Job Summary:

• Works as a member of a project-based solutions team to execute organization design and compensation work streams by identifying customer and operational needs
• Analyzing resources, costs, and incorporates them into business plans.
• Provide expertise on job scoping, competencies/skills required, leveling, and alignment. 
• Counsels HRBPs and leaders regarding the development of job summaries and/or descriptions, role clarification.
• Conduct leading practices research on organization models and benchmark studies for input into organization designs.
• Present findings and recommendations to design leads and HRBPs and collaborate to determine plan for implementation.
• Provides guidance, reviews quantitative and qualitative analyses and research that may be prepared by analysts, works on complex analyses, and drafts presentations that include meaningful conclusions for review by team leadership.
• Analyzes current variable compensation programs to determine plan effectiveness, models proposed incentive plans to ensure viability of design and ensure payouts will provide market competitive payments for appropriate performance requirements
• Prepares special studies and recommendations on subjects such as base pay delivery, incentive compensation, and performance management. 
• Consults with management to assess competitive labor market trends and specific business needs as they relate to compensation.
• Perform data analysis using advanced dynamic Excel modeling. 
• Understand project components and processes to make sure analyses are correct.
• Trains HR leaders and managers on existing pay programs and the use of related software tools.

Skills on Resume: 

• Project Management (Hard Skills)
• Compensation Analysis (Hard Skills)
• Organizational Design (Hard Skills)
• Data Analysis and Modeling (Hard Skills)
• Consultative Skills (Soft Skills)
• Research and Benchmarking (Hard Skills)
• Presentation and Communication (Soft Skills)
• Training and Development (Soft Skills)

Job Summary:

• Provides compensation analysis and consulting services to university clients.
• Provides expertise in the development, improvement and implementation of market-competitive structures, market reviews, incentive compensation, and pay equity process. 
• Manage and participate in strategic compensation initiatives.
• Responsible for operationalizing and implementing the Equal Pay for Equal Work Act. 
• This includes working in partnership with the Office of Equity and reviewing relevant experience and other allowable factors to determine pay at hire, promotion, and during equity reviews, and creation and delivery of training to supervisors and employees
• Responsible for review of in-range and discretionary pay considerations
• Position is responsible for searching market data and establishing salary ranges for requests that are outside of established ranges for University Staff and positions higher than Director level.
• Reviews and approves temporary additional pay requests for classified and university staff positions.
• Reviews honoraria requests to determine if request meets honoraria policy.
• Play an integral part in developing the company’s total rewards strategy by providing knowledgeable consultation, data analysis, and forecasting models.
• Build consultative and collaborative relationships with HR partners, business leaders, and team members on compensation programs evolution and compensation initiatives.
• Monitor compensation program effectiveness to ensure alignment with business strategy and financial modeling, research standard methodologies, and recommend enhancements/changes

Skills on Resume: 

• Compensation Analysis (Hard Skills)
• Market Data Research (Hard Skills)
• Equal Pay Compliance (Hard Skills)
• Training and Development (Soft Skills)
• Strategic Compensation Management (Hard Skills)
• Consultative and Collaborative Skills (Soft Skills)
• Operational Review (Hard Skills)
• Compensation Program Monitoring (Hard Skills)

Job Summary:

• Plan, design, operations & administration, governance and reporting.
• Administer and maintain the Xactly incentive compensation system, including establishing and maintaining effective data management protocols and system controls.
• Build new incentive plans and associated calculations in the system, as well as modifying existing plans, hierarchies, and crediting rules to keep pace with an evolving sales organization.
• Partner with sales, operations, and finance to improve the operations and infrastructure of the sales compensation systems and processes.
• Develop, document, execute and maintain requirements for content for 3rd party vendors.
• Manage, monitor, and report usage, outages and repairs of Xactly comp administration system.
• Establish and maintain ongoing Salesforce case management and reporting.
• Deliver high quality analytics, design and advisory work that meets expectations for timeliness and accuracy.
• Develop and conduct market assessments of compensation positioning to support in developing and implementing total rewards programs designed to attract and retain high caliber talent in accordance with our talent strategy and total rewards framework.
• Conducts job analysis and partners with HR and management to determine appropriate job leveling and pricing. 
• Consult and manage the annual performance and compensation cycle, including creating/publishing a timeline, developing procedures, analyzing data, creating documentation and reports, and then communicating compensation decisions.
• Handles more extensive, high-profile work.
• Responsible for direct interaction with different committees and/or management
• Strategic in developing, implementing and administering HR programs within functional areas

