Job Summary:

• Conduct job analysis sessions with business managers and HR stakeholders
• Interview managers to determine job functions, descriptions and consolidate job titles
• Review, evaluate and revise new and current job descriptions
• Assess and recommendation job families and job levels
• Evaluate job classifications, ensure EEO/FLSA compliance
• Maintain accurate, updated master file of all job descriptions
• Provide market pricing and analysis support
• Assist compensation team with adhoc compensation projects
• Assist Head of Total Rewards in updating yearly salary structure, support annual merit increase and bonus payout process, compensation policies salary budget
• Provide employees salary status for HR managers compensation analysis
• Assist in providing formal and informal salary survey data, adhoc HR reports and analysis

Skills on Resume:

• Job Analysis (Hard Skills)
• Job Description Review (Hard Skills)
• Job Family Assessment (Hard Skills)
• Classification Evaluation (Hard Skills)
• Master File Maintenance (Hard Skills)
• Market Pricing (Hard Skills)
• Compensation Support (Hard Skills)
• Salary Analysis (Hard Skills)

Job Summary:

• Lead medium to large compensation projects such as merit and bonus annual project, annual benchmarking, salary range administration and EEO analysis
• Pull market data and internal comparable positions to determine the appropriate grade level
• Perform duties test to determine appropriate FLSA status
• Review the job description for completeness and accuracy and recommend changes 
• With management involvement, reviews positions with the HRBP recommending grade, FLSA status and changes to the job description
• Submits all information for the job to be created in the HRIS system
• Manage the day to day administration of stock
• Partner with Accounting and transfer agent to ensure stock balances
• Manage the annual stock granting process
• Process stock grants, vestings, and forfeitures
• Answer stock related questions from employees

Skills on Resume:

• Project Leadership (Hard Skills)
• Market Data Analysis (Hard Skills)
• FLSA Testing (Hard Skills)
• Job Description Review (Hard Skills)
• HRBP Collaboration (Soft Skills)
• HRIS Administration (Hard Skills)
• Stock Management (Hard Skills)
• Employee Support (Soft Skills)

Job Summary:

• Managing the compensation system to ensure data integrity
• Creating reports and summaries that will be used throughout the company
• Supporting the senior members of the compensation team and working with company leadership
• Putting together and analyzing offer letter packages
• Managing firm policies and employee participation in incentive initiatives
• Maintain the internal equity of the job evaluation framework by partnering with both the business and the HR team to complete job evaluations and salary grade assignments.
• Administer and/or support all compensation programs by providing consultation, recommendations and training to HR functional areas and the business. 
• Providing support in the development of bargaining mandates to support the collective bargaining process.
• Participate in third party surveys, research market conditions and competitive practices, analyzing findings and developing recommendations consistent with Finning compensation philosophy. 

Skills on Resume:

• Data Integrity Management (Hard Skills)
• Report Creation (Hard Skills)
• Team Support (Soft Skills)
• Offer Package Analysis (Hard Skills)
• Policy Management (Hard Skills)
• Job Evaluation (Hard Skills)
• Compensation Consultation (Hard Skills)
• Market Research (Hard Skills)

Job Summary:

• Accountable for the maintenance of market data and org data in Payfactors. 
• Prepares annual org data mapping and survey library updates.
• Analyzes results and prepares analysis 
• Provides ad-hoc salary recommendations to internal P&C partners.
• Draft annual structure and review budgets recommendations based on market analysis
• Complete job evaluations for both union and non-union jobs
• Collaborate with P&C business partners and business leaders regarding job description development and leveling outcomes
• Maintain job evaluation records and WD job profile requirements
• Prepare annual Pay Equity maintenance plans
• Research to support the development of compensation and performance programs and policies
• Provide ad-hoc compensation and workforce analytics and convey these analyses to a variety of audiences

Skills on Resume:

• Market Data Maintenance (Hard Skills)
• Survey Updates (Hard Skills)
• Salary Recommendations (Soft Skills)
• Budget Review (Hard Skills)
• Job Evaluations (Hard Skills)
• Job Description Collaboration (Soft Skills)
• Pay Equity Planning (Hard Skills)
• Workforce Analytics (Hard Skills)

Job Summary:

• Coordinate administration of commission, SPIFF, and manufacturers stipends programs.
• Design and maintain advanced excel datasheets, ensuring integrity.
• Calculate the monthly commissions for Sales Representatives and ensure accurate information is provided to payroll in a timely manner.
• Audit, verify and reconcile data, run, and circulate the reports 
• Investigate and resolve queries and concerns efficiently.
• Provide communication, information & training to employees on a regular basis with respect to Coast Commission Plans.
• Provide additional support to the payroll department on an as needed basis.
• Maintain and update HRIS records, ensuring the integrity of the HRIS with respect to accuracy in all fields, to ensure ease of reporting.
• Provide regular reports HRIS in line with business needs and performance indicators.

Skills on Resume:

• Commission Coordination (Hard Skills)
• Excel Data Management (Hard Skills)
• Commission Calculation (Hard Skills)
• Data Auditing (Hard Skills)
• Query Resolution (Soft Skills)
• Employee Training (Soft Skills)
• HRIS Maintenance (Hard Skills)
• Reporting Support (Hard Skills)

Job Summary:

• Analyze and perform research to validate misleading or erroneous information by communicating with department managers, supervisors and other department representatives to ensure valid employee data and pay information. 
• Maintain working knowledge of compensation and HR policies to ensure proper input of information into the PeopleSoft System to avoid system errors and salary/pay plan violations.
• Work very closely with the Payroll Department, HR Compensation Team, HR Talent Management, HRIS Team, Information Technology, HR Business Partners, and departmental PA preparers.
• Prioritize work to meet payroll deadlines.
• Serve as backup for processing part-time PA's.
• Work with the Compensation Team to create and provide PA training to PA preparers and supervisors.
• Maintain and assist in all HRIS configurations related to various compensation programs
• Create and complete various audits to ensure accuracy of all compensation programs/tasks
• Conduct special compensation projects as requested by management.

