Job Summary:

• Lead part of the MU Total Rewards team, supporting and developing team members.
• Own the design, build and implementation of local and global total reward programs.
• Supervise and quality control complex compensation modeling within Excel.
• Identify and escalation of risks e.g. business, legal, engagement concerns.
• Ensure that work is legally compliant and in keeping with Accenture’s design principles.
• Lead major benchmarking projects for a variety of global HR strategy and compensation initiatives
• Support Leaders’ recruitment, promotions, and business cases.
• Manage the development of communications and training materials for Reward initiatives
• Oversee the configuration of the Compensation Administration Tool. 
• Understanding system interface requirements and working closely with the Reward CoE to resolve issues
• Use external and internal resources to build personal and team knowledge.   

Skills on Resume:

• Team Leadership (Soft Skills)
• Program Design (Hard Skills)
• Compensation Modeling (Hard Skills)
• Risk Management (Hard Skills)
• Legal Compliance (Hard Skills)
• Benchmarking Leadership (Hard Skills)
• Recruitment Support (Hard Skills)
• System Oversight (Hard Skills)

Job Summary:

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

Skills on Resume:

• Awards Supervision (Hard Skills)
• Process Design (Hard Skills)
• Market Analysis (Hard Skills)
• Compensation Advising (Soft Skills)
• Team Management (Soft Skills)
• Executive Rewards (Hard Skills)
• Change Management (Soft Skills)
• Policy Development (Hard Skills)

Job Summary:

• Execute and administrator the Company’s equity compensation plans, including managing all equity transactions in equity administration platform, equity awards, amendments, cancellations and reporting
• Support multiple global compensation programs
• Manage compliance activities to ensure internal controls and audit requirements are met
• Provide salary recommendations for new hires and internal promotions
• Lead and implement executive compensation projects
• Draft policies and procedures
• Support the Comp Committee and CD&A section of the annual proxy statement materials
• Partner with stakeholders in Legal and Finance in relation to accounting and legal aspects of executive comp
• Design, model and implement the company’s annual grant process
• Develop all analytics associated with field sales Awards and Recognition Programs. 

Skills on Resume:

• Equity Administration (Hard Skills)
• Global Program Management (Hard Skills)
• Compliance Management (Hard Skills)
• Salary Recommendations (Hard Skills)
• Executive Projects Lead (Hard Skills)
• Policy Drafting (Hard Skills)
• Stakeholder Collaboration (Soft Skills)
• Analytics Development (Hard Skills)

Job Summary:

• Assist in criteria development and corresponding analytics. 
• Ensure programs are finalized within required frameworks while providing consistent and timely reporting of standings with formalized documentation. 
• Liaise with Sales leadership to ensure timely communications and recognition are met.
• Understand and analyze the competitive landscape. 
• Provide commentary on competitor activities to senior management and SBU colleagues. 
• Adjusts assigned product sales and marketing strategies to run driven threats/opportunities.
• Support the development/structure of the Commercial Tower. 
• Engage in the Ortho Commission planning processes and prepare and present all analytics (multifaceted financial models) required to ensure IC Plans are meeting the desired Commercial needs and budget/expense requirements. 
• Responsible for Sales Quota Management, Territory Management processes, and territory efficiency analytics. 
• Handle all Adhoc compensation analytics and coordinate approvals with Finance and Commercial leaders. 
• Develop and ensure timelines and procedures are implemented to successfully hand-off

Skills on Resume:

• Criteria Development (Hard Skills)
• Program Reporting (Hard Skills)
• Competitive Analysis (Hard Skills)
• Strategy Adjustment (Hard Skills)
• Commercial Development (Hard Skills)
• Commission Planning (Hard Skills)
• Quota Management (Hard Skills)
• Analytics Coordination (Hard Skills)

Job Summary:

• Provide guidance and interpretation of policies and programs to the HR Business Partners and assigned client groups (primary responsibility for the newsroom)
• Work with Business Partners to ensure compensation practices are followed and decisions are well documented
• Annual market pricing, salary survey participation, benchmarking and evaluation of corporate/newsroom and executive level jobs to ensure internal and external market equity
• Develop and maintain compensation ranges based on approved guidelines
• Provide compensation recommendations for new hires and promotions working with the HR Business Partners, Recruiters, and front line managers
• Using Workday, manage the corporate compensation processes and programs which encompass annual merit, incentive, and equity grants
• Prepare communications and deliver training workshops to educate managers on compensation practices
• Monitor federal, state and local compensation laws and regulations to ensure compliance
• Develop the strategic roadmap for all Compensation Systems and Tooling in partnership with HR Technology Team
• Collaborate with internal and external parties to drive the systems implementation for new Comp 3.0 program including requirements documentation, systems design, test documentation/execution, issue identification, and resolution.
• Work closely with Compensation Business Partners and HR Business Partners to identify key tooling needed to support the business’ strategy and talent management goals

