Compensation Jobs

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16
May
Creative Director( Experience 5 to 10 years; compensation: 40,000 per month in-hand)
Twenty7 Inc.
Delhi, Delhi
480,000 - 480,000 INR

Company Description

Twenty7 Inc. is a creative communication PR Agency with 360-degree solutions for integrated brand building of the business/ clients. We devise customized innovative strategies that best suit the requirements of their business and establish them as thought leaders in the sector. Our team adapts to the changing market scenario and delivers results that stay relevant to the brand and its audience. We offer entire brand-building strategies, including image building, reputation management, corporate communication, and crisis management, using digital marketing technologies to increase visibility among the target demographic.


Role Description

This is a full-time hybrid role for a Creative Director at Twenty7 Inc. located in South Delhi, with flexibility for some remote work. The Creative Director will be responsible for leading the creative team, overseeing the development of innovative and effective communication strategies, and ensuring the delivery of high-quality creative work. They will collaborate with cross-functional teams to understand client requirements and develop customized strategies that align with the client's brand and target audience. The Creative Director will also provide guidance and mentorship to the creative team, ensuring their professional growth and development.


Qualifications

  • Minimum 5-10 years of experience in a creative role, preferably in the PR or advertising industry
  • In-depth knowledge of creative processes, including graphic design, copywriting, and video production
  • Strong leadership and team management skills, with the ability to inspire and motivate a creative team
  • Excellent communication and presentation skills, with the ability to effectively convey creative concepts to clients and stakeholders
  • Proven track record of developing successful creative campaigns and strategies
  • Proficient in industry-standard creative software and tools
  • Ability to work under pressure and meet tight deadlines
  • Strong problem-solving and decision-making skills
  • Experience working with diverse clients and industries
  • Bachelor's degree in a relevant field


Compensation: INR 40,000 per month (in-hand)

16
May
Human Resources - Compensation Manager
City of Richmond, VA
Richmond, VA
72,984 - 115,666 USD

Full job description

Are you Richmond R.E.A.D.Y?
Respect. Equity. Accountability. Diversity...YOU!!!

This is an EXCITING time to Join the City of Richmond! We are committed to nurturing talent, fostering growth opportunities, and building strong connections within our workforce. As we continue to make strides to becoming the employer of choice, we are thrilled about the below employee benefit enhancements:

  • Virginia Retirement System (VRS)
  • Language Incentive
  • Referral Bonus
  • Tuition Assistance Program

Description

The compensation manager is responsible for managing the compensation function. The compensation manager plans, develops, maintains, and implements new and revised compensation programs, policies, and procedures to align with the goals and competitive practices. This position is also responsible for ensuring that company compensation programs are consistently administered in compliance with internal policies and government regulations.

Duties include but are not limited to

Supervisory Responsibilities: This position will supervise employees.

Duties/Responsibilities:

  • Manages the development, implementation, and administration of compensation programs.
  • Ensures compliance with federal, state, and local compensation laws and regulations.
  • Monitors the effectiveness of existing compensation practices and recommends changes that are cost-effective and consistent with compensation trends and City objectives.
  • Provides training and advice on pay decisions, policy interpretations, and job evaluations.
  • Designs creative solutions to specific compensation-related programs.
  • Develops techniques, compiles, prepares, and presents data.
  • Oversees, collaborates, conducts, and participates in pay surveys.
  • Conducts benchmarking and market analysis to stay current with trends and compensation competitiveness.
  • Conducts job evaluations.
  • Manages job classifications and descriptions.
  • Excellent written and oral communication skills including presentation skills to provide training on compensation-related topics.
  • Ensures internal policies are followed and ensures high quality products/data.
  • Develops proposals and presentations.
  • Demonstrates business acumen.
  • Demonstrates advanced excel skills to ensure prompt and high quality data as well as modeling of costs and various alternatives.
  • Works on a variety of ad hoc special projects.

Required Skills/Abilities:
  • Progressive experience in compensation, along with general HR experience in other related fields.
  • In-depth knowledge of all federal, state, and local regulations and compliance requirements related to employee compensation.
  • Strong experience applying theories, principles, and concepts to develop solutions to complex projects.
  • Strong analytical skills and ability to interpret and communicate data.
  • Computer proficiency and technical aptitude with the ability to use Microsoft products, including strong Excel skills.
  • Strong leadership and team management skills.
  • Excellent time management skills and ability to plan and set priorities.
  • Excellent verbal and written communication skills.
  • Strong interpersonal skills.
  • Ability to handle multiple initiatives simultaneously.

Qualifications, Special Certifications and Licenses

LICENSING, CERTIFICATIONS, and/or OTHER SPECIAL REQUIREMENTS:


  • HRCI HR Certification (PHR/SPHR) or SHRM HR Certification (SHRM-CP/SHRM-SCP) is required upon hire or obtained within 6 months after initial hire date
Education and Experience:
  • Bachelor's degree or equivalent in business, human resources or related field and six years of progressively responsible experience in employee compensation
  • 7+ years of progressive experience in Human Resources
  • 5+ years of experience in compensation management
  • 2+ years of supervisory experience
  • Knowledge of laws and regulations as they apply to base compensation and incentive compensation programs, company policies, and operations.
  • SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) and certified compensation professional credentials preferred.

Americans with Disabilities Act Requirements

Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the job. Prospective and current employees are invited to discuss accommodations.

ENVIRONMENTAL HAZARDS: Working conditions may include exposure to travel to other locations within the City of Richmond as well as outside of the City of Richmond; exposure to hazardous physical conditions such as mechanical parts, electrical currents, vibrations, etc.; atmospheric conditions such as fumes, odors, dusts, gases, and poor ventilation; inadequate lighting; intense noise; and environmental hazards such as disruptive people, imminent danger, and a threatening environment.