Skills on Resume: 

Xactly System Administration (Hard Skills)

Compensation Plan Design (Hard Skills)

Cross-Functional Collaboration (Soft Skills)

Analytics and Reporting (Hard Skills)

Salesforce Case Management (Hard Skills)

Compensation Strategy (Hard Skills)

Job Analysis and Pricing (Hard Skills)

Project Management (Soft Skills)

Job Summary:

• Leads special projects that require thoughtful analyses, coordination with various groups, development of materials and presentations to leaders and appropriate members of the Management Group
• Responsible for incentive compensation regulatory compliance for North America including the determination of regulated roles in North America
• Monitors change to regulatory requirements and adapt the corporation’s policies and procedures, if needed
• Provide plan design and HRIS design guidance to ensure regulatory requirements are met
• Ensure appropriate compensation governance, including effective oversight by the Board and record keeping requirements
• Develop employee communications to facilitate the understanding of compensation regulatory requirements for relevant employees and their managers
• General analytical support for the global equity and deferred compensation programs
• Manages the Deferred Compensation plan, including coordination of annual open enrollment, vendor management and program administration
• Assists in ensuring internal compliance for equity and deferred compensation programs and assist with all audit/compliance requirements for regulatory programs
• Assists in the day-to-day administration of the global equity program
• Maintain equity and deferred compensation communications, training, and reference materials
• Receives general direction and is competent to work at a high technical level on compensation issues.
• Serves as a resource or go-to person within a group.

Skills on Resume: 

• Project Management (Hard Skills)
• Regulatory Compliance (Hard Skills)
• Plan Design and HRIS Guidance (Hard Skills)
• Compensation Governance (Hard Skills)
• Employee Communications (Soft Skills)
• Analytical Support (Hard Skills)
• Audit and Compliance Assistance (Hard Skills)
• Communication Maintenance (Hard Skills)

Job Summary:

• Responsible for the development and management of all direct labor/hourly compensation pay programs and policies for all U.S. union and union-free locations.
• Responsible for overseeing and executing annual salary review/compensation planning to include tool development, testing, business and plant HR training, and end-to-end process data analysis.
• Provide compensation analysis work when requested by BUHR or COE (e.g., union-free hourly grade movement recommendations, total compensation analysis for union-free hourly positions, compensation program survey completion, compensation cost analysis for project initiatives, etc.).
• Become an expert in union hourly compensation wage analysis, processes, and procedures.
• Provide “in-house consultant” services to Plant HR managers, Shared Services, Employee Relations COE, and Talent Acquisition COE around union-free hourly and union policy and pay interpretation, compensation analysis, progressions, compensation dispute resolution, and job analysis.
• Ownership of the U.S. Job Evaluation process for union and union-free hourly jobs, including office of record of all evaluations, training program ownership, answering questions from the field, and ensuring overall compliance with each of the evaluation programs.
• Obtain functional knowledge related to compensation in areas of compliance, legal, and audit.
• Ensure that the governance and administration of various compensation programs comply with established guidelines, processes, procedures, and collective bargaining agreements.
• Develop excellent working relationships with business unit and plant HR, Shared Services, and other HR COEs.
• Implement/deliver new programs or training to business HR units.
• Provide additional program ownership and/or support for global programs as appropriate or delegated.
• Partner with the COE Communications Manager to develop training/communication materials.

