc.).
• Experience in compensation administration either in a large organization with diverse constituencies.
• Project management and finance skills, with ability to successfully manage multiple projects to established deadlines.
• Effective oral, written and interpersonal communication skills. Effective presentation skills to all levels of the organization.
• Demonstrated organizational and prioritization skills; ability to work independently and handle multiple tasks/projects simultaneously.
• Thorough working knowledge of MS Office, including Excel, Word, Access, and Power Point.

• Certified Compensation Professional (CCP).
• Experience using Workday (HCM)

What you'll bring to the team...

• Bachelor’s degree in a related field or the equivalent through a combination of education and related work experience.

• Past experience with domestic and global relocation
• Experience in compensation administration either in a large organization with diverse constituencies
• Strong project management and finance skills, with ability to successfully manage multiple projects to established deadlines.
• 5 years Minimum related work experience

It would be even better if you also had...

• Certified Compensation Professional (CCP)
• Experience using Workday (HCM)

About H&R Block...

Job Family

Employee Type

Senior Manager, Compensation

• Audit and analyze current compensation programs & policies to develop proposals on potential changes, gaps or enhancements to improve existing methods. Lead in the development, implementation, and administration of compensation programs, policies, structures, procedures and practices
• Oversee annual merit and incentive programs
• Coach, mentor and provide guidance to compensation team
• Design, implement, and manage salary classification and compensation programs
• Develop job evaluations for various positions and determine appropriate base pay
• Ensuring alignment with our corporate compensation philosophy, participate in the review of market data and development of market reference ranges, including report development, analysis of market data, movement recommendation and costing for both US and all other countries
• Manage a global team of Compensation professionals

• BA/BS in Human Resources or comparable degree (or equivalent experience) and 10+ years of increasingly responsible experience in compensation. 5+ years of people management experience in compensation required
• Experienced with implementing and managing compensation planning within large scale ERP and smaller Compensation Management systems
• Established ability to work in team environment with a strong focus on customer service
• Demonstrated project management and ability to lead multiple initiatives in a dynamic, fast-paced environment
• Strong business acumen, presentation, analytical, and systems skills
• Strong written and verbal communication skills
• Must be discrete and maintain the highest confidentiality with extremely sensitive data

Lead Everyday
w

Do the Right Thing
w

Reach for Amazing
w

Seek First to Understand
w

Act as One
w

Live life Passionately

Notice to external Recruiters and Recruitment Agencies
: TTEC does not accept unsolicited headhunter and agency resumes. Headhunters and recruitment agencies may not submit resumes/CVs through this web site or directly to any employee. TTEC , and any of our subsidiaries, will not pay fees to any third-party agency or company that does not have a signed agreement with TTEC .

Employment Requirements
: TTEC requires all employees hired in the United States to successfully pass a background check and depending on location and client program a drug test, as a condition of employment. TTEC 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, or protected veteran status.

Who we are:
Jamf, the standard for Apple in the enterprise, extends the legendary Apple experience people love to businesses, schools, and government organizations by simplifying Mac, iPad, iPhone and Apple TV deployment, management and security — anytime, anywhere.

We are a group of curious, self-starters with a passion for helping people make sense of technology – freeing nurses to care, teachers to teach and businesses to thrive. We take pride in making meaningful impact for tens of thousands of customers around the globe, all the while getting to work with the best Apple infrastructure and security platform in the world. We have over 1,300 employees worldwide with offices in the U.S., Europe, Japan, and Australia. To learn more visit: https://www.jamf.com/careers.

What you’ll do at Jamf:
At Jamf, we empower people to be their best selves and do their best work. The Senior Compensation Analyst is responsible for helping Jamf deliver on our compensation philosophy of rewarding our teams in ways that inspire and motivate them to achieve our vision while upholding our values of selflessness and relentless self-improvement. The Senior Compensation Analyst manages and administers all aspects of global compensation plan design, salary administration, annual pay increase and short-term incentive programs, and related compensation change actions. They also serve as a partner with HR to provide consultation to people leaders with regards to pay decisions and practices. The Senior Compensation Analyst is a key contributor to the Human Resources Operations team at Jamf, reporting to the Manager, HR Operations.

Responsibilities

• Responsible for managing the global 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
• Conduct ongoing benchmarking and survey analysis to evaluate the competitiveness of the Jamf’s salary ranges, pay levels, short-term and long-term incentive program design, and other compensation programs.
• Coordinate and manage job evaluations to ensure equitable and consistent establishment of job standards and value and present findings to appropriate parties. Partner with managers and HR Business Partners (HRBPs) to develop and evaluate (benchmark) new positions across the company. Audit jobs for content and assist HRBPs and managers with development and maintenance of job descriptions that accurately reflect job responsibilities.
• Provide expert consultation to business groups, dependent on needs, in job leveling and evaluation, peer assessment, marketing benchmarking and competitive analysis.
• Ensure compliance to local, federal, and any other relevant regulations through audits, reports and analysis and serve as working contact for compliance, SOC2, SOX and external audits
• Develop, launch, and monitor effective communication materials that enhance the understanding and value of compensation programs.
• Analyze 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. Actively maintain knowledge of compensation best practices and industry trends and ensure all compensation programs meet those standards.
• Manage merit and bonus processes. Partner with leadership to develop strategy and monitor program effectiveness, equity, and impact.
• Identify opportunities for improvement in processes and develops and provides education for leaders, HR and other business units.
• Provides competitive market analysis and guidance for all executive level compensation recommendations
• Partner with VP, Human Resources to conduct analysis and prepare materials for Compensation Committee meetings
• Assist in the preparation of the Compensation Discussion and Analysis and Executive Compensation sections of the annual proxy statement by populating compensation-related disclosures & tables, assisting in document tie-out and researching new proxy-related disclosures.

• Bachelor’s degree in Finance, Accounting, HR, or other business-related field -OR- equivalent combination of technical and functional experience. (preferred)
• At least 7 years’ experience in Total Rewards/Compensation
• Certified Compensation Professional (CCP) certification, or currently in pursuit of CCP designation (preferred)
• 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.
• 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.
• Strong 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.
• Outstanding organizational ability including a high attention to detail, strong follow-up skills; deadline oriented and proven 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.

This job may be remote anywhere within in the U.S.

How we help you reach your best potential:

• We are progressive, but laid back. You are free to be you and work how you work best. Here, you manage your own day and your own work style.
• Our people are what make us great, and we protect our people. Jamfs across the globe receive a superior compensation and benefits package.
• Everyone has a voice and everyone can make a difference, our more than 90% employee retention rate agrees!
• Opportunity to make a real and meaningful impact for more than 38,000 global customers with the best Apple device management solution in the world.
• We put people over profits – which is why our customers keep coming back to us.
• Ability to support and give back to your community through volunteer paid time off.
• We embrace all perspectives. Our employee led I&D groups encourage employees to make real, actionable differences here at Jamf.
• Ability to grow in your professional career through advancement opportunities, including tuition reimbursement for those obtaining a degree.
• 24 of 25 world’s most valuable brands rely on Jamf to do their best work (as ranked by Forbes).
• Over 100,000 Jamf Nation users, the largest online IT community in the world.

