Build a career powered by innovations that matter!  At Novanta, our innovations power technology products that are transforming healthcare and advanced manufacturing—improving productivity, enhancing people’s lives and redefining what’s possible.  We create for our global customers engineered components and sub-systems that deliver extreme precision and performance for a range of mission-critical applications—from minimally invasive surgery to robotics to 3D metal printing.

Novanta is one global team with over 26 offices located in The Americas, Europe and Asia-Pacific.  Looking for a great place to work?  You have found it with a culture that embraces teamwork, collaboration and empowerment.  Come explore Novanta.

The Sr Manager of Global Compensation is a senior individual contributor responsible for designing, building, and governing scalable global compensation frameworks that support growth, margin discipline, and talent retention in a $1–$2B enterprise.

This role owns both compensation strategy and execution across:

• Broad-based compensation and incentive administration
• Global job architecture and governance
• Sales incentive design
• Manager education and decision enablement

Success in this role requires not only technical expertise and functional leadership, but the ability to educate and equip managers to make high‑quality, defensible compensation decisions that are aligned with enterprise priorities. The Sr Manager serves as the organization’s compensation architect, educator, and trusted advisor, operating with enterprise scope but without direct people management responsibility.

Primary Responsibilities

1. Global Compensation Strategy & Frameworks

• Maintain a globally consistent, scalable compensation philosophy appropriate for a $1–$2B organization balancing growth, profitability, and talent competitiveness.
• Build and govern global job architecture, leveling, and salary structure frameworks, ensuring clarity, internal equity, and market competitiveness.  Evaluate new jobs and provide leveling and pay recommendations to HR, as needed.
• Establish disciplined market pricing methodologies, governance standards, and decision rights appropriate for a global multi‑site, multi‑region business.
• Partner closely with Finance to align compensation strategy to operating plans, workforce cost models, and long‑range planning.

2. Broad‑Based Compensation Leadership

• Lead end‑to‑end Annual Compensation Planning cycle (merit, promotions, incentive, equity, adjustments) in Workday, including:
  • Budget development and modeling
  • Guidance and decision frameworks for managers
  • Approvals and post‑cycle analysis and insights
• Ensure pay practices reinforce:
  • Internal equity and role clarity
  • External market competitiveness
  • Compliance with evolving global pay transparency and regulatory requirements
• Continuously evolve compensation policies to keep pace with business complexity and scale.

3. Sales Incentive Design & Governance

• Support and evolve sales incentive design frameworks that drive revenue growth, profitability, and the right selling behaviors.
• Partner with Sales Leadership, Finance, and Commercial Excellence Teams to:
  • Align incentives with quotas, capacity models, and financial targets
  • Ensure plans are executable, understandable, and scalable
  • Establish strong governance, modeling discipline, and analytics

4. Manager Education & Compensation Decision Enablement (Critical Focus)

• Own the enterprise capability of manager compensation education, recognizing that manager decision quality is essential for trust, equity, and retention.
• Translate complex compensation concepts into clear, practical, manager‑friendly guidance, including:
  • Pay decision frameworks
  • Pay for Performance philosophy
  • Toolkits, playbooks, FAQs, and visual guides
  • Scenario‑based guidance for common manager decisions
• Design and deliver compensation training for people managers, HRBPs, and leadership teams to improve confidence, consistency, and decision quality.
• Serve as a trusted advisor to leaders, coaching them on tradeoffs, risk, and sound compensation judgment—not just policy compliance.

5. Governance, Analytics & Enterprise Advisory

• Collaborate with HR Business Partners to provide customized solutions to drive business objectives.
• Act as the enterprise authority on compensation risk, equity, and governance.
• Build and maintain compensation models, dashboards, and insights to support executive‑level decisions.
• Support M&A activity through:
  • Transition/harmonization activities
  • Integration planning aligned with the enterprise

Required Experience, Education, Skills, Training and Competencies

• 7-10 years of progressive compensation experience in a global, $1–$2B range organization
• Deep expertise in broad-based compensation, sales incentive design, manager enablement and global compliance.
• Strong analytical and modeling skills; advanced Excel capability required
• Proven experience partnering with Finance, HR Business Partners, and senior leadership teams
• Familiarity with global market pricing tools and pay transparency trends
• CCP or similar certification preferred

Compensation

• The salary for this role will range from 152,350.00 - 227,827.00 USD annually based on full-time employment. Salary offers are based on a wide range of factors including but not limited to location, relevant skills, training, experience, education, etc.
• Certain roles may be eligible for performance-based incentive compensation and/or long-term incentives. Incentives could be discretionary or non-discretionary depending on the plan.
• Novanta supports all aspects of your life’s needs. This position provides a full range of medical, financial, and other benefits to make your quality of life better.

