Job Summary: 

• Perform accurate research to make informed recommendations regarding employee compensation
• Compare jobs against the industry’s market information to verify competitive compensation offers
• Analyze compensation package trends to ensure industry competitiveness and employee retention
• Conduct job analysis to determine appropriate salary level according to compensation guidelines and policy formulated by human resources management
• Review proposals for new or revised job descriptions to determine the appropriate salary range
• Participate in salary surveys and analyze results to determine the organization's market relationship
• Assist in the development and implement salary administration guidelines in a multi-state organization
• Review proposed salary actions to ensure conformance with established guidelines and policies
• Research special compensation programs or incentive systems to support the organization's objectives
• Maintain and audit the HRIS system to ensure the accuracy of compensation data
• Generate and create reports maintaining accurate information relating to compensation in HRIS
• Update quarterly Turnover Report, review and maintain knowledge of company structure
• Remain current on industry trends and regulatory requirements including FLSA and other state wage and hour laws
• Conducts all business professionally and ethically to serve customers and increase the goodwill and profit of the company

Skills on Resume:

• Compensation Research (Hard Skills)
• Market Analysis (Hard Skills)
• Trend Analysis (Hard Skills)
• Job Analysis (Hard Skills)
• Salary Administration (Hard Skills)
• HRIS Management (Hard Skills)
• Regulatory Knowledge (Hard Skills)
• Ethical Business Conduct (Soft Skills)

Job Summary:  

• Works to implement and administer company compensation programs, policies, and procedures to support and drive the achievement of business goals
• Experience with job evaluations, market pricing, and salary surveys, and well-versed in reporting and analysis
• Benchmark best practices to ensure programs are current concerning trends, practices, company philosophy, and competitive environment to enhance recruitment and retention initiatives
• Identify opportunities for improvement in processes and develop and provide education for leaders, HR, and other business units
• Shares functional expertise, industry insights, and best practices with peers, internal clients, and others across the company
• Assist with the preparation of communications on Operations compensation administration guidelines for distribution to associates 
• Working with HR Business Partners for the Gaming business and indirectly with Line Management groups to build and implement Compensation & Benefits solutions in line with business needs.
• Providing support for managing and maintaining compensation and benefits programs and related activities in areas, of performance management and risk.
• Immigration and Mobility can take up to 50% of the core tasks for this role at a time.
• Providing analysis and modeling to support recommendations and solutions covering specific areas of Compensation & Benefits, including salary planning, market analysis, job design, variable pay planning, vendor relationship management, and/or other services.
• Providing interpretation and counsel regarding Compensation & Benefits policies, programs, and practices.
• Researching issues and developing solutions to resolve business issues in related reward areas including employee engagement, benefits, performance management, and risk.
• Assisting with developing and implementing new Compensation & Benefits policies, practices, and programs to meet organizational needs.

Skills on Resume:

• Compensation Program Administration (Hard Skills)
• Job Evaluation (Hard Skills)
• Market Pricing (Hard Skills)
• Process Improvement (Soft Skills)
• Benchmarking (Hard Skills)
• HR Collaboration (Soft Skills)
• Compensation Analysis (Hard Skills)
• Policy Development (Hard Skills)

Job Summary: 

• Conduct external benchmarking and assess internal equity among existing roles.
• Make compensation recommendations, proactively address compensation issues, and meet with HR business partners, department heads and directors to resolve or explain compensation issues.
• Serve as an internal expert at preparing compensation analysis to develop clear job and compensation analysis, and proposing market-based and internally focused recommendations.
• Support the HR Center of Excellence (COE) model by serving as a compensation partner for HR Business Partners in North America.
• Follow and recommend improvements to processes that align with the desired configuration within Workday.
• Partner with internal Workday experts to ensure desired configurations operate fluidly.
• Responsible for providing ongoing and ad-hoc analyses of base pay and variable pay to ensure market competitiveness.
• Conduct job evaluations, including the design of creative solutions for specific compensation-related situations.
• Partner with a broad range of internal stakeholders such as HR Business Partners, recruiters, hiring managers and organization managers & directors.
• Interface with Finance and Information Technology team members, on compensation decisions, and policies.
• Administer other programs/policies relevant to rewards and recognition, employee relocations and international arrangements.
• Ensure accurate compensation program administration and compliance with applicable ERISA, regulatory, and tax laws.
• Follow a variety of repeatable HR processes & leverage tools in support of the Company’s high-growth phase.
• In the spirit of Continuous Improvement, observe and report process weaknesses and suggest creative solutions.
• Maintain the highest standards of data integrity and accuracy.
• Oversee maintenance of data and provide ongoing HR analytics reporting.