You are the right kind of Jamf if:
You go above and beyond for others, genuine and willing to help, always. You support the team around you, you don’t point fingers or pass blame. You take responsibility for your actions, are open, and respect others. You value different perspectives, in how you work and how you learn. You are naturally inquisitive, like to create and be creative. You are a problem solver, curious and resourceful, self-driven and constantly improving. You roll up your sleeves and dig in. You are excited by not knowing what may lie ahead. You are willing to take risks, try new things, even fail just to do it better next time. You’re not a jerk. You put people first. You are a good person, someone who just wants to do the right thing.

Why Jamf?
Our mission is simple; we help organizations succeed with Apple. At Jamf, we put people first. We focus on the human before we focus on the technology. We are just good people that have it at their core to do what’s right – for our customers, our employees and our communities.

Get social with us: Instagram, LinkedIn, & Facebook

Follow the conversation at #onejamf

Regular or Temporary:

Language Fluency: English (Required)

Work Shift:

Implement strategies for compensation and incentives to include differentiation in the market place as well as alignment across teammates who must partner to deliver the best client solutions.

Communicate results and engage with C-level executives while also managing interactions with all layers of leadership and teammates in the organization.

Support the Wealth C-level leaders in constructing incentives for each of their respective areas and to do so in an overlapping manner, inside of tight deadlines, and with the recognition that compensation and incentives help directly drive the results of the business.

Lead managers of teammates who consult with the business and construct compensation strategies and programs that lead to the desired business results on an annual basis. This includes the overall total direct compensation (TDC) design and plan for teammates with incentives.

Able to manage escalations, consistently overlapping demands, and appropriately prioritize and work with C-level leaders regarding the strategies that should be pursued.

Development of measures and metrics, accurate reporting of those measures, and leading the data partners to deliver quality metrics and reporting for the teammates and organization.

Lead efforts and design compensation programs that retain teammates, pay according to desired results, and attract teammates to the organization.

Leads team responsible for hiring business cases, recruitment designs, and unique compensation programs needed to attract top talent. At times, the leader may be expected to supplement legal and build offer letter, business case, or compensation language to reflect the intended outcome of a given compensation strategy.

Lead managers of teammates to build and operate incentive payment processes on a 15-month cycle defined by the overlap in Q1 (prior year plan closure and current year plan kick-off).

The team is responsible for accruals and expense management for all teammates on incentive plans. The team must forecast and track actual expense vs. plan on an annual basis.

Be able to effectively communicate to all levels of the organization regarding compensation philosophy, strategy, and design details.

Team is responsible for delivering a top tier annual discretionary allocation program where significant dollars are allocated to teammates for prior year performance.

Lead teams responsible for issue research and resolution when crediting adjustments are required.

Manage team of direct reports.

Attract, develop and retain a talented and diverse workforce.

The leader will have experience with risk management, controls, and audit processes and leverage that experience to construct a solid operating environment. Including leading the business to appropriately identify and manage risks associated with how teammates are incented.

The leader will also be expected to respond to legal demands, regulatory agency requests, and other HR related matters that surface in the course of managing compensation and incentives for the business.

Operate in full compliance with firm and regulatory requirements and business risk appetite

Truist supports a diverse workforce and is an Equal Opportunity Employer who does not discriminate against individuals on the basis of race, gender, color, religion, national origin, age, sexual orientation, gender identity, disability, veteran status or other classification protected by law. Drug Free Workplace.

Thank you for your interest in Truist! BB&T and SunTrust have come together in a transformational merger of equals to create Truist, the premier financial organization in the country. You may notice references to our legacy company names, BB&T and SunTrust, in places throughout this site. All such references should be understood to refer to Truist moving forward while we continue to transition to the Truist name.

EEO is the Law Pay Transparency Nondiscrimination Provision E-Verify

We're searching for some really great people who enjoy customers as much as we do.

Named as Puget Sound Business Journal’s #1 Best Place to Work in the extra-large company category and listed in WA’s 100 Best Companies to Work For by Seattle Business Magazine, both in 2020. We are a certified Great Place to Work™ in 2020 and placed 3rd in the nation as a Best Workplace in Financial Services and Insurance in 2019.
Check out our Great Place to Work rating here: http://reviews.greatplacetowork.com/evergreen-home-loans

Wow happens every day at Evergreen. Our vision is centered on changing the world one relationship at a time. Learn more about what our family of associates say about Evergreen on Glassdoor: https://www.glassdoor.com/Overview/Working-at-Evergreen-Home-Loans-EI_IE753502.11,31.htm

Discover what’s possible with Evergreen.

We're looking to add people who feel the same way we do about our customers, our associates and the work we do. In return, you'll be part of a growing, contemporary company that rewards creative thinking and believes in helping you get to where you want to be. You'll also enjoy a healthy salary, a comprehensive benefits package and have an attractive 401K plan with a company match to help you grow along with us!

We are seeking a Compensation Accountant who will be responsible for accurate variable compensation processing for all associates in accordance with current contracts and compensation agreements and the proper recording of payroll compensation to the general ledger.

Essential Duties and Responsibilities:

• Responsible for the calculation of all mortgage loan officer commissions based on current loan officer contracts.
• Responsible for the calculation of loan-related variable earnings for all other production staff in accordance with their documented pay structures.
• Responsible for the setup, assignment, and ongoing maintenance of all commission and override structures using integrated web-based commission software.
• Prepares, audits, and issues semi-monthly commission reports through the web-based commission software.
• Responsible for accurately tracking and recapturing loan officer draws within the commission software.
• Responsible for calculating and posting all manual commission calculations and adjustments in compliance with LO Comp Rules.
• Resolves loan officer commission questions and issues as necessary.
• Participates in the semi-monthly payroll preview audit and works with the Payroll and HR associates to resolve all issues and corrections.
• Prepares the general ledger journal entries for the semi-monthly payroll processing.
• Prepares the general ledger journal entries to record all commissions and other loan-related variable compensation expense at the loan level.
• Calculates the commission, variable compensation, and other month-end payroll accruals and records them to the general ledger.
• Answers inquiries and provides information to authorized persons.
• Partners with the Payroll Group and Human Resources to implement new systems and software to accommodate future changes in payroll processing and activity.
• Prepares various monthly reports for management as well as ad hoc reports as requested.
• Other duties as assigned.

Performance Expectations:

• Perform all actions in accordance with the Mission, Vision, and Convictions of EHL.
• Provide a “WOW” experience and effectively communicate with associates, clients, partners, and vendors via phone, written communication and/or in person.
• Seek Feedback: Host regular and timely communication with associates and Manager.
• Be willing to assume additional responsibilities/duties/projects as they arise.
• Have strong organization skills, the ability to learn quickly, and accuracy/timeliness in completing tasks.
• Perform all actions in accordance with policies and procedures of the company.
• Expected to meet productivity guidelines of the position.
• Effectively use software specific for the position and Microsoft office products.
• Work well with other members of the EHL team and be willing to fill in when needed.

