Job Summary: 

• Study and analyze wage/salaried jobs and prepare standardized job descriptions
• Map current positions to published survey sources, maintain survey matches as positions change (ex. Restructures)
• Evaluate job worth using standard job evaluation techniques and determine grades and pay ranges
• Assist in the development of incentive programs and the administration of performance review, bonus process and merit-rating programs
• Maintain an on-going effort to ensure competitiveness, cost effectiveness, and equity of pay programs
• Conduct pay surveys and participate in such surveys conducted by third parties
• Generate reports/queries, including writing, maintaining, and supporting a variety of reports or queries utilizing appropriate reporting tools in Workday
• Support HR Leadership, and run ad hoc compensation reports and provide insights based on data
• Pull data and insights into presentation format for CEO/Board of Directors
• Audit effectiveness of pay programs on a regular basis
• Remain current on all personnel policies, programs and practice and stay informed of new (and pending) laws and regulations
• Provide counsel and support on all matters related to compensation to all levels of management and staff
• Collects, analyzes, and reviews requirements to implement compensation configurations in HR system.
• Thoroughly develops understanding of the system.

Skills on Resume: 

• Job Analysis (Hard Skills)
• Job Evaluation (Hard Skills)
• Survey Data Mapping (Hard Skills)
• Compensation Program Development (Hard Skills)
• HR Systems Configuration (Hard Skills)
• Data Analysis (Hard Skills)
• Presentation Skills (Soft Skills)
• Compliance Knowledge (Hard Skills)

Job Summary: 

• Assists in administering Hourly, Salaried, International, and Variable Pay programs.
• Performs moderate to complex analysis of performance results and financial impact.
• Monitors multiple plan design setups, assigns plan to participants, and processes payout transactions.
• Develops reports and measurement methods to analyze global compensation against market practices.
• Works with leaders in all locations to understand common practice and establishes effective and sustainable work processes.
• Participates in compensation surveys to collect and analyze wage data to determine the company’s competitive position.
• Ensures competitive position is maintained through monitoring, analyzing, preparing and presenting compensation recommendations.
• Determines aspects of global compensation program design that may be impacted by law, external market, internal, geographic, economic, and industry influences.
• Prepares compensation planning materials and approval documents.
• Partners with business to explore, evaluate, and recommend capabilities.
• Learns supports, maintains, and advocates HR systems (Workday).
• Provides guidance on the resolution of classification/salary inquiries.
• Leads annual salary planning and forecasting of jobs and ranges for the organization’s compensation program to evaluate internal equity, external competitiveness and legal compliance with pay practices
• Leads the annual incentive and variable pay program administration
• Researches and administers new or changing compensation practices to comply with all federal/state/local regulation

Skills on Resume: 

• Compensation Administration (Hard Skills)  
• Financial Analysis (Hard Skills)  
• Global Compensation (Hard Skills)  
• Survey Participation (Hard Skills)  
• HR Systems (Workday) (Hard Skills)  
• Legal Compliance (Hard Skills)  
• Report Development (Hard Skills)  
• Collaboration (Soft Skills)

Job Summary: 

• Lead project management and be key partner across all Yum! Brands and all functions
• Develop & align annual salary review guidelines with a pay for performance philosophy
• Administer pay programs for Yum! & all Yum! Brands (merit, bonus, spot awards)
• Support communication & education for HR Partners & employees
• Support US and/or global compensation projects to include internal business studies, market analysis and survey management
• Design & administer spot bonus cash program(s)
• Manage the design, reporting, & system maintenance of MarketPay compensation database
• Creates and analyzes job descriptions, including FLSA determination and grade assignment
• Develops tools, processes, educational materials, communication, and demonstrations to ensure compensation programs are communicated and understood by partners and leaders throughout the company.
• Responsible for the development of process measurement tools, i.e. Dashboards, SOPs, Checklists, etc.
• Supports the annual Merit and Bonus process for the company using Workday
• Develops working knowledge through training, independent research, experimentation and networking for optimal configuration and self-service capabilities.
• Provides daily support for the HCM system related to compensation while identifying and implementing areas for process improvement.
• Understands Workday system and is familiar with Compensation in Workday and can maintain the system

Skills on Resume: 

• Project Management (Hard Skills)
• Pay Program Administration (Hard Skills)
• Market Analysis (Hard Skills)
• Compensation Database Management (Hard Skills)
• Job Description Analysis (Hard Skills)
• Communication & Education (Soft Skills)
• Process Improvement (Hard Skills)
• Workday Compensation (Hard Skills)

Job Summary: 