Physical Requirements and Working Environment: Due to the nature of work assignments, incumbents must be able to perform detailed work on multiple, concurrent tasks, with frequent interruptions and under time constraint. While performing the essential duties of this job, the employee is regularly required to talk, hear, see, and use hands, wrist, or fingers in a repetitive motion, finger (pick, pinch, type or otherwise work primarily with fingers). The employee is occasionally required to walk, stand, and reach extending arms and hands. In terms of the physical strength to perform the essential duties, this classification is considered to be sedentary, exerting up to 10 pounds of force occasionally, and a negligible amount of force frequently or constantly to move objects.


  • Internal use: HR Generalist to review.

Equal Employment Opportunity Statement

The City of Richmond provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

The City of Richmond is committed to the full inclusion of all qualified individuals. As part of this commitment, the City of Richmond will ensure that persons with disabilities are provided with reasonable accommodations. If you require reasonable accommodations under the Americans with Disabilities Act (ADA) to participate in the job application and/or the interview process, please contact Jessica McKenzie, Talent Acquisition Partner, Senior at (804) 646-4705 or by email at Jessica.McKenzie@RVA.GOV.

This policy applies to all terms and conditions of employment, including recruitment, hiring, placement, promotion, termination, layoff, transfer, leaves of absence, compensation and training.


The City of Richmond Values Veterans-We are an Official V3 Certified Company.


With over 4,000 employees, the City of Richmond is an "Employer of Choice" among cities throughout the nation. The City strives to hire and retain employees who bring dedication and talent to the workforce. Offering a competitive, cost effective, and quality benefits package is one element of an "Employer of Choice".

The City offers a full range of benefit programs from initial hire through retirement. Please visit our Web site for details.

16
May
Compensation and Workforce Analyst
Wright State University
Dayton, OH
55,000 - 55,000 USD

Full job description

The Workforce Analyst portion of this role ensures that the Strategic Hire Committee and the members of the HR Business Partner team have the documentation and information needed to ensure that the organizational structure of the university is aligned with university goals.
The Compensation Analyst portion of this role reports to the Director of Compensation & Employee Policy and assists in the implementation and administration of the universitys compensation programs. This position collects and analyzes data on job duties and appropriate titling and compensation, submits data for compensation surveys, and also supports the day-to-day work and communication needs of this Center of Excellence.
Minimum Qualifications
  • Bachelors degree and two years of full-time related work experience OR, an Associates degree and four years of full-time related work experience OR, a high school diploma and six years of full-time related work experience.
  • Integrity and judgement necessary to maintain strict confidentiality at all times.
  • Good judgement, diplomacy and objectivity to effectively and appropriately make decisions.
  • Ability to work effectively with employees at all levels of the organization.
  • Proven ability to act independently and collaboratively as part of a team.
  • Demonstrated capability to multi-task, prioritize and meet deadlines.
  • Exceptional attention to detail and strong planning and organizational skills.
  • Strong verbal and written communication skills.
  • Knowledge of federal compensation regulations (e.g. FLSA).
  • Strong quantitative and analytical skills with significant attention to detail.
Preferred Qualifications
  • Experience analyzing and conveying compensation market data.
  • Experience with compensation survey submissions.
  • Experience in Higher Education, particularly with Academic HR.
  • Extensive knowledge of MS Office suite programs, especially MS Excel.
Essential Functions and percent of time:
25% Coordination of the Strategic Hire Committee Process and Records

  • Provide coordination of the Strategic Hire Committee meetings including the scheduling of participants and location as well as tracking and distribution of documents provided for review. Maintain the Microsoft Teams site of the Strategic Hire Committee to organize requests for positions to be reviewed as well as the data that is provided by the requesting departments.
  • Collect and organize the documentation and information provided by hiring departments in support of the strategic need for the position to be moved into the posting process. Maintain and update university organizational charts and departmental/unit work structures used for strategic organizational planning and development purposes.
  • Monitor metrics associated with positions that are approved by the Strategic Hire Committee to ensure that they are reviewed and timely reported on by the hiring department. Develop reporting on position changes for review by the Strategic Hire Committee including job audits, salary adjustment requests, promotions, transfers and reorganizations/restructures.
  • Develop templates for documents to be used in the strategic hiring request process (e.g. request forms, business plans, enrollment plans, organizational charts, etc.).
  • Process all electronic authorizations of positions in the Strategic Hire queue as they proceed through the universitys applicant tracking system or other process used for such workflow. Coordinate the review process for expedited hires, contract extensions, and requests for additional hires through an existing posting.

30% Compensation Analysis and Consultation

  • Consult with HR Business Partners for intake and resolution of compensation actions such as, promotions, transfers, salary adjustments, job audits, job creation, and reorganizations.
  • Research, analyze, and make recommendations regarding compensation matters such as job descriptions, titles, pay grade levels, and minimum education/experience requirements for both existing and new positions.
  • Gather data and information (both internal and external) to assist in compensation analysis. Benchmark jobs against survey data and other market factors to determine competitive compensation ranges/leveling for each position. Review market titling for appropriateness, make recommendations, and review for standardization of titles across various units.
  • Collect data and perform cost analyses to be used in the negotiations of university collective bargaining agreements.
Essential Functions and percent of time (cont'd):
25% Compensation Approvals, Communications and Workflows
  • Track completion of compensation actions. Review and approve Personnel Action Forms and other appropriate compensation actions.
  • Maintain records of compensation actions (e.g. special salary adjustments, job audits, etc.) to include spreadsheets and maintenance of copies of approvals and other communications.
  • Engage in writing, updating and maintaining job descriptions and classification specifications.
  • Prepare and present summary reports of job and compensation analysis information.
  • Maintain updates on the HR Compensation website and shared network drives. Continuously monitor and improve communication efforts (including process documentation, tools, etc.) focusing on clarity and ease of understanding.