Specific Skills/ Knowledge/ Abilities Required for Position:

• GED, or Associates’ degree in a related field from an accredited institution or the equivalent in years of experience in a finance or accounting related field.
• A minimum of 5 years’ experience in the independent mortgage industry.
• Strong ability to manage and organize significant number of data inputs from various sources
• Strong ability to independently manage workload in order to adhere to established payroll deadlines
• Process improvement experience or mindset preferred
• Payroll experience, preferably mortgage-related or other variable compensation
• Experience with multi-tiered commission structures preferred
• Accounting systems knowledge preferred
• HRIS systems knowledge, preferably experience with Paycom or UltiPro (UKG Pro)
• Exercise good judgment and strong character, motivated, hard working.
• Ability to work well with fellow associates, clients and vendors.

• Good communication skills. Neat, clean, healthy work habits.

Physical Requirements:

• Ability to work in a fast-paced, occasionally noisy environment.
• May be required to drive for business purposes and if so, must hold a driver’s license in good standing and maintain personal auto insurance in compliance with EHL’s Auto Insurance policy.
• Must be able to speak and hear, lift and carry up to twenty-five pounds (25 lbs.) or occasionally more.
• Requires all forms of dexterity and mobility throughout the shift.
• Occasionally required to reach with hands and arms, sit climb or balance, stoop, kneel, crouch or crawl.
• Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral, depth perception and the ability to adjust focus.

Evergreen is an equal opportunity employer and E-Verify employer.www.Evergreenhomeloans.com

Equal Housing Lender

© 2020 Evergreen Home Loans is a registered trade name of Evergreen Moneysource Mortgage Company® NMLS ID 3182. Trade/service marks are the property of Evergreen Home Loans. All rights reserved. Licensed under: Alaska Mortgage Broker/Lender AK3182 and AK3182-1; Arizona Mortgage Banker 0910074; California Licensed by Department of Business Oversight under the California Residential Mortgage Lending Act 4130291; Colorado Mortgage Company Registration; Idaho Mortgage Broker/Lender MBL-3134; Nevada Mortgage Banker 3130; Nevada Mortgage Broker 4837; Licensed under the Oregon Consumer Finance Act ML-3213; Washington Consumer Loan Company CL-3182; Wyoming Mortgage Lender/Broker 3467.

Duties Summary

As a HR Specialist (Compensation) at the GS-0201-9, you will be part of ES Pay and Leave, Office of Personnel Management. If selected, you will complete a variety of developmental pay and leave policy assignments designed to prepare you to serve as expert in Federal Pay and Leave Administration.


Responsibilities

To carry out these program responsibilities, we are seeking a candidate who is able to quickly assimilate complicated information and who excels in and is energized by research, analysis, problem solving, and writing. The candidate will work as part of collaborative environment assisting higher level staff with the administration of Federal pay and leave programs by performing some or all of the following duties:

• Researching and analyzing laws, regulations, guidance, and other materials pertinent to Federal pay and leave administration.
• Development and interpretation of general statutory and regulatory requirements for pay and leave programs.
• Providing guidance to agencies on policy and program issues relating to pay and leave administration.
• Conducting research and producing talking points, position papers, correspondence, memoranda, and other written products.
• Writing correspondence, reports, research findings, decision papers, and policy documents.
• Reviewing legislative proposals to assess impact on Government-wide and agency-specific pay and leave programs and policies.
• Responding to email and telephone inquiries that require application of clearly defined areas of pay and leave administration.
• Analyzing employment trends in the Federal and non-Federal sectors.
• Evaluating Government-wide and agency-specific pay and leave policies and programs through the collection and analysis of statistical information.
• Participating in meetings, conferences, and training courses to broaden knowledge of pay and leave administration issues, policies, and practices.
Travel Required

Not required

Supervisory status

No

Promotion Potential

13

• Job family (Series)

  0201 Human Resources Management

• Requirements

  Requirements Conditions of Employment
  • Must be a U.S. Citizen or National
  • Males born after 12-31-59 must be registered for Selective Service
  • Suitable for Federal employment, determined by a background investigation
  • May be required to successfully complete a probationary period
  Qualifications Applicants must have one year of specialized experience at the GS-07 grade level (or equivalent) performing compensation analysis, research, interpretation, and guidance to advise higher level staff on compensation programs. OR Have a Master's degree, or two full years of progressively higher graduate level education leading to such a degree in a related field such as: Paralegal Studies, Public Administration, Public Policy, Human Resources. OR Have an equivalent graduate degree such as LL.B or J.D degree. OR Have a combination of graduate level education and specialized experience.
  Merit promotion applicants must meet time-in-grade requirement as defined in 5 CFR 300, Subpart F.One year at the GS-07 level is required to meet the time-in-grade requirements for the GS-9 level.
  
  You must meet all qualification and eligibility requirements within 30 days of the closing date of this announcement.
  
  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. Education

  This job does not have an education qualification requirement.

  Additional information

  Relocation expenses will not be paid.
  
  This job opportunity announcement may be used to fill additional similar vacancies across OPM.
  
  If you are unable to apply online or need to fax a document that you do not have in electronic form, view the following link for information regarding an Alternate Application: http://help.usastaffing.gov/Apply/index.php?title=Alternate_Application_Information
  
  Veterans Employment Opportunity Act (VEOA): To be eligible for a VEOA appointment under Merit Promotion procedures, the veteran must be a preference eligible or a veteran separated after 3 years or more of continuous active service performed under honorable conditions.
  
  Noncompetitive Appointment Authorities: For more information on noncompetitive appointment authority eligibility
  requirements visit the following websites:

  • Persons with Disabilities-Schedule A
  • Special Hiring Authorities for Veterans
  • Special Hiring Authority for Certain Military Spouses
  • Other Special Appointment Authorities
  Males born after 12-31-59 must be registered or exempt from Selective Service (see https://www.sss.gov/Home/Registration)
  
  How You Will Be Evaluated

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

  Once the application process is complete, your resume and supporting documentation will be used to determine whether you meet the job qualifications listed on this announcement. If you are minimally qualified for this job, your resume and supporting documentation will be compared to your responses on the Occupational Questionnaire. If you rate yourself higher than is supported by your application materials, your responses may be adjusted and/or you may be excluded from consideration for this job. Your qualifications will be evaluated on the following competencies (knowledge, skills, abilities and other characteristics):
  

  • Communication
  • Knowledge of tools and methods for analyzing workforce information
  • Research and Analysis of laws, regulations etc.
  
  
  All qualified Non Competitive applicants and the best qualified Merit Promotion applicants will be referred to the hiring manager for consideration.
  
  Career Transition Assistance Programs: These programs apply to employees who have been involuntarily separated from a Federal service position within the competitive service or Federal service employees whose positions have been deemed surplus or no longer needed. To receive selection priority for this position, you must: 1) meet CTAP or ICTAP eligibility criteria; 2) be rated well-qualified for the position with a score of 85 or above based on the competencies listed above; and 3) submit the appropriate documentation to support your CTAP or ICTAP eligibility. For more information visit: http://www.opm.gov/rif/employee_guides/career_transition.asp.
  