Skills on Resume:

• Data Validation (Hard Skills)
• Compensation Policies (Hard Skills)
• Cross-Team Collaboration (Soft Skills)
• Payroll Deadlines (Hard Skills)
• PA Processing (Hard Skills)
• PA Training (Soft Skills)
• HRIS Configuration (Hard Skills)
• Compensation Audits (Hard Skills)

Job Summary:

• Understand, replicate, validate, and resolve commission requests from Cisco Sellers and business partners (e.g. Operations and Finance)
• Advocate for Cisco Sellers by explaining the issue to business partners to gain their support for required fixes 
• Manage escalations from Sellers and Sales Leaders 
• Document and track case history, case status and solutions by relevant process and case management guidelines
• Communicate with case requestors (Cisco Sellers or Operations/Finance) regularly via phone, emails and online support tools about case status and solutions
• Support the learning and engagement of Level 1 support teams and contribute to ongoing knowledge documentation on a regular basis.
• Focus on continuous self-learning and development, including maintaining all relevant training and certifications
• Partner with other Operational teams and GPMs to share knowledge, and drive continuous improvement,enhancements and automation in Compensation processes and tools 

Skills on Resume:

• Commission Resolution (Hard Skills)
• Issue Advocacy (Soft Skills)
• Escalation Management (Soft Skills)
• Case Documentation (Hard Skills)
• Status Communication (Soft Skills)
• Support Team Training (Soft Skills)
• Continuous Learning (Soft Skills)
• Process Improvement (Hard Skills)

Job Summary:

• Coordinate the Personnel Action (PA) Request Process. 
• Support the Compensation Division of Human Resources by compiling and updating data daily
• Reviewing and coordinating the PA request process while ensuring the completion and accuracy of data and pay changes.
• Uses the HRIS System (PeopleSoft) to complete HR transactions from PA requests generated from the applicant tracking system (NEOGOV) and manual Pas from the City of Raleigh Departments.
• Collaborates with PA preparers, Department Managers and Supervisors. 
• Serves as SME of the PA processes to help resolve issues regarding pay and data errors.
• Input PA's for various leave requests such as military, workers' compensation, and administrative leave.
• Work in PeopleSoft Job Data, PeopleSoft Position Management and Position Update, PeopleSoft Manage Hires, PeopleSoft Query Tools and other PeopleSoft modules. 
• Provide support for HRIS, including researching and resolving issues. 
• Handle IT incidents in PeopleSoft that are generated from the Center of Excellence as it relates to the PA process.
• Computate salaries at all levels of play throughout the organization using the City's Pay Plans and Policies.

Skills on Resume:

• PA Coordination (Hard Skills)
• Data Management (Hard Skills)
• HRIS Processing (Hard Skills)
• Applicant Integration (Soft Skills)
• Cross-Departmental Support (Soft Skills)
• Issue Resolution (Soft Skills)
• Leave Management (Hard Skills)
• Compensation Support (Hard Skills)

Job Summary:

• Partner with internal leaders to develop and maintain job descriptions, conduct job evaluations and ensure accurate upkeep of current job salary matrix, compensation ratios, and job leveling master for all SmileDirectClub positions.
• Provide analytical and tactical support for corporate-wide compensation programs, including annual merit cycle, short-term, and long-term bonus plans.
• Assist Compensation Manager with all analysis, forecasting and modeling for Bonus Plans and other incentive plans.
• Support compensation planning system administration, including the integration of market data.
• Evaluates local, regional, national and international compensation data and practices to ensure SmileDirectClub policies and programs are consistent with its compensation philosophy and are competitive with the market.
• Participates in and uses published surveys to regularly analyze market position on jobs and provide recommendations to Compensation Manager for current market ranges.
• Assist compensation team with the development of proposals and presentations about compensation programs (including market data and appropriate pay levels/targets) to gain alignment with senior-level decision-makers.
• Support Compensation team on salary determination for new hires, promotions, transfers and other compensation actions.
• Support and provide recommendations on approvals for the off-cycle pay change process through the current salary change form
• Conduct audits and provides recommendations to various pay-related issues including internal equity, incentive design and movement.

Skills on Resume:

• Job Evaluation (Hard Skills)
• Compensation Analysis (Hard Skills)
• Market Data Integration (Hard Skills)
• Bonus Plan Forecasting (Hard Skills)
• Survey Analysis (Hard Skills)
• Proposal Development (Soft Skills)
• Salary Determination (Hard Skills)
• Pay Change Approvals (Hard Skills)

Job Summary:

• Partner with the Benefits Manager, develop and lead Arup’s Total Rewards philosophy and supporting strategy policies and practices 
• Provide high-quality consultancy and compensation advice to senior leaders and People Business partners to advise Arup’s reward policies and strategy
• Work closely with key partners and external consultants to provide day-to-day support, project management, and implement changes to key compensation programs (year-end salary planning process, global bonus program, etc.)
• Be responsible for data collection, analysis, and reporting of current compensation within the internal and external markets.
• Conduct compensation reviews of selected jobs and employee groups to ensure internal equity and external competitiveness as well as make recommendations on driven market position
• Partner with external consultants, proactively benchmark positions and participate in various industry-related compensation surveys and apply data to ensure competitive pay practices
• Provide mentorship and develop creative solutions on a variety of compensation matters including the setting of appropriate pay bands, defining and implementing salary structure ranges, and position levelling.
• Conduct miscellaneous analyses to support various compensation programs, providing analysis, advice, and education to managers on compensation issues, and interpreting compensation policies.
• Monitor trends and standard methodologies and make recommendations that align with Arup’s compensation philosophy.
• Provide HR System support to build and implement annual pay processes. 
• Liaise with People Services to ensure accuracy of pay data in HR systems.
• Partner with payroll and finance to audit and tie out annual pay processes 