Skills on Resume: 

• Compensation Program Management (Hard Skills)
• Data Analysis and Reporting (Hard Skills)
• Non-Union Wage Analysis (Hard Skills)
• Consultative Skills (Soft Skills)
• Job Evaluation Expertise (Hard Skills)
• Compliance and Governance (Hard Skills)
• Relationship Building (Soft Skills)
• Training and Communication (Soft Skills)

Job Summary:

• Work with the global compensation team, members of the HR team, and key business contacts in a team-based consulting model to solve issues and translate Red Hat’s compensation philosophy into an actionable strategy for the EMEA region
• Serve as a compensation program subject matter expert, be a trusted adviser to management and HR team members on all compensation-related matters
• Use compensation data, market analyses, business strategies, and talent review data to develop and implement compensation recommendations for management and other crucial roles
• Monitor and analyze local competitive compensation data to determine if adjustments to Red Hat’s salary structure, pay practices, or compensation guidelines are needed
• Conduct job evaluations and compensation recommendations for positions of all levels
• Develop special retention and incentive plans based on business needs in coordination with global compensation team partners
• Support equity and long-term incentive planning, salary reviews, sales plans, and bonus planning processes for sales and services employee populations
• Managing the ongoing design and program management of the company’s equity programs including Restricted Stock Units, Options, the Officer & Executive Long Term Performance Plan, and the Employee Stock purchase plan.
• Managing monthly stock grant cycles
• Utilizing Workday to manage the stock programs and configuration
• Coordinating program design activities with Legal, Corporate Development, Finance, Business Management, HR Services, IT and others
• Preparing program materials for review with the CEO, CFO, Business Leadership, HR Management and the Compensation Committee of the Board
• Developing program communications and educational materials to build employee awareness and understanding of programs
• Participating in cross-department projects and initiatives

Skills on Resume: 

• Strategy Development (Hard Skills)
• Data Interpretation (Hard Skills)
• Compensation Program Management (Hard Skills)
• Cross-functional Collaboration (Soft Skills)
• Program Design (Hard Skills)
• Workday Utilization (Hard Skills)
• Communication and Education (Soft Skills)

Job Summary:

• Organize interview responses with 300+ managers
• Collect Years-of-experience data for 800+ employees
• Calculate capability scores for 800+ employees
• Creating rankings for each employee in each job
• Liase with outside counsel to review rankings based on salary, years of experience and capability score)
• Liases with outside counsel and HR to create mitigation plan
• Create Salary-Band proposal
• Draft Messages to introduce Salary Banding
• Work with T&D to create a process for performance and compensation assessment to begin at end of 2020
• Message new assessment process
• Assist in preparing training for new process

Skills on Resume: 

• Data Management (Hard Skills)
• Statistical Analysis (Hard Skills)
• Project Management (Hard Skills)
• Communication Skills (Soft Skills)
• Stakeholder Engagement (Soft Skills)
• Benefits Knowledge (Hard Skills)
• Training and Development (Soft Skills)
• Attention to Detail (Hard Skills)

Job Summary:

• Designs, develops and recommends salary increase programs, including merit increase grids, salary range structures, salary administration guidelines and related procedures.
• Participates in the development of compensation program communications to management and employees, including annual compensation programs, compensation guide to managers, and the Performance Incentive Plan (PIP).
•  Evaluates and classifies exempt, non-exempt and management positions, spanning a diverse range of job families.
•  Performs research on various compensation issues and topics to ensure that the Health System is using compensation techniques and programs appropriate for each culture and business.
• Maximizes the utilization of compensation software and databases to streamline this process. 
• Participates in analysis of survey results and formulates recommendations to maintain desired competitive position in selected markets. 
• Designs and implements custom surveys as appropriate. 
• Develops cost estimates of any recommendations and presents recommendation to Senior Leadership for further consideration.
• Develops and maintains strong end-user skills related to Human Resources Information System (HRIS) as it pertains to compensation programs.
• Works closely with staff in Human Resources, Budget & Finance, Talent Acquisition, Payroll and HRIS to ensure the proper maintenance of employee data and information
• Develops and implements solutions to any problems which may arise.
• Works with leadership to develop position descriptions and specifications for budget-approved and proposed positions within the Health System. 
• Review job descriptions with managers and incumbents to verify responsibilities and specifications. 
• Develops recommendations regarding classification and salary range information for approved evaluation requests.