Novanta is proud to be an equal employment opportunity and affirmative action workplace. We consider all qualified applicants without regard to race, color, religion, sex (including pregnancy), sexual orientation, gender identity or expression, national origin, military and veteran status, disability, genetics, or any other category protected by federal law or Novanta policy.

Please call +1 781-266-5700 if you need a disability accommodation for any part of the employment process.

Equity Compensation Analyst - Hybrid

New Britain, CT USA

Come build something that matters.

It takes great people to achieve greatness. People with a sense of purpose and integrity. People with a relentless pursuit of excellence. People who care about making things better For Those Who Make The World. Sound like you? Join our top-notch team of approximately 43,500 diverse and high-performing professionals globally who are making their mark on some of the world’s most beloved brands, including DEWALT, BLACK+DECKER, CRAFTSMAN, STANLEY, CUB CADET, and HUSTLER.

The Job:  

As a Equity Compensation Analyst, Strategic Sourcing, you’ll be part of our Corporate Treasury team working as a hybrid employee.    You’ll get to:  

• Administer equity compensation programs, including processing grants, vesting, exercises, and terminations.
• Maintain accurate records of equity awards and transactions in internal systems and with external vendors.
• Ensure compliance with SEC regulations, tax laws, and company policies related to equity compensation.
• Prepare and review equity-related disclosures for financial statements and proxy filings.
• Respond to employee inquiries regarding equity awards, vesting schedules, and tax implications.
• Collaborate with HR, payroll, legal, and finance teams to ensure seamless integration of equity compensation processes.
• Generate reports and conduct analysis on equity compensation data to support management decision-making.
• Assist with the development and delivery of equity compensation communications and training materials for employees.
• Support annual and quarterly reporting, audits, and other compliance activities related to equity plans.

The Person:  

You love to learn and grow and be acknowledged for your valuable contributions. You’re not intimidated by innovation. Wouldn’t it be great if you could do your job and do a world of good? In fact, you embrace it. You also have:

• Bachelor’s degree in Finance, Accounting, Human Resources, Business Administration, or related field.
• 2+ years of experience in compensation, finance, or HR, with a focus on equity compensation preferred.
• Strong understanding of equity compensation vehicles (stock options, RSUs, ESPPs) and related regulations.
• Familiarity with equity administration platforms (e.g., Merrill Lynch & Computershare) is a plus.
• Proficiency in Microsoft Excel and data analysis.
• Excellent attention to detail and organizational skills.
• Strong communication and interpersonal abilities.
• Ability to work independently and collaborate across departments.

The Details:

You’ll receive a competitive salary and a great benefits plan, including:

• Medical, dental, life, vision, disability, 401(k), Employee Stock Purchase Plan, paid time off, and tuition reimbursement in addition to programs & benefits in support of your well-being.
• Discounts on Stanley Black & Decker tools and other partner programs.

And More:

We want our company to be a place you’ll want to be – and stay. Being part of our team means you’ll get to:

• Grow: Be part of our global company with 20+ brands to grow and develop your skills along multiple career paths.

• Learn: Have access to a wealth of learning resources, including our digital learning portal.
• Belong: Experience an awesome place to work, where we have mutual respect and a great appreciation for a wide range of perspectives and experiences.
• Give Back: Help us continue to make positive changes locally and globally through volunteerism, giving back, and sustainable business practices.

What’s more, you’ll get that pride that comes from empowering makers, doers, protectors, and everyday heroes all over the world. We’re more than the #1 tools company. More than a driving force in outdoor power equipment. More than a global leader in industrial. We’re visionaries and innovators. As successful as we’ve been in the past, we have so much further to go. That’s where you come in. Join us!

#LI-RB1

#LI-Hybrid

• This is the lowest to highest annual full-time salary range we would pay for this role at the time of this posting. The salary offered within the range may vary depending on multiple factors including job level, geographic location, job-related knowledge, skills, qualifications, experience and in compliance with local wage requirements. Please note that salary is only one component of total rewards at Stanley Black & Decker. ​

• The salary range listed in this job posting reflects the range for the primary location specified. The salary range may vary for other locations.​

• The successful candidate may be eligible for annual merit increases. ​

• Medical, dental, life, vision, disability,401(k), Employee Stock Purchase Plan, paid time off, and tuition reimbursement in addition to programs & benefits in support of your well-being. ​

• Discounts on Stanley Black & Decker tool sand other partner programs.