Skills on Resume:

• Total Rewards Strategy (Hard Skills)
• Compensation Consultancy (Soft Skills)
• Project Management (Hard Skills)
• Data Analysis (Hard Skills)
• Compensation Benchmarking (Hard Skills)
• Pay Structure Design (Hard Skills)
• Policy Interpretation (Soft Skills)
• HR System Support (Hard Skills)

Job Summary:

• Provide reporting and analysis to help management make strategic business decisions and influence how the tools supporting the compensation process are designed and evolve.
• Participate in year-end reporting and training, including preparation of materials for the region
• Perform independent analyses of internal and external benchmarking data to support compensation needs
• Develop the model and appropriate level of compensation funding required for countries/businesses.
• Provide counsel to HR partners about compensation decisions, new hire offers, and interpretation and application of policies.
• Manage processes that ensure the appropriate new hire compensation information is transferred from recruitment to the compensation system.
• Actively lead and/or participate in regional and firm-wide projects involving compensation, including changes in compensation practices.
• Lead the Benefits strategy for the Country and support the reporting efforts of Argentina.
• Analyze complex business problems and issues using data from internal and external sources to provide insight to decision-makers
• Collaborate with the compensation team on a variety of projects, including program design, analysis, budgeting, presentations, and communications
• Manage projects such as survey participation and collect and analyze competitive compensation information to determine the company’s market positioning
• Provide competitive analysis and work with People Business Partners on compensation related issues
• Work with People Services staff to ensure that the People system meets compensation needs
• Proactively identify opportunities to streamline processes and ensure compliance with reporting requirements

Skills on Resume:

• Reporting Analysis (Hard Skills)
• Year-End Training (Soft Skills)
• Benchmarking Analysis (Hard Skills)
• Compensation Modeling (Hard Skills)
• Policy Interpretation (Soft Skills)
• New Hire Compensation (Hard Skills)
• Project Management (Hard Skills)
• Competitive Analysis (Hard Skills)

Job Summary:

• Conducts job evaluations and salary reviews based on market data and compensation system.
• Makes recommendations to clients, management and HR partners by analyzing and evaluating positions and recommending appropriate job title and salary. 
• Provides advice/guidance to management and HR administrators regarding individual, department or school/center-wide salary management tools, techniques and practices.
• Advises departments on compliance issues such as FLSA, pay equity and legally defensible pay practices.
• Provides research and analysis for annual Compensation report and various compensation team projects.
• Participates in the annual merit increase program development, planning, implementation and reporting.
• Works with Compensation team to communicate program to the University.
• Works with Talent Acquisition to recommend appropriate salary offers.
• Works with Staff and Labor Relations 
• Works with Compensation team to develop and interpret compensation policies
• Monitors pay practices to ensure compliance with applicable laws, regulations and policies.
• Completes salary surveys and assures submission of accurate data on a timely basis.

Skills on Resume:

• Job Evaluations (Hard Skills)
• Salary Recommendations (Hard Skills)
• Job Description Writing (Soft Skills)
• Compliance Advising (Soft Skills)
• Compensation Reporting (Hard Skills)
• Merit Program Planning (Hard Skills)
• Policy Interpretation (Soft Skills)
• Salary Survey Management (Hard Skills)

Job Summary:

• Assists with the analysis, design and administration of CSU’s compensation programs
• Implementing and administering compensation policies and best practices, analyzing data and trends, managing and facilitating projects, preparing reports and supporting compensation team members
• Assists in the design and communication of pay structures, advises managers on making effective pay decisions that support employee engagement and complies with compensation policy and budgetary guidelines
• Evaluates jobs and develops and maintains job descriptions and job architecture
• Participates in compensation surveys, conducts research and analysis on market competitiveness, pay equity, and compensation trends
• Assist in the monitoring and maintenance of compensation plans, policies, and structures to ensure they continue to support CSU’s business strategy and remain competitive, cost-effective, and legally compliant. 
• Review and perform financial evaluation on incentive business cases
• Review and perform financial evaluation on distribution recruitment schemes
• Perform post implementation review on approved incentive business cases
• Tracking of incentive spent vs agreed number
• Working with distribution to evaluate effectiveness of compensation to sellers and recommend changes to management together with distribution

Skills on Resume:

• Compensation Analysis (Hard Skills)
• Policy Administration (Hard Skills)
• Pay Decision Advising (Soft Skills)
• Job Evaluation (Hard Skills)
• Market Research (Hard Skills)
• Plan Monitoring (Hard Skills)
• Incentive Evaluation (Hard Skills)
• Effectiveness Review (Hard Skills)

Job Summary:

• Provides consultative services to Workforce Optimization clients (WO) and client service providers on compensation issues pertaining to base salary and variable pay treatment of worksite employees, competitive practices, and regulatory mandates
• Undertakes client interactions and research necessary to formulate and issue responses
• Contributes to the effective operation of the salary survey request fulfillment process by guiding the successful extraction, documentation, and transmission of market data to clients
• Reviews processes and recommends approaches to maximize the efficiency and accuracy of outputs
• Benchmarks positions and prepares wage and salary information in spreadsheet format that is numerically and geographically accurate and professionally presented
• Manages and conducts information gathering functions, data analysis and report preparation
• Prepares instructional materials and presents educational sessions to field service personnel on compensation service offerings and issues
• Maintains knowledge of applicable federal, state, and local compensation laws and regulations
• Develops internal resources (i.e., tools, templates, techniques) to enable Insperity client service providers to support clients in addressing compensation issues 