Skills on Resume:

• Policy Guidance (Soft Skills)
• Compensation Oversight (Hard Skills)
• Market Analysis (Hard Skills)
• Salary Structuring (Hard Skills)
• Merit Coordination (Hard Skills)
• Legal Compliance (Hard Skills)
• System Roadmapping (Hard Skills)
• HR Collaboration (Soft Skills)

Job Summary:

• Design, implement and administer compensation programs, including short and long-term incentive plans, equity compensation plans
• Benchmark compensation to market, advise and support business partners regarding the same
• Advise business partners regarding compensation strategy, pay decisions, pay policies and practices, and job evaluations
• Draft and support drafting of the compensation related sections of the annual proxy
• Produce or manage production of reporting and analytics regarding compensation, including preparation of necessary government filings
• Monitor the effectiveness of existing compensation practices and recommend cost-effective changes consistent with corporate strategies and market trends
• Manage participation in salary surveys, and monitor salary survey and other market data to ensure corporate compensation programs are effective and competitive
• Partner with the Legal department to ensure that compensation programs and practices comply with applicable laws
• Work closely with Compensation Programs owners to improve the efficiency and increase automation of processes, as well as co-create system solutions for net new programs
• Design and build compensation metrics, reports, and tools to inform compensation program decisions

Skills on Resume:

• Compensation Design (Hard Skills)
• Market Benchmarking (Hard Skills)
• Strategic Advising (Soft Skills)
• Drafting Support (Hard Skills)
• Analytics Reporting (Hard Skills)
• Practices Monitoring (Hard Skills)
• Legal Compliance (Hard Skills)
• System Co-Creation (Hard Skills)

Job Summary:

• Partner with stakeholders on the compensation benchmarking and market research process
• Evaluate and perform analysis on pay market positioning, salary structures, and pay mixes to ensure market competitiveness to support overall compensation strategy.
• Participate in the development, management, and execution of compensation programs such as annual reviews and promotions
• Plan and communicate compensation structures and programs to recruiters, HR partners, and MasterClass business leaders to help answer questions and evaluate job levels and other general comp inquiries.
• Drive job evaluations and analyze base salaries, equity and incentive plans for external competitiveness, internal equity, and legal compliance.
• Manage the annual salary planning process, equity compensation program, including any future incentive plans.
• Manage salary survey participation and make recommendations to enhance compensation packages.
• Partner with the Talent Acquisition Team and HR Business Partners to properly level job requisitions based on variances including role function.
• Collaborate with HR Business Partners to develop communication plans related to compensation policies, procedures, and training for all levels of employees
• Review and reconcile gaps, overlaps, and inconsistencies among various data sets to ensure data accuracy.
• Partner with the Sr. People Systems Analyst to continuously refine & enhance any future HCM compensation planning module.
• Handle confidential and sensitive data with the utmost integrity

Skills on Resume:

• Market Research (Hard Skills)
• Program Execution (Hard Skills)
• Strategic Planning (Soft Skills)
• Job Evaluation (Hard Skills)
• Salary Management (Hard Skills)
• Data Reconciliation (Hard Skills)
• Policy Communication (Soft Skills)
• Data Integrity (Soft Skills)

Job Summary:

• Conduct Ad Hoc Reporting and analytics. 
• Create Google sheets and Dashboards.
• Establish and maintain a deep understanding of the overall business and how competitive compensation programs enable the execution of the company priorities
• Conduct benchmarking and data analysis to formulate recommendations that ensure competitive, cost-effective, and legally compliant total direct compensation programs and practices.
• Manage compensation components and participate in the development of the annual wage plan for the organization. 
• Review market data and identify changes in salary structure and pay rates in order to maintain a competitive position.
• Maintain and audit compensation related information, such as job codes, salary plans, grades.
• Partner with Payroll and the People Team regarding pay and job changes.
• Ensure pay practices remain compliant with federal, state, and local regulations.