Skills on Resume:

• Benchmarking (Hard Skills)
• Equity Assessment (Hard Skills)
• Compensation Analysis (Hard Skills)
• HR Collaboration (Soft Skills)
• Process Improvement (Soft Skills)
• Compliance (Hard Skills)
• Data Integrity (Hard Skills)
• Job Evaluation (Hard Skills)

Job Summary: 

• Supports Spectrum Brands including overall compensation programs.
• Responsible for coordinating, administering, and monitoring compensation programs (base and variable pay programs) to ensure alignment and support of compensation philosophy.
• Performs job analysis efforts to include recommending new and revised job profiles by utilizing current job evaluation methodology and applying Fair Labor Standards Act guidelines.
• Participates in salary surveys globally to determine competitiveness and appropriateness of job classifications, auditing compensation for individuals and job groups and salary levels to ensure compliance with applicable laws.
• Conducts market analysis of jobs by reviewing the scope of responsibilities and matching appropriately to comparable survey data.
• Reviews salary actions for conformance to established guidelines and follows up with managers responding to questions from other HR staff and managers related to wage & hour issues.
• Provides compensation-related research to support, recommend, and implement changes
• Act as a subject matter expert in support of continuous improvement activities.
• Participates in and supports continuous improvement activities, including training, coaching and sharing of current processes and best practices.
• Supports projects and initiatives impacting pay plans and policies 
• Coordinates and collaborates with cross-functional teams in the development and implementation.
• Documents and enhances programs, procedures, policies, and controls.
• Responsible for providing the overall administration and coordination of the company’s incentive plans, including the analysis and maintenance of the plans.
• Creates and owns the reports, data and analysis used to effectively evaluate the performance of the plans.
• Creates and maintains plan documents including the preparation and distribution of various employee letters and statements.

Skills on Resume:

• Compensation Administration (Hard Skills)
• Job Analysis (Hard Skills)
• Market Analysis (Hard Skills)
• Salary Surveys (Hard Skills)
• Compliance (Hard Skills)
• Continuous Improvement (Soft Skills)
• Cross-functional Collaboration (Soft Skills)
• Incentive Plan Management (Hard Skills)

Job Summary: 

• Participates in compensation programs and projects to optimize the compensation strategy of the company while collaborating with other functional areas including HR, Information Technology and Payroll.
• Provide data analysis and expert counsel to all levels of leadership as well as HR staff on compensation programs and initiatives related to pay structures, short- and long-term incentive programs, job architecture, departmental reorganizations, pay change recommendations, new hire offers, and wage and hour regulations.
• Manage salary survey administration and serve as the point of contact for the market-pricing platform.
• Perform job analysis and job evaluations to develop job profiles and job descriptions.
• Prepare analysis and recommend annual merit budget and structure adjustments based on statistical modeling as well as participate in the design, analysis and administration of short-term variable pay programs.
• Knowledge in external marketplace compensation trends and updates to applicable employment laws.
• Collaborate with sales management to create and maintain motivating incentive plans determining metric-driven criteria and ensuring accurate compliant payout.
• Ensure accurate processing and reporting of employee’s incentive transactions.
• Provides timely assistance and guidance to Human Resources Business Partners regarding incentive compensation analysis, program design, legal compliance, and incentive compensation issues.
• Act as a subject matter expert in determining the impact of plan changes.
• Works closely with the HRIS/Payroll team to maintain current and accurate incentive and employee information.
• Maintain SOX and internal policy compliance as it pertains to incentive plan administration.
• Regularly reviews incentive payment reports for accuracy and completeness
• Establishes credibility and influence by coordinating with team and division Leaders, Finance, Legal and Human Resources

