Workforce Classification:

Join Our Team: Do Meaningful Work and Improve People’s Lives 

Our purpose, to improve customers’ lives by making healthcare work better, is far from ordinary. And so are our employees. Working at Premera means you have the opportunity to drive real change by transforming healthcare.

Premera is committed to being a workplace where people feel empowered to grow, innovate, and lead with purpose. By investing in our employees and fostering a culture of collaboration and continuous development, we’re able to better serve our customers. It’s this commitment that has earned us recognition as one of the best companies to work for. Learn more about our recent awards and recognitions as a greatest workplace.

Learn how Premera supports our members, customers and the communities that we serve through our Healthsource blog:  https://healthsource.premera.com/.

As the Director, Total Rewards, you will play a critical role in shaping how Premera attracts, rewards, and retains talent. In this leadership role, you will define and lead a forward‑looking Total Rewards strategy that is customized to meet the unique needs of a not-for-profit that ensures we are able to attract and retain talent in a highly competitive marketplace. This strategy will also need to align with Premera’s mission, support long‑term business objectives, and ensure we are effective stewards of our compensation and benefits investments. You will serve as a trusted strategic advisor to senior leaders while leading and developing a high-performing Total Rewards team.

As a vital member of the HR leadership team, you will partner closely with executives and leaders across the organization to design innovative, market‑competitive compensation and benefits programs that support Premera’s transformation and growth. This is a unique opportunity to build, evolve, and modernize Total Rewards at Premera—bringing creativity, analytics, and a holistic perspective to how we reward and engage our workforce over the next 5–10 years.

What You Will Do:

Set the Strategy and Shape the Future of Total Rewards

• Define and lead Premera’s enterprise Total Rewards strategy, establishing a forward‑looking, multi‑year roadmap that aligns compensation, benefits, and wellness programs with business priorities, workforce needs, and a pay‑for‑performance philosophy.
• Bring a creative, holistic, and market‑informed perspective to Total Rewards—modernizing programs to remain competitive, sustainable, and aligned with Premera’s mission in a rapidly evolving environment.
• Leverage the unique information available to you, as part of a healthcare payer, to develop, build, and implement innovative, value-add benefits offerings.

Act as a Trusted Advisor and Executive Thought Partner

• Serve as a strategic advisor to senior leaders, executives, and the HR leadership team, translating business strategy into thoughtful Total Rewards solutions and guiding critical compensation and benefits decisions.
• Provide governance, oversight, and financial stewardship through partnership with the Benefits Plan Committee, leveraging analytics and reporting to optimize rewards investments and deliver executive insight on engagement, performance, and retention.

Build, Lead, and Evolve the Total Rewards Function

• Lead, develop, and inspire a high‑performing Total Rewards team, building capability, providing direction and guidance, and fostering a collaborative, results‑driven culture.
• Provide oversight of vendors, compliance, internal controls, and third‑party risk across compensation and benefits programs, ensuring consistent execution, strong governance, and regulatory alignment.

What You Will Bring:

• Bachelor’s degree in Business Administration, Human Resources, or a related field of study, or four years of equivalent professional work experience.
• Ten years of progressively responsible professional experience, including five years managing teams.
• Demonstrated experience leading enterprise‑wide compensation and/or benefits programs with strong financial, analytical, and governance expertise, preferably leading a corporate HR, compensation or benefits team.
• Proven ability to operate as a strategic advisor to senior leaders and executives, with strong executive presence and communication skills.
• An ability to translate complex qualitative and quantitative information for diverse audiences and operate effectively in ambiguous, fast‑paced environments with a results‑oriented, action‑driven mindset.

Additional preferred certifications include:

• Certified Compensation Professional (CCP) or Certified Employment Benefits Specialist
• PHR, SPHR, or Lean certification or equivalent

Premera total rewards

Our comprehensive total rewards package provides support, resources, and opportunities to help employees thrive and grow. Our total rewards are more than a collection of perks, they're a reflection of our commitment to your health and well-being. We offer a broad array of rewards including physical, financial, emotional, and community benefits, including:

• Medical, vision, and dental coverage with low employee premiums.

• Voluntary benefit offerings, including pet insurance for paw parents.

• Life and disability insurance.

• Retirement programs, including a 401K employer match and, believe it or not, a pension plan that is vested after 3 years of service.

• Wellness incentives with a wide range of mental well-being resources for you and your dependents, including counseling services, stress management programs, and mindfulness programs, just to name a few.

• Generous paid time off to reenergize.

• Looking for continuing education? We have tuition assistance for both undergraduate and graduate degrees.

• Employee recognition program to celebrate anniversaries, team accomplishments, and more.

For our hybrid employees, our on-campus model provides flexibility to create your own routine with access to on-site resources, networking opportunities, and team engagement.

• Commuter perks make your trip to work less impactful on the environment and your wallet.

• Free convenient on-site parking.

• Subsidized on-campus cafes make lunchtime connections with colleagues fun and affordable.

• Participate in engaging on-site activities such as health and wellness events, coffee connects, disaster preparedness fairs and more.

• Our complementary fitness & well-being center offers both in-person and virtual workouts and nutritional counseling.

• Need a brain break? Challenge someone to a game of shuffleboard or ping pong while on campus.

Equal employment opportunity/affirmative action:

Premera is an equal opportunity/affirmative action employer. Premera seeks to attract and retain the most qualified individuals without regard to race, color, religion, sex, national origin, age, disability, marital status, veteran status, gender or gender identity, sexual orientation, genetic information or any other protected characteristic under applicable law.

If you need an accommodation to apply online for positions at Premera, please contact Premera Human Resources via email at careers@premera.com or via phone at 425-918-4785.