Skills on Resume:

• Ad Hoc Reporting (Hard Skills)
• Dashboard Creation (Hard Skills)
• Business Acumen (Soft Skills)
• Data Benchmarking (Hard Skills)
• Wage Planning (Hard Skills)
• Market Analysis (Hard Skills)
• Data Auditing (Hard Skills)
• Pay Compliance (Hard Skills)

Job Summary:

• Ensure that processing standards are adhered to
• Provide a broad array of compensation services and advice to diverse industry organizations to develop compensation programs that align the goals of the organization with their talent strategy
• Assists Executive Management with client compensation projects, including data compilation, research, and analysis
• Populates, audits, and maintains Access and Excel databases of market salary survey and proxy (board of director and executive) data and ensures accuracy of data
• Client interaction and overseeing of project deliverables and associated timelines
• Assists in business development
• Assists in the presentation of client reports
• Assist in the review and design of publicly traded proxy filings and best practices
• Research applicable compensation, banking, and governmental regulations/industry practices and compensation market trends (e.g., benefits, FLSA, SEC proxy reporting rules, etc.) 
• Assist in the training and development of Senior and Junior level consultants

Skills on Resume:

• Process Adherence (Hard Skills)
• Compensation Services (Hard Skills)
• Data Management (Hard Skills)
• Client Interaction (Soft Skills)
• Project Oversight (Soft Skills)
• Business Development (Soft Skills)
• Reporting Compliance (Hard Skills)
• Consultant Training (Soft Skills)

Job Summary:

• Manage compensation program design, implementation and administration.
• Keep abreast of emerging market practices and advises senior management accordingly.
• Serve as a subject matter expert in all compensation programs 
• Develop effective and clear communications regarding compensation programs/processes.
• Ensures compliance with all federal, state, and regulatory standards and laws governing the compensation programs.
• Collaborate with HR and Legal on compensation related matters and issues.
• Serve as point of contact and subject matter expert for compensation concerns with HR, Hiring Managers and Corporate/Segment Business Partners.
• Partner with 3rd party vendors to audit and monitor compensation data and plans are accurately administered
• Assess the impact and effectiveness of compensation plans. 
• Ensure companywide market competitiveness for hourly and salaried employees (base salary, bonus and equity)
• Conduct survey participation, job matching and compensation benchmarking
• Conduct analysis and prepare meeting materials for the Compensation Committee and assist with the completion of the proxy statement 
• Model compensation data, develop reports and key metrics to support pay for performance culture 
• Performs analysis, modeling, and calculations for annual bonuses, equity programs and other ad hoc data requests.
• Conducts job evaluation and reviews new and/or existing roles for alignment within salary band structure and pay fairness
• Manage the compensation planning process (e.g., salary increases, variable compensation plan awards, and stock grants).
• Manage annual equity award and ESPP administration, including equity ownership, transactions, reporting, and compliance
• Manages executive and incentive compensation benchmarking and evaluation activities, including Compensation Committee-directed efforts
• Manage the company’s merit cycle program, short term incentive plans, and rewards and recognition programs.

Skills on Resume:

• Program Management (Hard Skills)
• Market Research (Hard Skills)
• Compliance Oversight (Hard Skills)
• Data Modeling (Hard Skills)
• Strategic Advising (Soft Skills)
• Vendor Collaboration (Soft Skills)
• Survey Analysis (Hard Skills)
• Equity Management (Hard Skills)

Job Summary:

• Manage the strategic direction and tactical administration of all Global Compensation and incentive programs. 
• Advise and influence senior management and provide thought leadership across the business on major HR initiatives, linking programs to overall business strategy.
• Develops and directs the implementation of compensation programs that provide competitive pay to reward, motivate, and retain key talent. 
• Administers annual merit increase process guidelines and oversees execution as well as related planning analysis and reporting. 
• Responsible for all compensation systems updates in Workday.
• Manages base salary structure and design & ensures compensation plans drive organizational objectives
• Accountable for the accurate calculation of all bonus payments and ensures plan documents are followed by establishing and following proper audit procedures.
• Oversees participation in annual salary surveys and subsequent market analysis. 
• Monitors competitive trends and identifies the organization’s position against the marketplace. 
• Makes pro-active recommendations to change these programs based on market competitiveness and the organization’s ability to deliver such programs.
• Partner with senior business and HR leaders to identify key insights, metrics, trends and analysis that shape people strategy and support data-driven decision making.
• Ownership of an accurate annual people budget for the corporate and international locations. 
• Working with functional owners to ensure a correct inventory of their labor plan is captured for the upcoming year, within budget goal. 
• Provide pivot tables, board presentation materials and ad hoc reports 
• Regularly provide finance information on actual salaries and bonus targets for regular re-forecasting activities throughout the year.