Skills on Resume:

• Compensation Consultation (Soft Skills)
• Client Interaction (Soft Skills)
• Salary Survey Management (Hard Skills)
• Process Optimization (Hard Skills)
• Benchmarking Analysis (Hard Skills)
• Data Reporting (Hard Skills)
• Educational Material Development (Soft Skills)
• Regulatory Compliance (Hard Skills)

Job Summary:

• Assists in managing the annual salary review and short term incentive processes
• Participates in Global compensation surveys. 
• Analyzes survey results to identify compensation trends and support compensation benchmarking activities and salary structure development and maintenance
• Provides guidance to HR community on company compensation policies and practice
• Conduct job evaluations, internal and external data analyses, trend identification, equity comparisons
• Assists in the development of compensation education and training materials
• Document all current compensation practices/procedures
• Assists with compensation reporting activities within established processes and governances in order to meet business analysis requirements
• Participates in special projects such as enhancement of compensation systems and tools to support continuous process improvement effort
• Assist in preparation of all standard GBS HR compensation reports, including ad-hoc request e.g., management reports, progress reports under the guidance of seniors
• Manage issue resolution/solutioning from countries/regions on rewards Support, escalate complex queries/exceptions to seniors
• Engage with third party vendors as and when required and ensure they meet SLAs (Service Level Agreements) and key performance indicators
• Gather qualitative and quantitative feedback on overall service levels and provide recommendation to seniors on improvement opportunities

Skills on Resume:

• Salary Review (Hard Skills)
• Survey Participation (Hard Skills)
• Trend Analysis (Hard Skills)
• Job Evaluation (Hard Skills)
• Training Development (Soft Skills)
• Reporting Support (Hard Skills)
• Issue Resolution (Soft Skills)
• Vendor Management (Soft Skills)

Job Summary:

• Execute a compensation strategy that is fully aligned with the organization’s strategic plan, motivates performance, is fiscally responsible, and supports the attraction, engagement and retention of high performing talent.
• Design and implement company aligned and locally relevant compensation programs in collaboration with business unit and local market leadership.
• Partner with Human Resources Business Partners and Talent Acquisition to provide recommendations on offers.
• Develop compensation communication and education programs to ensure understanding by team members.
• Work with compensation vendors to include managing relationships, negotiating services and managing costs.
• Establish compensation programs and processes including Executive, Broad Based, and Incentive Compensation.
• Monitor local market trend information to ensure compensation programs are competitive and responsive to both support center and local business unit needs.
• Monitor the effectiveness of existing Compensation policies, guidelines and procedures, recommending plan revisions, as well as new plans, in support of the strategic plan.
• Establish reporting/analytics, provide compensation program insights.
• Lead cyclical/focal review programs such as merit, minimum wage and bonus from inception to execution for support center and field functions and provide support to HR Business Partners.
• Engage with management to determine appropriate leveling, classification and pay for new positions, promotion, job restructuring/reorganization.
• Execute governance and compliance of all Compensation programs to included policies and guidelines related to Support Center and PFS Compensation.

Skills on Resume:

• Compensation Strategy (Hard Skills)
• Program Design (Hard Skills)
• Offer Recommendations (Soft Skills)
• Communication Development (Soft Skills)
• Vendor Management (Soft Skills)
• Process Establishment (Hard Skills)
• Market Monitoring (Hard Skills)
• Compliance Execution (Hard Skills)

Job Summary:

• Support the annual salary review, annual incentive and long term incentive programs and promotion recommendation processes for non-union employees and the annual incentive process for union employees.
• Coordinate the economic increase and anniversary date increase processes for union employees.
• Handle the annual CEO Award process in planning and supports the MD, GTR in recommending and implementing improvements.
• Accountable for annual planning and roll out of the election and payout processes, preparing annual accruals, handling employee and business partner inquiries, and for developing recommendations for improvements 
• Responsible for the annual testing process for business as usual set up and improvements to the Workday Advanced Compensation module in partnership with the HRIS team. 
• Planning and execution of test cases, identifying exception cases and actioning required system changes, raising any issues or considerations and recommending solutions.
• Conduct research, and recommend annual adjustments to student pay structures.
• Assist with the preparation of workforce and compensation related materials for Board presentations.
• Provide support for cost modeling, budgeting and forecasting of compensation programs.
• Leads the annual survey participation process and is the primary contact for vendors
• Recommends participation in additional surveys and participates in custom surveys.

Skills on Resume:

• Salary Review Support (Hard Skills)
• Incentive Program Coordination (Hard Skills)
• CEO Award Planning (Soft Skills)
• Workday Testing (Hard Skills)
• Student Pay Research (Hard Skills)
• Board Material Preparation (Soft Skills)
• Cost Modeling Support (Hard Skills)
• Survey Participation (Hard Skills)

Job Summary:

• Answer inquiries from all levels of employees regarding compensation programs, job evaluation, collective agreement and general human resource policies and processes.
• Responsible for providing mentorship to other team members on compensation related matters.
• Develops positive relationships with the P&C HRIS team to investigate and deliver solutions.
• Plans for and coordinates activities with P&C partner groups (HRIS, Operations, People Advisory)
• Recommend a diverse array of problems and takes a broad perspective to provide solutions
• Work is performed independently with some mentorship, and the broad framework of relevant acts, regulations, policies, procedures, standards and the collective agreement
• Errors in processing, policy interpretations and analysis could result in incorrect payments, inaccurate advice and unnecessary grievances
• Supporting one or more business areas through compensation year end
• Advising HR colleagues and business management on compensation practices and providing analysis to support compensation decisions
• Coordinating with colleagues within HR Regulations, HR generalist teams and business management to correctly identify Material Risk Takers (MRTs), communicate and apply remuneration regulations and input into remuneration disclosures
• Analysing, reviewing and approving offers for new hires within the EMEA region
• Identify and implementing process improvements and participation / ownership of projects for the compensation team