• Provide support to HR Business Partners and Talent Acquisition partners in day to day compensation processes.
• Conduct job evaluations, job leveling, identify FLSA status and provide salary recommendations ensuring internal equity and market alignment of total compensation.
• Analyze employee, market and financial data to summarize findings, draw insights and support recommendations on compensation programs and initiatives.
• Manage cyclical processes including, but not limited to administration of large-scale compensation programs, such as the Alpha-Quarterly review, Apprentice program, annual salary review, annual incentive plans, and other projects.
• Partner with cross-functional key stakeholders and subject matter experts in HR, Finance, Payroll, IT, Legal on compensation matters.
• Develop insights to analyze effectiveness of compensation programs.
• Participate various salary surveys and analyze competitive information to determine appropriate benchmarks and company's market position.
• Review and process compensation change requests, ensuring compliance with established guidelines, policies and practices.
• Document current business processes and identify opportunities to streamline processes.
• Participate in other Total Rewards projects and initiatives.
• Provide support in administration, communication, implementation, and compliance of company-wide benefits programs.
• Create, maintain and foster positive, professional relationships
• Collects and analyzes global compensation data.
• Assists with the deployment of compensation plans and programs to the business.

Skills on Resume: 

• Compensation Process Support (Hard Skills)
• Job Evaluation (Hard Skills)
• Data Analysis (Hard Skills)
• Program Management (Hard Skills)
• Stakeholder Collaboration (Soft Skills)
• Survey Participation (Hard Skills)
• Compliance Management (Hard Skills)
• Relationship Building (Soft Skills)

Job Summary: 

• Conducts market assessments and annual salary structure reviews.
• Functions as a key contact for functional leaders in general industry and the automotive industry regarding best practices in compensation strategy and design.
• Designs, implements and administers merit and annual bonus processes and administration.
• Collaborates with line management on design and implementation of affiliate incentive compensation plans, including eligibility requirements, funding mechanisms, allocation methods and award targets.
• Monitors plan effectiveness and reports to HR management.
• Develops, implements and administers performance-based pay plans including performance measurements and procedures to track program effectiveness and return on human resource investment.
• Conducts studies for management on job design, workflow and organizational levels and makes recommendations to enhance organizational effectiveness.
• Researches and reports on effectiveness of compensation practices and assists in development of integrated compensation strategies to support organization goals and objectives.
• Performs testing of the HR system for global compensation processes.
• Performs compensation unit release testing semi-annually (includes test case preparation, test execution and test results documentation).
• Development, analyze, and audit of other compensation programs
• Develop, propose and track the budget for incentive compensation and fixed pay programs
• Provide administrative and analytical support to the SOO-HR and human resources colleagues

Skills on Resume: 

• Market Assessment (Hard Skills)
• Compensation Strategy (Hard Skills)
• Bonus & Incentive Plan Design (Hard Skills)
• Performance-Based Pay Plans (Hard Skills)
• Organizational Effectiveness (Hard Skills)
• HR System Testing (Hard Skills)
• Budget Tracking (Hard Skills)
• Analytical Support (Hard Skills)

Job Summary: 

• Provide analytical support for new plans and revisions to support the company’s objectives
• Track performance of compensation plans
• Work with the internal team to develop compensation and bonus plans
• Identify and report issues related to compensation to the Compensation team and leadership
• Assist with analysis, modeling and costing of incentive pay programs
• Assist with analyzing organizational pay practices
• Make recommendations for salary changes, assist in the company’s participation in compensation surveys
• Assist in setting and maintaining target spend values for all types of compensation spend
• Interpret job evaluations for the purpose of market pricing jobs and slotting to appropriate pay ranges
• Help associate compensation analysts and compensation analysts develop their skills and provide collaborative, constructive feedback
• Participate in and conducts compensation surveys and recommends updates to maintain a market-based pay structure
• Track and calculate incentive compensation payouts

Skills on Resume: 

• Analytical Support (Hard Skills)
• Performance Tracking (Hard Skills)
• Compensation Plan Development (Hard Skills)
• Issue Reporting (Soft Skills)
• Incentive Pay Analysis (Hard Skills)
• Market Pricing (Hard Skills)
• Survey Participation (Hard Skills)
• Mentorship (Soft Skills)

Job Summary: 

• Provides day-to-day compensation support including the production of periodic compensation statements and approval forms.
• Utilize analytical and presentation skills to support the development of Board of Directors reporting on compensation programs and annual compensation strategy.
• Prepares ad-hoc compensation analyses by team and business partners.
• Analyzes, designs and recommends incentive and other special payment plans.
• Performs in-depth market analysis of pay using numerous sources and contacts.
• Responsible for survey process including determination of appropriate benchmark surveys, active participation in third-party industry meetings, data analysis, and data submission.
• Responsible for life cycle of position and job title management including documenting, evaluating, establishing pay range, ensuring internal equity, creating job codes, approving and posting the job description.
• Provides consulting to HR partners relating to process, systems support, and problem resolution.
• Develops written communication packets and administrative documents.
• Provides platform training to HR partners, develops and supervises the distribution of reports.
• Facilitates annual base pay increase processes
• Perform job evaluations for the SBA’s base pay program and advises the SOO-HR on classification/reclassification of positions and base pay requests and recommendations

Skills on Resume: 