The pay for this role will vary based on a range of factors including, but not limited to, a candidate’s geographic location, market conditions, and specific skills and experience.

The salary range for this role is posted below; we generally target up to and around the midpoint of the range.

Salary Range:

We’re happy to discuss compensation further during the interview because we believe that open communication leads to better outcomes for all. We’re committed to creating an environment where all employees are celebrated for their unique skills and contributions.

Beacon Hill was founded to set a new standard in search, career placement and flexible staffing. Our client, a leading law firm, is seeking a Senior Compensation Analyst to join its Human Resources team in New York. This is a highly visible, hands-on role responsible for supporting and enhancing the firm's compensation programs, ensuring they remain competitive and aligned with business objectives. This individual will partner closely with HR and leadership to execute core compensation processes, including salary benchmarking, job leveling, and annual compensation cycles. The role will also play a key part in analyzing market data and helping to build and refine scalable compensation structures and programs. The ideal candidate is a detail-oriented, analytical compensation professional who thrives in a collaborative, fast-paced environment. This person brings strong judgment, a calm and professional demeanor, and the ability to translate complex data into clear, actionable insights. If this sounds like you, please apply to learn more! Bachelor's degree in Human Resources, Finance, Business Administration, or related field, preferred 3+ years of experience in compensation or a related analytical HR function. Prior experience within a law firm or professional services environment strongly preferred. Proven experience supporting annual compensation processes, including merit and bonus programs. Strong knowledge of compensation structures, job leveling, and market benchmarking practices. Familiarity with federal, state, and local compensation-related regulations, including pay transparency. Advanced Microsoft Excel skills and strong analytical capabilities. Experience working with HR systems and compensation data management (Workday exposure a plus). Strong attention to detail, organizational skills, and ability to manage multiple priorities. Excellent communication skills, with the ability to present data and recommendations to stakeholders. High level of discretion and professionalism when handling sensitive and confidential information. The salary for this role is $120,000-$140,000. Compensation is commensurate with experience. Beacon Hill is an equal opportunity employer and individuals with disabilities and/or protected veterans are encouraged to apply. California residents: Qualified applications with arrest or conviction records will be considered for employment in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act. If you would like to complete our voluntary self-identification form, please click here or copy and paste the following link into an open window in your browser: https://jobs.beaconhillstaffing.com/eeoc/ Completion of this form is voluntary and will not affect your opportunity for employment, or the terms or conditions of your employment. This form will be used for reporting purposes only and will be kept separate from all other records. Company Profile: Founded by industry leaders to set a new standard in search, career placement and flexible staffing, we deliver coordinated staffing solutions with unparalleled service, a commitment to project completion and success and a passion for innovation, creativity and continuous improvement. Our niche brands offer a complete suite of staffing services to emerging growth companies and the Fortune 500 across market sectors, career specialties/disciplines and industries. Over time, office locations, specialty practice areas and service offerings will be added to address ever changing constituent needs. Learn more about Beacon Hill and our specialty divisions, Beacon Hill Associates, Beacon Hill Financial, Beacon Hill HR, Beacon Hill Legal, Beacon Hill Life Sciences and Beacon Hill Technologies by visiting www.bhsg.com . Benefits Information: Beacon Hill offers a robust benefit package including, but not limited to, medical, dental, vision, and federal and state leave programs as required by applicable agency regu

Workforce Classification:

Join Our Team: Do Meaningful Work and Improve People’s Lives 

Our purpose, to improve customers’ lives by making healthcare work better, is far from ordinary. And so are our employees. Working at Premera means you have the opportunity to drive real change by transforming healthcare.

Premera is committed to being a workplace where people feel empowered to grow, innovate, and lead with purpose. By investing in our employees and fostering a culture of collaboration and continuous development, we’re able to better serve our customers. It’s this commitment that has earned us recognition as one of the best companies to work for. Learn more about our recent awards and recognitions as a greatest workplace.

Learn how Premera supports our members, customers and the communities that we serve through our Healthsource blog:  https://healthsource.premera.com/.

As the Manager, Compensation & Executive Total Rewards, you will play a pivotal role in advancing Premera’s compensation strategy, ensuring our programs reinforce a performance-driven culture that attracts, motivates, and retains top talent. In this highly visible role, you will serve as a trusted advisor to senior leaders and executives while managing and supporting a strong, collaborative compensation team.

Joining the Total Rewards team, you will collaborate closely with leaders across the organization to design and deliver market-competitive, forward-looking compensation programs that support Premera’s growth and transformation. Your insight and expertise will directly influence how we reward leadership, align pay with performance, and drive long-term organizational success.

What You Will Do:

• Design and lead Premera’s compensation strategy, delivering competitive, performance-driven programs that reinforce a pay-for-performance philosophy and support attraction, retention, and long-term leadership effectiveness.
• Lead market pricing, benchmarking, and trend analysis, ensuring compensation practices remain competitive, compliant, and aligned with evolving market conditions and regulatory expectations.
• Partner closely with senior leaders across the enterprise to assess compensation needs, advise on critical reward decisions, and translate business strategy into thoughtful, actionable Total Rewards solutions.
• Serve as a trusted advisor to executive leadership and the Compensation Committee of the Board, providing strategic guidance, rigorous analysis, and actionable recommendations while ensuring alignment with governance best practices and organizational goals.
• Evolve Premera’s sales compensation model from an administrative function to a strategic growth lever by designing performance‑aligned incentives that support revenue growth, market competitiveness, and enterprise transformation.
• Provide expert counsel on complex executive compensation, including short- and long-term incentive plans, deferred compensation, retirement programs, and perquisites, with clear insight into financial, budgetary, and talent implications.
• Lead and mentor a high-performing compensation team, providing coaching and strategic direction while strengthening bench capability and capabilities to support Premera’s growth and transformation.