We Don’t Just Build The World, We Build Innovative Technology Too.

Joining the Stanley Black & Decker team means working in an innovative, tech-driven and highly collaborative team environment supported by over 43,500 professionals in 60 countries across the globe. Here, you’ll get the unique chance to impact some of the world’s most iconic brands including STANLEY TOOLS, DEWALT, CRAFTSMAN, MAC TOOLS and Black + Decker. Your ideas and solutions have the potential to reach millions of customers as we work together to write the next chapter in our history. Come build with us and take your career to new heights.

Who We Are 

We’re the World’s largest tool company. We’re industry visionaries. We’re solving problems and advancing the manufacturing trade through innovative technology and our Industry 4.0 Initiative. We are committed to ensuring our state-of-the-art “smart factory” products and services provide greater quality to our customers & greater environmental and social value to our planet. We are unique in that we have a rich and storied history dating back to 1843, but that hasn't stopped us from evolving into a vibrant, diverse, global growth company. 

What You’ll Also Get

Career Opportunity: Career paths aren’t linear here. Being part of our global company with 60+ brands gives you the chance to grow and develop your skills along multiple career paths.

Benefits & Perks

You’ll get a competitive salary and a comprehensive benefits plan that includes medical, dental, life, vision, wellness program, disability, retirement benefits, Employee Stock Purchase Plan, Paid Time Off, including paid vacation, holidays & personal days, and tuition reimbursement. And, of course, discounts on Stanley Black & Decker tools and products and well as discount programs for many other vendors and partners.

Learning & Development: 
Our lifelong learning philosophy means you’ll have access to a wealth of state-of-the-art learning resources, including our Lean Academy and online university (where you can get certificates and specializations from renowned colleges and universities).

Diverse & Inclusive Culture:
We pride ourselves on being an awesome place to work. We respect and embrace differences because that’s how the best work gets done. You’ll find we like to have fun here, too.

Purpose-Driven Company:
You’ll help us continue to make positive changes in the local communities where we work and live as well as in the broader world through volunteerism, giving back and sustainable business practices.

EEO Statement:
All qualified applicants to Stanley Black & Decker are considered for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, veteran’s status or any other protected characteristic.

If you require reasonable accommodation to complete an application or access our website, please contact us at (860) 827-3923 or at accommodations@sbdinc.com.  Due to volume, we cannot respond to unrelated inquiries about the status of a completed application or resetting an account password.

Know Your Rights: Workplace discrimination is illegal (eeoc.gov)

Build a career powered by innovations that matter!  At Novanta, our innovations power technology products that are transforming healthcare and advanced manufacturing—improving productivity, enhancing people’s lives and redefining what’s possible.  We create for our global customers engineered components and sub-systems that deliver extreme precision and performance for a range of mission-critical applications—from minimally invasive surgery to robotics to 3D metal printing.

Novanta is one global team with over 26 offices located in The Americas, Europe and Asia-Pacific.  Looking for a great place to work?  You have found it with a culture that embraces teamwork, collaboration and empowerment.  Come explore Novanta.

The Sr Manager of Global Compensation is a senior individual contributor responsible for designing, building, and governing scalable global compensation frameworks that support growth, margin discipline, and talent retention in a $1–$2B enterprise.

This role owns both compensation strategy and execution across:

• Broad-based compensation and incentive administration
• Global job architecture and governance
• Sales incentive design
• Manager education and decision enablement

Success in this role requires not only technical expertise and functional leadership, but the ability to educate and equip managers to make high‑quality, defensible compensation decisions that are aligned with enterprise priorities. The Sr Manager serves as the organization’s compensation architect, educator, and trusted advisor, operating with enterprise scope but without direct people management responsibility.

Primary Responsibilities

1. Global Compensation Strategy & Frameworks

• Maintain a globally consistent, scalable compensation philosophy appropriate for a $1–$2B organization balancing growth, profitability, and talent competitiveness.
• Build and govern global job architecture, leveling, and salary structure frameworks, ensuring clarity, internal equity, and market competitiveness.  Evaluate new jobs and provide leveling and pay recommendations to HR, as needed.
• Establish disciplined market pricing methodologies, governance standards, and decision rights appropriate for a global multi‑site, multi‑region business.
• Partner closely with Finance to align compensation strategy to operating plans, workforce cost models, and long‑range planning.