Skills on Resume: 

• Compensation Program Design (Hard Skills)
• Compensation Communication (Soft Skills)
• Job Evaluation and Classification (Hard Skills)
• Compensation Research and Analysis (Hard Skills)
• Compensation Software Utilization (Hard Skills)
• Survey Analysis and Custom Surveys (Hard Skills)
• Recommendation Presentation (Hard Skills)
• Interdepartmental Collaboration (Soft Skills)

Job Summary:

• Performs specialized research studies on a range of compensation topics
• Analyzes and interprets data and prepares summary reports.
• Assists in the design of organizational and department goals for the Performance Incentive Program (PIP) including plan design, proofing files, coordinating with HRIS, and distribution of awards payouts.
• Prepares and analyzes data for audits and ensures compliance with Federal and State Laws related to Wage and Hour and Equal Pay.
• Participates as a member of various organization-wide teams and committees.
• Calculate and process various incentive and bonus payments according to plan documents, and design onboard incentive plans. 
• Analyze and research requirements to ensure incentive and bonus programs are administered correctly.
• Contribute towards effective documentation of employee pay, title and related attributes by auditing and reviewing data, researching complex data errors and initiating updates to internal systems. 
• Run and analyze audit reports, recommending new reports or processes to best document and audit data.
• Ensure SOX and internal audit compliance by running audit reports, and researching/correcting errors in pay, contract, or title issues as they are discovered during regular audits.
• Support the global benchmarking process by participating in and analyzing industry survey data to determine the competitiveness of the total compensation programs.
• Assists in the research and development of special studies and recommendations on salary administration and other topical HR issues and initiatives.
• Write, maintain, and support a variety of reports or queries utilizing appropriate reporting tools.
• Conduct special projects for the Compensation team, including but not limited to designing data solutions for existing workflow, creating new tools for research/review of data and realigning processes.

Skills on Resume: 

• Data Analysis (Hard Skills)
• Incentive Design (Hard Skills)
• Compliance and Auditing (Hard Skills)
• Reporting and Documentation (Hard Skills)
• HRIS Coordination (Hard Skills)
• Market Analysis (Hard Skills)
• Special Projects (Hard Skills)
• Team Collaboration (Soft Skills)

Job Summary:

• Administers and effectively communicates the company's compensation plans/programs.
• Support significant Compensation initiatives
• Annual compensation planning process (LTI, base pay, bonus), project management and implementation activities
• Equity (LTI) administration and analysis
• Salary range development and implementation
• Working closely with the Sr. Director, Compensation and/or other Rewards colleagues to research and resolve compensation issues
• Perform ad-hoc reporting and analysis, provide appropriate consultation to HR and/or management.
• Support benchmarking activities including survey review and participation for compensation programs
• Summarize results, identify trends and assess relevance to local business/talent pool. 
• Recommend appropriate outcomes in line with Company Compensation philosophy and strategy.
• Ensure proper alignment of benchmarks across geographies and business lines.
• Contributes to the implementation of new compensation programs.
• Reviews and provides recommendations for improvements to processes, procedures, policies, and plans to reflect new and current programs with an eye toward best practices.

Skills on Resume: 

• Compensation Program Administration (Hard Skills)
• Project Management (Hard Skills)
• Equity Administration and Analysis (Hard Skills)
• Salary Range Development (Hard Skills)
• Data Analysis and Reporting (Hard Skills)
• Market Research (Hard Skills)
•  Recommendation (Soft Skills)
• Process Improvement (Hard Skills)

Job Summary:

• Proactively provide guidance to internal business clients when compensation issues or trends emerge. 
• Keep up-to-date on changes in the market that may impact recruitment efforts.
• Partner with HRBP, Talent Acquisition and internal clients to help develop solutions for organizational changes, new jobs, hard-to-fill roles, compression issues, promotion recommendations, retention inquiries, and other scenarios. 
• Ensure market pricing matches are appropriate and suggest edits as better matches become available.
•  Communicate challenges, changes and impacts with clients and leadership.
• Assists with the annual compensation cycle and salary planning process. 
• Provides ongoing instruction and training on the use of related tools. 
• Act as liaison with various partners and stakeholders including key business leaders, HRIS, Talent Acquisition, Payroll and the HRBP team. 
• Create and deliver all communication & training, configure budgets, manage planning questions, provide reporting and analyses to planners and HRBPs, maintain controls with audits, and collect and deliver final results to leadership.
• Participate in the development of compensation policies, programs, services and tools that
• improve process and efficiency with a focus on delivering a high level of customer service.
• Provide accurate, comprehensive and easy-to-interpret analyses and reports to clients. 
• Ensure documents are client-ready and secure.