Skills on Resume:

• Employee Inquiries (Soft Skills)
• Mentorship Support (Soft Skills)
• Relationship Building (Soft Skills)
• Activity Coordination (Soft Skills)
• Problem-Solving (Soft Skills)
• Policy Interpretation (Hard Skills)
• Compensation Advising (Soft Skills)
• Process Improvement (Hard Skills)

Job Summary:

• Contributing to guiding principles and overall pay strategy to ensure consistent alignment with the Company pay philosophy of rewarding results. 
• Ensure the appropriate pay mix, leverage, target setting and other design elements in partnership with local leadership
• Consult and initiate project work to ensure effective and market competitive compensation and benefit programs are designed, administered, communicated and realized
• Preparing and administering the planning cycles and implementation of new C&B systems to include SOP development, systems testing/support, communications, timeline adherence, planning guidelines, budget setting, fielding questions and providing the right level of analysis to support HR and senior executive reviews
• Oversee and resolve escalated day-to-day C&B activities of job evaluations, survey submissions, accrual calculations, pay adjustments, internal and external market analysis, etc. 
• Ensure all actions are in compliance with internal SOPs and external laws/regulations.
• Collaborate and educate country HRBPs as a COE
• Partner with Global vendors to drive value & efficiencies
• Following trends and providing proactive guidance to markets to ensure competitiveness and legal compliance
• Support UK level reporting for organizations like Co. Sec & finance including proposals for Remuneration Committee with guidance from Rewards leadership team

Skills on Resume:

• Pay Strategy Development (Hard Skills)
• Pay Mix Management (Hard Skills)
• Project Consultation (Soft Skills)
• C&B System Administration (Hard Skills)
• Day-to-Day Oversight (Hard Skills)
• Compliance Assurance (Hard Skills)
• HRBP Collaboration (Soft Skills)
• Market Trend Analysis (Hard Skills)

Job Summary:

• Support the development and implementation of a business-aligned compensation and benefits strategy
• Ongoing design, maintenance and management of competitive compensation frameworks
• Oversee the annual pay and bonus reviews
• Design Bonus schemes in conjunction with the business to drive company performance
• External benchmarking and networking to maximise awareness / knowledge of market practice in all areas of compensation and to ensure that Wolseley UK is mitigated against key changes and trends e.g WTW, Hay.
• Manage and undertake the job sizing / job evaluation processes, to ensure there is company wide consistency.
• Create and manage a structured work plan to ensure there is continuous improvement in all reward policies and end-to-end processes and that all risks and issues are mitigated.
• Manage the analysis and production of key statistical information / metrics on a proactive basis in addition to data required for decision making in business-as-usual and project activity.
• Ensure the appropriate levels of governance exist in the reward processes, balancing the businesses’ preferred line management delegated authority levels with financial control and consistency of approach considerations.

Skills on Resume:

• Compensation Strategy (Hard Skills)
• Framework Management (Hard Skills)
• Pay Review Oversight (Hard Skills)
• Bonus Scheme Design (Hard Skills)
• Market Benchmarking (Hard Skills)
• Job Evaluation (Hard Skills)
• Continuous Improvement (Hard Skills)
• Governance Management (Hard Skills)

Job Summary:

• Acts as a subject matter expert and point of contact for compensation related policies, programs and processes
• Support the execution and leads administration of annual compensation programs, including processing, recording and reporting of compensation-related actions.
• Manages the day-to-day compensation activities, including job evaluation, market analysis relative to internal pay practices and other compensation-related programs
• Participate in regular salary survey and benchmarking market review process
• Assist in the development of compensation policies and guidelines and identify opportunities to improve compensation processes
• Conduct periodic audits and prepare reports
• Maintain knowledge of market practices and emerging trends
• Ensures compliance with federal and provincial compensation laws and regulations
• Participating in peer network groups to stay on top of best practices to identify emerging trends and changes within marketplace.
• Participate in compensation policy or program development through working collaboratively with cross-functional teams to implement deliverables from the Total Rewards business plan. 
• Creating various data modeling scenarios and identifying cost impact of program recommendations.

Skills on Resume:

• Subject Expertise (Hard Skills)
• Program Administration (Hard Skills)
• Compensation Management (Hard Skills)
• Salary Surveys (Hard Skills)
• Policy Development (Hard Skills)
• Audit Reporting (Hard Skills)
• Market Practices (Hard Skills)
• Data Modeling (Hard Skills)

Job Summary:

• Reporting directly to the Head of HR Operations and Head of Reward
• Ownership of benefits processes and renewals, ensuring data requirements are captured
• Assist with general employee queries and general benefits administration (pension, PMI, life assurance)
• Responsible for ownership and coordination of benefits data audits
• General monthly payroll checks and ownership of the end to end process with outsourced providers
• Ability to improve processes to minimise risk and increase efficiencies
• Support on mapping of roles for job levelling project and ongoing maintenance of framework
• Analysis and modelling as necessary such as gender pay, future variable pay schemes etc
• Assistance with coordination of data and MI reporting
• Follow up with outsourced supplier on process issues and assist in monitoring SLAs and KPIs to ensure we receive value for money

Skills on Resume:

• Benefits Management (Hard Skills)
• Employee Queries (Soft Skills)
• Data Audits (Hard Skills)
• Payroll Coordination (Hard Skills)
• Process Improvement (Hard Skills)
• Job Mapping (Hard Skills)
• Data Analysis (Hard Skills)
• Supplier Management (Hard Skills)