Skills on Resume:

• Compensation Strategy (Hard Skills)
• Data Analysis (Hard Skills)
• Survey Management (Hard Skills)
• Job Analysis (Hard Skills)
• Incentive Plan Design (Hard Skills)
• Compliance (Hard Skills)
• Cross-functional Collaboration (Soft Skills)
• Payroll Coordination (Hard Skills)

Job Summary: 

• Assist in the global compensation programs including policies, processes, and communications.
• Ensure the programs are aligned with Snowflake's pay practices and strategy while informed by the market
• Evaluate existing pay practices while providing recommendations and executing plans for changes.
• Review and select benchmark surveys, analyze and interpret relevant market data
• Develop recommendations for updates to job architecture, salary structures, and bonus targets, and propose salary increase budgets on a global basis
• Assist in the design and delivery of compensation programs that are well-understood and valued by managers and employees
• Develop comprehensive communications and training materials
• Perform data audits and troubleshoot within Google Sheets, Excel, and HRIS (Workday)
• Partner with cross-functional groups like human resources, stock administration, HRIS, finance, and recruiting to understand needs
• Suggest ways to utilize technology to increase process efficiency across all groups
• Ensure company compliance with relevant laws and regulations
• Assist with the development and implementation of compensation program communications and educational materials
• Examine compensation trends and develop recommendations supporting business initiatives to steer the company in a positive direction
• Participate in the development of best practices around severance, annual compensation planning, and incentive compensation management

Skills on Resume:

• Global Compensation (Hard Skills)
• Market Data Analysis (Hard Skills)
• Salary Structure Development (Hard Skills)
• Compensation Program Design (Hard Skills)
• Data Auditing (Hard Skills)
• Cross-functional Collaboration (Soft Skills)
• Compliance (Hard Skills)
• Communication & Training (Soft Skills)

Job Summary: 

• Manage, control, monitor, and coordinate all Compensation operational activities.
• Administer short and long-term incentive plans during the annual consolidated merit process
• Participate in market salary studies on an annual basis or more frequently for various benchmark positions within the corporation.
• Collaborate with Corporate Finance to project and manage the cost of compensation plans within budget.
• Ensure the effective day-to-day execution of compensation plans and programs.
• Conduct job analysis, evaluation, position description development, and market pricing and salary survey initiatives openly and transparently.
• Actively analyze and review compensation-related data, including business performance, budget/financial, utilization, and other demographic information
• Make informed recommendations to ensure competitive Compensation programs.
• Work with external compensation consultants
• Maintain/expand knowledge of existing and new Compensation-related legislation, and ensure the company complies with all Compensation laws and regulations.
• Assist with due diligence, analysis, recommendations, and integration for Mergers and Acquisitions (M&A).
• Coordinate and/or lead Compensation participation for system integrations/divestitures, special projects, and special processes.
• Coordinate efforts with/through key business stakeholders and participate in and/or lead internal and/or external audits
• Provide analysis and reporting of key metrics for the Compensation process.
• Ensure compliance with all internal policies and controls as well as compliance with external laws and regulatory guidance, including SOX.
• Analyze and enhance organizational effectiveness and customer-centric ideals.