  Background checks and security clearance Security clearance

  Not Required

  Drug test required

  No

  Position sensitivity and risk

  Moderate Risk (MR)

  Trust determination process

  Credentialing, Suitability/Fitness

• Required Documents

  Required Documents

  To apply for this position, you must provide a complete Application Package which includes:

  • Your Resume listing work schedule, hours worked per week, dates of employment and duties performed.
  • Other supporting documents:
    • Cover Letter, optional
    • College Transcript(s), if qualifying based on education
    • Your most recent Promotion, Within Rate Increase (WRI/WGI), or Appointment/Conversion SF-50 or Notification of Personnel Action (if applying as a current or former Federal Employee) showing you are/were in the competitive service and the highest grade or promotion potential held.
    • Worker's Compensation Separation: Agency certification of inability to place employee AND Notification of Separation OR Separation SF-50.
    • Disability Annuity Termination: Notification from OPM of disability annuity termination AND Separation SF-50 of the last position held.
    • Military Reserve or National Guard Technician Special Disability Retirement Annuity under 5 U.S.C. 8337(h) or 8456: Certification of special disability retirement annuity from a military department or National Guard Bureau AND Separation SF-50 of the last position held
    • Veterans Employment Opportunity Act, Veterans Recruitment Appointment, and 30% Disabled Veteran Eligible: DD-214, SF-15 Form and VA letter, or certification of expected discharge or release from active duty under honorable conditions within 120 days
    • Schedule A, Persons with Disabilities Appointment Eligibles: Schedule A letter from a physician, local, state or federal rehabilitation office citing your eligibility under 5 CFR 213.3102 (u).
    • Certain Family Members Eligible under E.O. 12721: Your most recent non-award SF-50 and performance appraisal.
    • Certain Military Spouses Eligible under E.O. 13473: Permanent Change of Station (PCS) orders, that lists you as authorized to accompany the Military member to the new duty permanent station; OR verification of the member's 100% disability (VA Letter); and/or verification of the member's death while on active duty (DD-1300 and Death Certificate) AND verification of the marriage to the service member (i.e., a marriage license or other legal documentation verifying marriage).
    • Interchange Agreement with Other Merit Systems Eligible: Documentation of eligibility as listed in each individual interchange agreement.
  Failure to submit any of the above mentioned required documents may result in loss of consideration due to an incomplete application package. It is your responsibility to ensure all required documents have been submitted.

• 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

What you'll do...

• Responsibility for compensation recommendations for new hires, internal transfers, and other unique circumstances.
• Contribute to overall design and approach to compensation programming.
• Identify process improvement opportunities and recommend changes.
• Support overall compensation program through job description evaluation, creation, and maintenance.
• Participate in market surveys to maintain adequate and current market data base for job pricing and decision-making. Remain abreast of total compensation packages in the market and recommend changes that keep Block competitive.
• Manage salary ranges and job grade structure.
• Assist in administration of annual merit and short-term incentive programs.
• Partner with stakeholders on special projects to support business initiatives.

• Bachelor’s degree in Human Resources, Business Administration, or related area or equivalent combination of education and work experience.
• Five plus years of experience in compensation (programming, incentives, equity, administration, benchmarking, etc.).
• Experience in compensation administration either in a large organization with diverse constituencies.
• Project management and finance skills, with ability to successfully manage multiple projects to established deadlines.
• Effective oral, written and interpersonal communication skills. Effective presentation skills to all levels of the organization.
• Demonstrated organizational and prioritization skills; ability to work independently and handle multiple tasks/projects simultaneously.
• Thorough working knowledge of MS Office, including Excel, Word, Access, and Power Point.

• Certified Compensation Professional (CCP).
• Experience using Workday (HCM)

What you'll bring to the team...

• Bachelor’s degree in a related field or the equivalent through a combination of education and related work experience.

• Past experience with domestic and global relocation
• Experience in compensation administration either in a large organization with diverse constituencies
• Strong project management and finance skills, with ability to successfully manage multiple projects to established deadlines.
• 5 years Minimum related work experience

It would be even better if you also had...

• Certified Compensation Professional (CCP)
• Experience using Workday (HCM)

About H&R Block...

Job Family

Employee Type

• Oversee the compensation and benefits staff in their day-to-day administrative duties and their HR service delivery to the business.
• Design compensation plans to attract and retain talent and drive business results. Develop and present cost estimates associated with any proposed pay practice changes.
• Manage all compensation activities including the annual merit process, corporate annual bonus plan administration, incentive compensation administration, market benchmarking, and troubleshooting employee compensation issues.
• Track the ongoing effectiveness of incentive compensation plans and recommend design changes as relevant.
• Evaluate the suitability and effectiveness of benefit plan offerings. Partner with our benefit broker to identify and recommend potential program design and/or carrier changes and oversee contract renewals.
• Manage the relationship with benefits partners/vendors (e.g., Aon, Empyrean, Anthem, Fidelity) including holding them accountable for meeting their SLAs, reporting issues and overseeing issue resolution, and overseeing any special service engagements.
• Manage all benefits administration activities including annual enrollment, benefit payroll deductions, LOA administration, workers’ compensation, ACA compliance, various annual audits, and troubleshooting employee benefit issues.
• Schedule and administer 401K committee meetings and oversee all 401K administration and audit activities.

• Bachelor’s Degree in Business, Human Resources, or related degree
• Minimum 5 years’ experience in compensation design and administration
• Minimum 5 years’ experience in benefit plan design and administration
• Experience working in HR systems (e.g., viewing employee records, updating benefit deductions, running reports)

• Highly organized and able to juggle many moving parts
• Excellent oral and written communication skills
• Detail-oriented and able to thrive in a fast-paced environment
• Proven experience conducting cost/benefit analyses and forecasting cost of proposed compensation and/or benefit plan changes
• Strong M.S. Office skills including advanced level Excel competency (e.g., pivot tables, logic formulas)
• Experience with Canadian benefits preferred

• Base salaried compensation, plus monthly and quarterly bonus plan
• Generous paid time off
• Paid holidays
• Medical/dental/vision insurance
• Flexible spending account (FSA)
• Company-paid long-term disability, basic AD&D, and basic life insurance
• 401(k)
• Employee Assistance Program (EAP)
• Waived Program enrollment fees & food discounts

As a world leader in delivering effective weight management solutions, Jenny Craig offers a unique program with one-on-one support for our clients. We are masters in weight management and we believe in what we do - helping as many people as possible experience all the benefits of getting their weight under control through a change in lifestyle. Jenny Craig provides the highest level of customer service & health promotion in a professional, fast-paced work environment.

Job Summary:

The Compensation Analyst assists in the development, implementation, and administration of compensation and performance appraisal programs for the Medical Group and RWJBarnabas Health. The Analyst prepares, analyzes, and evaluates job descriptions; conducts salary reviews; prepares recommendations; and participates in compensation surveys. They ensure RWJBH and the Medical Group remain competitive in the marketplace and in compliance with all applicable policies, laws and regulations.