Skills on Resume: 

• Compensation Analysis (Hard Skills)
• Market Research (Hard Skills)
• Stakeholder Collaboration (Soft Skills)
• Effective Communication (Soft Skills)
• Training and Development (Soft Skills)
• Project Management (Hard Skills)
• Analytical and Reporting Skills (Hard Skills)
• Policy Development (Hard Skills)

Job Summary:

• Supporting the administration and assessment of Holland America Group’s compensation programs, overseeing deliverables that are broad in scope and impact across the HA group. 
• Contribute to compensation and analytical activities including the analysis, documentation, development, costing and implementation of international and domestic base pay and incentive programs. 
• Supports the proper payment of wages and bonuses for employees by interacting with employees, management and other HR teams to help ensure wages are paid accurately, timely and according to policy.
• Carries out analytical assignments involving the analysis, development, and administration of compensation programs.
• Analyze employee salaries and establish appropriate new hire rates and promotional increases based on internal equity, market pay, collective bargaining agreements and internal policies.
• Analyze, evaluate and create compensation structures, new job roles, and job progression for the organization, ensuring compliance with internal policy and collective bargaining agreements. 
• Research policy or collective bargaining agreement provisions with various stakeholders when conflicts arise regarding interpretation.
• Regularly respond to employee questions regarding pay, title, contract and related issues.
• Partner with business operations to understand recruitment and retention concerns, analyze data, and propose solutions. 
• Conduct data analysis and interpretation of trends to support proactive planning.
• Initiate, negotiate and independently manage meetings and presentations to management regarding complex pay-related proposals. 
• Present solutions to management in a clear, concise format, laying out options and discussing alternatives. 
• Understand and explain the historical context of potential solutions, ensuring management has clear understanding of the impact.
• Act as a key contributor to the annual salary increase processes for both employees represented by collective bargaining agreements and those non-represented by reviewing back-end data, determining corrections according to policy or past practice and initiating system updates.

Skills on Resume: 

• Compensation Analysis (Hard Skills)
• Data Interpretation (Hard Skills)
• Compliance Knowledge (Hard Skills)
• Communication Skills (Soft Skills)
• Problem-Solving (Soft Skills)
• Stakeholder Collaboration (Soft Skills)
• Project Management (Hard Skills)
• Analytical and Strategic Thinking (Hard Skills)

Job Summary:

• Administers end-to-end merit review process, working collaboratively with all involved stakeholders
• Participates in the development and implementation of timelines, related communication, resources, and tools to ensure effective up-front communication and timely and accurate delivery of the process.
• Respond to questions and provides guidance throughout the process
• Finalizes process through HRMS and Payroll and roll out to managers and team members.
• Takes an active role in administering the annual bonus process, ensures up-to-date records throughout the year and monitors ongoing effectiveness of the program
• Participates in and supports related communication, resources and tools including bonus pay plan administration templates and related communication
• Administers the final payout process. 
• Performs necessary validations and delivery of plan documents and payment letters
• Ensures the external competitiveness of internal compensation levels relative to the market.
• Participates in annual salary surveys. 
• Conducts market analysis to assess internal compensation levels relative to the external market. 
• Provides observations on findings and recommendations on course of action according to market study results and with consideration to affordability, internal equity, market factors and business needs. 

Skills on Resume: 

• Project Management (Hard Skills)
• Stakeholder Collaboration (Soft Skills)
• HRMS and Payroll Administration (Hard Skills)
• Compensation Analysis (Hard Skills)
• Communication Skills (Soft Skills)
• Data Validation and Accuracy (Hard Skills)
• Analytical Thinking (Hard Skills)
• Process Improvement (Hard Skills)

Job Summary:

• Develops and implements related resources, tools and/or processes such as base pay structure upon approval of recommendations.
• Conducts job evaluations in response to business needs. 
• Collaborates with Manager, of Total Rewards to review and update existing processes and resources. 
• Provides recommendations, gathers feedback, and develops and implements processes and resource enhancements. 
• Maintains integrity of all aspects of job evaluation program
• Ensures all aspects of job documentation are recorded accurately and kept up to date according to changing business needs
• Collaborates with the business on compensation and job evaluation-related projects
• Maintains current knowledge of best practices in compensation and job evaluation and collaborates with Manager, Total Rewards to maintain best-practice standards
• Provides complex analytical reports and tools to support strategic initiatives and decision-making by the Senior Leadership Team
• Leads the annual Total Rewards Statement initiative
• Keeps abreast of all compensation-related legislative requirements nationally and maintains BGIS’s compliance
• Serve as primary compensation contact with assigned departments to provide advice, direction, and guidance on broadly defined compensation matters.
• Review and evaluate compensation programs to ensure they are in compliance with wage and hour laws, minimum wage, FLSA, and other state and federal compensation regulations.