What You Will Bring:

• Bachelor’s degree in Human Resources, Business or a related field, or four years of work experience. (Required)
• Eight years of experience in Human Resources, including five years in Total Rewards, including a background with compensation and benefit programs. (Required)
• Previous leadership and people management experience is preferred.

Premera total rewards

Our comprehensive total rewards package provides support, resources, and opportunities to help employees thrive and grow. Our total rewards are more than a collection of perks, they're a reflection of our commitment to your health and well-being. We offer a broad array of rewards including physical, financial, emotional, and community benefits, including:

• Medical, vision, and dental coverage with low employee premiums.

• Voluntary benefit offerings, including pet insurance for paw parents.

• Life and disability insurance.

• Retirement programs, including a 401K employer match and, believe it or not, a pension plan that is vested after 3 years of service.

• Wellness incentives with a wide range of mental well-being resources for you and your dependents, including counseling services, stress management programs, and mindfulness programs, just to name a few.

• Generous paid time off to reenergize.

• Looking for continuing education? We have tuition assistance for both undergraduate and graduate degrees.

• Employee recognition program to celebrate anniversaries, team accomplishments, and more.

For our hybrid employees, our on-campus model provides flexibility to create your own routine with access to on-site resources, networking opportunities, and team engagement.

• Commuter perks make your trip to work less impactful on the environment and your wallet.

• Free convenient on-site parking.

• Subsidized on-campus cafes make lunchtime connections with colleagues fun and affordable.

• Participate in engaging on-site activities such as health and wellness events, coffee connects, disaster preparedness fairs and more.

• Our complementary fitness & well-being center offers both in-person and virtual workouts and nutritional counseling.

• Need a brain break? Challenge someone to a game of shuffleboard or ping pong while on campus.

Equal employment opportunity/affirmative action:

Premera is an equal opportunity/affirmative action employer. Premera seeks to attract and retain the most qualified individuals without regard to race, color, religion, sex, national origin, age, disability, marital status, veteran status, gender or gender identity, sexual orientation, genetic information or any other protected characteristic under applicable law.

If you need an accommodation to apply online for positions at Premera, please contact Premera Human Resources via email at careers@premera.com or via phone at 425-918-4785.

The pay for this role will vary based on a range of factors including, but not limited to, a candidate’s geographic location, market conditions, and specific skills and experience.

The salary range for this role is posted below; we generally target up to and around the midpoint of the range.

National Plus Salary Range:

*National Plus salary range is used in higher cost of labor markets including Western Washington and Alaska.

We’re happy to discuss compensation further during the interview because we believe that open communication leads to better outcomes for all. We’re committed to creating an environment where all employees are celebrated for their unique skills and contributions.

Job Description:

The Sr. Director, Compensation is responsible for leading the design, delivery, and governance of key compensation programs that support Envista’s talent and business strategy. This role provides strategic leadership across broad-based and executive compensation, and equity/retirement programs.  The Sr. Director operates as an enterprise‑level compensation leader, partnering with HR, Finance, and senior business leaders to evolve Envista’s compensation practices.

• Serve as the strategic partner on compensation and equity programs, supporting annual cycles, program design, benchmarking, regulatory considerations, and materials for senior leadership and the Compensation Committee, as appropriate.
• Manage and develop one direct report responsible for equity and retirement programs, ensuring effective program design, administration, compliance, and communication.
• Partner with HR and business leaders to shape, implement, and continuously improve global compensation strategies, programs, and governance.
• Act as a key consultant to HR Business Partners and business leaders on compensation‑related topics, offering data‑driven recommendations and solutions.
• Support and influence global compensation initiatives, partnering cross‑functionally and regionally to ensure scalability, consistency, and local alignment.
• Provide consultative input on sales compensation programs, partnering with sales, finance, and HR stakeholders.
• Analyze internal and external market data to inform pay decisions, assess competitiveness, and proactively identify risks and opportunities.
• Ensure compensation programs comply with applicable regulations, internal controls, and governance standards while supporting transparency and fairness.

Contribute to process improvements, analytics, and enablement tools that enhance program effectiveness, leader understanding, and employee experience.

Job Requirements:

Critical Experience, Knowledge and Qualifications: (what the role holder must know; including any required general or professional qualifications/education)

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field
• At least 10 years’ experience managing compensation programs, preferably within an international environment
• Proven experience managing regional and multi-country compensation within complex, matrix organizations
• Strong client focus, with a proven track record of optimizing compensation services and processes.
• Proven experience in designing and executing end-to-end compensation strategies aligned with business growth objectives and workforce planning priorities
• Strong capability to lead, coach, and develop high-performing compensation teams, fostering accountability, capability building, and succession planning
• Solid understanding of executive, broad-based, and sales compensation, with the ability to translate data into executive-level insights and forecasts
• Strong data/analytics and process orientiation with a customer centric approach
• Strategic, analytical, and results-oriented leadership mindset, combined with strong execution capability.

Strong communication, stakeholder management, and presentation skills, with the ability to influence senior leadership

#LI-GT1
IND123

Target Market Salary Range:

Actual compensation packages take into account a wide range of factors that are unique to each candidate, including but not limited to geographic location; skill sets; relevant education and certifications; depth of experience; performance; and other business and organizational needs. The disclosed reasonable estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled.  At Envista, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. The total compensation package for this position may also include an annual performance bonus, medical/dental/vision benefits, 401K match, and/or other applicable compensation plans.