Essential Functions:

• Assist in the design, implementation, communication, and administration of compensation and performance programs in alignment with human resources management. Assists with the performance appraisal and goal setting process, bonus analysis and processing (Executive and MICP payments), and the administration of annual increases.
• Researches, evaluates and recommends new or revised compensation practices and/or policies. Updates compensation ranges and salary scales. Maintains compensation, job code, and work group lists.
• Participates in salary surveys, analyzes market data with respect to compensation levels for the Medical Group and RWJBH. Prepares annual compensation report for administration.
• Prepares and evaluates job descriptions for regulatory compliance and salary determination.
• Acts as an internal consultant for human resources and management on compensation plans and issues. Prepares and participates in salary reviews. Recommends market or equity adjustments and promotional increases.
• Keeps up-to-date and evaluates regulatory and legal issues impacting compensation, Affirmative Action/Equal Employment Opportunity, and human resources management.
• Provides administrative and technical support to the areas of recruitment, benefits, education and organizational development. Completes queries and reports as required utilizing systems including but not limited to: Performance Plus, E-Time, NetLearning, PeopleSoft and Technomedia.
• May perform other assignments supporting the Medical Group and RWJBH.

Job Requirements:

• Bachelor s degree in human resources, business, behavioral sciences or related discipline.
• Minimum of 5 10 years of experience in human resources, compensation preferred.
• Certified Compensation Professional (CCP) preferred.
• Excellent verbal and written communication skills.
• Excellent attention to detail, analytical and organizational skills.
• Knowledge of human resources laws, regulations, and compensation best practices.
• Strong process improvement and financial management expertise.
• Self-motivated and able to work independently or as part of a cross functional team.
• Demonstrated ability to communicate and work effectively with all levels of management and staff.
• Experience with HR/payroll system Peoplesoft 9.2 preferred.
• Advanced proficiency in Microsoft Office (Word, PowerPoint, Access, Excel), Visio, Microsoft Project

Travel: The Compensation Analyst's primary work location will sit in Oceanport, NJ. However, the position will require travel to other corporate facility locations within NJ as business needs require.

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.

Equal Opportunity Employer

Additional Information:

RWJBarnabas Health is the most comprehensive health care delivery system in New Jersey, with a service area covering five million people. The system includes eleven acute care hospitals Clara Maass Medical Center in Belleville, Community Medical Center in Toms River, Jersey City Medical Center in Jersey City, Monmouth Medical Center in Long Branch, Monmouth Medical Center Southern Campus in Lakewood, Newark Beth Israel Medical Center in Newark, RWJUH- New Brunswick, RWJUH- Somerset in Somerville, RWJUH- Hamilton, RWJUH- Rahway and Saint Barnabas Medical Center in Livingston; three acute care children s hospitals and a leading pediatric rehabilitation hospital (Children s Specialized Hospital), a freestanding 100-bed behavioral health center, trauma centers, a satellite emergency department, ambulatory care centers, geriatric centers, the state s largest behavioral health network, comprehensive home care and hospice programs, fitness and wellness centers, retail pharmacy services, a medical group, multi-site imaging centers and an accountable care organization.

We offer a great work environment, competitive rates and excellent benefits, including:

• Medical/Dental/Vision plans
• 401 (k)
• PTO
• Short & Long Term Disability
• Basic Life & Accidental Death Insurance
• Tuition Reimbursement
• Health Care/Dependent Care Flexible Spending Accounts

RWJBarnabas Health is an

• Manages the compensation program including data preparation, manager communication, education, and team member communication.
• Administrates, communicates and implements compensation programs.
• Performs compensation analysis, evaluates prevailing rates in similar organizations and industries, and establishes competitive rates designed to attract, retain, and motivate top talent.
• Analyzes company compensation policies and practices for effectiveness, relevance, and consistency within the market.
• Develops and implements communication and training programs on compensation topics for team members to promote understanding and effective utilization of programs.
• Oversees preparation of all annual compensation processes.
• Active participation in the implementation of Workday HCM.

• 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.
• CCP (Certified Compensation Professional) is preferred.
• Prior retail experience 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.
• Strong working knowledge in Workday HCM

• Competitive pay
• Sick time plan that you can use to support you or your immediate families health
• Opportunities for career growth
• 15% discount for you and one other family member in your household on all purchases made at Sprouts
• Flexible schedules
• Employee Assistance Program (EAP)

• 401(K) Retirement savings plan with a generous company match
• Affordable benefit coverage, including medical, dental vision
• Paid parental leave for both mothers and fathers
• Pre-tax Flexible Spending Accounts for healthcare and dependent care
• Company paid life insurance and short-term disability coverage

Sales Compensation team. In this role, you will serve as a member of the Total Rewards team and act as a key business partner and advisor for the Sales organization. You will contribute to the assessment and development of Medtronic’s sales incentive plans, compensation analytics, reporting, and strategies. You will provide thought leadership and form strong partnerships with the Finance, Human Resources, and Sales teams on all matters regarding sales compensation. As part of the role, you will interact with various levels of management and influence employee engagement and retention through sales compensation and rewards programs. Project management, subject matter expertise, analytical, and consultation skills will be important competencies for a successful candidate.

Our Diversity Networks and Employee Resource Groups (ERGs) are building a sense of community, belonging, and activation for Medtronic employees. Medtronic supports diversity networks and ERGs focused in various areas such as gender, ethnicity, age, faith, sexual orientation, military veteran status, disability status and other shared affinities.

This position can reside in any Medtronic office or work remote.

You can grow your career with us; we hope you’ll consider joining our team!

A Day in the Life

Responsibilities may include the following and other duties may be assigned.

• Facilitates all aspects of sales incentive compensation programs from design and analysis to reviews, approvals and execution
• Partners with Human Resources, Finance and Sales management to develop competitive initiatives to drive business strategies
• Provides guidance and makes recommendations to front line managers and HR Business Partners on all compensation issues and interprets laws regulating compensation practices
• Analyzes sales incentive performance and program effectiveness
• Develops sales compensation reporting and reviews sales incentive plan health
• Creates and communicates sales incentive plan documents
• Conducts surveys and studies labor markets to determine compensation trends
• Analyzes jobs, and reviews job descriptions and specifications
• Applies job evaluation techniques to establish equitable compensation rates within the organization as compared with rates in industry
• Partners with Sales Compensation Administration on interpretation and administration of Sales Incentive Plans and Special Incentives
• May prepare and deliver employee communications and training programs

• Bachelor’s Degree with 7+ years of sales/general compensation or sales operations/analytics experience, or advanced degree with 5+ years of experience

• Experience supporting a Sales organization
• Knowledge expertise in program design, communication, implementation and administration
• Experience providing support to one or more client groups including planning activities, communication activities, program support, and problem resolution
• Highly collaborative style, flexibility, and strong team orientation
• Experience with mathematical, statistical or quantitative analysis techniques and tools
• Ability to collaborate with and influence decision making at many levels within the organization
• Strong business acumen and analytical skills
• Talent for facilitating and leading discussions and managing diverse opinions
• Excellent oral and written communication skills
• Ability to understand the details, synthesize information while maintaining broader view
• Advanced computer skills and data management/reporting systems including MS Office (Excel, Access, PowerPoint), Enterprise Applications (e.g. Workday), Reporting, Workforce Analytics

About USAA

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

In each of the past five years, we've been a top-40 Fortune 100 Best Companies to Work For®, and we've ranked among Victory Media's Top 10 Military Friendly® Employers 13 years straight. We embrace a robust veteran workforce and encourage veterans and veteran spouses to apply.

