• Applies broad knowledge of compensation principles, practices, and procedures across all aspects of Bionano regions and departments.
• Administers various compensation programs including the annual salary planning process, performance management cycle, equity reviews, and promotion or wage adjustments.
• Supports the design and implementation of the compensation philosophy and pay practices.
• Conduct job analysis to determine job level, FLSA classification, and salary range.
• Partner with department leaders, HR Generalists, and Talent Acquisition Partners for all compensation matters related to offers, promotions, equity reviews and internal transfers.
• Collect and analyze market data, and complete market data benchmarking including annual compensation survey submissions.
• Participates in the development, implementation, and administration of wage and salary reviews.
• Assists in the development of training materials and communications for leaders and employees for compensation-related matters.
• Manage the function, content and data in the Compensation module within HRIS.
• Supports audits related to compensation controls, researches minimum wage, and ensures compliance.
• May flex into short-term engagements within cross-functional squads to provide value in areas of the organization where focused, data-related project efforts are beneficial
• Provides support, consulting, and guidance to peers and management
• Supports training new individuals, and works heavily with Operation Leaders.
• Conduct research and benchmark comparing to the industry on total compensation competitiveness.
• Ensure understanding and appreciation of the company’s compensation and pay increase program.

Skills: Compensation Administration, Job Analysis, Market Data Benchmarking, HRIS Management, Compliance Support, Cross-functional Collaboration, Compensation Consulting, Training and Communication.

• Researches and reports on contract data information across multiple systems
• Effectively deals with routine data problems and inquiries about contracts from users within the organization
• Executes data processes by process and data standards and procedures
• Understand and consult with the sales team on account structure, required views, and territory structure within the CRM system
• Investigate and initiate appropriate corrective action when data quality in span of responsibility deteriorates
• Conducts/and or participates in regular stakeholder/sales calls to share knowledge and disseminate information on processes and data
• Adheres to all standard processes defined within role, team, and department
• Embraces Agile methodologies and tools including but not limited to PDCAs, documentation management, and visual management
• Collaborates across CDE/RDC to deliver usable contracts/events compensation data and provides support, consulting, and guidance to peers and management with a focus on contract analysis, business performance and interpretation of data
• Consults on IC planning meetings and owns recommendations for system enhancements and changes
• Displays a mindset of a high level of change agility by quickly accepting change and driving it in a positive manner
• Builds strong collaborative relationships with peers that include timely feedback and communication to gain alignment
• Owns all data about teams they support including underlying data structure, business processes, reconciliation and validation
• Drives good data governance across the RDC organization through engagement of strategic stakeholders, best practice evangelization, and continuous improvement of the RDC data governance program
• Participates in the exception process as Event/Contracting Subject Matter Expert and answers related compensation inquiries

Skills: Contract Data Research, Data Problem Resolution, Process Execution, CRM Consultation, Data Quality Management, Stakeholder Collaboration, Agile Methodology, Data Governance.

• Benchmarking jobs against survey data and other market intelligence to determine competitive compensation ranges for each position.
• Analyzing jobs and respective duties to determine an appropriate salary range.
• Preparing and maintaining job descriptions for each position in the organization
• Ensures descriptions accurately reflect the work being performed by incumbents.
• Maintaining job classifications and salary scales
• Develop and present summary reports of job analysis and compensation analysis information.
• Gathering data from market-based compensation surveys
• Uses spreadsheet and data analysis techniques to assess results and market trends.
• Handling all issues regarding pay inequity
• Support the long- and short-term strategies surrounding compensation policies to attract and retain key talent
• Build and maintain core metrics that support business decision-making
• Administer the Operations bonus programs and contribute to enhancing design.
• Participate in preparing presentations on proposed changes to the bonus programs for leadership to achieve more effective program design.
• Assist in enhancing the Operations compensation processes through streamline and automation.
• Collaborates with team members to design, document, and develop audit processes needed for this role

Skills: Job Benchmarking, Salary Range Analysis, Job Description Management, Market Data Analysis, Pay Equity Management, Compensation Strategy Support, Bonus Program Administration, Process Automation.