Skills on Resume:

• Strategic Management (Hard Skills)
• HR Advisory (Soft Skills)
• Program Development (Hard Skills)
• System Updates (Hard Skills)
• Salary Structuring (Hard Skills)
• Audit Compliance (Hard Skills)
• Market Analysis (Hard Skills)
• Data Reporting (Hard Skills)

Job Summary:

• Advise and point person for all compensation related matters for assigned client groups
• Serve as a subject matter expert and trusted partner to teammates, Recruiters, ES Business Partners, Line Managers, and Business Leaders
• Lead assigned client groups through Salesforce’s annual compensation planning processes
• Participate on and lead department to company-wide projects
• Analyze market data, review job documentation, enabling management to make informed pay and promotion decisions
• Analyze data from global compensation surveys for market pricings, salary structure developments, and special reviews
• Consult on proposed salary adjustments and promotions for conformance to established guidelines, policies, and practices
• Modeling, statistical analysis and costing of base, incentive and stock programs for guidance in impactful distribution of rewards
• Conduct job evaluations, FLSA assessments, and departmental compensation reviews
• Guide other team members to ensure consistency of service to many Business units
• Analyze and prepare reports for HR, Line Managers, and Business Leaders 

Skills on Resume:

• Compensation Advisory (Hard Skills)
• Subject Matter Expertise (Hard Skills)
• Process Leadership (Soft Skills)
• Project Management (Soft Skills)
• Data Analysis (Hard Skills)
• Salary Consulting (Hard Skills)
• Statistical Modeling (Hard Skills)
• Report Preparation (Hard Skills)

Job Summary:

• Partner with leaders across the organization as well as with HR Business Partners, Finance, Sales Incentive Compensation and Talent Acquisition teams to provide expertise in all compensation programs including new hire pay, incentive plans, job description creation, job library maintenance, market pricing, and other compensation related initiatives
• Project manages the annual merit and bonus process from start to finish including communications, timeline creation, system requirements and testing, data auditing, presentations to leaders, reporting and status updates
• Monitor the effectiveness of existing compensation practices and recommend changes that are cost-effective and consistent with compensation trends and the UScellular compensation strategy
• Responsible for ensuring compliance with Federal, state and local compensation laws and regulations including assisting the Dir, Total Rewards with pay equity initiatives
• Manage projects for various compensation initiatives, create project plans, lead meetings and create process flows
• Oversee the annual survey process working with a third party survey aggregator to provide the organization with competitive and relevant data
• Mentor and partner with Sr. Compensation Analyst on various compensation projects
• Develop and facilitate presentations with analytics and recommendations
• Participates in other Total Rewards projects 

Skills on Resume:

• Compensation Expertise (Hard Skills)
• Project Management (Hard Skills)
• Practice Monitoring (Hard Skills)
• Regulatory Compliance (Hard Skills)
• Survey Oversight (Hard Skills)
• Team Mentorship (Soft Skills)
• Presentation Development (Soft Skills)
• Total Rewards Support (Hard Skills)

Job Summary:

• Plans, implements and manages a compensation function. 
• Ensures that compensation is responsive, accessible, and visible and demonstrates a team approach within the department of Human Resources. 
• Evaluates programs to ensure customer satisfaction and quality.
• Ensures the consistent application of compensation guidelines, policy and philosophy, as well as job evaluation, classification decisions, and non-traditional pay approaches.
• Establishes contacts with industry associations and healthcare / corporate counterparts to stay abreast of industry and market developments and trends. 
• Analyzes organizational situations to determine appropriate measurement methodology and assess validity of data.
• Contributes to and supports strategies that help BILH with recruitment and retention, development of new programs, and the creation of a flexible workforce.
• Tracks staff work, projects, deliverables and makes sure that the work is delivered on time, accurate and ready to be inserted into presentation format. 
• Has the authority to direct and support employees daily work activities. 
• Has the direct responsibility to undertake the following employment actions: hiring, termination, corrective action and performance reviews. 

Skills on Resume:

• Compensation Management (Hard Skills)
• Program Evaluation (Hard Skills)
• Policy Application (Hard Skills)
• Industry Networking (Soft Skills)
• Data Analysis (Hard Skills)
• Recruitment Support (Hard Skills)
• Project Tracking (Hard Skills)
• Employee Oversight (Soft Skills)

Job Summary:

• Contribute to the development and execution of compensation strategy within the EMEA/APAC regions and the CTI business globally.
• In collaboration with EMEA and US-based colleagues, lead comprehensive end-to-end compensation support to assigned business lines
• Own and co-ordinate the year-end and any off-cycle compensation processes including accrual and forecast support, pre-review planning, risk adjustment, supporting leaders in allocations, analysis and presentation of proposals and data delivery for payments and awards.
• Provide expert advice to HR colleagues on remuneration packages and hiring offers for the supported businesses, providing recommendations and oversight of proposals for both new hires and internal change.
• Lead the review, update and operation of incentive compensation plans, package structures and employee communications for supported businesses, collaborating closely with colleagues in HR and across the business.
• In close partnership with the broader Compensation team, conducts external market analysis on an as needed basis and contributes to the strategy & philosophy of external survey matching.
• Prepares papers for, and attends as necessary, RemCo, BMC and other governance bodies.
• Contribute to ongoing regulatory compliance, including implementing changes in compensation structures and policy to reflect developing internal and external regulatory factors.
• Communicate the compensation arrangements operational in assigned business areas, in writing and person, both to employees and through the Request for Proposal teams in each region.
• Lead and coach the supporting Senior Reward Analyst to support the above and to continue to develop a broad compensation skill set. 