USAA Careers - Award Winning Workplace (17 seconds)

USAA Careers – World Class Benefits (31 seconds)

• Leads a team of advisors in the design, assessment, implementation and/or administration of compensation programs, practices and policies (Executive and/or Non Executive).
• Directs the analysis of organizational trends, market data, and industry practices to identify root causes and address compensation issues.
• Assesses competitive practice and the organization's competitive position for specific programs.
• Applies advanced principles, theories and concepts to determine optimal solutions.
• Advises senior leadership and HR Business Partners on compensation programs, practices and policies (Executive and/or Non-Executive) to ensure market competitiveness, strategic alignment and legal compliance.
• Maximizes efficiency of compensation design and delivery to satisfy needs of the business.
• Consults with HR and business stakeholders.
• Provides guidance, oversight, and communication on compensation programs, practices and policies as well as the total rewards philosophy and strategy.
• Establishes strategies for implementing and communicating enterprise projects and initiatives.
• Manages and is accountable for the work of individual contributors.
• Establishes performance expectations and provides feedback, coaching, and career counseling for direct reports and matrixed team members.
• Represents Compensation on Enterprise-wide teams.
• Leads and motivates cross-functional team members in designing business solutions for compensation projects and initiatives with an enterprise-wide impact.
• Oversees the development of learning resources to educate management and employees on compensation-related programs, practices and policies, ensuring compliance with legal standards and strategic alignment.

Minimum Requirements

• Bachelor's degree required (OR 4 additional years of related experience beyond the minimum experience required may be substituted in lieu of a degree.)
• 8 or more years progressive Compensation or strategic HR experience, to include 3 or more years of experience leading teams or projects.
• Demonstrated experience developing and managing talent, managing workflow and project execution, engaging and inspiring teams and peers, and fostering open communication.
• Demonstrated adaptability; analytical skills, strategic decision-making capabilities, application of innovative though, and influence.

*Qualifications may warrant placement in a different job level*

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

Preferred

• Mortgage real estate compensation experience in a large Bank environment.
• Expertise with OCC/Federal regulations and experience with Fannie Mae and Reg Z.
• Experience with compensation related to mortgage real estate, loan originator and loan processor positions.
• Incentive compensation plan design and compensation consulting experience.
• Experience modeling and analyzing potential changes to compensation & processes that provide insight into the impact on business objectives & alignment of metrics.
• Ability to synthesize data from different sources and provide insightful analysis and recommendations to Executive Leadership.
• Risk, compliance and/or audit governance experience.
• Program/Project management experience within large, complex organizations.
• CCP (Certified Compensation Professional) designation.

Relocation assistance is notavailable for this position.

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

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

Last day to apply to the opening is 12/13/20 by 11:59 pm CST time.

Minimum Qualifications

• Bachelor’s degree in business administration or information technology or equivalent work experience
• 2 years of experience in project management, preferably with a focus on compensation-related projects
• Ability to effectively communicate pay strategies to senior business leaders
• Ability to identify and solve for dependencies across similar projects aligned to strategic compensation initiatives
• Excellent written and verbal communication skills and the ability to communicate effectively with individuals at all levels of an organization, including with executive leadership
• Tactful diplomat, problem solver, thinker and analyzer
• Ability to understand and respond to clients' needs in rapidly changing business environments
• Demonstrated ability to handle aggressive deadlines and juggle multiple responsibilities
• Experience with planning, organizing and establishing priorities to achieve results
• Proven experience with Microsoft Project or an equivalent project scheduling tool
• Proficiency in Microsoft Office

Preferred Qualifications

• Experience within compensation-related projects and strategies
• Ability to assess problems and solve them with a strong sense of urgency while thinking strategically and focusing on business growth
• Proficiency in communicating and breaking down higher-level, complex business strategy
• Project Management Professional certification or the equivalent
• Agile and/or product development life cycle experience

Job Summary

The Project Manager connects business strategy to execution. They manage the scope, schedule, communication and delivery of key business outcomes by coordinating teams across the enterprise. Specifically, this role will be aligned to compensation to manage the multiple strategic pay initiatives and provide direction to project teams to execute on the deliverables. A successful team member will be able to identify key dependencies across several compensation projects, allocate resources effectively across the compensation team, identify the best communication methods for all stakeholders, and efficiently execute on strategic compensation initiatives.

Responsibilities

• Manage scope by guiding the project creation and management of the vision, objectives, outcomes and high-level work breakdown
• Manage scheduling and milestones by developing and maintaining a comprehensive plan aligned to the priority goals
• Identify key project success metrics and qualitative success criteria
• Manage project quality by ensuring plans are up to date in a rapidly changing work environment
• Maintain accurate and up-to-date artifacts related to the phases of the project management life cycle
• Manage communications by defining, engaging and advising stakeholders on execution and progress
• Manage roles and responsibilities by identifying, documenting and engaging the right roles for the delivery of work within scope
• Identify and document how project scope impacts business process or technology architecture
• Manage risks and issues by identifying and escalating decisions at all levels to achieve results

Who We Are

Rock Central is a Detroit-based professional services company obsessed with delivering innovative, effective solutions to meet the diverse needs of our clients. From legal and finance to technology and public relations, our expertise spans from executive consulting all the way to tactical implementation. We thrive at the intersection of people, process and technology and empower our partners to unleash the maximum potential of their business through unmatched partnership and the entrepreneurial spirit of a startup. From the smallest venture to the largest enterprises, we believe having an impact is never a question – it’s part of our DNA.

Disclaimer

This is an outline of the primary responsibilities of this position. As with everything in life, things change. The tasks and responsibilities can be changed, added to, removed, amended, deleted and modified at any time by the leadership group.

Reporting to the Director of Global Compensation, the Senior Compensation Analyst will work closely with HR business partners and business leaders to drive solutions that attract, reward, and retain talent and support business objectives.

This highly analytical role requires a deep understanding of compensation principles and the ability to perform a wide variety of duties including salary structure development and maintenance; integration and standardization of jobs in a complex environment; evaluation/market pricing of positions at all levels of the organization utilizing external market data and internal position comparisons; and managing enterprise-wide projects such as merit compensation administration and salary planning.

• Act as trusted advisor to HR and business groups, providing recommendations on compensation matters that support of business goals and ensure market competitiveness regarding application of compensation policies, practices, and guidelines
• Perform various research and analyses to determine market competitiveness of compensation programs or to ensure compliance with current legal regulations
• Develop insights to analyze effectiveness of compensation programs
• Conduct job evaluations, job leveling, and provide salary recommendations ensuring internal equity and market alignment of total compensation
• Develop and maintain job code and associated data and system requirements
• Manage the compensation survey submission process and maintain the MarketPay database
• Manage compliance with applicable regulatory requirements regarding employee pay while staying up to date on current related legislation
• Document business processes to streamline processes for the compensation team
• Participate in other Total Rewards projects and initiatives
• Participate in the planning, development, implementation and administration of a wide variety of employee compensation programs including base pay, merit, incentive, and equity.
• Lead annual market pay analysis process, present findings and develop market ranges. Identify market data needs, prepare survey submissions, respond to quality audits, maintain survey database. Conduct job matching validation. Develop and maintain job code and associated data and system requirements
• Participate in special projects to include: performing analyses of competitive pay practices, economic trends, current market position, and cost impact, system enhancements, and improving analytics.
• Responsible for all compensation programs for assigned geography
• Partner with HRBP/Ops Advisor and managers on various employee/job studies to determine compensation best practices. Research and respond to inquiries. Provide consultation and guidance on compensation matters
• Develop and prepare various standard and custom reports in support of compensation team and programs
• Develop and deliver communications and training related to compensation programs, polices, and process
• Work closely with all areas of HR in the development, implementation, revision, and maintenance of programs to support the efficient administration of compensation programs and analyses