2. Broad‑Based Compensation Leadership

• Lead end‑to‑end Annual Compensation Planning cycle (merit, promotions, incentive, equity, adjustments) in Workday, including:
  • Budget development and modeling
  • Guidance and decision frameworks for managers
  • Approvals and post‑cycle analysis and insights
• Ensure pay practices reinforce:
  • Internal equity and role clarity
  • External market competitiveness
  • Compliance with evolving global pay transparency and regulatory requirements
• Continuously evolve compensation policies to keep pace with business complexity and scale.

3. Sales Incentive Design & Governance

• Support and evolve sales incentive design frameworks that drive revenue growth, profitability, and the right selling behaviors.
• Partner with Sales Leadership, Finance, and Commercial Excellence Teams to:
  • Align incentives with quotas, capacity models, and financial targets
  • Ensure plans are executable, understandable, and scalable
  • Establish strong governance, modeling discipline, and analytics

4. Manager Education & Compensation Decision Enablement (Critical Focus)

• Own the enterprise capability of manager compensation education, recognizing that manager decision quality is essential for trust, equity, and retention.
• Translate complex compensation concepts into clear, practical, manager‑friendly guidance, including:
  • Pay decision frameworks
  • Pay for Performance philosophy
  • Toolkits, playbooks, FAQs, and visual guides
  • Scenario‑based guidance for common manager decisions
• Design and deliver compensation training for people managers, HRBPs, and leadership teams to improve confidence, consistency, and decision quality.
• Serve as a trusted advisor to leaders, coaching them on tradeoffs, risk, and sound compensation judgment—not just policy compliance.

5. Governance, Analytics & Enterprise Advisory

• Collaborate with HR Business Partners to provide customized solutions to drive business objectives.
• Act as the enterprise authority on compensation risk, equity, and governance.
• Build and maintain compensation models, dashboards, and insights to support executive‑level decisions.
• Support M&A activity through:
  • Transition/harmonization activities
  • Integration planning aligned with the enterprise

Required Experience, Education, Skills, Training and Competencies

• 7-10 years of progressive compensation experience in a global, $1–$2B range organization
• Deep expertise in broad-based compensation, sales incentive design, manager enablement and global compliance.
• Strong analytical and modeling skills; advanced Excel capability required
• Proven experience partnering with Finance, HR Business Partners, and senior leadership teams
• Familiarity with global market pricing tools and pay transparency trends
• CCP or similar certification preferred

Compensation

• The salary for this role will range from 152,350.00 - 227,827.00 USD annually based on full-time employment. Salary offers are based on a wide range of factors including but not limited to location, relevant skills, training, experience, education, etc.
• Certain roles may be eligible for performance-based incentive compensation and/or long-term incentives. Incentives could be discretionary or non-discretionary depending on the plan.
• Novanta supports all aspects of your life’s needs. This position provides a full range of medical, financial, and other benefits to make your quality of life better.

Novanta is proud to be an equal employment opportunity and affirmative action workplace. We consider all qualified applicants without regard to race, color, religion, sex (including pregnancy), sexual orientation, gender identity or expression, national origin, military and veteran status, disability, genetics, or any other category protected by federal law or Novanta policy.

Please call +1 781-266-5700 if you need a disability accommodation for any part of the employment process.

WHO WE ARE

We are PEAK6, a leading investment firm, using technology to find a better way of doing things. The company’s first tech-based solution was developed in 1997 to optimize options trading, and over the past two decades, the same formula has been used across a range of industries, asset classes, and business stages to consistently deliver superior results. Today, PEAK6 seeks transformational opportunities to provide capital and strategic support to entrepreneurs and forward-thinking businesses. PEAK6’s core brands include PEAK6 Capital Management, PEAK6 Strategic Capital, Apex Fintech Solutions, FOCUS, We Insure, Evil Geniuses, Poker Power, Zogo, and Bruce Markets.

ABOUT THIS ROLE

The Compensation Manager is responsible for designing, implementing, and administering the organization's compensation programs to attract, retain, and motivate a high-performing workforce. This role ensures that all compensation structures, including base pay, incentive programs, and equity plans, are internally equitable, externally competitive, and aligned with the company's strategic objectives. The Compensation Manager partners closely with HR Business Partners, Finance, and senior leadership to provide data-driven insights and recommendations that support total rewards strategy and workforce planning. Through rigorous market analysis, job evaluation, and compliance oversight, this position plays a critical role in maintaining a fair and legally compliant compensation framework across the organization.