Operating Company:

Envista is a global leader in the dental industry, uniting more than 30 trusted brands—including DEXIS, Kerr, Nobel Biocare, and Ormco—under one mission: partnering with dental professionals to improve patients’ lives. With a heritage of category-defining innovation, our brands have shaped modern dentistry: Nobel Biocare introduced the first dental implant, Ormco is a pioneer in both traditional and digital orthodontics, DEXIS has long been at the forefront of 2D, 3D and intraoral imaging, and Kerr has supported clinicians for over 135 years. Our high-performing culture is underpinned by our CIRCLe Values and the Envista Business System. Guided by these, we deliver a comprehensive portfolio of technologies, consumables, and services that empower clinicians to provide confident, efficient care—today and for the future. Learn more at http://envistaco.com.

Envista and all Envista Companies are equal opportunity employers that evaluate qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity, or other characteristics protected by law. The “EEO is the Law” poster is available at: http://www.dol.gov/ofccp/regs/ compliance/posters/pdf/eeopost.pdf.

Envista and its family of companies (Envista) will not accept unsolicited resumes from any source other than directly from a candidate.  Envista will consider unsolicited referrals and/or resumes submitted by vendors such as search firms, staffing agencies, professional recruiters, fee-based referral services and recruiting agencies (Agency) to have been referred by the Agency free of charge and Envista will not pay a fee for any placement resulting from the receipt such unsolicited resumes.  An Agency must obtain advance written approval from Envista's internal Talent Acquisition or Human Resources team to submit resumes, and then only in conjunction with a valid fully-executed contract approved by the Global Talent Acquisition leader and in response to a specific job opening.  Envista will not pay a fee to any Agency that does not have such agreement and written approval in place.

About Us 

At WeWork, we provide flexible workspace solutions to help businesses of all sizes thrive in more than 37 countries worldwide. The future of work is here, and we’re not just a part of that movement—we’re leading it. United by a desire to build a global community, our purpose is to give members the support to do their best work, and the space to take their ideas to new heights. Join us as we empower tomorrow’s world at work. 

About the Opportunity

As a Global Compensation Manager, you will play a critical role in designing, supporting and governing our compensation strategy and programs.

In this role, you will:

• Partner closely with HR Business Partners, Talent Acquisition, Finance and business leaders to provide compensation guidance and insights, primarily for the sales function.

• Manage our sales incentive calculations and support the design in collaboration with our Sales Operations team.

• Support compensation projects as needed, such as the annual compensation cycle (Workday experience a plus), compensation survey participation (Aon Radford) and job architecture.

• Evaluate new and existing roles for the appropriate job family, job level and pay range and create and maintain pay ranges as needed.

• Conduct data analysis in helping to create materials for leadership to support strategic compensation decisions.

This role is hybrid, with 3-4 days a week in office out of our headquarters in Union Square.

About You

• Does the below sound like you? If so, we’d love to hear from you!

• At least 6-8 years of experience in compensation

• Bachelor’s Degree or equivalent experience

• Advanced proficiency with Microsoft Office and/or Google Suite

• Strong Excel and/or Google Sheets skills are required. Must be able to manage large data sets and perform functions such as table array, index match, Vlookup, pivot tables, charts etc.

• Outstanding attention to detail with strong quantitative and qualitative analytical skills

• Takes initiative and uses good judgment; excellent follow-up skills

• High level of discretion when handling confidential information

• Excellent verbal and written communication skills

• Ability to work efficiently in a fast-paced, high growth, changing environment

• Ability to work cross-functionally to participate in Total Rewards projects and activities based on business requirements

Compensation & Benefits

Base Pay: $130,000 to $160,000 annually

Incentive Compensation: WeWork employees are eligible to participate in an incentive plan specific to their role. Your recruiter will detail what incentive plan is applicable to this specific role. WeWork incentive plans are subject to the terms of the applicable incentive compensation plan, which will be made available to you after commencing employment. WeWork reserves the right to amend its incentive plans, and nothing in this job requisition or any other document creates a right to a specific incentive plan payment.

Benefits: Full-time employees are eligible for comprehensive benefits (subject to the terms of applicable plans/policies/agreements, which will be made available to you after commencing employment), including: 20 days of PTO, approximately 13 paid holidays, and 80 hours of paid sick time per full calendar year; 16 weeks paid parental leave; competitive healthcare benefits; 401k plan; and life and AD&D insurance.

Life at WeWork

Being a WeWorker is more than just a job. We believe the magic of work is sparked by the passion you bring, the places you go, the people you meet and the purpose you follow. And it starts here. Here you will brush shoulders with those who dare to dream and do. Here you will be welcomed by a community that embraces and inspires you—because together we can achieve more. Here we challenge ideas, and explore new ways of getting things done. Whether you are part of our Employee Community Groups, or part of a global project, we ask you to bring your open-minded attitude and collaborative spirit. In return, you will be part of a team where your unique perspectives are celebrated.

WeWork is proud to be an Equal Employment Opportunity employer. We do not discriminate based upon gender, sexual orientation, marital or civil status, pregnancy (or pregnancy-related conditions), gender identity or expression, transgender status or gender reassignment, race, color, national origin or ancestry, citizenship, religion or religious beliefs, age, physical or mental disability, genetic information (including genetic testing and characteristics), military or veteran status, or any other grounds or characteristic that is protected under the law. WeWork is also proud to be an affirmative action employer with respect to veterans and individuals with disabilities.

Job Description:

Ventas is a leading S&P 500 company enabling exceptional environments that benefit a large and growing aging population. With an enterprise value exceeding $50 billion and a portfolio of more than 1,400 properties across North America and the United Kingdom, Ventas is a preeminent participant in the longevity economy. Its largest business is private-pay senior housing, which includes over 850 communities providing valuable care and services to more than 90,000 residents. The Ventas portfolio also includes outpatient medical buildings, research centers and healthcare facilities that attract strong institutional demand from the largest health systems, biomedical companies and universities and other research institutions in the world. Backed by strong financial performance and a collaborative culture, Ventas has the capital, capabilities and relationships to deliver superior value. The experienced Ventas team shares a commitment to each other and to the Company’s mission of helping people live longer, healthier, happier lives.