• Bachelor's degree in business, finance, or HR related field or commensurate experience
• Minimum 5 years experience in compensation
• CCP course work a plus
• Minimum 2 years experience in global compensation environment, Asia and India experience strongly desirable
• Knowledge of compensation best practices
• Excellent organizational and interpersonal skills
• Advanced analytical, problem solving, and project management skills with exceptional attention to detail
• Proficiency in advanced Excel and PowerPoint
• Familiarity with SAP
• Strong written, verbal, and interpersonal communications and presentation skills
• Demonstrated ability to work well with cross-functional groups

Waters Corporation (NYSE: WAT), the world's leading specialty measurement company, has pioneered chromatography, mass spectrometry and thermal analysis innovations serving the life, materials and food sciences for 60 years. With approximately 7,000 employees worldwide, Waters operates directly in 31 countries, including 15 manufacturing facilities, and with products available in more than 100 countries.

Waters Corporation's businesses include Waters, TA Instruments, VICAM, ERA, and Nonlinear Dynamics.

Waters creates business advantages for laboratory-dependent organizations by delivering ultra performance liquid chromatography (UPLC), high-performance liquid chromatography (HPLC), chromatography columns and chemistry products, mass spectrometry systems, laboratory informatics solutions, and comprehensive service programs to enable significant advancement in healthcare delivery, environmental management, food safety, and water quality.

• The ability to be extremely well organized and detailed oriented in the use of data from our various source systems, including the extraction and storage of information on employee awards.
• The ability to analyze and lay out the data in different ways (charts, graphs, standard deviation, waterfall charts etc) in order to answer questions from key stakeholders and provide new perspectives.
• Content expertise on how core compensation programs work so that analysis can be performed to assess how they are performing.

• Partnering with Leaders, HR Business Partners and Talent Acquisition staff to provide market pricing for all jobs and to provide expertise as it relates to market-driven compensation analysis
• Analyzing and reporting on data including data in support of major compensation processes (incentive administration and payment, year-end, etc).
• Ensuring that correct protocols are in place.
• Responding to audit and data requests.
• Submitting data to survey houses for annual market pricing exercise.

• High school diploma or equivalent along with a Bachelor's Degree is required.
• A minimum of three (3) years experience in a Corporate Compensation role within a Human Resources department. Preference given to candidates with experience designing and administering variable incentive compensation plans
• A minimum of three (3) years of financial analysis or reporting experience in a corporate environment including development of presentations and reporting on data.
• Must demonstrate the ability to work in a fast paced, every changing environment
• Must demonstrate the ability to work independently with little direction, and demonstrate proficiency exercising judgement & discretion as it relates to compensation matters
• Must demonstrate the ability to communicate effectively with leaders and employees across all levels of the organization
• Superb attention to detail and strong excel skills are critical.
• Clear communication style (written and orally).
• Intellectual curiosity in how data can be used to answer different question
• Must possess expert level proficiency with Microsoft Excel

We are currently seeking a Senior Compensation Manager to join our growing HR team at our headquarters in Los Angeles. Reporting to the Director, People Operations, this position will play a critical role in developing and structuring compensation to yield the highest value for our organization. Ideal candidates will have experience with start-up organizations and have an HR specialist background in compensation, with some knowledge of benefits.

• Lead participation in compensation survey submission process and conduct external market pricing. Manage relationships with third party vendors, consultants or other external service providers. Analyze results, formulate recommendations and updates, and maintain the compensation and equity structure.

• Modeling, reporting, forecasting and tracking of company-wide budgets that include sign on, relocation, new headcount and base salary increase

• Lead equity program including developing program structure, employee and candidate education, grant analysis,in collaboration with Legal, Finance, HR Business Partners, Talent Acquisition and Legal

• Provide and improve communications regarding compensation programs and designs for both internal (HR) and external (Company Wide) to improve their understanding and help convey the value being provided.

Minimum Experience

Education & Experience:

• BA/BS in a related field (HR, Finance, Business), a CCP and/or GRP designation

• 5+ years relevant compensation experience, including a strong emphasis on global compensation administration across fixed and variable cash and equity compensation.

• Experience with pre-IPO equity, mergers and acquisitions (M&A), and/or executive compensation a plus

• Experience with Workday a plus

• Late phase start up experience a plus

Essential Knowledge, Skills and Abilities:

• Strong analytical and creative problem-solving skills including statistical analysis and modeling along with experience evaluating and managing online salary management tools

• Ability to work collaboratively and to influence and develop strong cross-functional working relationships with groups such as HR Operations, Talent Acquisition & Finance.

• Knowledge of California Employment laws

• Advanced Excel skills

• Clear communication skills, including an ability for breaking down complex technical concepts and knowledge sharing.

• Ability to give and receive feedback

Spirax Sarco is looking to identify a motivated Compensation Manager to lead the compensation and rewards strategies for the Americas region. With direct responsibility for U.S. compensation administration and the annual rewards cycle, this individual contributor also provides analysis, develops and deploys compensation strategies across the region. As a member of the Americas team, this functional lead represents the Division in contributing to and supporting the deployment of global compensation and benefits programs.

This is an individual contributor role, with the opportunity to build tools and structure, drive change, and create a significant level of impact to the various operating companies across the America's Division.

The ideal candidate should have at least 10 years of compensation experience, designing compensation structures and administering bonus and incentive programs for international companies. Fluency in Spanish and prior experience working in or supporting the Latin America region is highly advantageous.

This position is based in Sunrise FL, and flexible work arrangements including partial remote days can be accommodated.

Founded in 1888, Spirax Sarco is an international organization focused on providing Steam solutions to various industries ranging from food and beverage processing, to water treatment plants and pharmaceutical research. Spirax Sarco has a direct sales presence in over 60 countries, and employs over 8000 employees globally.

Join us in creating sustainable value for all our stakeholders as we engineer a more efficient, safer and sustainable world!

Please apply directly on our website:

HomeSmartServices.bamboohr.com/jobs

We are looking to add an enthusiastic Payroll/Compensation/Compliance Manager to our team! In this position, you will oversee the organization's internal multi-state payroll functions, ensuring that payroll is processed on time, accurately, and in compliance with government regulations. Additionally, this opportunity will develop and execute both a compliance assurance plan with rules, laws, and regulations, and internal policies as well as a compensation plan to encompass all companies within the "Bamily" as we grow our business.

A glimpse into your day-to-day...