You'll be responsible for:

• Design, implement, and manage base pay structures, salary bands, and merit increase programs aligned with organizational strategy and market competitiveness.
• Administer short-term and long-term incentive plans, including annual bonus programs, sales compensation plans, and equity-based awards.
• Conduct regular reviews of compensation programs to ensure internal equity, external competitiveness, and alignment with business goals.
• Partner with HR leadership to develop and refine total rewards philosophy, ensuring programs support talent acquisition and retention objectives.
• Manage the annual compensation planning cycle, including merit, bonus, and equity processes, in collaboration with HR Business Partners and Finance.
• Lead participation in third-party compensation surveys and analyze results to benchmark roles against relevant industry and geographic markets.
• Conduct job evaluations and maintain job architecture, including job leveling, titling standards, and FLSA classifications across the organization.
• Develop and present competitive market analyses and pay recommendations to support new hire offers, promotions, and internal equity adjustments.
• Monitor external market trends, legislative changes, and emerging best practices to proactively identify gaps and recommend program enhancements.
• Maintain and update the organization's job catalog, ensuring accurate and consistent job documentation across all functions and levels.
• Serve as a subject matter expert and trusted advisor to HR Business Partners, recruiters, and business leaders on compensation-related matters.
• Develop and deliver training and educational materials to help managers and HR partners understand and apply compensation guidelines and philosophy.
• Support mergers, acquisitions, and organizational restructuring initiatives by conducting compensation due diligence and integration planning.
• Collaborate with Finance on compensation forecasting, budgeting, and cost modeling to support workforce and business planning activities.
• Ensure all compensation programs and practices comply with applicable federal, state, and local regulations, including FLSA, Equal Pay Act, and pay transparency laws.
• Prepare and analyze compensation data and metrics, delivering actionable insights and dashboards to HR leadership and business stakeholders.
• Support pay equity analyses and audits, identifying disparities and recommending corrective actions to promote fair and equitable pay practices.
• Maintain accurate compensation data within the HRIS, ensuring data integrity and supporting system configuration related to compensation modules.
• Prepare required regulatory filings and disclosures related to compensation as needed.

Your Experience

• Bachelor's degree in Human Resources, Business Administration, Finance, or a related field preferred.
• Certified Compensation Professional (CCP) designation through WorldatWork strongly preferred; PHR, SPHR, or SHRM-CP/SCP certification a plus.
• High School Diploma Required
• Minimum of 5–7 years of progressive experience in compensation, total rewards, or a related HR function required.
• Demonstrated experience designing and administering broad-based compensation programs, including base pay structures and incentive plans, in a mid-to-large organization.
• Prior experience conducting market pricing, job evaluation, and compensation analysis using third-party survey sources such as Mercer, Willis Towers Watson, or Radford required.
• Advanced proficiency in Microsoft Excel and experience with data modeling, compensation analysis, and the use of HRIS platforms such as Workday
• Strong knowledge of federal and state compensation-related regulations including FLSA, Equal Pay Act, and emerging pay transparency legislation.
• Exceptional analytical and quantitative skills with the ability to translate complex data into clear, concise recommendations for a variety of audiences including senior leadership.
• Excellent interpersonal and communication skills with demonstrated ability to build collaborative relationships, influence without authority, and manage multiple stakeholders effectively.
• High level of integrity, discretion, and professionalism when handling sensitive and confidential compensation information, with strong attention to detail and organizational skills.

OUR REWARDS

We offer a robust package of employee perks and benefits, including healthcare benefits (medical, dental and vision, EAP), competitive PTO, 401k match, parental leave, and HSA contribution match. We also provide our employees with a paid subscription to the Calm app and offer generous external learning and tuition reimbursement benefits. As a hybrid workforce, we offer our employees the ability to work remotely up to two days a week.

Base pay offered may vary depending on job-related knowledge, skills, experience, and office location. This position also may be eligible for a discretionary annual bonus in addition to a range of health & wellness benefits, enhancing your overall compensation package.

Base Salary Range

PEAK6 is proud to be an equal opportunity employer that does not discriminate on the basis of race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, veteran status, marital status, or any other protected characteristic. Our hiring practices ensure that all qualified applicants receive fair consideration without regard to these characteristics.

PEAK6 is committed to creating an inclusive and accessible workplace for all candidates, including those with disabilities. We are dedicated to ensuring equal employment opportunities and providing reasonable accommodations to qualified individuals with disabilities. If you require reasonable accommodations to participate in the application or interview process, please contact our HR department at hr@peak6.com. We will work with you to provide the necessary accommodations to ensure your full participation in our hiring process.