• Develop the merit budget recommendations in partnership with HR and Finance Leadership for institutional review/approval.
• Analyzes current trends to estimate the impact on institutions and tracks applicable compensation legislation, at both the State and Federal level
• Ensure Mines maintains internal and external compliance with all legal requirements, prepare and files legally required reports
• Design and build practical tools and Power BI reports representing data in a meaningful way to the Shipboard Compensation team.
• Ensure the data platforms, tools, and solutions (e.g., reports, queries, and dashboards) are standardized and utilize the team's best practices.
• Lead as Power BI subject matter expert
• Provide support with visualization throughout several projects with a strong focus on data.
• Enhance existing data collection support to optimize efficiency and data quality.
• Maintain data privacy rules and demonstrate exceptional judgment when dealing with sensitive information.
• Analyze methods, systems, policies, and practices for the benefit of the department.
• Perform ongoing review of processes with emphasis placed on process improvement.
• Review and analyze the shipboard compensation workflow process and make recommendations for enhancements to current business practices that will create efficiencies.
• Support implementation of compensation policies and processes.
• Address all Tier 2 Compensation questions such as but not limited to bonus exceptions, bonus financial questions, and pay increases.

Skills: Merit Budgeting, Compensation Legislation Analysis, Compliance Management, Power BI Expertise, Data Visualization, Process Improvement, Data Privacy, Compensation Policy Implementation.

• Assists HR leadership with the strategy, design, process and tools/templates to execute compensation initiatives.
• Assesses the effectiveness of current programs about the institution’s objectives and recommends changes
• Leads implementation of updated program designs.
• Executes the day-to-day needs of the compensation program.
• Develops, standardizes, and manages HR reports and dashboards which include headcount reports and any/all other data reports to support general queries.
• Leverages the frameworks and governance to advise HR personnel on compensation decisions to ensure alignment with policy and business objectives.
• Provides proactive consulting and gap identification to ensure compensation programs optimize the institution’s ability to attract and retain top talent.
• Assists with research, design, and administers reward and recognition programs Institution-wide, including compensation (base pay, incentive pay merit) and other compensation programs
• Ensures programs meet the institution’s overall performance, pay, and recognition strategy.
• Assists with creating policies and guidelines associated with the School of Mines compensation plan.
• Evaluate positions (classified and non-classified), determine pay grades, participate in compensation surveys, and perform associated market analyses.
• Analyzes job data reviewed in market analyses and recommends pay grade slotting and compensation packages (new or redefined positions).
• Builds effective and collaborative working relationships while partnering with campus leaders 
• Benchmark positions based on size, scope, complexity, discretion latitude, and other components like required professional experience and education.
• Partners with Talent Acquisition and HR Advisors to ensure seamless HR service to campus.
• Assists in the design, implementation and management of base and annual merit pay programs

Skills: Compensation Strategy, Program Design, Report Management, Policy Alignment, Market Analysis, Pay Grade Evaluation, Talent Retention, Collaboration.

• Benchmark jobs against survey data and other market intelligence to determine competitive compensation ranges for each position.
• Administer and implement Company compensation programs and policies, including short-term and long-term incentive programs.
• Prepare reports and analyses of compensation and other employee data by the Compensation department, HR, or brand business partners.
• Research market compensation data, information, programs, and practices
• Manage reporting and business data requirements
• Aiding in the implementation and support of business information across multiple departments
• Create and analyze data quality metrics, gather and format reports for distribution
• Perform market analysis and analyze the profitability of the business and product lines
• Identify problem areas across the organization and outline opportunities and solutions
• Coordinate participation in salary surveys to ensure the Company's compensation package remains competitive
• Provide total rewards analytical and communications support to HR Partners and business units
• Participates in the planning, implementation and communication of annual compensation processes including compensation structure design, salary administration, market pricing and general salary increases
• Evaluate the cost, effectiveness, trends, and utilization of the  total rewards programs
• Guide the Company's job evaluation principles and framework

Skills: Compensation Benchmarking, Program Administration, Data Reporting, Market Research, Salary Survey Coordination, Total Rewards Analysis, Compensation Structure Design, Job Evaluation.