• Implements maintains and reviews the internal full-cycle payroll processing systems to ensure timely and accurate processing of payroll transactions including salaries, benefits, garnishments, taxes, and other deductions.
• Ensures accurate and timely processing of payroll updates including new hires, terminations, changes in pay rates, and benefits.
• Manages the entry of employee benefits including 401k processing.
• Prepares and maintains accurate records and reports of payroll transactions.
• Ensures compliance with federal, state, and local payroll, wage, and hour laws.
• Identifies potential areas of compliance vulnerability and risk; provides general guidance on how to avoid or deal with similar situations in the future.
• Leads HR compliance projects and partners with key stakeholders in HR, Legal, Payroll, and Risk on HR compliance related projects that have impact enterprise-wide. Projects include but not limited to, leading updates in process changes regarding state employment laws, payroll law, and annual review and changes to the Employee Handbook and code of conduct.
• Facilitates audits by providing records and documentation to auditors.
• Facilitates workers compensation and unemployment reporting
• Provides payroll information to employees and available for questions.
• Stays informed of key dates and important deadlines.
• Creates a compensation philosophy and continually gather salary data to ensure a strong recruitment position in the market.
• Creates and continually updates pay scales for all companies while ensuring compliance with the FLSA..
• Determines and reconciles payroll liability.
• Prepares relevant reports for management on a monthly, quarterly and year end basis.
• Other duties as assigned.

Who you are...

• Bachelor's degree in Accounting, Business Administration or related field preferred.
• Extensive knowledge of the payroll function including preparation of payroll tax reports, reconciliations and internal controls.
• CPP Certification a PLUS!
• Experience in managing an internal multi-state payroll function.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Honesty, reliability and trustworthy.
• Able to maintain confidential information
• Strong people management skills, data entry management, benefits administration and time collection skills
• Proficient with Microsoft Office Suite or related software.
• Proficient with payroll software.
• Prior system conversion experience, a plus.
  

Why you want to work with us!

As part of the family of businesses, HomeSmart International, Equitable Title Agency, Minute Mortgage, and Platinum Home Warranty are extending our “Bamily” all over the country! We know what you are thinking: “Bamily”...this is not a typo! It’s our business family! You’re also thinking our family dinners and reunions must be really fun. We are here to tell you...you’re right!

We are growing! Check us out online!

homesmart.com

equitableescrow.com

minutemortgage.com

platinumhw.com

We have a passion for our employees and our customers, and we encourage a positive and collaborative approach to our daily routine. Relax in the ultra-lounge, play a game of pool, jam to awesome music, zoom around (safely) on hoverboards, or kick back and watch TV. Or you can wind down by using our relaxing massage chairs or fully equipped fitness center and locker rooms.

Eat snacks, think big, have a few laughs, work hard, play hard. Repeat.

The Perks:

• Salary $65,000-75,000 depending on experience
• Comprehensive benefits package including Medical, Dental, Vision...and Pet Insurance (because we love your dogs as much as you do!)
• Healthy snacks, fitness center, hoverboards, pool table...you know, fun stuff.
• 401K with company match
• PTO
• Paid Holidays
• Professional Development Programs
• Charitable Contributions and Events
• Advancement and Career Opportunities

Apply today and become part of the Bamily!

HomeSmart International, Equitable Title Agency, Minute Mortgage, and Platinum Home Warranty.

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

Rutgers, The State University of New Jersey, is a leading national research university and the state of New Jersey’s preeminent, comprehensive public institution of higher education. Established in 1766 and celebrated a milestone 250th anniversary in 2016, the university is the eighth oldest higher education institution in the United States. More than 70,800 students and 27,000 faculty and staff learn, work, and serve the public at Rutgers locations across New Jersey and around the world.

Rutgers University–New Brunswick took root over 250 years ago. We are the state’s most comprehensive intellectual resource—the flagship campus of Rutgers, The State University of New Jersey, as designated by the Association of American Universities. We are the region’s most high-profile public research institution and a leading national research center with a global impact.

Rutgers, The State University of New Jersey, is seeking a Senior Compensation Analyst for University Human Resources (UHR).Under the general supervision of the Rutgers University Human Resource Associate Director of Compensation, the Senior Compensation Analyst is responsible for planning, developing and implementing new and revised compensation strategies as it relates to the key factors of the business environment, assessing business drivers and goals, examining and articulating HR Compensation application and platform, identifying gaps and priorities and delivering measurable outcomes. The Senior Compensation Analyst also serve as a subject matter expert and mentor for all compensatory related actions.

Among the key duties of this position are the following:

• Partners with the Associate Director of Compensation to create detailed project plans outlining areas for improvement to build consistency across the University.
• Collapses and creates a new job code design for all University positions and partner with the business to understand down streaming impact.
• Participates in compensation system design, development, platform dashboard and testing.
• Compiles complex data and summarizes into clear concise presentations for management to make decisions in order for project plans to move forward. Identifies potential cost impact when necessary.
• Leads compensation system educational training for the university partners, leaders and HR Business Partners.
• Conducts data transfer audits from all source systems to ensure accuracy when changing applications.
• Prepares management reporting to assist with identifying current challenges and proposing recommendation for future state.
• Partners with HRIS to develop and generate compensation reports for audit tracking and to ensure accuracy of compensation data.
• Proactively partners with all levels of management to identify areas of improvement and closing communication gaps.

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

• Bachelor’s degree in Human Resources Management, Business Administration, Organizational Development, Psychology, or a related field or an equivalent combination of education and/ or experience.
• A minimum of five (5) years of experience in Compensation practices: compensation programs, job evaluation, market pricing methodology, compensation modeling and advanced analytics and project management preferably in a higher education and/or healthcare environment.

N/A

• Possess applicable knowledge in federal and state regulatory requirements.
• Ability to work with sensitive and confidential information, and to manage conflict and highly complex situations and relationships are essential.
• Possess excellent communication and organizational skills, and be able to work in a fast-paced environment with multiple competing priorities.
• Ability to deliver creative solutions and be a critical thinker.
• A consultative relationship with management at all levels.
• Ability to work with limited supervision.
• Possess analytical skills to understand and apply research and statistics in report writing and the ability to deliver creative solutions.
• Organizational skills are used to manage records and data, and meet deadlines.
• Possess applicable knowledge in federal and state regulatory requirements.
• Ability to work with sensitive and confidential information, and to manage conflict and highly complex situations and relationships are essential.
• Possess excellent communication and organizational skills, and be able to work in a fast-paced environment with multiple competing priorities.
• Solid understanding of HR systems – PeopleSoft and vendor survey systems.
• Attention to detail, strong organizational skills, and ability to work in a fast-paced environment.

• Advanced degree in related field.
• Certified Compensation Professional (CCP)
• Knowledge of Bargaining Unions, working in higher education or healthcare.

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

New Brunswick NJ 08901

Required fields are indicated with an asterisk (*).

• * Do you have a minimum of a Bachelor’s degree in Human Resources Management, Business Administration, Organizational Development, Psychology, or a related field or an equivalent combination of education and/or experience?
  • Yes
  • No
• * Do you have a minimum of five (5) years of experience in Compensation practices: compensation programs, job evaluation, market pricing methodology, compensation modeling and advanced analytics and project management preferably in a higher education and/or healthcare environment?
  • Yes
  • No

• Resume/CV
• Cover Letter/Letter of Application

• List of Professional References (contact Info)