The Human Resources team partners closely with business leadership to attract, retain, and develop talent while ensuring strong governance, equitable pay practices, competitive benefits, and operational excellence through scalable systems and data-driven decision-making. The Compensation, Benefits & HR Systems function serves as the enterprise steward of total rewards, regulatory alignment, and workforce technology that enables accurate reporting, sound financial planning, and informed decision-making.

About the Role

The Director Compensation, Benefits and HR Systems provides enterprise leadership for the strategic design, governance and execution of Ventas’s total rewards and HR systems strategy. This role leads the development and continuous refinement of compensation, benefits and equity programs to ensure market competitiveness, internal equity, regulatory compliance and alignment with the Company’s long-term business objectives. The Director partners closely with Legal, Finance, Accounting and IT to ensure strong program governance, accurate financial reporting and scalable systems that enable data-driven decision-making across the enterprise.

This role also provides direct people leadership for managers and professionals responsible for the execution of compensation, benefits, equity, and HR systems programs, with accountability for performance, capability-building, and long-term bench strength. Key responsibilities include:

• Compensation Strategy & Governance

  • Lead enterprise compensation programs across base pay, annual incentives, and non-proxy programs to ensure competitiveness, internal equity and regulatory compliance

  • Oversee annual merit, bonus and off-cycle compensation cycles, including planning, budgeting, documentation and employee communications

  • Direct job evaluations, market benchmarking and participation in compensation surveys to inform pay structure and positioning

  • Provide strategic counsel on offers, promotions and pay actions to ensure consistency with market data and internal equity standards

  • Partner with Finance on quarterly forecasting and reporting of total compensation expense

  • Ensure compliance with all federal, state, and local compensation regulations and proactively manage legislative and regulatory risk

  • Deliver executive-ready compensation data, modeling and insights to Finance, Accounting, HR and senior leadership

  • Support Legal and HR leadership in the development of the annual proxy and executive compensation disclosures

• Equity Management

  • Lead the administration and governance of the enterprise equity programs, including RSUs and PSUs

  • Provide strategic input into the design and evolution of equity compensation programs to support executive retention and long-term value creation

  • Partner with Legal, Finance and Accounting on equity controls, disclosures, accruals and regulatory compliance

  • Oversee equity data reporting, reconciliations and audit procedures to ensure data integrity and risk mitigation

• Benefits Strategy & Governance

  • Lead the strategy, renewal, and oversight of all employee benefit programs, including health, retirement, wellness, paid time off and leave programs

  • Direct vendor, broker and consultant relationships to ensure high-quality service delivery, cost optimization and competitive plan design

  • Oversee open enrollment, benefits communications and employee education initiatives to drive engagement and informed decision-making

  • Ensure full regulatory compliance across all benefits programs, including ERISA, COBRA, FMLA, HIPAA, Section 125 and related requirements

  • Partner with Accounting on Form 5500 filings and all benefits-related regulatory reporting

  • Lead benefits integration for mergers and acquisitions, including plan alignment, compliance and budget adherence

  • Address and resolve employee compensation and benefits inquiries with professionalism, accuracy and efficiency

• Workday & HR Systems Strategy

  • Provide enterprise oversight of all HR systems and data management processes to ensure accuracy, consistency, security and operational efficiency

  • Safeguard data integrity, privacy and regulatory compliance across all HR platforms

  • Partner with IT and cross-functional teams to integrate Workday with broader enterprise systems to enhance connectivity and data flow

  • Lead standardized reporting, data definitions and governance practices to enable scalable enterprise-wide analytics and decision-making

  • Partner with internal and external audit teams to ensure successful completion of annual systems audits and adherence to control standards

Qualifications

• Bachelor’s degree in Business, Accounting, Finance, or related field required; advanced degree preferred

• 15+ years of progressive experience in compensation, benefits, and total rewards, ideally within real estate, financial services or similarly regulated industries

• Deep expertise in compensation program design, executive and enterprise equity administration and comprehensive benefits strategy

• Advanced analytical capability with strong Excel skills and demonstrated HR systems proficiency, including Workday

• Extensive knowledge of federal, state, and local compensation and benefits regulations, including ERISA, COBRA, FMLA, HIPAA, Section 125 and DOL requirements

• Proven ability to partner effectively with Finance, Legal, Accounting, IT and senior leadership on complex, high-impact initiatives

• Excellent written, verbal and executive-level communication skills with strong attention to detail

• Demonstrated ability to manage competing priorities in high-pressure, deadline-driven environments

• Must be located in the Chicago, IL area or willing to relocate for the duration of employment.

• Willingness to adapt and thrive in a blended work environment with 3-days in office, seamlessly transitioning between remote work and in-office operations

• Must be legally authorized to work in the United States without employer sponsorship now or in the future

The estimated base salary range for this position is $180,000 - $250,000 per year. This range reflects a good-faith estimate of the base salary Ventas reasonably expects to pay at the time of posting. Actual base pay will be determined based on work location, skills, qualifications, relevant experience and business needs.

In addition to base salary, this role is eligible for discretionary incentive compensation and a comprehensive benefits package, which includes medical, dental, vision, retirement savings, paid time off and other wellness benefits under applicable plan terms.

#LI-hybrid

#LI-MB1

Ventas, Inc. offers a competitive compensation and benefits package to the successful candidate.

Ventas, Inc. is an Equal Opportunity Employer.

Ventas, Inc. does not accept unsolicited resumes from staffing agencies, search firms or any third parties.

Gorbel’s mission is simple: We improve people’s lives. 