• Main point of contact for compensation queries from employees via internal systems
• Act as the gate to triage requests that come through and redirect to other teams
• Support Manager, Compensation in supporting the North American GEC and DC teams
• Partner with cross-functional teams within the GEC and DC
• Be a trusted resource to the internal stakeholders, including HR Business partners to ensure that the Compensation programs are understood
• Ensure the calculation of GEC bonuses is accurate and paid on time
• Contribute to the total rewards philosophy, peer groups, and benchmarking approaches
• Prepare salary survey submissions, gather, validate, and organize information related to pay recommendations
• Support in special projects related to system transitions and information audits
• General ad-hoc team support e.g., administrative support for the annual performance management and compensation cycle, monthly SSC bonus accrual reporting
• May complete weekly job evaluations for roles across the global organization
• May assist in the calculation and review of other monthly, quarterly, and annual bonuses to ensure timeliness and accuracy
• Benchmark Company compensation programs against market data and information
• Support preparation of periodic filings, including annual proxy and other SEC filings
• Supports HR and brand partners in the preparation of job descriptions

Skills: Impact Analysis, Incentive Process Management, Process Improvement, SPIF Development, Collaboration, Compensation Modeling, Market Database Maintenance, Job Evaluation.

• Develop ad hoc impact analysis to support the decision-making process in close collaboration with Sales Sr. Directors and Country Managers
• Manage annual analysis of incentive process, evaluate data integrity, summarize results, produce reports, and present findings to decision-makers
• Lead procedures to streamline processes and ensure continuity during Sr. Business Partner absence
• Initiate improvements across financial and Commercial Operations VC tools and systems
• Develop SPIFs (Sales Performance Incentive Funds) for product launches and other initiatives
• Collaborate with all levels of the global Commercial Operations, Sales, Finance, and HR
• Create models and projections for incentive programs, showing annual and fiscal impact for each alternative
• Act as project lead for annual merit increase and performance bonus process, ensuring adherence to guidelines, budget, and pay equity through reporting and analysis
• Coordinating and clarifying requests received by the HR business partners and providing preliminary analysis of results
• Complete annual and ad hoc compensation surveys
• Maintain the market database and job codes up to date in the HR systems (PeopleSoft (soon Workday), Excel)
• Assist with job evaluations using Hay, market surveys and preparation of relevant documentation
• Maintain and ensure the integrity of data in the internal systems
• Document, review, audit, and recommend administrative procedures or process improvements
• Participate in cost analysis and advice by suggesting creative solutions that address the needs of the business units

Skills: Compensation Management, Merit Cycle Administration, Job Structure Maintenance, Benchmarking, Pay Guidance, Data Modeling, Survey Participation, Job Evaluation

• Plan, administer, and implement broad-based compensation projects and programs
• Administer the annual merit and bonus cycles from end to end, including design, testing, communication, training, and support of partners
• Maintain the job and compensation structure including identifying outliers within the market
• Administer the annual benchmark process to ensure LPL maintains competitive pay practices
• Guide Human Capital partners and Business Leaders on competitive pay practices
• Conduct annual survey submissions, including identifying necessary surveys
• Model compensation data, develop reports and key metrics to support the pay-for-performance culture
• Identify communication and training opportunities for employees and managers on LPL’s compensation philosophy and practices
• Develop effective and clear communications regarding compensation programs and processes.
• Maintaining an existing database of positions and pay scale information and assessing jobs for both FLSA status and appropriate salary ranges
• Manage the participation of several annual salary surveys and evaluate appropriate mappings to market data for comparative pay analysis
• Evaluates present programs through market research, surveys/benchmarking, and analysis of trends to ensure plans are competitive and current
• Ensures integrity of salary grading systems, including job descriptions, pay bands, and incentive plans
• Perform job analysis and evaluations for new and existing jobs including writing and updating job descriptions

Skills: Compensation Management, Merit Cycle Administration, Market Benchmarking, Pay Guidance, Survey Analysis, Data Modeling, Training Development, Job Evaluation

• Support the Incentive Compensation function by providing ongoing analysis and function as subject matter expert on incentive compensation plans
• Provide accurate reporting and data verification for both internal and external parties
• Identify and suggest improvements for accounting policies and procedures
• Maintain and update supporting records
• Assist in researching and preparing technical accounting reports or memos in conformity with Generally Accepted Accounting Principles
• Assist Practice Leads in creating/evolving the long-term strategy and vision for the programs.
• Emphasis is on long-term vision as well as incremental improvements along the way.
• Provide analytical support across the spectrum of the practices, including market analysis, reviews of historical data, projections, or metric creation.
• Budget management and creation in support of the Year-Round-Rewards or Recognition programs.
• Management and support of established processes such as Government Mandated Increases, Prevailing Wage, or annual Market Assessments.
• Requirements gathering in support of policy updates to inform Workday updates or implementations.
• Assist lead consultant and stakeholders in the design of legally compliant programs that retain and motivate top talent and meet geographic objectives
• Prepares proposals and recommendations for revisions and improvements to current practices
• Leverages technological capabilities as it relates to compensation systems and processes.