#PEAK6

Position Overview

Work Locations:

There is more than one location associated with this position. This is either because there are multiple openings at different sites, or the successful candidate will be required to float across multiple UHS facilities. Your recruiter and hiring manager will clarify expectations during the interview process.

Primary Work Shift:

Regular Scheduled Weekly Hours:

Compensation Range:

-----

Position Qualifications:

Minimum Requirements:

• Bachelor’s degree in human resources, Business, Finance, or related field; CCP certification a plus

• 3–5 years of experience in compensation analysis, preferably in a healthcare setting

• Strong analytical skills with proficiency in Excel and HRIS systems (Workday is a plus)

• Familiarity with compensation survey tools (e.g., Payfactors)

• Advanced Excel skills (e.g., pivot tables, VLOOKUP, data modeling)

• Excellent communication and interpersonal skills

• Ability to manage multiple priorities and work independently in a fast-paced environment

Preferred:

• Experience with job evaluation methodologies and salary structure design

• Knowledge of healthcare job families and regulatory requirements

• Certified Compensation Professional (CCP)

-----

Why You’ll Love Working at UHS

At United Health Services (UHS), we believe every connection—to patients, to purpose, to each other—makes a difference. That’s why we’re intentional about supporting our team in ways that go beyond the job. Whether through meaningful benefits, personal growth, or fun along the way, we’re here to help you thrive in work and life.

A Culture of Connection – We support each other like family and create space for every voice to be heard. Engagement Councils, peer recognition, and initiatives like Walk in my Shoes for senior leaders are just a few ways we foster belonging and collaboration. Outside of work, we stay connected through team events like trivia, trunk-or-treat, volunteer days, our staff choir, or seasonal celebrations.

Comprehensive Benefits for Life & Family – We offer medical, dental, and vision coverage starting the first of the month after hire for employees working 24+ hours/week. With flexible plan options and coverage tiers, you can choose what fits your life best. Additional perks include discounted childcare through Bright Horizons and voluntary benefits like pet insurance, legal services, and identity theft protection.

​Well-Being & Financial Security – From day one, PTO starts accruing so you can take time to recharge. We support your long-term wellness with a 403(b) retirement plan and company match, flexible spending accounts, access to financial advisors, and up to $400/year in wellness rewards. When life gets tough, we’re here with 24/7 EAP counseling, virtual mental health support, a food pantry, PTO donation program, and professional attire through the Classy Closet.

​Growth That Moves with You – With access to 100,000+ online courses, leadership programs, tuition reimbursement, clinical ladders, and internal mobility, we help you grow wherever your passion leads. We also continuously review compensation to ensure market competitiveness and internal equity, so you can feel confident your work is valued and rewarded fairly.

​A Place to Call Home – Located in New York’s Southern Tier, UHS offers more than a career—we offer a lifestyle. Enjoy four-season recreation, affordable living, top-rated schools, minor league sports, craft brews, a close-knit community, and more, all within reach of the Finger Lakes, the Catskills, and major Northeast cities.

-----

About United Health Services

United Health Services (UHS) is a locally owned, not-for-profit healthcare system in New York’s Southern Tier comprising four hospitals, long-term care and home care services, and physician practices in Broome and surrounding counties. UHS provides healthcare and medical services for two-thirds of the region’s population, produces $1.3 billion a year in total economic impact, and boasts a workforce of more than 6,300 employees and providers. 

At UHS, our work is guided by our Values of Compassion, Trust, Respect, Teamwork, and Innovation. Whether you provide direct patient care or support behind the scenes, you are part of a shared purpose: to improve the health and well-being of the communities we serve. Every employee plays a meaningful role in fulfilling our mission—we’d love for you to consider joining us!

United Health Services is an Equal Opportunity Employer.

Position Overview

Work Locations:

There is more than one location associated with this position. This is either because there are multiple openings at different sites, or the successful candidate will be required to float across multiple UHS facilities. Your recruiter and hiring manager will clarify expectations during the interview process.