15% Surveys, Trends and Compliance
  • Provide support for and/or respond annually to CUPA-HR Salary Survey or other compensation survey requests.
  • Gather data from market-based compensation surveys; use spreadsheet and data analysis techniques to assess results and market trends.
  • Stay up-to-date on all policy and regulation changes to ensure compliance with federal, state and local laws and university policies. Conduct periodic research on emerging compensation trends, issues and best practices.
5% Other duties as assigned
  • Undertake other duties as assigned to assist HR in maintaining operations and/or agility goals.
16
May
Compensation Analyst (Non-Clinical) - Financial Analyst - Day shift, FT - Carrollton, GA
Aya Healthcare
Carrollton, GA
60,320 - 74,880 USD

Full job description

Looking for a Permanent Staff Position?

If youre looking for a clinical or non-clinical healthcare job, look no further! Ayas team of seasoned recruiters is ready to help you with the entire process

The Aya Advantage:

  • Streamlined Hiring Process

- Our recruiters reach out on average within an hour of you applying

- Front of the line hospital access - no more waiting!

  • Licensure and Credentialing Assistance

Job Details:

  • Profession - Non-Clinical - Finance/Accounting
  • Specialty - Financial Analyst
  • Shift - Day shift, Full time
  • Pay - $29.00 to $36.00
  • Minimum Qualifications:

Education
Bachelor's Degree

Experience
Two years of related experience. Requires working knowledge of specialized practices, equipment, and procedures.

  • Relocation Information:

Up to 4k based on distance of move, 6k is moving from west coast

  • Benefits/Incentives: Offers Industry Leading Benefits

Job Type: Full-time

Pay: $29.00 - $36.00 per hour

Benefits:

  • 401(k)
  • 401(k) matching
  • Dental insurance
  • Health insurance
  • Life insurance
  • Paid time off
  • Vision insurance

Schedule:

  • 8 hour shift
  • Day shift

People with a criminal record are encouraged to apply

Education:

  • Bachelor's (Preferred)

Experience:

  • financial related: 2 years (Required)

Ability to Commute:

  • Carrollton, GA (Required)

Ability to Relocate:

  • Carrollton, GA: Relocate before starting work (Required)

Work Location: In person

15
May
Compensation and Benefits Manager
SECURE RPO
Ogden, UT
95,000 - 100,000 USD

Full job description

Job Summary

At Better Being we empower and inspire individuals to feel better and live healthier lives by providing the most trustworthy, pure, and innovative natural wellness solutions. If you thrive in a challenging work environment, surrounded by incredible team members who will help you grow and do your best work, Better Being is the right place for you.

Come build with us and be part of an award-winning company thats helping create meaningful and lasting change in the healthcare industry.

The Director of Total Rewards is a key leadership role within the People Team and is responsible for designing, implementing, and managing the organizations total rewards strategy. This encompasses compensation, benefits, and other employee perks aimed at attracting, motivating, and retaining top talent. The Director of Total Rewards will play a pivotal role in shaping and optimizing the organizations overall rewards structure.

Essential Functions

  • Develop and execute a comprehensive compensation strategy aligned with the organizations business

goals and market competitiveness.

  • Conduct regular market analyses to ensure the organizations compensation practices are competitive.
  • Oversee the annual salary review process, including merit increases and bonus programs.
  • Design and administer employee benefits programs, including health insurance, retirement plans, and other perks.
  • Evaluate and recommend improvements to the benefits package to enhance employee satisfaction and well-being.
  • Ensure compliance with relevant laws and regulations related to employee benefits.
  • Develop and manage recognition programs, including companywide events, to acknowledge and reward employee contributions.
  • Implement well-being initiatives that support a healthy work-life balance and enhance the overall employee experience.
  • Utilize HR analytics to assess the effectiveness of total rewards programs and make data-driven recommendations for improvements.
  • Prepare regular reports on compensation and benefits metrics for leadership.
  • Stay abreast of relevant laws and regulations governing compensation and benefits.
  • Ensure the organizations total rewards programs are in compliance with legal requirements.
  • Develop and implement communication strategies to educate employees about their total rewards package.
  • Provide guidance and training to total rewards team members
  • Manages the development, implementation, policies and administration of compensation and benefit programs including base compensation, short- and long-term incentive-based compensation and equity award programs.
  • Monitors the effectiveness of existing compensation practices and recommends changes that are costeffective and consistent with compensation trends and corporate objectives.
  • Drafts and communicates annual compensation policies, benefits guides, and perk program overviews.
  • Provides advice to corporate staff on pay decisions, policy interpretations, and job evaluations.
  • Conducts Compensation Study and analysis for merit increase review.
  • Collaborates on annual performance evaluations in support of Director, Employee Experience.
  • Designs creative solutions to specific compensation-related programs and incentive plans.
  • Develops techniques for compiling, preparing and presenting data. Compiles data from records and prepares reports. Responsible for accuracy and clarity of data.
  • Ensures compliance with reporting requirements, federal, e and local compensation laws and regulations.
  • Administers and Coordinates various employee welfare and retirement benefit programs.
  • Coordination of vendor relations with regard to benefits.
  • Preparations of 5500 forms and Summary Annual Reports.
  • Maintains plan documents (SPDs, SMM, etc.)
  • Prepares and distributes all required plan notifications.
  • Maintains statistical data relative to premiums, claims and costs. Resolves administrative problems with carrier representatives.
  • Coordinates the Benefits Committee meetings and oversees any plan modifications or changes.
  • Assists in coordinating employee Health and Wellness fairs and events.
  • Assists with annual EEO-1 compliance reporting.