Skills: Incentive Compensation Analysis, Data Verification, Accounting Policy Improvement, Record Maintenance, Technical Accounting Reports, Long-term Strategy Development, Budget Management, and Market Analysis.

• Experience in Compensation(Salary and Bonus)
• Working knowledge of general HR processes
• Experience with SuccessFactors Compensation and Variable Pay modules and SAP
• Ability to consistently deliver high-quality customer service in a professional manner
• Attention to detail, strong verbal and written communication skills in English
• Subject expertise in compensation processes and policies
• Strong organization and problem-solving skills
• Working knowledge of HR Service Center operations
• A strong understanding of Executive Total Reward Programs
• Flexibility, adaptability, and the ability to work under tight deadlines or changing client needs.
• Has good technical writing expertise
• Excellent communication skills

Qualifications: BA in Accounting with 5 years of Experience 

• Experience in compensation analysis, business analysis, operations, or customer service-related role
• Familiarity with HR practices and offerings including knowledge of compensation fundamentals base, bonus/incentive and stock plans, strategies, and principles
• Strong problem-solving, analytical, and quantitative skills
• Superb listening and communication skills including verbal, written, and presentation as well as strong interpersonal and soft skills
• Ability to manage multiple tasks simultaneously and adapt quickly to changing business needs
• Experience working in a fast-paced case management environment
• Proficient in MS Office applications
• Excellent collaboration, time management, and negotiation skills with the ability to meet deadlines.
• Effective prioritization, follow-up skills, and the ability to escalate issues when necessary
• Ability to follow standard operating procedures
• Ability to handle confidential and sensitive information
• Ability to analyze and synthesize compensation

Qualifications: BS in Mathematics with 4 years of Experience 

• Experience in compensation, including equity compensation
• Experience in evaluation and benchmarking of a variety of business and functional position
• Previous experience in a client-facing compensation role
• Human resources experience conducting job analysis, position classification, and compensation.
• Experience conducting survey benchmarking, market pricing and compensation surveys.
• Well-developed analytical critical thinking, project management, and excellent written/verbal communications skills.
• High proficiency in using the Microsoft Office suite, with superior Excel skills.
• Master’s degree from an accredited academic institution.
• Professional certification in human resources management and/or compensation.
• Experience in a higher education and non-profit institution or public sector organization.
• Experience in unionized and/or civil service organizations.
• Experience using Workday systems and/or other HRIS applications.

Qualifications: BS in Accounting with 3 years of Experience 

• Experience in a related field required, experience in Accounting/Finance, Compensation, or HRIS Systems
• Experience in a related field, candidates that hold an MBA with business-related internship experience
• Must be highly proficient with Excel, macro / VBA experience 
• Sales Compensation experience
• Experience in PowerBi or an SPM or ICM system such as Xactly, Callidus, or Anaplan
• Background of cross-functional interaction with internal organizations including sales operations, finance, and payroll
• Excellent communication skills, written and verbal, and social skill
• Quick learner with the ability to achieve successful results with limited supervision often under tight deadlines. 
• Attention to detail, problem-solving, judgment, and initiative, critical for success
• Effective experience interacting with and influencing at all levels of an organization
• Proficient in quantitative analysis in Excel or Google Sheets.

Qualifications: BS in Mathematics with 5 years of Experience 

• Demonstrated knowledge of concepts, principles, and regulatory requirements of Compensation.
• Strong MS Excel skills and proficiency with HR software systems
• Advanced math skills and basic knowledge of statistical applications.
• Excellent interpersonal skills and a strong communicator, both verbally and written
• Excellent program management skills and experience implementing large-scale change
• Expertise in compensation principles, program design, communication, and implementation
• Knowledge of all federal, state, and local regulations and compliance requirements related to employee compensation
• Demonstrated ability to manage project and program implementation
• Consultative in approach with the business and key stakeholders
• Ability to earn trust, maintain positive and professional relationships, and contribute to a culture of inclusion
• Deep analytical skills with the ability to utilize data to influence decision-making
• Experience in an HRIS system (SAP SuccessFactors preferred, or related systems such as Workday, Oracle, etc.)