Skills on Resume:

• Compensation Management (Hard Skills)
• Incentive Plan Administration (Hard Skills)
• Market Analysis (Hard Skills)
• Budget Management (Hard Skills)
• Job Evaluation (Hard Skills)
• Data Reporting (Hard Skills)
• Compliance (Hard Skills)
• M&A Support (Hard Skills)

Job Summary: 

• Act as a strategic partner to the HRBPs and business leaders to support compensation practices based on the group’s unique needs and objectives
• Manage Appian’s participation and data submission for all compensation surveys
• Conduct ad-hoc analyses across all business units to evaluate compensation programs and recommend creative and appropriate actions
• Assist in the creation, implementation, and maintenance of Appian’s job architecture and compensation structures
• Administer annual compensation review and increase cycle, including communications to organization leaders, HRIS administration, Finance approval, etc
• Utilize benchmark data to market price jobs and guide to hiring managers and Talent Acquisition partners
• Administer annual bonus calculation and payout process
• Maintain the PayScale MarketPay system and work to improve data quality and refresh frequency
• Maintain job profiles and compensation ranges within the HRIS system
• Participate in the evaluation and creation of short and long-term incentive programs
• Proactively evaluate pay practices for alignment with internal and external equity and pay trends
• Ensure compliance with all applicable regulatory requirements, legal statutes, and internal control requirements, including FLSA determinations
• May assist with the preparation of quarterly equity grants for Board approval

Skills on Resume:

• Strategic Partnering (Soft Skills)
• Compensation Surveys (Hard Skills)
• Job Architecture (Hard Skills)
• Market Pricing (Hard Skills)
• Bonus Administration (Hard Skills)
• HRIS Management (Hard Skills)
• Equity Compliance (Hard Skills)
• Incentive Programs (Hard Skills)

Job Summary: 

• Conduct compensation analyses across different functions and countries to ensure analysis to ensure internal equity, external competitiveness, and alignment with the company’s compensation philosophy.
• Develop new modeling templates for various compensation analyses to deliver repeatable insights at scale.
• Partner with HR and Recruiting to ensure the effective use of compensation data including job codes, position titles, and grades/job levels
• Play a key role in global compensation projects such as annual pay planning and bonus planning.
• Help us structure and scale the systems including maintaining job profiles compensation guidelines and auditing data and processes.
• Evaluates salaried and hourly positions.
• Performs market pricing analysis and job evaluations, which include defining labor markets, researching market salary data, and performing internal job studies.
• Coordinates the administration of the annual performance evaluation and salary administration programs, including cost analysis, budget, HRIS set-up, communication, and training.
• Responsible for quarterly and annual accruals and final incentive payout calculations.
• Writes, reviews, and evaluates job descriptions, and determines FLSA and EEO classifications.
• Maintains JBSS job description library and job code database.
• Designs and administers incentive programs, and regularly participates in compensation surveys.
• Market prices jobs, conducts job evaluations, and analyzes results, domestic and international
• Maintain and recommend enhancements to compensation architecture and pay structures

Skills on Resume:

• Compensation Analysis (Hard Skills)
• Market Pricing (Hard Skills)
• Job Evaluation (Hard Skills)
• Compensation Modeling (Hard Skills)
• Pay Planning (Hard Skills)
• Incentive Program Design (Hard Skills)
• Data Management (Hard Skills)
• Compliance & Classification (Hard Skills)

Job Summary: 

• Provides analytical support and assistance in the execution and administration of base pay and variable pay compensation programs.
• Provides guidance and solutions on compensation-related matters.
• Prepares materials to support salary survey job matching sessions.
• Completes annual survey submissions on behalf of the Company and analyzes results of general and industry compensation surveys.
• Creates new and/or updates existing job descriptions.
• Conducts job evaluations and makes leveling recommendations for existing new or changed jobs.
• Assists with evaluating and recommending the FLSA status of Company jobs.
• Ensures the accuracy of all job data contained within HRMS and other systems by seeking current information following up on outstanding issues and resolving discrepancies.
• Conducts market pricing on a project basis, and assists with managing job documentation and job descriptions.
• Performs ongoing market pricing system administration duties to ensure the accuracy and completeness of jobs employees' salary structures and market data.
• Routinely runs various system reports and creates complex reports.
• Researches and coordinates resolution of system issues with vendors.
• Assists with documenting processes in support of enterprise-wide compensation-related programs.
• Participates in the administration of the annual merit and variable pay plan process.