Primary Work Shift:

Regular Scheduled Weekly Hours:

Compensation Range:

-----

Position Qualifications:

Minimum Requirements:

• Bachelor’s degree in human resources, Business, Finance, or related field; CCP certification a plus

• 3–5 years of experience in compensation analysis, preferably in a healthcare setting

• Strong analytical skills with proficiency in Excel and HRIS systems (Workday is a plus)

• Familiarity with compensation survey tools (e.g., Payfactors)

• Advanced Excel skills (e.g., pivot tables, VLOOKUP, data modeling)

• Excellent communication and interpersonal skills

• Ability to manage multiple priorities and work independently in a fast-paced environment

Preferred:

• Experience with job evaluation methodologies and salary structure design

• Knowledge of healthcare job families and regulatory requirements

• Certified Compensation Professional (CCP)

-----

Why You’ll Love Working at UHS

At United Health Services (UHS), we believe every connection—to patients, to purpose, to each other—makes a difference. That’s why we’re intentional about supporting our team in ways that go beyond the job. Whether through meaningful benefits, personal growth, or fun along the way, we’re here to help you thrive in work and life.

A Culture of Connection – We support each other like family and create space for every voice to be heard. Engagement Councils, peer recognition, and initiatives like Walk in my Shoes for senior leaders are just a few ways we foster belonging and collaboration. Outside of work, we stay connected through team events like trivia, trunk-or-treat, volunteer days, our staff choir, or seasonal celebrations.

Comprehensive Benefits for Life & Family – We offer medical, dental, and vision coverage starting the first of the month after hire for employees working 24+ hours/week. With flexible plan options and coverage tiers, you can choose what fits your life best. Additional perks include discounted childcare through Bright Horizons and voluntary benefits like pet insurance, legal services, and identity theft protection.

​Well-Being & Financial Security – From day one, PTO starts accruing so you can take time to recharge. We support your long-term wellness with a 403(b) retirement plan and company match, flexible spending accounts, access to financial advisors, and up to $400/year in wellness rewards. When life gets tough, we’re here with 24/7 EAP counseling, virtual mental health support, a food pantry, PTO donation program, and professional attire through the Classy Closet.

​Growth That Moves with You – With access to 100,000+ online courses, leadership programs, tuition reimbursement, clinical ladders, and internal mobility, we help you grow wherever your passion leads. We also continuously review compensation to ensure market competitiveness and internal equity, so you can feel confident your work is valued and rewarded fairly.

​A Place to Call Home – Located in New York’s Southern Tier, UHS offers more than a career—we offer a lifestyle. Enjoy four-season recreation, affordable living, top-rated schools, minor league sports, craft brews, a close-knit community, and more, all within reach of the Finger Lakes, the Catskills, and major Northeast cities.

-----

About United Health Services

United Health Services (UHS) is a locally owned, not-for-profit healthcare system in New York’s Southern Tier comprising four hospitals, long-term care and home care services, and physician practices in Broome and surrounding counties. UHS provides healthcare and medical services for two-thirds of the region’s population, produces $1.3 billion a year in total economic impact, and boasts a workforce of more than 6,300 employees and providers. 

At UHS, our work is guided by our Values of Compassion, Trust, Respect, Teamwork, and Innovation. Whether you provide direct patient care or support behind the scenes, you are part of a shared purpose: to improve the health and well-being of the communities we serve. Every employee plays a meaningful role in fulfilling our mission—we’d love for you to consider joining us!

United Health Services is an Equal Opportunity Employer.

WHO WE ARE

We are PEAK6, a leading investment firm, using technology to find a better way of doing things. The company’s first tech-based solution was developed in 1997 to optimize options trading, and over the past two decades, the same formula has been used across a range of industries, asset classes, and business stages to consistently deliver superior results. Today, PEAK6 seeks transformational opportunities to provide capital and strategic support to entrepreneurs and forward-thinking businesses. PEAK6’s core brands include PEAK6 Capital Management, PEAK6 Strategic Capital, Apex Fintech Solutions, FOCUS, We Insure, Evil Geniuses, Poker Power, Zogo, and Bruce Markets.

ABOUT THIS ROLE

The Compensation Manager is responsible for designing, implementing, and administering the organization's compensation programs to attract, retain, and motivate a high-performing workforce. This role ensures that all compensation structures, including base pay, incentive programs, and equity plans, are internally equitable, externally competitive, and aligned with the company's strategic objectives. The Compensation Manager partners closely with HR Business Partners, Finance, and senior leadership to provide data-driven insights and recommendations that support total rewards strategy and workforce planning. Through rigorous market analysis, job evaluation, and compliance oversight, this position plays a critical role in maintaining a fair and legally compliant compensation framework across the organization.