That mission guides everything we do, from the products and service we provide to our outside customers to the work environment we foster for our employees. We are a manufacturer of material handling and fall protection products for the production and warehouse/distribution sectors. We’re on the cutting edge of manufacturing and distribution; a thriving, growing company that is constantly seeking out new ways to innovate and elevate our products and our processes – and we’re looking for people like you to join us in that mission. 

We’re currently hiring for open positions in the US and Canada. We operate in Canada as Engineered Lifting Systems and Equipment (ELS)/DBA Gorbel Canada, and subsequent communication related to Canadian positions may show the ELS name. You may be contacted by phone by recruitment personnel based in either Canada or New York. 

Work Shift:

Job Description:

WORK ENVIRONMENT:

ADA Physical/Mental/Workplace Requirements

• Occasional lifting up to 25 lbs.
• Sitting, working at desk/personal computer for extended periods of time
• Primary work environment is professional corporate office

Gorbel is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, disability or handicap, gender, marital status, veteran status, sexual orientation, genetic information, arrest record, or any other characteristic protected by applicable federal, state or local laws. Gorbel is also committed to providing reasonable accommodations to qualified individuals so that an individual can perform their job related duties. If you are interested in applying for an employment opportunity and require special assistance or an accommodation to apply due to a disability, please contact us at 585-924-6204.

The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. At Gorbel, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case.

A reasonable estimate of the current range is: Min. $78,467 to Max $117,701

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By joining the American Red Cross  you will touch millions of lives every year and experience the greatness of the human spirit at its best.  Are you ready to be part of  the world's largest humanitarian network?

Join us—Where your Career is a Force for Good!

Job Description:

WHY CHOOSE US?
Joining The American Red Cross is like nothing else – it’s as much something you feel as something you do. You become a vital part of the world’s largest humanitarian network. Joining a team of welcoming individuals who are exceptional, yet unassuming. Diverse, yet uncompromising in unity. You grow your career within a movement that matters, where success is measured in people helped, communities made whole, and individuals equipped to never stop changing lives and situations for the better.
 
When you choose to be a force for good, you’ll have mentors who empower your growth along a purposeful career path. You align your life’s work with an ongoing mission that’s bigger than all of us. As you care for others, you’re cared for with competitive compensation and benefits. You join a community that respects who you are away from work as much as what you do while at work.

WHAT YOU NEED TO KNOW ABOUT THE JOB:
The Manager, Core Compensation is responsible for designing, implementing, and managing base compensation programs that support the organization’s talent strategy and business objectives. This role ensures that compensation structures remain competitive, equitable, and aligned with market trends and internal pay philosophy.

The Manager leads and develops a remotely located team of compensation professionals, providing direction, coaching, and oversight to ensure high-quality analysis, consistent practices, and strong service delivery. The role encompasses strategic consulting, tactical execution, and leadership of project initiatives.  This role provides thought leadership and consultation to Senior Leaders, HR leaders and cross functional business unit teams to design programs that align with organization and business unit priorities.

The work location for this exciting opportunity is virtual. The selected candidate will work 100% remotely from home and can be located anywhere in the United States with a preference to work East Coast or Central hours.


WHERE YOUR CAREER IS A FORCE FOR GOOD (Key Responsibilities):
This is a collaborative role that works cross functionally with HR teams, business units, systems and finance to understand and support business initiatives and recommend effective business solutions.
1.    Lead and develop team setting direction, building capabilities, with direct impact on department goals and planning.
2.    Lead enterprise compensation cycles, ensuring strong governance, clear communication, and alignment to performance and budget outcomes.
3.    Oversee market intelligence and analytics to inform compensation strategy, structure design, and executive decision-making.
4.    Drive continuous improvement of compensation frameworks, processes, and systems to enhance scalability, efficiency, and employee experience.
5.    Thought leader to Total Rewards management in design, development and implementation of programs aligned with best practices and organization goals.  

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Scope: people manager that interprets and administers policies, process, and procedures that may affect sections and subordinate units.
Qualified candidates must be authorized to work in the United States.  The American Red Cross does not sponsor employment visas.
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WHAT YOU NEED TO SUCCEED (required/minimum qualifications):
•    Education: Bachelor’s degree in business, Human Resources or related field, or equivalent relevant education and/or experience required.

Experience:
o    Minimum of 5 years’ Compensation experience with focus.
o    Management Experience: A minimum of 3 years’ people management experience is required
o    Experience in design of programs to achieve business / organization goals including focus on executive and management level alignment and consideration of market data.

 Skills & Abilities:
o    Strong interpersonal/collaboration skills;
o    ability to interface with all levels within the organization and external partners in a fully remote role.
o    Proven ability to present information through virtual platforms to groups of various sizes and job levels, including executives.
o    Ability to lead and develop teams, prioritize and multitask and be accountable to team and department deliverables in a fast-paced environment.
o    Ability to conduct research, stay abreast of marketplace changes, engage external consultants where applicable, and deliver presentations to various level stakeholders.  
o    Strong analytical and quantitative skills and attention to detail & accuracy required.
o    Experience with Microsoft or similar applications, Workday and Market Pay.

Travel requirements: minimal domestic travel to meetings as required.

WHAT WILL GIVE YOU THE COMPETITIVE EDGE (Preferred Qualifications):
•    CCP certification or progress toward CCP is preferred.
•    Nice to have: experience providing support to labor/union compensation pay.
•    Experience working in an organization with a broad range of employee populations (e.g., client/service facing, manufacturing, corporate, etc.).  
•    A sense of passion, energy, and eagerness to contribute to and support the mission of the Red Cross.


*Combination of candidate’s education and general experience satisfies requirements so long as the total years equate to description’s minimum education and general experience years combined (Certification cannot be substituted).