Job Summary:

• Evaluating jobs using the Hay/Korn Ferry methodology.
• Acting as a consultant to HRBPs to provide input and review compensation proposals for new hires, promotions & off-cycle salary increases
• Understanding and communicating to Global Compensation where there may be concerns / issues
• Responsible for preparing cost estimates and advising HRBPs on global mobility processes. 
• Own the regional relationship with tax consultant and relocation providers. 
• Responsible for international assignment letters. 
• Supporting the annual compensation cycle for the region, including training HRBPs.
• Providing advice to the HR People Services Team on total rewards polices and processes to ensure professional HR guidance is given and carried out in line with the company’s corporate policies and values
• Assisting in the development of the long-term incentive program that align with CICC's pay for performance philosophy and sustain CICC's competitive advantage in the marketplace
• Coordinate and communicate with external tax and legal advisors to support the LTI program implementation
• Reviewing and standardizing compensation policies and processes to ensure consistency and effectiveness
• Translating regulatory and policy governance/requirements into clear guidance for clients

Skills on Resume:

• Job Evaluation (Hard Skills)
• Compensation Consulting (Soft Skills)
• Issue Communication (Soft Skills)
• Cost Estimation (Hard Skills)
• Relationship Management (Soft Skills)
• Assignment Letter Preparation (Hard Skills)
• Compensation Cycle Support (Hard Skills)
• Policy Standardization (Hard Skills)

Job Summary:

• Conduct benchmarks based on external and internal compensation data
• Finalize consistent salary bands per job family on all levels based on grading information
• Support the global merit salary increase matrix process
• Analyze data and prepare decision papers for efficiency improvements and cost reductions
• Conduct ongoing project management for the Global Grading
• Ensure that all project deliverables are on time
• Serve as single point of contact for any grading requirements below top executive level
• Support of proper implementation of all new roles and role changes in role cartographies for all Business Units
• Support the design of an organizational fundamental job framework and role classification system by developing and implementing global job groups and job families and maintenance
• Support of development and deliver initiative-specific content, governance and procedure guidelines
• Responsible for managing and maintenance of project controlling
• Prepare documents and drafting of decision proposals for the project management (e.g. presentations, reports and statistics)
• Support organization in designing and managing respective programs and projects in line with initiative targets

Skills on Resume:

• Compensation Benchmarking (Hard Skills)
• Salary Band Finalization (Hard Skills)
• Merit Process Support (Hard Skills)
• Data Analysis (Hard Skills)
• Project Management (Hard Skills)
• Grading Requirements (Hard Skills)
• Job Framework Design (Hard Skills)
• Document Preparation (Hard Skills)

Job Summary:

• Compiling data and preparing spreadsheets for salary administration and the annual salary review.
• Assisting in staff budget planning and administration, including compiling information and preparing spreadsheets.
• Compiling data and participating in 3rd party salary surveys.
• Evaluating jobs using a predetermined evaluation system as part of the Job Evaluation Committee.
• Interacting frequently with senior internal and external contacts to communicate or obtain information related to a variety of confidential projects.
• Establishing and maintaining contact with other organizations formally and informally, in order to facilitate the exchange of pay information.
• Producing ad hoc compensation reports 
• Analyzing costs and competitive trends in cash compensation programs and determines organization position.
• Preparing and distributing communication to internal team members.
• Administering “advanced compensation” module in Workday HRMS.

Skills on Resume:

• Data Compilation (Hard Skills)
• Budget Planning (Hard Skills)
• Salary Surveys (Hard Skills)
• Job Evaluation (Hard Skills)
• Stakeholder Communication (Soft Skills)
• Pay Information Exchange (Soft Skills)
• Compensation Reporting (Hard Skills)
• Workday Administration (Hard Skills)

Job Summary:

• Provides non-routine advice, guidance and information to injured employees and their supervisors on the full range of the Federal Employees' Compensation Act (FECA) program benefits and procedures.
• Works closely with a variety of Department of Labor personnel and other related parties to facilitate claims processing, collect required documentation and provide relevant information.
• Manages workers' compensation case files as a Complex Case Manager.
• Independently performs preliminary review of employees' workers' compensation claim forms, supervisor reports of on-the-job injury.
• Maintains contact and liaison with the OWCP, government and private physicians, attorneys and other parties involved in claims development and adjudication.
• Develops and presents briefs to managers and staff of serviced activities to provide status of claims.
• Reviews forms, documents, and letters created by coworkers for completeness and accuracy before they are submitted to DOL/OWCP or the employee.
• Serves as liaison with critical persons and groups both inside and outside of the organization.
• Provides training to supervisor and employees on practices and regulations of the FECA.

Skills on Resume:

• FECA Guidance (Soft Skills)
• Claims Processing (Hard Skills)
• Case Management (Hard Skills)
• Claim Review (Hard Skills)
• Liaison Coordination (Soft Skills)
• Status Reporting (Hard Skills)
• Document Review (Hard Skills)
• Training Delivery (Soft Skills)

Job Summary:

• Review, Certify, and File CA-1, CA-2, and CA-7 forms to Department of Labor (DOL) utilizing AIRS or eCOMP filing system
• Provides worker’s compensation counseling to Injured worker
• Works with Office of Health Services to provide case management of claims (daily and periodic rolls)
• Communicates with DOL and others as needed on next steps on a case 
• Review DOL correspondence and take necessary steps with DOL, Benefits Specialist, Injured Worker, and Injured Worker’s Supervisor
• Review medical evidence and take necessary steps with Benefits Specialist, Injured Worker, and upload documentation in ECOMP
• Audit continuation of pay and ensures correction of timecards 
• Provides guidance to appropriate parties on Continuation of pay, Leave buy back, return to light duty, return to work
• Provides training to Benefits staff on WC case management
• Assists with development and presentation of training to Unit supervisors and employees on WC case management.
• Assists with gathering and reporting on chargeback data