Additional Responsibilities

  • Knowledge of all federal, state and local regulations and compliance requirements related to employee compensation.
  • Strong analytical skills and ability to interpret and communicate data.
  • Computer proficiency and technical aptitude with the ability to use Microsoft products, including Excel.
  • Strong leadership and team management skills.
  • Excellent time management skills and ability to plan and set priorities.
  • Excellent verbal and written communication skills.
  • Strong interpersonal skills in dealing with senior management.
  • Support of and involvement in company, department, and/or safety policies, procedures, programs and activities.

Job Qualifications

  • Bachelor's degree or equivalent in business, human resources or related field and 5+ years of progressively

responsible experience in employee compensation and benefits including 5+ years supervisory and leadership experience

  • Extensive experience in compensation and benefits management, with a focus on total rewards strategy.
  • In-depth knowledge of compensation practices, benefits administration, and executive compensation trends.

- Collaborate with HR team to ensure compliance with employment labor laws and regulations
- Manage the administration of employee benefits programs, including health insurance, retirement plans, and workers' compensation
- Oversee the implementation of HRIS systems related to compensation management (e.g., Workday, Lawson, ADP)
- Provide guidance and support to managers and employees on compensation-related matters
- Conduct data analysis to identify trends and make recommendations for improvement
- Stay updated on industry best practices and emerging trends in compensation management

Requirements:
- Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred
- Proven experience as a Compensation Manager or similar role
- In-depth knowledge of compensation principles, practices, and regulations
- Familiarity with HRIS systems for compensation management (e.g., Workday, Lawson)
- Strong analytical skills with the ability to interpret data and make informed decisions
- Excellent communication and interpersonal skills to effectively collaborate with stakeholders at all levels
- Solid understanding of employment labor laws and regulations related to compensation
- Ability to maintain confidentiality and handle sensitive information with professionalism
- Strong attention to detail and organizational skills

Join our team as a Compensation Manager and contribute to the success of our organization by developing competitive compensation programs that attract and retain top talent. We offer a competitive salary and comprehensive benefits package, including medical insurance, retirement plans, and training and development opportunities. Apply now to be a part of our dynamic HR team!

Job Type: Full-time

Pay: $95,000.00 - $100,000.00 per year

Benefits:

  • 401(k)
  • Dental insurance
  • Health insurance
  • Life insurance
  • Paid time off
  • Vision insurance

Schedule:

  • 8 hour shift

Ability to Commute:

  • Ogden, UT 84404 (Required)

Ability to Relocate:

  • Ogden, UT 84404: Relocate before starting work (Required)

Work Location: Hybrid remote in Ogden, UT 84404

15
May
Compensation & Benefits Specialist
FUCHS LUBRICANTS CO. (USA)
Harvey, IL
70,000 - 85,000 USD

Full job description

MOVING YOUR WORLD by focusing on your success:
FUCHS offers a challenging and rewarding working environment where employees are encouraged to develop and grow. We stand behind our core values: trust, creating value, respect, reliability, and integrity. Ours is a culture that fosters creativi-ty and empowerment, values work/life balance, and gives you the freedom to excel. At FUCHS we aim to nurture your capa-bilities, ideas and career.


Salary:

FUCHS offers a competitive salary commensurate with experience in a similar position. The salary range for this position is $70,000 - $85,000 per year, but actual salary will vary depending upon a new hires experience and qualifications as well as internal equity.


Your Responsibilities:

Join our HR team and become a key player in managing and evolving FUCHS' comprehensive rewards program across the US and Canada. This role is crucial in attracting, retaining, and motivating top talent through a well-structured compensation and benefits framework. Embrace the chance to broaden your HR expertise within a globally recognized company committed to a growth-oriented culture.

  • Craft and align a cohesive total rewards strategy with our company's culture and goals.
  • Lead the charge in managing, shaping, and implementing our compensation and benefits schemes.
  • Guarantee our rewards practices are in strict adherence to current laws and regulations.
  • Analyze compensation trends using a variety of tools and data to make strategic reward decisions.
  • Communicate effectively about compensation and benefits, ensuring clarity and comprehension amongst employees.
  • Keep abreast of the latest compensation and benefits trends and best practices.

Qualifications we are looking for:


We're on the lookout for a dynamic, analytical, and proactive HR professional who thrives in problem-solving and possesses a forward-thinking mindset.

  • A minimum of 3+ years in a Compensation and Benefits role.
  • A Bachelor's degree in Human Resources, Business Administration, or Finance.
  • Exceptional analytical abilities and problem-solving acumen.
  • Proficiency in Advanced Excel is a must, with PowerBi knowledge being a plus.
  • Professional certifications in Compensation and/or Benefits (e.g., CCP, CBP, CEBS) are highly regarded.
  • Willingness to travel occasionally (under 15%) across the US and Canada.
  • This is a hybrid role, allowing for up to 8 days of work from home each month.


These are your benefits:

FUCHS offers a challenging and rewarding working environment where employees are encouraged to develop and grow as professionals. In this role, you will have the opportunity to work on projects that will expand your experience and challenge your abilities in the global marketplace. The position also offers an excellent compensation package and a comprehensive suite of benefits. Detailed benefit information can be found at this link: https://fuchs.com/us/en/benefits.

FUCHS Lubricants Co. is an equal employment opportunity (EEO)/AA employer and strongly supports diversity in the work-place (m/f/d/v).

Do you have any questions? Rosalinda Almanza (rosalinda.almanza@fuchs.com) will be more than happy to answer them!