• Compensation Support (Hard Skills)
• Analytical Reporting (Hard Skills)
• Incentive Plan Design (Hard Skills)
• Market Analysis (Hard Skills)
• Survey Management (Hard Skills)
• Job Title Management (Hard Skills)
• HR Consulting (Soft Skills)
• Training & Communication (Soft Skills)

Job Summary: 

• Research and analyze competitive compensation practices in the job market
• Conduct special studies, analysis, and research in a broad range of areas
• Prepares related reports, makes recommendations based on findings
• Independently conduct job analysis and make appropriate recommendations.
• Research current industry trends, initiatives and best practices
• Guide and assist HR Business Partners, managers and supervisors in compensation policy and practices
• Conduct compensation parity and equity reviews.
• Analyze salary survey results and recommend any adjustments to the compensation plan
• Provide guidance to departments regarding reorganizations/restructures
• Collect and analyze statistical data and prepare various reports 
• Quarterly summaries, forecasts, trends, and workforce analysis
• Support Total Rewards in a variety of projects and initiatives

Skills on Resume: 

• Competitive Compensation Research (Hard Skills)
• Job Analysis (Hard Skills)
• Industry Trend Analysis (Hard Skills)
• HR Partner Guidance (Soft Skills)
• Equity Reviews (Hard Skills)
• Salary Survey Analysis (Hard Skills)
• Data Reporting (Hard Skills)
• Total Rewards Support (Soft Skills)

Job Summary: 

• Deploy base compensation and bonus/incentive plans, policies, procedures, and practices
• Define the methods and processes required to conduct labor market surveys to determine compensation trends
• Analyze jobs and compare labor rates by various scopes to ensure all direct compensation programs are cost-effective and competitive in all appropriate labor markets 
• Manage the market survey process to collect and analyze competitive salary information used for assessing the company's competitive position 
• Recommend opportunities to launch new or refine existing compensation plans.
• Provide guidance, decision support tools and make recommendations to HR leadership on compensation issues at all levels and functional areas of the organization
• Maximize the effectiveness of management decisions.
• Ensure direct compensation programs are executed according to policies, procedures and effectively managed to ensure all timelines and deliverables are met.
• Analyze program results, recommends corrective or alternative actions to resolve compensation-related situations.
• Formulate recommendations regarding the development of company compensation plans and structure, and FLSA review exemptions.
• Provide specialized support to internal and external audits as situations require.
• Utilize document management and collaboration applications regularly to review, research, recommend, track and process various types of compensation transactions (e.g. offers, promotions, job evaluations, off-cycle adjustments, etc.) 
• Ensure conformance to compensation policies, procedures, practices, and programs and meet established service performance levels.
• Deploy in coordination with HR leadership direct compensation programs including the annual wage/salary review, bonus and growth promotion programs

Skills on Resume: 

• Compensation Plan Deployment (Hard Skills)
• Market Survey Management (Hard Skills)
• Job Analysis (Hard Skills)
• Compensation Plan Recommendations (Hard Skills)
• HR Leadership Support (Soft Skills)
• Program Execution (Hard Skills)
• Audit Support (Hard Skills)
• Policy Compliance (Hard Skills)

Job Summary: 

• Coordinate the program launches with HR Business Partners and based upon the process roles educates the HRBP’s on the program guidelines
• Provide necessary tools and resources to support program objectives and accurately reflect management recommendations and business performance.
• Conduct compensation-related projects (e.g. comprehensive direct compensation) market analysis to assess competitive positioning, annual salary budget and pay structure adjustment recommendations) on a regular and ad hoc basis (e.g. special studies) 
• Address issues impacting company compliance and competitiveness.
• Recommend actions that align with compensation initiatives and ensure consistency with internal guidelines, policies, practices, procedures and relevant external regulations.
• Capable of managing multi-level projects ensuring all milestones and deliverables are met.
• Manage all compensation survey processes ensuring all data submissions conform with the various data input formats/requirements, submission timelines and reflect matches between internal positions and market benchmark positions.
• Compile results, interpret survey results and identify labor market trends to support the management of compensation programs for all North American operations.
• Conduct additional research on all questionable findings or trends to ensure a comprehensive understanding of the compensation data and competitive labor markets.
• Maintain and update database of all job descriptions according to standard operating procedure and ensuring compliance with all organizational and governmental requirements.
• Continually review, research and analyze compensation processes to identify and recommend changes to improve efficiency, effectiveness and overall quality
• Establish and manage project plans for timely and effective program execution.
• Collaborate with SBA leaders in the development of job documentation/position descriptions
• Ensure the administration is executed consistently with guidelines and timelines.

Skills on Resume: 

• Program Coordination (Soft Skills)
• Market Analysis (Hard Skills)
• Compliance Management (Hard Skills)
• Project Management (Hard Skills)
• Survey Management (Hard Skills)
• Data Interpretation (Hard Skills)
• Job Documentation (Hard Skills)
• Efficiency Improvement (Soft Skills)