Skills on Resume:

• Analytical Support (Hard Skills)
• Compensation Program Management (Hard Skills)
• Salary Survey Analysis (Hard Skills)
• Job Description Creation (Hard Skills)
• FLSA Status Evaluation (Hard Skills)
• HRMS Data Accuracy (Hard Skills)
• Market Pricing (Hard Skills)
• System Reporting (Hard Skills)

Job Summary: 

• Administer and assist with the development and implementation of compensation programs and/or segments of programs in support of Total Rewards objectives
• Analyze, interpret, and review a wide range of relevant compensation data to ensure the company's rewards and recognition programs and policies are competitive
• Analyze positions and participate in market surveys and custom benchmarking studies
• Reviews proposed salary actions seeks input from managers on sensitive issues and recommends 
• Assists with developing informational materials and/or forms to assist managers and employees in understanding and participating in compensation processes.
• Performs statistical analysis data modeling data analytics and costing of base and incentive pay programs.
• Prepares charts graphs and dashboards for presentations regarding compensation initiatives.
• May compose employee communications related to base and variable pay programs.
• Participates in preparing Company responses to rate cases by collecting compiling and organizing compensation-related materials and information required by the rate case.
• Lead the compensation competitive analyses
• Build a global compensation philosophy by participating in compensation projects that will design & review salary structure, leveling systems, and other comp-related initiatives
• Assist with department process-improving workflows and procedures
• Collaborate with talent acquisition on new hire offer packages to level and map jobs appropriately
• Support the global People team on special HR projects and assignments

Skills on Resume:

• Compensation Administration (Hard Skills)
• Market Pricing (Hard Skills)
• Job Evaluation (Hard Skills)
• Salary Surveys (Hard Skills)
• HRMS Management (Hard Skills)
• FLSA Compliance (Hard Skills)
• Report Generation (Hard Skills)
• System Management (Hard Skills)

Job Summary: 

• Ensure the accuracy and timeliness of the distribution of sales compensation plans and Terms and Conditions to the sales organization
• Impacting the accuracy and timeliness of commission calculation and payments
• Execute the monthly/quarterly/annual processes to create/change, publish, and obtain signoffs of the individual comp plan documents
• Maintain the systems, processes, and data for the sales incentive plans, including a master Excel sheet for plan issuance and DocuSign/Xactly plan templates
• Help with moving all comp plans to be distributed out of Xactly, eDocs
• Track and report on the status of plan acceptance to ensure compliance and timeliness
• Ensure the plan issuance process, controls, and documentation is by SOX requirements
• Responsible for quarterly metrics on sales compensation plans
• Improve the current process for scalability
• Contribute to the sales compensation team with user acceptance testing, auditing, plan analysis, and reporting
• Answer queries from the sales teams 
• Provide regular training on sales incentives to the sales teams, with ad-hoc training provided

Skills on Resume:

• Sales Compensation Administration (Hard Skills)
• Commission Calculation (Hard Skills)
• Process Management (Hard Skills)
• Data Management (Hard Skills)
• SOX Compliance (Hard Skills)
• Metrics Reporting (Hard Skills)
• User Acceptance Testing (Hard Skills)
• Sales Team Training (Soft Skills)

Job Summary: 

• Conducts job evaluations for new and revised positions within assigned business units
• Maintain job descriptions by department standards, conducting market surveys and analyzing results 
• Determine appropriate pay band and mid-market range for evaluated positions
• Ensure wage and salary rate recommendations are equitable internally and externally
• Establish target incentive eligibility and present findings to management for approval.
• Maintains and controls position description records and market valuation files.
• Conducts and participates in compensation surveys to maintain competitive market data for jobs.
• Recommends and implements compensation adjustments according to survey findings.
• Monitors market trends and evaluates external competitiveness of the company's compensation programs.
• Analyzes changes in salaries or salary grades that deviate from policy or job structure
• Communicates findings and/or recommendations to management.
• Coordinates and reconciles data updates/corrections including file uploads to HRIS systems, payroll, and compensation external systems.
• Provides consultation to Human Resources and/or Department Managers in the administration and interpretation of salary administration policies (new hire offers, promotional offers, compensation disputes, etc.) 
• Maintains compliance with federal and state laws for assigned business units
• Provides interpretation of procedures as relate to data procedures and recommends solutions to problems or issues not covered by established practices.