You'll be responsible for:

• Design, implement, and manage base pay structures, salary bands, and merit increase programs aligned with organizational strategy and market competitiveness.
• Administer short-term and long-term incentive plans, including annual bonus programs, sales compensation plans, and equity-based awards.
• Conduct regular reviews of compensation programs to ensure internal equity, external competitiveness, and alignment with business goals.
• Partner with HR leadership to develop and refine total rewards philosophy, ensuring programs support talent acquisition and retention objectives.
• Manage the annual compensation planning cycle, including merit, bonus, and equity processes, in collaboration with HR Business Partners and Finance.
• Lead participation in third-party compensation surveys and analyze results to benchmark roles against relevant industry and geographic markets.
• Conduct job evaluations and maintain job architecture, including job leveling, titling standards, and FLSA classifications across the organization.
• Develop and present competitive market analyses and pay recommendations to support new hire offers, promotions, and internal equity adjustments.
• Monitor external market trends, legislative changes, and emerging best practices to proactively identify gaps and recommend program enhancements.
• Maintain and update the organization's job catalog, ensuring accurate and consistent job documentation across all functions and levels.
• Serve as a subject matter expert and trusted advisor to HR Business Partners, recruiters, and business leaders on compensation-related matters.
• Develop and deliver training and educational materials to help managers and HR partners understand and apply compensation guidelines and philosophy.
• Support mergers, acquisitions, and organizational restructuring initiatives by conducting compensation due diligence and integration planning.
• Collaborate with Finance on compensation forecasting, budgeting, and cost modeling to support workforce and business planning activities.
• Ensure all compensation programs and practices comply with applicable federal, state, and local regulations, including FLSA, Equal Pay Act, and pay transparency laws.
• Prepare and analyze compensation data and metrics, delivering actionable insights and dashboards to HR leadership and business stakeholders.
• Support pay equity analyses and audits, identifying disparities and recommending corrective actions to promote fair and equitable pay practices.
• Maintain accurate compensation data within the HRIS, ensuring data integrity and supporting system configuration related to compensation modules.
• Prepare required regulatory filings and disclosures related to compensation as needed.

Your Experience

• Bachelor's degree in Human Resources, Business Administration, Finance, or a related field preferred.
• Certified Compensation Professional (CCP) designation through WorldatWork strongly preferred; PHR, SPHR, or SHRM-CP/SCP certification a plus.
• High School Diploma Required
• Minimum of 5–7 years of progressive experience in compensation, total rewards, or a related HR function required.
• Demonstrated experience designing and administering broad-based compensation programs, including base pay structures and incentive plans, in a mid-to-large organization.
• Prior experience conducting market pricing, job evaluation, and compensation analysis using third-party survey sources such as Mercer, Willis Towers Watson, or Radford required.
• Advanced proficiency in Microsoft Excel and experience with data modeling, compensation analysis, and the use of HRIS platforms such as Workday
• Strong knowledge of federal and state compensation-related regulations including FLSA, Equal Pay Act, and emerging pay transparency legislation.
• Exceptional analytical and quantitative skills with the ability to translate complex data into clear, concise recommendations for a variety of audiences including senior leadership.
• Excellent interpersonal and communication skills with demonstrated ability to build collaborative relationships, influence without authority, and manage multiple stakeholders effectively.
• High level of integrity, discretion, and professionalism when handling sensitive and confidential compensation information, with strong attention to detail and organizational skills.

OUR REWARDS

We offer a robust package of employee perks and benefits, including healthcare benefits (medical, dental and vision, EAP), competitive PTO, 401k match, parental leave, and HSA contribution match. We also provide our employees with a paid subscription to the Calm app and offer generous external learning and tuition reimbursement benefits. As a hybrid workforce, we offer our employees the ability to work remotely up to two days a week.

Base pay offered may vary depending on job-related knowledge, skills, experience, and office location. This position also may be eligible for a discretionary annual bonus in addition to a range of health & wellness benefits, enhancing your overall compensation package.

Base Salary Range

PEAK6 is proud to be an equal opportunity employer that does not discriminate on the basis of race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, veteran status, marital status, or any other protected characteristic. Our hiring practices ensure that all qualified applicants receive fair consideration without regard to these characteristics.

PEAK6 is committed to creating an inclusive and accessible workplace for all candidates, including those with disabilities. We are dedicated to ensuring equal employment opportunities and providing reasonable accommodations to qualified individuals with disabilities. If you require reasonable accommodations to participate in the application or interview process, please contact our HR department at hr@peak6.com. We will work with you to provide the necessary accommodations to ensure your full participation in our hiring process.

#PEAK6

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.