Job Summary:

• Lead or co-lead the project management of major corporate compensation programs
• Reviews Base salary and OTE (for commissioned employees) 
• Annual equity refresh and Bi-annual bonus
• Develop base salary and OTE (sales) ranges
• Submit Radford survey 
• Monthly new hire, promotion, or exceptional equity grant identification
• Creation of total compensation analyses and recommendations for promotions
• Organizational pay equity reviews
• Analyze FLSA and job leveling 
• Auditing employee compensation elements within the Oracle HCM platform

Skills on Resume: 

• Project Management (Hard Skills)
• Compensation Analysis (Hard Skills)
• Equity Compensation Management (Hard Skills)
• Survey Management (Hard Skills)
• Compensation Analytics (Hard Skills)
• Pay Equity Analysis (Hard Skills)
• Job Leveling Expertise (Hard Skills)
• Oracle Platform Proficiency (Hard Skills)

Job Summary:

• Work with Compensation Partners and key stakeholders to develop communications, training content, and resources & tools
• Conduct benchmarking and research to track compensation trends and best practices in the evolving future of work to assess the competitiveness of pay programs
• Partner with Compensation leadership to constantly challenge existing processes and tools, ensuring ongoing process and product improvement.
• Own and drive the annual and mid-year merit and stock award compensation processes.
• Develop and enhance the compensation communication toolkit and conduct HRBP, Recruiters, and Manager training on compensation philosophy, tools and processes.
• Drive the creation and implementation of a compensation metrics dashboard; utilize metrics to inform/influence HRBP and Manager behavior and compensation decision outcomes.
• Assist Compensation leader in conducting annual benchmarking of GH executive population.
• Lead the design and implementation of executive compensation scorecards.
• Assist in the job evaluation audit of the executive population.
• Ensure participation in executive compensation salary surveys.
• Conduct pay-mix studies to highlight market alignment/differences.
• Own the sales compensation benchmarking for all Sales roles across GH.
• Led the design and implementation of the sales metrics scorecard approach by partnering with the business/Finance teams.

Skills on Resume: 

• Training Development (Hard Skills)
• Benchmarking and Research (Hard Skills)
• Process Improvement (Hard Skills)
• Compensation Process Management (Hard Skills)
• Compensation Communication Toolkit Development (Hard Skills)
• Compensation Metrics Dashboard Creation (Hard Skills)
• Executive Compensation Design (Hard Skills)
• Sales Compensation Benchmarking (Hard Skills)

Job Summary:

• Play a key role in compensation design strategy
• Conduct data-driven analyses and develop recommendations to evolve the compensation design
• Serve as the primary point of contact for all matters related to compensation policy, which includes the development, maintenance, and execution of policies in partnership with stakeholders in Legal, Compliance, and other teams
• Conduct comprehensive reviews of existing policies to identify gaps and develop playbooks to address them
• Refine employee-facing compensation content and education strategy
• Develop resources to facilitate change management, including communications plans and assets
• Simplify complex information about compensation programs into compelling resources
• Actively build and maintain relationships with cross-functional teams and stakeholders
• Lead compensation program design, budgeting and execution for multiple programs throughout the year, including the Annual Global Compensation Review and Company Bonus Program
• Enhance current program practices and strategy around base pay, bonus and equity to support company goals and deliver compelling value
• Manage and drive continuous improvement & automation in internal processes and data infrastructure within Workday

Skills on Resume: 

• Compensation Design Strategy (Hard Skills)
• Data-Driven Analysis (Hard Skills)
• Policy Development(Hard Skills)
• Policy Review (Hard Skills)
• Education Strategy (Hard Skills)
• Change Management Resource Development (Hard Skills)
• Simplifying Compensation Information (Hard Skills)

Job Summary:

• Lead the market analysis process and recommend changes to the salary structure and equity programs
• Use quantitative and qualitative analysis to identify problems, develop hypotheses and recommend solutions to compensation programs and processes
• Provide support on compensation projects including but not limited to - compensation policies and practices, compensation content delivery and refresh. 
• Support the business groups in modeling of business-specific variable pay design
• Play a key role in the execution of semi-annual bonus program and pay planning cycles
• Support and provide proactive guidance to monitor and maintain competitive positioning, balancing internal equity and external competitiveness
• Partner closely with the recruiting organization in the analysis of offers to ensure sound, compelling and attractive offers are extended to secure the necessary talent to scale us to projected growth in this challenging market
• Monitor external trends and recommend required changes to ensure compliance with global pay regulations
• Work with HR systems team to implement and test system changes
• Support the development of compelling compensation training
• Partner with cross-functional teams to develop dashboards and analytic models to provide business insights and interpret market or internal trends

Skills on Resume: 

• Market Analysis (Hard Skills)
• Quantitative Analysis (Hard Skills)
• Problem Solving (Soft Skills)
• Compensation Design (Hard Skills)
• Bonus Execution (Hard Skills)
• Competitive Analysis (Hard Skills)
• Recruitment Support (Soft Skills)
• Trend Monitoring (Hard Skills)

Job Summary:

• Partner and consult with HR Business Partners, Talent Acquisition and leaders on compensation matters and develop and/or recommend compensation programs, policies and practices supporting the FPG Compensation Strategy to achieve desired business results
• Supports applicable businesses in operational areas of compensation including offer consultation, the mid-year and year-end planning cycles, compensation-related system administration and testing, market data, job leveling process, salary structures support, FLSA, reporting reconciliation, and other compensation analytics
• Understand the business and related specific market conditions
• Build positive relationships across the organization and demonstrate ability to influence clients of all levels on compensation matters
• Delivers on compensation based operational analysis tasks and support for key compensation processes for the organization and as applicable to each assigned business unit
• Applies independent, in-depth technical expertise and uses knowledge of compensation principles, practices, and procedures for the completion of assignments and projects
• Utilizes internal systems and advanced Microsoft Office application skills to create, analyze, and interpret data to support company compensation positions and recommend viable solutions
• Provides operational and tactical support for the mid-year and year-end comp process including compensation audits, analytics, report generation, payroll coordination, business management, and HR training
• Conducts Job evaluation and matching using a job framework to appropriately level jobs; assists HRIS with job framework/description maintenance and coordinates process with HR business partners and business managers
• Assesses new jobs and respective duties to determine classification as exempt or nonexempt and appropriate salary range

Skills on Resume: 

• HR Collaboration (Soft Skills)
• Operational Support (Hard Skills)
• Market Understanding (Hard Skills)
• Relationship Building (Soft Skills)
• Analytical Support (Hard Skills)
• Compensation Expertise (Hard Skills)
• Data Interpretation (Hard Skills)
• Job Evaluation (Hard Skills)

Job Summary:

• Prepares support for the maintenance of job descriptions for each position in the organization; ensuring descriptions accurately reflect the work being performed by incumbents
• Participate in the implementation of a newly designed job architecture and leveling pay structure
• Effectively drive philosophical and program changes throughout the organization, in conjunction with an evolving compensation strategic plan
• Apply sound judgment, interpret results, and identify inconsistencies in data or results, including business issues to enable the formulation of recommendations on policies, procedures, or practices
• Administers the implementation of new and/or adjusted compensation policies, while maintaining a high-level awareness of HR risk and controls, to ensure compliance with corporate policies and local regulations
• Partner with HR and Business leaders to understand the strategies of the businesses supported, the market challenges, and talent needs to support the long-term growth of the business.
• Actively seek market intelligence and industry-specific data to obtain an in-depth understanding of the market and industry-specific compensation trends for functional roles and inform and recommend solutions to ensure compensation programs are industry-aligned and best in class. 
• Create and maintain integrated job families, structures and hiring ranges across all teams supported. 
• Provide recruiters the visibility, tools, resources and support needed to provide timely and competitive offer packages.
• Participate in cross-company initiatives and programs.
• Partner with Finance to develop and drive a compensation budget tool/tracking system.

Skills on Resume: 

• Job Description Management (Hard Skills)
• Compensation Implementation (Hard Skills)
• Change Management (Soft Skills)
• Data Analysis (Hard Skills)
• Policy Administration (Hard Skills)
• Strategic Partnership (Soft Skills)
• Market Research (Hard Skills)
• Budget Management (Hard Skills)