Skills on Resume:

• Strategy Development (Hard Skills)
• Compensation Support (Hard Skills)
• Process Coordination (Hard Skills)
• Expert Advice (Soft Skills)
• Incentive Oversight (Hard Skills)
• Market Analysis (Hard Skills)
• Regulatory Compliance (Hard Skills)
• Team Leadership (Soft Skills)

Job Summary:

• Act as a key COE Compensation partner to local ES and management stakeholders by providing insightful analysis, expert advice and creative solutions on compensation matters 
• Manage the relationship with local external survey providers and act as main point of contact for collation and input to the annual surveys including role matching and levelling.
• Support development, testing and training to ES and wider business on Compensation Systems.
• Support LATAM salary range creation/pricing whilst understanding both competitive and statutory practice and economic status of countries.
• Manage delivery of Quarterly Compensation Training to ES and wider business within the region.
• Support the integration of employees in any mergers or acquisitions in the region in partnership with the VP, International Reward and the M&A team
• Act as escalation point for local Recruitment compensation queries.
• Work closely with payroll, legal, and communication COEs to ensure alignment and compliance across reward strategy in the region.
• Support in establishing new entity creation within region
• Manage the Bi Monthly Argentinean Inflation Review process

Skills on Resume:

• Stakeholder Advising (Soft Skills)
• Survey Management (Hard Skills)
• System Training (Hard Skills)
• Salary Range Management (Hard Skills)
• Training Delivery (Soft Skills)
• M&A Support (Hard Skills)
• Query Escalation (Soft Skills)
• Compliance Oversight (Hard Skills)

Job Summary:

• Applies total rewards subject matter expertise in multiple areas of specialization to design and develop total rewards programs to deliver the highest value.
• Identifies areas for improvement to total rewards strategies and contributes to development of total rewards strategy.
• Communicates with senior management to deliver guidance and desired results for compensation and benefits programs.
• Manages compensation and benefits projects that impact employees in multiple countries, regions, or businesses.
• Manage end-to-end Annual Review Cycle from business clients managed, including communication, timeline, and guidelines.
• Promote the consistent and equitable use of compensation policies/guidelines and drive pay for performance culture
• Leads multiple programs simultaneously.
• Develops relationships with total rewards industry professionals and/or organizations to maintain current market trends knowledge for internal use.

Skills on Resume:

• Rewards Program Design (Hard Skills)
• Strategy Improvement (Hard Skills)
• Senior Management Liaison (Soft Skills)
• Project Management (Hard Skills)
• Review Cycle Management (Hard Skills)
• Policy Promotion (Soft Skills)
• Program Leadership (Soft Skills)
• Industry Networking (Soft Skills)

Job Summary:

• Design, develop, recommend and implement total compensation and benefit programs that are market competitive and will drive attraction and retention of qualified employees
• Work closely with HR Business Partners to design and deliver retention plan/schemes
• Deploy and oversee annual focal reviews, merit budget, salary planning and bonus payout processes throughout the company
• Participate and analyze total rewards surveys to ensure market competitiveness and alignment of salary structure
• Recommend solutions for specific issues in collaboration with HR Business Partners that are aligned with C&B philosophy while addressing the needs of the business
• Oversee administration of employee benefit programs and awards and recognition programs
• Ensure that compensation and benefits policies comply with legal requirements
• Ensure that the company’s commitment to environmental management, health and safety is observed and performed.
• Be aware of the company’s quality and environmental policies.