14
May
Human Resources Specialist, Compensation
SchoolsFirst FCU
Tustin, CA
66,267 - 96,087 USD

Full job description

Were always looking for diverse, talented, service-oriented people to join our exceptional team.
Human Resources Specialist, Compensation
The pay range for this position is listed below. Our pay ranges are built to allow for candidates with various levels of skill and experience to be considered, as well as for room for growth and tenure achieved in a role over time. Typical new hire salary offers fall within the minimum to midpoint of a pay range for many candidates. Any offer extended to a candidate will be based upon their unique set of knowledge, skills, education, and experience as well as internal equity.
Pay Range:
$66,267.00 - $96,087.00
Scheduled Weekly Hours:
40
What Youll Be Doing
Responsible for the general support of the organization's compensation programs and the documentation and evaluation of jobs, capturing critical information needed for FLSA classification, job mapping, and associated analyses. Ensures requests for job title, pay and classification changes comply with applicable regulations and current compensation policy. Partners closely with business leaders and HR business partners to facilitate compensation solutions.
  • Under general supervision studies and analyzes information related to the compensation of employees based on their positions and other compensable factors.
  • Involved in the preparation of position descriptions and the evaluation of positions.
  • Participates in compensation surveys to collect and analyze competitive salary information to determine organization's competitive position.
  • Applies compensation concepts in the review of proposed salary adjustments for conformance to established guidelines, policies and practices.
  • May recommend corrective or alternative actions to resolve compensation-related problems.
  • Reviews requests for new or revised jobs to determine appropriate salary grade assignment.
  • May develop recommendations regarding FLSA exemptions, job revisions, and organizational structures.
  • Reviews existing and proposed statutory requirements governing compensation administration and develops appropriate recommendations.
Additional Job Functions
  • Performs other duties as assigned
  • Complies with regulatory compliance and assigned training requirements including but not limited to BSA regulations corresponding to their specific job duties. Failure to do so may result in disciplinary and other employment related actions
Qualifications
  • Bachelor's Degree or equivalent years of experience required
  • 3-5 years of previous related experience required
Knowledge, Skills, and Abilities
  • Initiative, creativity, and outstanding written and verbal communication skills.
  • Ability to develop strong relationships with all levels of management.
  • Working knowledge of applicable federal, state, and local laws and regulations related to the Human Resources function including, but not limited to: FMLA, FLSA, ADA, EEO, and more
SchoolsFirst FCU is committed to Diverse, Equitable, and Inclusive Hiring
At SchoolsFirst FCU we are dedicated to building and growing a diverse, inclusive, and authentic Dream Team, so if youre excited about a position or wanting to make a career change but your past experience doesnt align perfectly with every qualification in the job description, we encourage you to apply anyway. Many skills are transferrable and you may be just the right candidate for the position, or for other roles we are working on.
SchoolsFirst Federal Credit Union is committed to fostering, cultivating, and preserving a culture of diversity and inclusion. SchoolsFirst FCU is an equal opportunity employer and prohibits discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities and prohibits discrimination against all individuals based on their race, color, religion, sex, national origin, age, sexual orientation, gender identity or expression, political affiliation, or genetic information.
This organization participates in E-Verify.
14
May
Compensation Manager - People Operations
Trinity Life Sciences
Waltham, MA
140,000 - 150,000 USD

Full job description

Trinity is looking for a smart, talented, and resourceful Compensation Manager to join our People Operations team. This position is responsible for planning, implementing and maintaining our compensation programs in collaboration with People Team Leadership and key stakeholders across the organization. You will work closely with our Business Partners, Business leaders, along with our FP&A team. If youre highly motivated by providing insight and strategy, a person enthused by making scale decisions with impact this may be the job for you.


Position Responsibilities


Responsibilities, including, but not limited to:

  • Lead the implementation and design of compensation programs and guidelines that align to our compensation philosophy and strategy.
  • Partner with Business Partners and business leaders in the design of compensation programs, provide consultation for complex compensation issues.
  • Collaborate with members of the People team internationally to ensure alignment and synergy of our compensation programs globally.
  • Develop compensation frameworks, i.e., job leveling criteria, job evaluation, aligned with the needs of the business.
  • Develop and deliver education materials, tools and guidelines that support plans, policies, and processes.
  • Oversee the semi-annual cycles for base pay management including structure updates or redesigns.
  • Partner with Finance and senior leadership on executive incentive compensation
  • Manage market research and benchmarking activities.
  • Contribute to the preparation of materials for the Compensation Committee to the Board of Directors
  • Accountable for partnering with the People Operations and Finance teams on new technologies and reporting.
  • Monitors the effectiveness of existing compensation policies, guidelines and procedures recommending revisions and/or new plans.
  • 5+ years of compensation program management experience, professional services industry preferred
  • Bachelor's degree in Business, Human Resources, or a related field
  • Fluent in Excel with solid project management skills
  • Makes decisions proactively. Demonstrates hands-on leadership.
  • Awareness of evolving trends and continuous improvement opportunities
  • M&A and International compensation experience a big plus

About Us

Trinity Life Sciences is a trusted strategic commercialization partner, providing evidence-based solutions for the life sciences. With 25 years of experience, Trinity is committed to revolutionizing the commercial model by providing exceptional levels of service, powerful tools and data-driven insights. Trinitys range of products and solutions includes industry-leading benchmarking solutions, powered by TGaS Advisors. To learn more about how Trinity is elevating life sciences and driving evidence to action, visit trinitylifesciences.com.

Trinitys salary bands account for a wide range of factors that are considered in making compensation decisions including but not limited to skill sets and market demand for skills; level of experience and training; specific qualifications, performance, time in role/company, geographic location, and other business and organizational needs. A reasonable estimate of the current range is $140,000 - $150,000.

In addition to your base salary, you will also be eligible for an annual discretionary performance bonus.


Trinitys Commitment to Diversity, Equity & Inclusion

Trinity Life Sciences is an Equal Opportunity Employer that prohibits discrimination and harassment of any kind. Trinity is committed to the principles of diversity, equity, and inclusion and to providing employees with a work environment that is free of discrimination and harassment. All employment decisions at Trinity are based on business needs, job requirements and individual qualifications, without regard to race, color, religion, disability, ethnicity, gender identity or expression, family, parental, or veteran status, and/or any other status based on identity or that is protected by the laws or regulations in the locations where we operate. Trinity will not tolerate any form of discrimination or harassment and encourages applicants of all ages and identities.