Skills on Resume:

• Job Evaluation (Hard Skills)
• Market Surveys (Hard Skills)
• Pay Band Determination (Hard Skills)
• Compensation Analysis (Hard Skills)
• Incentive Eligibility (Hard Skills)
• Data Management (Hard Skills)
• Compliance (Hard Skills)
• HR Consultation (Soft Skills)

Job Summary: 

• Perform database maintenance and audits to ensure data integrity across various systems (PeopleSoft, SuccessFactors, PayFactors) Analyze for accuracy/completeness
• Identify any issues/discrepancies, and create workflow processes.
• Prepare weekly/monthly reports, audit reports and analyses for accuracy
• Working closely with senior analysts, the Director, and FP&A, during the annual merit cycle
• Compile and assist in preparing materials for review and/or presentation (PowerPoint, dashboards, Cost analysis, Word docs).
• Performs special projects, such as salary structure analysis, geographic analysis, cost analysis, process improvements, etc.
• Assist in the development and implementation of ad hoc projects and reports.
• Own job code processes such as creating new codes, auditing existing and updating
• Coordinate and process one-time bonuses, retention bonuses, and severance
• Monitor and respond to emails in the compensation general mailbox
• Works with HR Business Partners, Talent Acquisition, and managers on compensation-related inquiries and analyses.
• Supports the focal review process including reviewing proposed changes to ensure conform with established guidelines, policies, and practices.
• Maintains and audits the comprehensive job family structure through analyses and job evaluations.
• Participates in compensation surveys to collect and analyze the competitive position.
• Facilitates system transactions and operational business processes that impact compensation.

Skills on Resume:

• Data Integrity (Hard Skills)
• Report Preparation (Hard Skills)
• Job Code Management (Hard Skills)
• Compensation Analysis (Hard Skills)
• Project Support (Hard Skills)
• Bonus Processing (Hard Skills)
• System Transactions (Hard Skills)
• Compensation Surveys (Hard Skills)

Job Summary: 

• Manage the compensation systems for accurate commission calculations and reporting 
• Help design compensation plans and then implement those plans for processing, including distribution to the Sales team 
• Develop and implement compensation policies and procedures along with the publishing of key financial metrics 
• Help analyze earnings and payments for forecasting
• Develop and monitor processes to ensure new hires and payment modifications are captured, along with implementing compensation plans for changes during a plan year 
• Manage and resolve questions regarding crediting and reporting and provide accurate responses
• Lead engagement with business partners to ensure identification and resolution of operational issues
• Provide regular support and training to the users of the compensation system
• Support the sales incentive design, governance, and administration processes
• Provide ad hoc support for Compensation and compensation-related HR Business Partner activities
• Assist the production of materials for meetings of the Compensation Committee of the New York Life
• Board of Directors, including ensuring sufficient availability of supplies, and managing the checklist of items against meeting agendas
• Assisting in the preparation of reports, analyses, and exhibits for Board and Compensation Committee meeting materials
• Contribute to the year-end compensation planning process and manage executive compensation data in the Company’s HRIS
• Support the compensation design, communication, and implementation processes

Skills on Resume:

• Compensation Management (Hard Skills)
• Plan Implementation (Hard Skills)
• Policy Development (Hard Skills)
• Forecasting (Hard Skills)
• Issue Resolution (Soft Skills)
• User Training (Soft Skills)
• Executive Compensation (Hard Skills)
• Committee Support (Soft Skills)