Securitas is the global leader in protective services, delivering specialized guarding, advanced technology solutions, and comprehensive risk management across diverse industries. Our mission is simple yet powerful: to help make your world a safer place . With a legacy built on trust, innovation, and global expertise, we provide tailored security solutions that combine innovative technology with outstanding service.

The Compensation Programs Manager is an individual contributor role responsible for supporting the design, implement, and administration of Securitas North America’s compensation programs in alignment with business strategy and operational goals. This role plays a critical part in the planning and execution of the annual merit and bonus cycles, the design and administration of incentive plans, and the management of North America domestic and international relocation programs.

The Compensation Programs Manager will partner closely with HR, finance, and business leaders to ensure our compensation programs are competitive, compliant, and cost-effective, while supporting our ability to attract, retain, and motivate top talent across a large, diverse workforce. This role combines hands-on program management, data-driven analysis, and practical guidance to the business to help ensure pay decisions are fair, consistent, and aligned with both market practices and Securitas value

Compensation and Benefits :

Depending on experience, Securitas will offer a salary of $150,000 - $180,000 , in addition to a full benefits package that includes:

• Medical, dental, vision, and life insurance

• 10 accrued vacation days, 4 floating holidays, and 6 sick days

**Even though this is a fully remote position, the candidate must reside in either Central or Eastern time zones.**

Key Responsibilities:

1. Compensation Strategy & Program Design

• Lead the development, implementation, and ongoing management of enterprise-wide compensation programs to support business strategy and talent objectives.

• Design, implement, and maintain a comprehensive job architecture framework that aligns roles, career levels, and pay practices with organization needs and growth plans.

• Develop and administer competitive pay structures, including salary ranges and hourly wage scales, informed by market benchmarking.

• Partner with stakeholders to design and support incentive plans tied to performance, KPIs, and financial results.

• Lead the design and ongoing management of North America domestic and international relocation programs, collaborating with an external relocation vendor to deliver compliant, cost-effective solutions for complex moves.

1. Market Analysis & Benchmarking

• Conduct regular market pricing and benchmarking for security roles using salary surveys and industry data.

• Recommend pay adjustments and structure changes based on market trends, internal equity, and business needs.

• Provide guidance on pay rates for new contracts, renewals, and expansions.

1. Operational & Client Support

• Partner with security operations leaders and HR Business Partners to address compensation issues, including hiring rates, retention challenges, and internal equity.

• Ensure compensation programs support client expectations, service level agreements, and compliance with contract terms.

1. Compliance & Governance

• Ensure compensation practices comply with federal, state, and local wage and hour laws (e.g., overtime, minimum wage, pay transparency).

• Support audits and reviews related to pay practices, including internal audits and client audits when required.

• Maintain documentation and governance standards for compensation policies and procedures.

1. Analytics & Reporting

• Analyze compensation data to identify trends, risks, and opportunities.

• Use data to recommend practical, cost-effective solutions to compensation challenges.

1. Education & Communication

• Develop clear tools and materials (guides, templates, FAQs) to support consistent pay decisions.

• Serve as a subject matter expert on compensation for security roles across the organization.

Essential Functions :

• Strong analytical and quantitative skills; comfortable working with large data sets and spreadsheets.

• Solid understanding of wage and hour regulations and pay compliance.

• Ability to balance competitiveness, internal equity, and cost control.

• Effective communication skills with the ability to explain complex topics in simple, practical terms.

• Proven ability to build relationships and partner with operations, HR, and finance leaders.

• High attention to detail and strong organizational skills.

Education/Experience :

• Bachelor’s degree in Human Resources, Business Administration, Finance, or related field

• Certified Compensation Professional (CCP) preferred.

• 7+ years of experience in compensation, including program design and implementation.

• Strong analytical skills and project management skills

• Proficiency in Excel and HRIS/Compensation systems

• Excellent communication and stakeholder engagement skills

• Experience working in global or matrixed organization is preferred.

• Ability to travel up to 5%.

If you are ready to help shape fair, competitive, and meaningful compensation programs that support our people and our mission, we encourage you to apply and grow your career with Securitas.

Company Website: https://www.securitasinc.com

Securitas is committed to equal employment opportunity. All qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, pregnancy, genetic information, disability, status as a protected veteran, or any other applicable legally protected characteristic.

Securitas employees come from all walks of life, bringing with them a variety of distinctive skills and perspectives. United through our common purpose, we provide the security needed to safeguard our clients' assets and people. Our core values - Integrity, Vigilance and Helpfulness - are represented by the three red dots in the Securitas logo. If you live by these values, we’re looking for you to join the Securitas team.

Benefits include:

• Retirement plan

• Employer-provided medical and dental coverage

• Company-paid life insurance

• Voluntary life and disability insurance

• Employee assistance plan

• Securitas Saves discount program

• Paid holidays

• Paid time away from work

Additionally, some populations may have the availability of accessing earned wages on a daily basis, prior to payday. Restrictions and fees may apply.