For more information about Trinitys commitment to diversity, equity, and inclusion, you can visit our website.

14
May
Human Resources Specialist (Classification and Compensation)
NYS Department of Civil Service
Albany, NY
50,408 - 78,505 USD

Full job description

NOTE: To apply for this job, please email your cover letter, and resume to YourFutureBeginsHere@cs.ny.gov. Please include the Title and Vacancy ID# you are applying for in the subject line of your email. Applicants that do not submit their cover letter and resume to YourFutureBeginsHere@cs.ny.gov will NOT be considered.

Vacancy ID: 158296

Minimum Qualifications:

NY HELPS
This title is part of the New York Hiring for Emergency Limited Placement Statewide Program (NY HELPS).

For the duration of the NY HELPS Program, this title maybe filled via a non-competitive appointment, which means no examination is required but all candidates must meet the minimum qualifications of the title for which they apply. At this time, agencies may recruit and hire employees by making temporary appointments. In May 2024, if a temporary NY HELPS employee is satisfactorily performing in the position, the appointment will be changed from temporary pending Civil Service Commission Action to permanent non-competitive and the official probationary period will begin.

At a future date (within one year of permanent appointment), it is expected employees hired under NY HELPS will have their non-competitive employment status converted to competitive status, without having to compete in an examination. Employees will then be afforded with all of the same rights and privileges of competitive class employees of New York State. While serving permanently in a NY HELPS title, employees may take part in any promotion examination for which they are qualified.

NON-COMPETITIVE MINIMUM QUALIFICATIONS:
Human Resources Specialist Trainee 1 (Classification and Compensation)

You must have a bachelor's degree* or higher.

*Your degree must have been awarded by a college or university accredited by a regional, national, or specialized agency recognized as an accrediting agency by the U.S. Department of Education/U.S. Secretary of Education. If your degree was awarded by an educational institution outside the United States or its territories, you must provide independent verification of equivalency. This information can be found at http://www.cs.ny.gov/jobseeker/degrees.cfm. Candidates are responsible for the evaluation fee.

Human Resources Specialist Trainee 2 (Classification and Compensation) For Trainee 2 you must also have:

Either
One year of professional experience *

OR

A Juris Doctor, master's or higher degree in a field related to the position being filled **

Human Resources Specialist 1, For the Full Performance Level you must also have:

Either

Two years of professional experience*

OR

A Juris Doctor, master's or higher degree in a field related to the position being filled** AND one year of professional experience*.

*Professional experience must be performing the duties of the full performance level position.

**Hiring agencies have discretion in determining whether a degree is related to the duties of the position

COMPETITIVE MINIMUM QUALIFICATIONS:

REASSIGNMENT QUALIFICATIONS:
Current Department of Civil Service employees with one year of permanent, contingent-permanent, or 55 B/C service as a Human Resources Specialist 1 (Classification and Compensation) or Human Resources Specialist Trainee 1 or 2 (Classification and Compensation). If you have less than one year, you must be currently reachable on the Human Resources Specialist 1 (Classification and Compensation) or Human Resources Specialist Trainee 1 (Classification and Compensation) eligible list for the Albany location.

70.1 TRANSFER QUALIFICATIONS:
One year of permanent, contingent-permanent, or 55 B/C service allocated to a Grade 11 or higher eligible for transfer and determined to be similar by Civil Service.

52.6 TRANSFER QUALIFICATIONS:
One year of permanent, contingent-permanent, or 55 B/C service allocated to a Grade 11 or higher eligible for transfer and determined to be administrative by Civil Service.

70.4 TRANSFER QUALIFICATIONS:
Current New York State employee with one year or more of permanent, contingent-permanent or 55B/C service in a position allocated to a Grade 11 or higher and who has passed the PCO exam and has a bachelors degree* may be eligible for appointment.

Note: 70.4 candidates must NOT have failed the most recent PCO exam.

SUBSEQUENT 55 B/C TRANSFER QUALIFICATIONS:
A subsequent 55B/C appointment may be considered if you have one year of permanent, contingent-permanent, or 55B/C service in a position allocated to Grade 11 or higher and have a current Civil Service 55B/C approval letter.

Note: For all transfers noted, a comprehensive list of titles approved for transfer is available through Civil Service GOT-IT at https://careermobilityoffice.cs.ny.gov/cmo/gotit/.

55 B/C QUALIFICATIONS:
Individuals certified eligible for the 55 B/C program under the Governor's Program to Hire Persons/Veterans with Disabilities pursuant to Section 55 B/C of the Civil Service Law will also be considered. To be considered, you must provide a copy of your letter of eligibility with your response.

You must meet the open competitive qualifications from the most recent examination announcement. The open competitive minimum qualifications are:

You must have a bachelor's degree* or higher.

*Your degree must have been awarded by a college or university accredited by a regional, national, or specialized agency recognized as an accrediting agency by the U.S. Department of Education/U.S. Secretary of Education. If your degree was awarded by an educational institution outside the United States or its territories, you must provide independent verification of equivalency. This information can be found at http://www.cs.ny.gov/jobseeker/degrees.cfm. Candidates are responsible for the evaluation fee.

It is essential that candidates clearly and concisely indicate exactly how they meet the above minimum qualifications in their resume. Failure to show how you meet the minimum qualifications above may result in disqualification and removal from consideration.

Duties Description

The Office of Classification and Compensation administers a sound and responsive position classification and compensation plan that ensures fairness, equity, and sensitivity to market conditions; and helps the State attract and retain talent. As the Department carries out key initiatives to transform the way services are delivered to partner agencies and to the public, this position will play an important role in ensuring the success of these modernization efforts.