Qualifications: BS in Human Resources with 6 years of Experience

• General knowledge of HR processes and systems. 
• Knowledge of MS Access Database, Oracle Business Intelligence, and PeopleSoft systems
• Outstanding organization, analytical, and conceptual skills with high detail and result orientation.
• Experience in consulting, finance, compensation, recruiting, or a similarly applicable field
• Strong proficiency in Excel, including experience building analyses and models
• Ability to adapt style and approach based on the situation. Comfortable raising counter-points.
• Demonstrated problem-solving and analytical skills.
• Top-notch attention to detail and accuracy.
• Strong project management skills.
• Team player who works effectively in a collaborative environment.
• Ability to interact with employees at all levels of the organization, including Executives and Senior Leadership.
• Excellent communication skills both in written and verbal formats.

Qualifications: BS in Accounting with 5 years of Experience 

• Experience in Finance or finance-related field, sales operations, or business analyst equivalent.
• Seasoned judgment acquired through organizational experience in sales metrics analyses, business planning, and working with sales senior management.
• Documented record of delivering reporting/business information that adds value to management's decision-making process.
• Comprehensive verbal and written communication, interpersonal, and presentation skills.
• Thorough working knowledge of frequently used personal computer programs and applications, such as Microsoft Office.
• Advanced Excel and PowerPoint knowledge and experience.
• High integrity and can maintain confidentiality at all times
• Develop sustainable relationships with clients/ colleagues/ key stakeholders.
• Outstanding interpersonal and communication skills. 
• Proven ability to manage work effectively under pressure.
• Dedication to fostering an inclusive culture and valuing diverse perspectives.
• Show drive, and passion, challenge the status quo, and contribute to changes. 
• Able to evaluate compensation data and identify issues, recommendations, and business improvement opportunities.

Qualifications: BA in Business Administration with 4 years of Experience 

• Knowledge of UKG Systems
• Knowledge and experience normally acquired through, or equivalent to, the completion
• Experience in the design, implementation, and administration of total rewards programs.
• Working experience with compensation administration applications (e.g., MarketPay, Payfactors, Oracle, etc.)
• Working experience with automated compensation planning (e.g., SuccessFactors, Workday, Oracle, etc.)
• Experience in the compensation field or related experience within HR
• Experience applying existing compensation frameworks to new roles
• Strong analytical skills and data-driven decision-making experience
• Experience with the review and analysis of datasets provided by reputable third-party compensation agencies
• Strong understanding of equity and experience at high-growth tech companies 
• Experience maintaining highly sensitive information and confidential
• Experience with PowerBI and PowerApps

Qualifications: BA in Economics with 3 years of Experience 

• Experience preparing analyses and interpreting/applying data to create reports
• Excellent mathematical/analytical skills
• Ability to identify statistical/data relationships, trends and anomalies
• Advanced Excel and database program skills
• Proficient with Microsoft Office and report-generation applications
• Strong customer service focus, effective oral/written communication skills
• Strong project management skills and ability to meet time-sensitive deadlines and manage shifting priorities
• Excellent attention to detail in providing accurate and quality work deliverables
• Excellent initiative in following through on the next steps, discerning the need for additional information, and obtaining feedback from stakeholders and other resources
• Ability to handle sensitive information while maintaining a high degree of confidentiality
• Ability to explain compensation concepts in a simple/straightforward way to internal customers
• Compensation administration experience (e.g., market pricing and survey participation)

Qualifications: BS in Finance with 2 years of Experience 

• Knowledge to develop professional expertise, and apply company policies and procedures to resolve a variety of issues.
• Works on problems of moderate scope where analysis of situations or data requires a review of a variety of factors
• Exercises judgment within defined procedures and practices to determine appropriate action
• Builds productive internal/external working relationships.
• Normally receives general instructions on routine work, and detailed instructions on new projects or assignments.
• Advanced Excel intermediate Word, PowerPoint, and Access
• Ability to learn software applications and HR Systems and utilize their report-writing tools to develop ad-hoc reports
• Fundamental compensation concepts business operations a comprehensive understanding of the FLSA
• In-depth knowledge of compensation theories and practical applications
• A demonstrated ability to understand and administer Bank policies, practices, local, state, and federal regulations and Board of Governors requirements.
• An understanding of the design, implementation, and administration of total rewards practices and programs.

Qualifications: BA in Human Resources with 5 years of Experience