Skills on Resume: 

• Compensation Structure Design (Hard Skills)
• Job Evaluation (Hard Skills)
• Process Improvement (Hard Skills)
• Analytical Skills (Hard Skills)
• Legislative Compliance (Hard Skills)
• Stakeholder Collaboration (Soft Skills)
• Project Management (Hard Skills)

Job Summary:

• Initiates, plans and completes compensation projects to support customer initiatives.
• Participates in or leads special projects with customer or HR partners related to job evaluation, position descriptions, market analysis, organizational structure analysis, pay for performance initiatives or related compensation issues.
• Advises management personnel regarding the effective use of pay plan policy, practices and tools, and develops recommendations for new ones
• Partners with Information Technology and HRIS organization to promote accuracy of data reporting, and ensure accuracy in payouts of bonus and incentive plans.
• Prepares cost analysis associated with pay adjustments or pay program initiatives.
• Utilizes mainframe HRIS system and specialized software to create reports and maintain information on market analysis and pay structures. Solves problems related to data integrity.
• Participates in the training of new supervisors and managers to learn how to use the pay plan tools available.
• Maintains pay tables and salary structure data, presents information
• Assists with survey submission
• Demonstrates components of I CARE Values Statement Follows all safety rules while on the job and reports safety issues
• Performing advanced compensation project work, including job evaluation, work design, compensation administration and program and policy development, salary adjustment projects, pay plan maintenance, and analysis and data preparation to support incentive plan designs.
• Monitor the effectiveness of existing compensation policies and guidelines, ensuring that they are competitive, cost-effective, aligned with, and supportive of the System’s business strategy.
• Design, implement and manage compensation programs and tools that support the attraction, retention, and motivation of a high-quality and high-performing workforce.
• Perform regular internal audits and external studies to ensure internal equity and external competitiveness of the System's compensation practices through strategic monitoring of business conditions, legal requirements, economic environment, and competitive practices within the healthcare industry.

Skills on Resume: 

• Project Management (Hard Skills)
• Compensation Analysis and Design (Hard Skills)
• Data Management and Reporting (Hard Skills)
• Cost Analysis (Hard Skills)
• Communication and Advisory (Soft Skills)
• Training and Development (Soft Skills)
• Policy and Program Development (Hard Skills)
• Compliance and Monitoring (Hard Skills)

Job Summary:

• Contribute to the design, creation, and maintenance of the compensation infrastructure and tools.
• Facilitate discussions on how to approach job evaluation and contribute to the development of job evaluation tools and training.
• In partnership with the business and HR Partners, review job descriptions and conduct a job evaluation.
• Conducted market analysis of jobs and monitored marketplace trends.
• Collaborate with business and HR Partners to understand compensation needs, assess business situations, and provide solutions.
• Works with key contributors to design complex compensation programs including short and long-term variable compensation programs.
• Ensures compensation programs and processes are in compliance with legislative regulations and requirements.
• Participates with Total Rewards Leader on executive compensation needs.
• Serves as the compensation lead or subject matter expert on projects or initiatives within assigned client areas that require partnership with HR business services, business leaders, Finance, and other areas to ensure successful outcomes of the project or initiative.
• The ideal candidate for the Total Compensation Consultant role will have the following attributes
• Excellent communication and interpersonal skills, problem-solving skills, and decision-making skills.

Skills on Resume: 

• Compensation Design (Hard Skills)
• Job Evaluation and Analysis (Hard Skills)
• Market Analysis (Hard Skills)
• Stakeholder Management (Soft Skills)
• Complex Compensation Programs (Hard Skills)
• Legislative Compliance (Hard Skills)
• Project Management (Hard Skills)
• Interpersonal Skills (Soft Skills)