Are you passionate about pay equity? Are you looking for growth opportunities, rewarding work, and a collaborative environment? If yes, then you will want to join our team in the Division of Classification & Compensation (C&C) at the Department of Civil Service. C&C administers a sound and responsive position classification and compensation plan for the state workforce to ensure fairness, equity, and sensitivity to market conditions and help the state attract and retain talent.

We ensure that employees salaries are equitable and are based on the duties that they perform and not on non-job-related characteristics. This is accomplished through, among other things:
o Reviewing proposed positions to ensure the appropriateness of the title, minimum requirements, and salary range.
o Changing the title and salary range of existing positions to recognize changes in employee's duties and responsibilities.
o Ensuring that state salaries are competitive to allow agencies to attract and retain talent.

Our work forms the foundation for virtually every activity in the employment lifecyclerecruitment, hiring, employee development, performance evaluation, and rewards including compensation.
Under the supervision of a Human Resources Specialist 2 Classification & Compensation, you will be involved with the organizational management activities of assigned State agencies. Duties include but are not limited to the following:
o Analyzing classification and compensation requests, and out-of-title work grievances; and making sound recommendations.
o Preparing input on transfer and reemployment determinations, special projects, and studies which may involve tours and workforce audits of State facilities and offices.
o Preparing Classification Standards for titles in various occupational areas.
o Meeting with executive and management staff of client agencies to discuss classification and compensation requests, anticipated or proposed changes in organizational structures, and other workforce matters.
o Participating on intra-and-inter-departmental committees concerned with resolving broad issues related to workforce management.
o Interacting with Executive Branch policymakers from the Division of the Budget, the Governors Office of Employee Relations, and the Office of the State Comptroller regarding centralized workforce management issues.

Additional Comments

#TeamCivilService is growing and is looking for motivated, forward-thinking employees to join our team to build a dynamic workforce. The Department of Civil Service is undertaking several initiatives to transform the way the agency delivers services to our partner agencies and to the public, and we are excited to be adding new members to the team. In addition to joining a growing team and agency, employees will also receive a comprehensive benefits package.

The Department of Civil Service is the central personnel agency for the Executive Branch of New York State government, serving approximately 150,000 employees. Our mission is to build tomorrow's workforce today by promoting a diverse, inclusive, and talented workforce. We lead and deliver world-class workforce management strategies by providing innovative solutions based on merit, fitness, and equality of opportunity.
Among its duties, the Department:

  • Partners with State agencies to offer workforce recruitment and placement services, including developing minimum qualifications, classifying positions, developing civil service examinations, and administering performance assessment tests.
  • Administers the New York State Health Insurance Program (https://www.cs.ny.gov/nyship/), one of the largest public employer health insurance programs in the nation, serving more than 1.2 million lives.
  • Assists municipal agencies with civil service administration of more than 360,000 local government employees.
  • Oversees the Governor's Program to Hire Individuals and Veterans with Disabilities (https://www.cs.ny.gov/rp55/) to place individuals with disabilities in State jobs and the New New York Leaders Initiative Student Intern Program. (https://nysinternships.cs.ny.gov/nnyl/)

NOTE ON TELECOMMUTING: DCS employees may be approved for a maximum of 50% telecommuting, however, they are required to apply and obtain approval through management in accordance with DCS Telecommuting Program Guidelines.

The Department of Civil Service is proud to be an equal opportunity employer. We encourage women, people of color, LGBTQ individuals, people with disabilities, members of ethnic minorities, foreign-born residents, and veterans to apply. We celebrate diversity and do not discriminate based on race, religion, color, national origin, sex, sexual orientation, gender identity and/or expression, age, veteran status, disability status, arrest record or criminal conviction history, or any other category protected by law.

We are happy to provide reasonable and religious accommodations during the hiring process for those in need. If you have a disability or special need that requires accommodation, please send a request to YourFutureBeginsHere@cs.ny.gov

HOW TO APPLY

If you are interested and meet the minimum qualifications above, email your cover letter, and resume to YourFutureBeginsHere@cs.ny.gov. Please include the Title and Vacancy ID# you are applying for in the subject line of your email.

Job Type: Full-time

Pay: $50,408.00 - $78,505.00 per year

Benefits:

  • Dental insurance
  • Health insurance
  • Health savings account
  • Life insurance
  • Paid time off
  • Parental leave
  • Referral program
  • Retirement plan
  • Vision insurance

Schedule:

  • 8 hour shift
  • Day shift
  • Monday to Friday

People with a criminal record are encouraged to apply

Ability to Relocate:

  • Albany, NY 12223: Relocate before starting work (Required)

Work Location: Hybrid remote in Albany, NY 12223

14
May
Benefits and Compensation Manager
Chatham Financial
Littleton, CO
130,000 - 150,000 USD

Overview:

We dont simply hire employees. We invest in them. When you work at Chatham, we empower you offering professional development opportunities to help you grow in your career, no matter if you've been here for five months or 15 years. Chatham has worked hard to create a distinct work environment that values people, teamwork, integrity, and client service. You will have immediate opportunities to partner with talented subject matter experts, work on complex projects, and contribute to the value Chatham delivers every day.

The Benefits and Compensation Manager is responsible for supporting the implementation, communication, and administration of our competitive compensation and benefit programs. This role will support the annual compensation cycle, compensation projects and may lead projects independently, as assigned. This role will also lead the Benefits team and further enhancements to our plan designs, offerings and Wellbeing program. This position is responsible for in-depth analysis of internal and external compensation and benefits data, partnering with and providing consultative guidance to HRBPs, business managers, and executives on compensation and benefits related matters, working with cross-functional teams on various projects and initiatives, developing solutions, and ensuring compliance with all federal, state, and local laws/regulations. This position reports to the Director of People Operations & Total Rewards and has one direct report, a Sr. Benefits Specialist.