Skills on Resume:

• Compensation Design (Hard Skills)
• Retention Strategy (Hard Skills)
• Process Oversight (Hard Skills)
• Market Analysis (Hard Skills)
• HR Collaboration (Soft Skills)
• Benefits Administration (Hard Skills)
• Regulatory Compliance (Hard Skills)
• Policy Awareness (Soft Skills)

Job Summary:

• Perform meaningful data analysis on compensation elements, including base pay, short-term incentive plans, long-term incentive plans, pay for performance, benchmarking / market data, peer reviews, and job evaluations
• Partner with Recruiters to develop competitive compensation offers aligned to company pay practices and philosophy
• Partner with HRBPs and business clients to deliver compensation solutions that support business objectives 
• Deliver compensation programs including annual base pay increases, promotions, short-term incentives, and long-term incentives to clients
• Partner on critical annual compensation and performance processes including, but not limited to, the annual year-end and mid-year governance, analysis and implementation reviews.
• Ensure compliance with all related regulations according to local jurisdictions
• Coordinate the gathering of all data components related to any country specific pay equity reporting
• Provide up-to-date market intelligence on competitive compensation trends and practices
• Partner with HR colleagues on change management projects

Skills on Resume:

• Data Analysis (Hard Skills)
• Compensation Alignment (Hard Skills)
• Solution Delivery (Hard Skills)
• Program Delivery (Hard Skills)
• Process Oversight (Hard Skills)
• Regulatory Compliance (Hard Skills)
• Equity Reporting (Hard Skills)
• Market Intelligence (Hard Skills)

Job Summary:

• Partner with internal team members supporting the Sales organization to provide expertise on compensation matters.
• Support administration of the merit, stock, and incentive planning processes, including system testing and audit reviews of employee data
• Assist in communicating programs and training employees in compensation systems and processes
• Partner with other HR professionals to develop, assess, facilitate and/or lead compensation discussions, programs, and processes to support strategic objectives and strategy implementation
• Apply sophisticated knowledge of compensation strategy to address complex problems and develop solutions 
• Participate in compensation surveys, perform survey job matching, and conduct ad-hoc benchmarking and market research 
• Research and analyze global market data, salary surveys, and compensation trends to drive creative programs          
• Actively conduct complicated data analysis, interpret results, present findings, and recommend changes as needed build internal process documentation and recommend improvements to existing processes and procedures

Skills on Resume:

• Compensation Expertise (Hard Skills)
• Process Administration (Hard Skills)
• System Training (Hard Skills)
• HR Collaboration (Soft Skills)
• Strategy Application (Hard Skills)
• Market Research (Hard Skills)
• Data Analysis (Hard Skills)
• Process Improvement (Hard Skills)

Job Summary:

• Manage the development, implementation, and administration of various compensation programs
• Own the execution of the annual salary planning review
• Lead the benchmarking of current and prospective roles against survey data and other market intelligence to determine competitive compensation ranges for each position
• Apply expertise in quantitative analysis, data mining, and the presentation of data to see beyond the numbers and help inform, influence, support, and execute business decisions
• Plan and communicate compensation structures and programs to recruiters, HR partners, and business leaders to help answer questions and help evaluate job levels and other general comp inquiries
• Complete regular audit reports to ensure alignment with compensation philosophy and job architecture
• Gather data from market-based compensation surveys
• Uses spreadsheet and data analysis techniques to assess results and market trends to support the development of compensation philosophies and the development of various incentive programs
• Advise management on various compliance related topics to align with federal, state, and local compensation laws and regulations

Skills on Resume:

• Program Management (Hard Skills)
• Salary Planning (Hard Skills)
• Benchmarking Expertise (Hard Skills)
• Quantitative Analysis (Hard Skills)
• Compensation Communication (Hard Skills)
• Audit Reporting (Hard Skills)
• Survey Analysis (Hard Skills)
• Compliance Advising (Hard Skills)

Job Summary:

• Work directly with senior leadership levels to address business needs with a balanced approach using Compensation philosophy along with market and business conditions to present creative solutions
• Provide thought partnership and education to clients and HR business partners in the area of compensation and its connection to business and HR strategies
• Lead and manage medium to large-scale Compensation projects across teams globally
• Identify emerging market trends and best practices (general and industry specific)
• Collaborate with stakeholders/partners/team members to continually improve compensation processes and tools with focus on efficiency, effectiveness, and quality
• Coach the broader HR team to ensure they are up-to-date on compensation trends, are knowledgeable of happenings in their assigned industries, and attain necessary skills to lift their performance
• Provides expert counsel to management and H.R. staff on compensation issues related to Company pay structures, pay change recommendations, new hire offers, wage and hour regulations, policy/procedure interpretation, incentive programs, etc.
• Partners with management and HR Business Partners offering strategic insight and compensation in effort to design, develop and implement Petco’s compensation plans 
• Completes and analyzes complex compensation analyses to inform decision-making.
• Ability to drive broader cross-company strategies and quickly navigate
• Leverage technology to develop operational procedures and systems to ensure flexible, efficient, and timely delivery.
• Provide strong leadership, including building working relationships, setting clear expectations, coaching and developing. 
• Responsible for talent development and management of a team of compensation professionals

Skills on Resume:

• Strategic Consultation (Soft Skills)
• Compensation Education (Soft Skills)
• Project Leadership (Hard Skills)
• Market Trend Analysis (Hard Skills)
• Process Improvement (Hard Skills)
• Team Coaching (Soft Skills)
• Expert Counsel (Soft Skills)
• Talent Management (Soft Skills)

Job Summary:

• Develops, implements, and leads compensation design, policies and procedures
• Manages the coordination and communication of key compensation initiatives such as annual salary adjustments, short-term incentive processes and sales incentive processes
• Manages the job evaluation process, which can include job matching, benchmarking, researching market trends, market analysis, and submission of salary surveys and the management of salary data tools
• Reports and analyzes monthly compensation metrics to identify trends or new best practice information applicable to business
• Perform research on emerging trends, issues, and best practices in compensation, using analytics to help enhance programs, process, or incumbent-level concerns
• Partner with leaders in HR, Finance, Legal, and other key departments to design competitive, effective, and equitable compensation programs
• Manage new and revised compensation programs and policies
• Review job documentation and analyze market data to support management in making informed pay and promotion decisions
• Analyze data from compensation surveys for market pricings and salary structure development
• Conduct job evaluations, FLSA assessments, and job leveling reviews
• Model and cost compensation programs (base, bonus and equity) for assigned client group(s)
• Analyze and prepare reports for HR Business Partners and Business Managers

Skills on Resume:

• Compensation Design (Hard Skills)
• Initiative Management (Hard Skills)
• Job Evaluation (Hard Skills)
• Trend Analysis (Hard Skills)
• Program Development (Hard Skills)
• Policy Management (Hard Skills)
• Data Analysis (Hard Skills)
• Report Preparation (Hard Skills)

Job Summary:

• Provide comprehensive compensation support and solutions including offers, data analysis, job evaluation, and market assessment, etc. to designated client groups
• Lead the global market data survey process, from data submission to analytics and reporting.
• Lead job structure/management and salary ranges, conducting review and analysis to ensure integrity of the job architecture and in support of update
• Perform and document market trend research including development of salary increase budgets, promotion/adjustment budgets, etc.
• Partner closely with other compensation team members to deliver yearend process including market data, salary review, incentive payout, LTI, employee communications and other related yearend activities.
• Partner with other Compensation team members on implementation of core processes.
• Participate in development and delivery of compensation-related communications (memos, WebEx sessions, etc.).
• Align risk and control processes into day to day responsibilities to monitor and mitigate risk
• Analyze job leveling structures, roll out and analyze compensation surveys
• Assist in the year-end compensation review
• Provide compensation education materials to hiring managers & employees
• Partner with HRBPs to provide consultation on compensation packages

Skills on Resume:

• Compensation Support (Hard Skills)
• Global Data Leadership (Hard Skills)
• Job Structure Analysis (Hard Skills)
• Market Trend Research (Hard Skills)
• Process Implementation (Hard Skills)
• Communication Delivery (Soft Skills)
• Risk Alignment (Hard Skills)
• Education Provision (Soft Skills)

Job Summary:

• Partner strategically with senior sales operations and sales executives to develop incentive compensation plans 
• Ensure incentive compensation plans are aligned with corporate objectives and commercial strategy
• Facilitate the timely and organized implementation of these plans in collaboration with GMs, VPs and Directors
• Lead development and maintenance of compensation models for use in designing, developing, and rolling out compensation plans
• Lead performance analysis of compensation results and communicate findings to Sales Executives
• Evaluate all sales compensation processes and ensure continuous methodology enhancements
• Interact with Sales Operations, Commissions, Finance and other teams as needed to ensure accuracy of data used to determine compensation
• Work with cross functional-teams to investigate and resolve operational issues impacting sales compensation
• Leverage analytical skills and tools to verify or dispel anecdotal insights
• Support development and communication of quotas

Skills on Resume:

• Strategic Partnership (Soft Skills)
• Plan Alignment (Hard Skills)
• Plan Implementation (Hard Skills)
• Model Development (Hard Skills)
• Performance Analysis (Hard Skills)
• Process Evaluation (Hard Skills)
• Cross-Functional Collaboration (Soft Skills)
• Analytical Verification (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.
• Responds 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
• 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:

• Merit Process Administration (Hard Skills)
• Communication Planning (Soft Skills)
• Process Guidance (Soft Skills)
• System Finalization (Hard Skills)
• Bonus Management (Hard Skills)
• Document Validation (Hard Skills)
• Market Analysis (Hard Skills)
• Strategic Recommendations (Soft 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, Total Rewards to review and update existing processes and resources. 
• Provides recommendations, gathers feedback, 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 need
• 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