Skills on Resume:

• Form Filing (Hard Skills)
• Workers' Compensation Counseling (Soft Skills)
• Case Management (Hard Skills)
• DOL Communication (Soft Skills)
• Medical Evidence Review (Hard Skills)
• Pay Audit (Hard Skills)
• Guidance Provision (Soft Skills)
• Training Development (Soft Skills)

Job Summary:

• Reply to state disability and unemployment claim forms
• Works closely with Compensation Director to perform all related duties in support of the firm’s compensation programs and processes
• Work closely with Compensation Director to design a compensation package based on business goals and strategy
• Conduct salary and labor market research and analysis to define best practice trends
• Provide verifications of employment for current and former employees
• Work closely with Compensation Director during compensation annual review process
• Process salary changes, promotions and related job changes
• Create and analyze job descriptions and classifications
• Conduct periodic compensation audits, prepare and present reports
• Coordinate and manage firm wide Employee Recognition Program
• Works with other HR leadership to perform all generalist related duties
• Assist as needed with human resources responsibilities such as recruitment, onboarding/ E-Verify and I-9 process, employment verifications, employee off boarding (updates in HRIS and conducting departure meetings), performance management and any audit/compliance requests
• Participate in activities associated with the development and implementation of new systems, processes and policies
• Provide project management and administrative support on any special HR projects.

Skills on Resume:

• Claim Response (Hard Skills)
• Compensation Support (Soft Skills)
• Compensation Package Design (Hard Skills)
• Market Research (Hard Skills)
• Employment Verification (Hard Skills)
• Salary Processing (Hard Skills)
• Job Classification (Hard Skills)
• HR Generalist Support (Soft Skills)

Job Summary:

• Providing input to the Senior Manager, Compensation & Analytics regarding compensation plans and direction as it aligns with the EPCOR and Total Rewards strategy
• Developing, implementing and achieving level appropriate deliverables and goals of the Total Rewards business plan
• Participating in third party surveys, gather market data, researching market conditions and competitive practices, analyzing findings and developing recommendations consistent with EPCOR’s compensation philosophy
• Developing costing models and providing support in the development of bargaining mandates and support the collective bargaining process
• Working with HRIS SME and IT to ensure accurate data and system readiness for compensation programs
• Setting up and administering annual base salary and short-term incentive processes using the HRIS Compensation system
• Providing leadership in maintaining the internal equity of EPCOR’s job evaluation frameworks, including making final determination of level assignment
• Supporting Compensation policy or program development
• Providing input, revising and updating existing compensation practices, programs and processes to ensure compliance to policies, standards, regulatory requirements and ensure effective mitigation of risks
• Providing consultation, recommendations, training, resources and support for various compensation issues to HR functional areas and other departments
• Developing effective network of external contacts in order to facilitate the collection of relevant competitor market data and competitor competitive practices
• Providing expanded analytics support and participate in various Total Rewards projects and initiatives as team member or lead

Skills on Resume:

• Compensation Input (Soft Skills)
• Total Rewards Planning (Hard Skills)
• Market Research (Hard Skills)
• Costing Models (Hard Skills)
• Data Accuracy (Hard Skills)
• Salary Administration (Hard Skills)
• Job Evaluation (Hard Skills)
• Policy Development (Hard Skills)

Job Summary:

• Ensure incentive compensation programs are consistently administered in compliance with internal policies, historical practices, and applicable federal, state, and local statutory requirements
• Prepare, issue, and maintain individual incentive plan documents on an ongoing basis
• Enter incentive compensation data in HR systems and routinely audit for completeness
• Assist to respond to and resolve incentive compensation related inquiries from managers and employees in a timely manner
• Provide follow-up communication and escalate program interpretation issues to Manager, Compensation
• Help prepare and deliver communication and training materials that enhance the understanding and value of the incentive and equity compensation programs
• Communicate approved program changes to managers and employees, answering questions and providing additional training or support about the changes
• Work closely with Manager, Compensation on administration of all equity compensation programs
• Support equity grant process and communication, prepare, issue, and maintain individual equity plan documents
• Enter equity data in HR systems and routinely audit for completeness
• Assist with SOX and external/internal audit requests related to incentive and equity compensation programs

Skills on Resume:

• Program Compliance (Hard Skills)
• Plan Documentation (Hard Skills)
• Data Entry (Hard Skills)
• Inquiry Resolution (Soft Skills)
• Training Materials (Soft Skills)
• Program Communication (Soft Skills)
• Equity Administration (Hard Skills)
• Audit Support (Hard Skills)

Job Summary:

• Support of the variable compensation processes to become a subject matter expert for local HR teams and other departments concerning variable pay administration
• Support the administration of the Global Job Architecture within EMEA (e.g. Grading, Job Profile administration, Salary Range updates)
• Update SAP HR with variable compensation related information
• Cooperate with HR Operations to update compensation plans and processes in Workday
• Support the participation in Salary Surveys
• Engage continuously with HR Business Partners and Business Unit Management to obtain up-to-date information on organizational structure, particularly on reporting structures to support core compensation processes
• Create and update job ladders in cooperation with Job Architecture Guidelines
• Support other compensation related processes (e.g. annual pay review process)
• Assist in preparing compensation analytics and reporting to management 
• Support regional and global HR projects 
• Update compensation related guidelines
• Adhere to company policies concerning data protection and data privacy

Skills on Resume:

• Compensation Expertise (Hard Skills)
• Job Architecture (Hard Skills)
• SAP Updates (Hard Skills)
• Workday Support (Hard Skills)
• Salary Surveys (Hard Skills)
• Structure Engagement (Soft Skills)
• Job Ladders (Hard Skills)
• Analytics Reporting (Hard Skills)

Job Summary:

• Counsels executive leadership and applies a comprehensive understanding of short and long term business strategies/priorities and compensation theory and practice to inform decisions that attract, retain and engage the workforce
• Diagnoses potential compensation problems, identifies compliance issues and identifies opportunities to optimize compensation expenditures and deliver results aligned with the prevailing compensation philosophy 
• Researches, analyzes, proposes, authors, and executes salary administration policies and guidelines to support business objectives
• Ensures consistent application of compensation philosophy in cases where an exception to salary guidelines is requested
• Approves requested adjustments or works with requestor to find reasonable alternatives to meet the business need
• Develops and maintains a network of contacts external to the company to facilitate valuable and timely access to market intelligence
• Identifies survey selection criteria and oversees annual compensation surveys as required to obtain industry-specific market salary and pay practice data for domestic positions
• Analyzes benchmark hiring rates and market pay practices for new college graduates and student intern programs, and develops comprehensive salary offer guidelines
• Reviews requests for new or revised job classifications and approves or advises management on efficient and economical alternatives to reasonably meet the business need
• Guides job description creation/review process to ensure descriptions are complete and accurate
• Evaluates positions for content using whole job analysis techniques and prepares or directs the preparation of formal job descriptions and career ladders

Skills on Resume:

• Executive Counseling (Soft Skills)
• Compensation Analysis (Hard Skills)
• Policy Development (Hard Skills)
• Salary Application (Hard Skills)
• Adjustment Approval (Soft Skills)
• Market Intelligence (Soft Skills)
• Survey Management (Hard Skills)
• Job Evaluation (Hard Skills)

Job Summary:

• Prices jobs and assigns pay grades by balancing the intended competitive position to the external labor market with the relative internal value of the job to the company
• Assesses geographic labor markets to establish and maintain competitive national and local pay structures
• Develops, maintains and administers bonus and incentive plan processes
• Manages acquisition-related compensation analysis and assimilation including job evaluation and leveling, pay structure integration, and incumbent mapping/reclassification
• Conducts meetings and presentations as required to educate managers and HR on compensation fundamentals
• Develops new systems and tools, techniques, and methodologies to streamline compensation processes and optimize resources
• Conducts analysis and makes recommendations to senior management regarding Executive Compensation and interfaces with the Corporate Compensation function providing support 
• Manages the annual Salary Planning cycle through policy interpretation, statistical analysis coordination, employee notifications, and HRIS records update
• Provides consulting to clients and stakeholders regarding the interpretation and delivery of existing compensation policies, programs, and processes, with general supervision.
• Provides support for salary survey submission & auditing with general supervisor
• Develops written job descriptions in support of manager needs
• Responding to client-related requests

Skills on Resume:

• Job Pricing (Hard Skills)
• Market Assessment (Hard Skills)
• Bonus Administration (Hard Skills)
• Compensation Analysis (Hard Skills)
• Manager Education (Soft Skills)
• Process Development (Hard Skills)
• Salary Planning (Hard Skills)
• Policy Consulting (Soft Skills)

Job Summary:

• Working with the recruitment team to support job classification activities, salary grading and offers
• Supporting an executive on the review of salary structures, talent retention strategies, or ad-hoc compensation requests
• Work with (and report to) VP of Organizational Development, alongside the CEO, to enhance compensation strategies and frameworks.
• Using subject matter expertise in the field of compensation, and knowledge of industry best practices
• Improvement working with the team to prioritize and execute.
• Comparing market survey metrics and salary grades, enjoy the challenge of diving into the numbers.
• Create tools, tips and processes that educate managers on the judgment required.
• Partner with the Human Resources team to finalize pay equity plans and conduct pay equity maintenance reviews to ensure we maintain compliance with regulations and employment laws.
• Utilizes general knowledge to administer processes related to the delivery of compensation solutions to managers and employees. 
• Responsibilities require performing compensation activities for managers and employees with supervision.

Skills on Resume:

• Job Classification (Hard Skills)
• Salary Support (Hard Skills)
• Strategy Enhancement (Soft Skills)
• Subject Matter Expertise (Hard Skills)
• Team Collaboration (Soft Skills)
• Market Comparison (Hard Skills)
• Educational Tools (Soft Skills)
• Pay Equity Review (Hard Skills)

Job Summary:

• Provide stock related reporting information to the board and Legal
• Represent Compensation on HR related projects
• Compensation Consultation to the Business
• Under the guidance of the manager and with the partnership of the HRBP, matches positions to the market
• Pulls in market data and looks for anomalies and compiles data into the market presentation
• Reviews market data with manager and writing observation, recommendations and next steps
• Presents market data to the HRBP and department managers
• Acts as the compensation consultant for reorganizations, salary structure changes, incentive plan design, and other compensation-related changes that the business faces
• Assist in material creation, data analysis and reporting for all compensation needs (e.g., job evaluation, job classifications/job matching, external market benchmarking).
• Develop implementation and readiness materials for multiple components of a compensation program.
• Run multiple components or elements of compensation programs, acting as a voice and advisor for internal clients.
• Advise clients and partners on compensation questions and provide answers related to policy, tools, and/or Web content.

Skills on Resume:

• Stock Reporting (Hard Skills)
• Project Representation (Soft Skills)
• Compensation Consultation (Soft Skills)
• Market Positioning (Hard Skills)
• Data Analysis (Hard Skills)
• Presentation Skills (Soft Skills)
• Program Implementation (Hard Skills)
• Client Advisory (Soft Skills)