Physical requirements are those present in normal office environment conditions. Operational flexibility is required to meet sudden and unpredictable needs. Ability to use a personal computer, applicable software, and office equipment for sustained periods of time. May include sitting for long periods of time, driving a vehicle, and working under challenging conditions.

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PAY INFORMATION:
The annual salary range for this position is $130K - $140K. We do not offer an annual bonus for this role.

Note that American Red Cross salaries are aligned to the specific geographic location in which the work is primarily performed. Other factors that may be used to determine your actual salary may include your specific skills, how many years of experience you have and comparison to other employees already in this role. **We will review specific salary information at the time of phone screening based upon your location & experience.**

This job will be posted for a minimum of five business days and extended if the applicant pool needs to be expanded.


BENEFITS FOR YOU:
As a mission-based organization, we believe our team needs great support to do great work. Our comprehensive package includes:
•    Medical, Dental Vision plans
•    Health Spending Accounts & Flexible Spending Accounts
•    PTO:  Starting at 19 days a year; based on type of job and tenure
•    Holidays:  11 paid holidays comprised of six core holidays and five floating holidays
•    401K with up to 6% match
•    Paid Family Leave
•    Employee Assistance
•    Disability and Insurance: Short + Long Term
•    Service Awards and recognition


*LI-EH1
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Apply now!  Joining our team will provide you with the opportunity to

make your career a force for good!

The American Red Cross is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law.
​

Qualified applicants with arrest or conviction records will be considered for employment in accordance with the Los Angeles County Fair Chance Ordinance for Employers, San Diego Fair Chance Ordinance, the California Fair Chance Act and any other applicable state and local laws.
 

AmeriCorps, the federal agency that brings people together through service, and its partners — the Peace Corps, AmeriCorps Alums, National Peace Corps Association, and the Service Year Alliance — launched Employers of National Service to connect national service alumni with opportunities in the workforce. American Red Cross is proud to be an EONS partner and share our employment opportunities with the network of organizations.

Interested in Volunteering? Visit redcross.org/volunteertoday to learn more, including our most-needed volunteer positions.

To view the EEOC Summary of Rights, click here:  Summary of Rights

DUTIES & RESPONSIBILITIES: 

Designing Solutions

• Review technical solution design and architecture and provide guidance and direction.
• Take part in system design and architecture conversations with the team to land approaches to deliver solutions.
• Review technical solution and supports the execution of the solution

Developing Software

• Has Developed software.   Can read code and stays up to date on best practices.
• Ensure Code reviews are completed - Problem solving and analytical skills

Learning and applying new techniques

• Promotes and empowers sharing ideas, best practices, etc. They need to make space so teams can take time for these activities.
• Anticipates and analyzes trends in technology and assesses the impact of emerging technologies on the business

Collaborating within team

• Supports the team agile practices and learning events / trainings
• Helps break down barriers for the team
• Engages in sprint demos; Understands the desired and actual outcomes as well as the technology delivered by the team
• Partner with Product Manager on Initiatives/ Features/ Epics and provides clarity on desired outcomes as well as technical expertise.
• Collaborates with Product manager for strategies, operating plans, targets and measures for product groups 
• Creating a positive team environment where individuals have psychological safety and work collaboratively while understanding, respecting, challenging and appreciating each other’s ideas

Collaborating across teams

• Supports and empowers teams to broker solutions across products
• Understands how the product integrates with other products and ensures consistency in approach to work towards a common goal / outcome.
• Builds strong working relationships with peers across teams
• Proactively identifies cross team challenges and works to empower teams in solve collaboratively

Collaborating across the organization

• Align your team with the priorities of the company and the technology organization for a given product area

Setting product/platform technology strategy

• Contributes to and shapes product and platform strategy with a forward-looking, enterprise perspective. 
• Represents the business value of technology upgrades, etc. and influences prioritization in the product roadmap
• Empowers the team to select the right tool and platforms for the given product area.
• Demonstrates ability to operate beyond a single team’s scope over time 

Defining Engineering standards/patterns

• Collaborating with Engineers to ensure Engineering practices and be an advocate to bring the engineering disciplines.
• Promoting engineering practices and continuous improvement such as develops and observability
• Contributes to the creation of enterprise frameworks and patterns

DevOps

• Define and supports the development Lifecyle processes
• Supports the team and removes barriers to resolving production incidents/problems
• DevOps continuously evaluated through observability, monitoring and alerting
• Understands the health of technology products and promotes prioritization of work to maintain and continuously improve
• Serve as an escalation point in product level support for ongoing maintenance and production issues 

Selecting & Managing Technology Vendors

• Be an advocate to the team to define criteria’s for selecting the right platform/technology
• Guides the team to build consensus on an approach and driving a build vs buy decision with the team. In a buy decision, works with the team to decide on criteria and vendor selection.
• Execute or manage the overall technology solutions, platforms for the product groups and associated vendor relationships.

Coaching Engineers

• Holding regular 1:1s with team members and team meeting,
• Provides constructive feedback, guidance and coaching to help engineers grow their skills and experience.
• Provides career planning advice to engineers and creates development plans to help them achieve their career goals which leverages their skills and capabilities and provides them with learning opportunities.