Skills on Resume:

• Resource Development (Hard Skills)
• Job Evaluation (Hard Skills)
• Process Collaboration (Soft Skills)
• Process Enhancement (Hard Skills)
• Documentation Integrity (Hard Skills)
• Compensation Projects (Soft Skills)
• Analytical Reporting (Hard Skills)
• Compliance Management (Hard Skills)

Job Summary:

• Design and manage stock-based compensation plans, and broad-based compensation programs (base pay, short-term incentives, sales incentives, pay adjustment guidelines). 
• Provide education to all levels of employees on the value of broad-based and equity compensation.
• Focus on continuous improvement to create a great employee experience, including effective communications.
• Research evolving compensation practices in the external marketplace and make recommendations to enhance internal program effectiveness.
• Effectively manage compensation processes such as merit, salary benchmarking, short-term incentives, long-term incentives, sales incentives, and the Cooper Tire job architecture. 
• Work closely with internal teams and external consultants to ensure compliance, tax reporting and regulatory requirements are maintained for all broad-based and equity compensation plans.
• Support all equity transactions and produce/distribute required reporting for payroll/accounting.
• Manage the relationship with the broker and transfer agent and act as an interface between HR, Legal, Financial Reporting, Tax and Payroll to ensure all reporting and administration needs are met.

Skills on Resume:

• Plan Design (Hard Skills)
• Employee Education (Soft Skills)
• Continuous Improvement (Soft Skills)
• Market Research (Hard Skills)
• Process Management (Hard Skills)
• Compliance Oversight (Hard Skills)
• Equity Management (Hard Skills)
• Stakeholder Coordination (Soft Skills)

Job Summary:

• Implements and monitors the effectiveness of direct (cash), non-executive compensation policies, guidelines and procedures
• Responsible for the timely reporting and distribution of the Company’s Affirmative Action Plans (AAP)
• Administers the base pay and incentive/bonus programs, including any incentive plan documentation
• Directly responds to management on pay decisions, policy and guideline interpretation and job evaluation including the design of creative solutions to specific compensation-related programs.
• Responsible for the creation and regular review of the company’s job-related documentation, such as job descriptions, job grades and exemption status
• Serve as the internal authority on FLSA and wage-and-hour compliance
• Responsible for the company-wide salary structure and develops techniques for tracking and reporting this information, including geographic differentials
• Oversees the participation in salary surveys and decides which salary survey resources are appropriate for the Company
• Directly manage compensation staff including hiring, pay decisions, disciplinary action and performance management.
• Responsible for managing the direct, non-executive compensation function for the company. 
• Directs the Company’s compensation programs, policies and procedures in order to be responsive to the Company's goals and competitive practices. 
• Responsible for assuring thorough audits, reports and personal contact that company compensation programs are consistently administered in compliance with company policies and government regulations.

Skills on Resume:

• Compensation Implementation (Hard Skills)
• AAP Reporting (Hard Skills)
• Incentive Administration (Hard Skills)
• Policy Guidance (Hard Skills)
• Documentation Oversight (Hard Skills)
• Compliance Authority (Hard Skills)
• Survey Management (Hard Skills)
• Staff Management (Soft Skills)

Job Summary:

• Build and present multifaceted financial models to support compensation planning and redesign efforts due to changing market conditions, M&A, etc. 
• Ensure financial obligations are met while meeting Commercial needs with close coordination with Finance BP's and Sales Leadership. 
• Ensure timelines and procedures are developed, implemented, and adhered to for successful hand-off to the Finance implementation team.
• Perform all Territory Management/ROI analytics to include territory efficiency analytics, territory design, and/or change impact analysis. 
• Make recommendations or support efficient salesforce deployment, including change of sales roles, coverage models, team configurations, etc., to improve sales productivity.
• Support the implementation of new models and ensure implementation across finance teams and support systems. 
• Provide analytics to measure vacancies, tenure, and turnover impact on the sales performance of territories/districts, etc.
• Analyze and lead the Quota setting Process and ongoing quota management related to organizational changes, including new sales representative additions and terminations, account changes, product line assignments, etc. 
• Align and reapportion sales representative, district, and/or distributor quotas for required organizational changes. 
• Accurately account for changes via prescribed processes to ensure accurate and timely salesforce reporting and achievement and a flawless hand-off to the implementation team.

Skills on Resume:

• Financial Modeling (Hard Skills)
• Financial Coordination (Hard Skills)
• Process Development (Hard Skills)
• ROI Analytics (Hard Skills)
• Salesforce Optimization (Hard Skills)
• Model Implementation (Hard Skills)
• Performance Analytics (Hard Skills)
• Quota Management (Hard Skills)