Your Impact:

A successful individual will play a crucial role in ensuring fair and competitive compensation and benefits practices or programs. In the first year of the role, you will be responsible for analyzing salary data, evaluating job positions, and participating in the development of our compensation strategy while getting to know our benefit and leave programs as well as develop relationships with our partners. In year two and three, we will shift focus from comp to expanding and growing our wellbeing and recognition programs. This role has a high degree of collaboration across the organization while supporting the progressional growth and satisfaction of our employees.

In this role you will:

Compensation

  • Partner with our Compensation Committee in the development of our Compensation Strategy and philosophy
  • Monitor, maintain, provide recommended enhancements to our market price tool and compensation management system
  • Support the annual compensation planning process, with an emphasis on systems and analytics from baseline analysis through communication and payment execution. Inclusive of planning, execution, and maintenance of our compensation management system
  • Aid in the design and development of sophisticated compensation reporting; conduct research, quantitative analysis, data modeling, data mining, and the presentation of data to see beyond the numbers and understand trends to drive strategic decisions around people
  • Collaborate with internal stakeholders and system owners, ensuring data integrity, comprehensive analysis and interpretation
  • Maintain job classifications in collaboration with HR Management Systems team (HRMS) to facilitate compliance with regulatory requirements (FLSA, pay transparency, pay equity, workers comp, etc.), salary administration; evaluate new job titles and conduct ongoing reclassification as applicable
  • Ensure accurate reporting and compliance with applicable US and international laws and regulations; current geographies include several states within the US, Toronto, UK, Poland, Netherlands, Australia, and Singapore
  • Collaborate with HR Business Partners, Talent Acquisition and business leaders to support their decision making with market analysis to determine competitiveness of pay; make recommendations for hires, promotions and compensation adjustments as aligned with our compensation philosophy
  • Assist in the development of detailed job descriptions based on a thorough review and evaluation of jobs
  • Develop and implement communication and training of our compensation programs for recruiters, human resources professionals and managers to promote understanding and transparency
  • Aggregate data to participate and manage the company's participation in third party and government salary and/or total rewards surveys
  • Performs other duties as assigned

US Benefits

  • Partner with the International Benefits Manager in the harmonization and control of benefits and Wellbeing practices globally
  • Manage all US benefit programs, policies and initiatives including international benefits for expats and third country nationals; monitors market competitiveness and makes improvement recommendations accordingly
  • Keep abreast of insurance provider coverage and insurance requirements to include working with brokers to analyze utilization and claims data, identify trends/issues, and resolve escalated coverage questions and problems
  • Lead our Benefit Committee through our renewal process, make recommendations on adjustments or new programs, with an emphasis on the international lens to ensure equitable programs are offered and competitive in the respective geographies; maintain the annual Retirement Committee meeting schedule and participates in discussions
  • Analyze benefit utilization data, evaluate program effectiveness, and recommend adjustments to enhance the overall benefits packages value proposition
  • Lead the carrier/vendor marketing process (includes collaboration with our Total Rewards team and Brokers as well as assisting with the implementation of new vendors and/or carriers)
  • Partner with our Brokers in the development of benchmarking reports, benefits dashboards, and summarized findings
  • Support oversight on the administration of the organization's benefits program including health and welfare, 401(k), leaves of absence, wellness program, workers' compensation, etc.
  • Lead the annual 5500 audits for health and wellness; partners with Payroll and HRIS Leader for retirement audits locally and internationally
  • Contribute to the completion of accurate financial reports in a timely manner
  • Oversee our Leave of Absence programs and benefits, both locally and internationally
  • Collaborate with Total Rewards team and Wellbeing committee to enhance and further develop Chathams wellbeing programs and offerings; staying up to date on trends to drive engagement
  • Ensure compliance with applicable laws, regulations and reporting requirements related to employee benefits

Contributors to your success:

  • Required:
  • Bachelors degree in Human Resources, Business Administration, Finance, or related discipline
  • 5+ years of progressive professional experience in the area of Compensation and Benefits
  • A minimum of 3+ years of experience in compensation program management and analysis, including experience with job architecture
  • Thorough knowledge of FMLA, ADA, State Mandates, ERISA, HIPPAA, COBRA, etc.
  • Position occasionally requires the ability to work extended hours and weekends during peak season (active compensation cycle)
  • Knowledge of compensation principles and procedures
  • Proficiency with Microsoft Office Suite; Advanced to Expert level experience with Excel
  • Ability to analyze and compile complex data and present effective summaries and reports
  • Proficiency with HRIS and talent management systems
  • Preferred:
  • Experience with SAP Veritas Prime Compensation Module
  • Expertise in design, development, implementation, and administration of all types of compensation programs
  • Excellent written and verbal communication and interpersonal skills
  • Experience with project coordination and management
  • Strong financial, analytical, and auditing skills and experience using analytical and problem-solving skills to build effective programs
  • Ability to develop positive relationships and communicate effectively across all levels, internal and external to the organization

About Chatham Financial:

Chatham Financial is the largest independent financial risk management advisory and technology firm. A leader in debt and derivative solutions, Chatham provides clients with access to in-depth knowledge, innovative tools, and an incomparable team of over 700 employees to help mitigate risks associated with interest rate, foreign currency, and commodity exposures. Founded in 1991, Chatham serves more than 3,500 companies across a wide range of industries handling over $1 trillion in transaction volume annually and helping businesses maximize their value in the capital markets, every day. To learn more, visit chathamfinancial.com.

For Colorado based candidates, the compensation range for the position is expected to be between $130,000 - $150,000 annually. Total compensation, including base pay, discretionary individual bonus and company bonus, may be higher than range listed, depending on applicants skills, qualifications, and experience. Benefits include health insurance, life and disability insurance, 401k, EAP, paid holidays and paid time off.

Chatham Financial is an equal opportunity employer.

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