Recruiting/building talent

• Leads the process of selecting and engaging the right consulting partners
• Planning in advance for future people needs for the product groups, collaborate with the other teams on the recruitment process
• Recruits, develops, and sustains a high-performing team while promoting a culture of shared accountability, operational excellence, and partnership across the organization.
• Models Thrivent’s leadership competencies – courage, collaboration, and commitment by demonstrating resiliency, working together to make the best decisions, and holding yourself and others accountable.  ​
• Supports and/or develops an environment in which Thrivent employees and colleagues are focused on continuous improvement, exceptional employee engagement, and an unwavering commitment to our clients.  Shapes and/or supports a culture that represents the Thrivent purpose, promise and values, ensuring that Thrivent’s trust and reputation remain strong with its clients.  
• Manage a team of direct and indirect staff 

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QUALIFICATIONS & SKILLS:  

 Required:

• Bachelor's degree in Computer Science or other technical field or equivalent work experience 
• 8+ years of progressively responsible positions in Information Technology including 5+ years’ experience in IT discipline, e.g., customer relationship management, portfolio strategy and roadmap development. 
• 3+ years of leadership experience in all aspects of a specific IT discipline, e.g. IT/LOB customer relationship management, portfolio strategy and/or demand management. 
• 3+ years’ management/supervisory experience in specific IT functional area discipline, e.g. applications development or equivalent skills leading major technical projects with accountability for enforcing talent management needs and performance standards. 
• Proven ability to lead engineering teams while maintaining strong technical involvement. 
• Demonstrated leadership and experience managing multidiscipline, high-performance work teams. 
• Strong competency in project management and execution of multiple or large projects. 
• Experience working with customers to develop solutions to complex business problems. 
• Proven ability to communicate effectively with internal/external stakeholders to support business initiatives. 
• Proven ability to function in an environment which requires flexibility, good judgment and intelligent decision making, often based on limited information and/or extreme conditions. 
• Ability to formulate, implement and evaluate plans, programs and procedures applicable to customer relationship and demand management. 

 Preferred: 

• MBA 
• Financial Services industry experience 
• Experience in IT planning and business relationship management 
• Experience working in a matrix management organization 
• Experience with product development and management 

Thrivent provides Equal Employment Opportunity (EEO) without regard to race, religion, color, sex, gender identity, sexual orientation, pregnancy, national origin, age, disability, marital status, citizenship status, military or veteran status, genetic information, or any other status protected by applicable local, state, or federal law. This policy applies to all employees and job applicants.

Thrivent is committed to providing reasonable accommodation to individuals with disabilities. If you need a reasonable accommodation, please let us know by sending an email to human.resources@thrivent.com or call 800-847-4836 and request Human Resources.

Title: Assistant Director, Compensation

Location: Midtown

Org Unit: Compensation

Work Days:

Weekly Hours: 35.00

Exemption Status: Exempt

Salary Range: $189,100.00 - $205,700.00

*As required under NYC Human Rights Law Int 1208-2018 - Salary range for this role when Hired for NYC Offices

Position Summary

Responsible for management of the Weill Cornell Medical College (WCMC) non-academic compensation program and direction of staff on the Compensation team. Recommends and implements new compensation programs to support the Medical College's initiatives and strategies.

Job Responsibilities

• Directs annual employee merit increase program. Advises/counsels management staff on merit increase guidelines and policies; reviews all annual merit increases for compliance with fiscal year and Human Resources guidelines;

• Directs annual review of salary structure to determine increases to minimums, midpoints and maximums; ensures that structure is competitive with local market rates to attract and retain employees.

• Partner with departments to align organization structure with business needs.

• Directs the non-academic job evaluation program; evaluates and approves salaries for exempt and non-exempt positions. Ensures that positions are properly classified in compliance with the Fair Labor Standards Act.

• Directs the review and approval of salary increases. Collaborates with other HR staff to address compensation issues that impact employment, employee relations or benefits. Advises/counsels administrative staff on best course of action.

• Ensures market competitiveness of non-academic salaries. Identifies outside market salary surveys and analyzes survey results. Applies market salary data for job evaluation, market salary adjustments and the annual review of the salary structure.

• Prepares overall market pricing reports as needed.

• Manages Compensation team, hires, makes recommendations regarding salary adjustments, trains in procedures, assigns work, evaluates performance, and assists with questions and problems.

• Recommends and implements new compensation programs to support the Medical College's strategies and initiatives; this includes incentive programs or other programs to attract, retain and motivate staff.

• Responds to questions/problems from all levels of faculty, administration and staff regarding job evaluation.

• Utilize expertise on Success Factors Performance, Goals and Compensation modules to implement technological solutions and automate processes.

Education

• Bachelor's Degree in related field

Experience

Approximately 8 + years experience in compensation management including job evaluation, compensation theory and practice, techniques of market pricing and salary administration, and laws and regulations impacting compensation including the Fair Labor Standard Act.

Knowledge, Skills and Abilities

• Advanced problem solving and analytical skills.

Licenses and Certifications

Working Conditions/Physical Demands

Cornell welcomes students, faculty, and staff with diverse backgrounds from across the globe to pursue world-class education and career opportunities, to further the founding principle of “any person, any study.” No person shall be denied employment on the basis of any legally protected status or subjected to prohibited discrimination involving, but not limited to, such factors as race, ethnic or national origin, citizenship and immigration status, color, sex, pregnancy or pregnancy-related conditions, age, creed, religion, actual or perceived disability (including persons associated with such a person), arrest and/or conviction record, military or veteran status, sexual orientation, gender expression and/or identity, an individual’s genetic information, domestic violence victim status, familial status, marital status, or any other characteristic protected by applicable federal, state, or local law.

Cornell University embraces diversity in its workforce and seeks job candidates who will contribute to a climate that supports students, faculty, and staff of all identities and backgrounds. We hire based on merit, and encourage people from historically underrepresented and/or marginalized identities to apply. Consistent with federal law, Cornell engages in affirmative action in employment for qualified protected veterans as defined in the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRRA) and qualified individuals with disabilities under Section 503 of the Rehabilitation Act. We also recognize a lawful preference in employment practices for Native Americans living on or near Indian reservations in accordance with applicable law.