Certain waiting periods may also apply. Paid time away from work may be available either through a combination of vacation and sick time or under a PTO policy, depending on local requirements. Benefits may be different for union members.

Overview

PNNL’s Human Resources organization is comprised of over 100 plus committed professionals working to advance the interests of the lab and support scientific discovery and excellence. HR is engaged in a transformational journey to help PNNL meet its talent acquisition and retention goals through innovative benefits, compensation, learning, and workforce programs.

Responsibilities

• Development, implement, and administration of compensation and benefit programs to attract, reward, and retain top talent.

• Participates in managing Laboratory compensation programs with emphasis on base salary, variable compensation, and special projects.

• Collaborates with multiple functional areas within HR and with managers and employees across the Laboratory to gain in-depth knowledge of the business, identify emerging issues, and provide business-focused solutions.

• Develops a broad range of market intelligence for emerging capabilities required by line management.

• Project responsibility related to the implementation and administration of new compensation initiatives.

• Collaborates as a strong business partner, working closely with other members of Human Resources, Business

• Operations, and Human Resources Information Technology.

• Ensures compliance with policies and practices; educate employees, managers and HR staff; and escalate issues as needed.

• Works closely and engages in projects with the HR information systems integration to HR deployed services; designing, developing and implementing career families; and other compensation related projects within the Laboratory.

• Analyzes data using Power BI and Excel to support decision-making and drive business insights.

This position is On-site/Hybrid - Richland, WA preferred!

Qualifications

Minimum Qualifications:

• BS/BA and 5 years of relevant experience -OR-

• MS/MA or higher and 3 years of relevant experience

Preferred Qualifications:

• Professional license and/or certification may be preferred (i.e. Certified Compensation Professional).

• Strong knowledge of day-to-day operations of the Compensation function, policy interpretation, compensation systems design, and how compensation programs and information integrate with other areas of HR and the organization.

• Strong data management skills, process orientation, and attention to detail.

• Advanced proficiency in Excel, PeopleSoft, and other related technology for survey management, market pricing, and competitive analysis.

• Demonstrated experience managing and executing project plans. This position may lead projects with moderate resource requirements, risk, and/or complexity.

• Demonstrated experience developing and running queries and reports from a human resources information system, preferably Oracle or PeopleSoft.

• Strong communication and consultative skills with proficiency in drafting business correspondence, reports, and presentations.

• Demonstrated experience utilizing Excel power queries, PowerBI, Alteryx, and/or VBA to streamline tools and processes.

• Experience working in the compensation area in a compliance environment and with governmental oversight.

• Consulting experience (i.e., Mercer, Watson Wyatt, Larson, Hewitt, Aon).

Hazardous Working Conditions/Environment

Not Applicable

Testing Designated Position

This is not a Testing Designated Position (TDP).

About PNNL

Pacific Northwest National Laboratory (PNNL) is a world-class research institution powered by a highly educated, diverse workforce committed to the values of Integrity, Creativity, Collaboration, Impact, and Courage. Every year, scores of dynamic, driven people come to PNNL to work with renowned researchers on meaningful science, innovations and outcomes for the U.S. Department of Energy and other sponsors; here is your chance to be one of them!

At PNNL, you will find an exciting research environment and excellent benefits including health insurance, and flexible work schedules. PNNL is located in eastern Washington State—the dry side of Washington known for its stellar outdoor recreation and affordable cost of living. The Lab’s campus is only a 45-minute flight (or ~3 hour drive) from Seattle or Portland, and is serviced by the convenient PSC airport, connected to 8 major hubs.

Commitment to Excellence and Equal Employment Opportunity

Our laboratory is committed to fostering a work environment where all individuals are treated with fairness and respect while solving critical challenges in fundamental sciences, national security, and energy resiliency. We are an Equal Employment Opportunity employer.

Pacific Northwest National Laboratory (PNNL) is an Equal Opportunity Employer. PNNL considers all applicants for employment without regard to race, religion, color, sex, national origin, age, disability, genetic information (including family medical history), protected veteran status, and any other status or characteristic protected by federal, state, and/or local laws.

We are committed to providing reasonable accommodations for individuals with disabilities and disabled veterans in our job application procedures and in employment. If you need assistance or an accommodation due to a disability, contact us at careers@pnnl.gov .

Drug Free Workplace

PNNL is committed to a drug-free workplace supported by Workplace Substance Abuse Program (WSAP) and complies with federal laws prohibiting the possession and use of illegal drugs.

If you are offered employment at PNNL, you must pass a drug test prior to commencing employment. PNNL complies with federal law regarding illegal drug use. Under federal law, marijuana remains an illegal drug. If you test positive for any illegal controlled substance, including marijuana, your offer of employment will be withdrawn.

Security, Credentialing, and Eligibility Requirements

As a national laboratory, PNNL is responsible for adhering to the Homeland Security Presidential Directive 12 (HSPD-12) and Department of Energy (DOE) Order 473.1A, which require new employees to obtain and maintain a HSPD-12 Personal Identify Verification (PIV) Credential. To obtain this credential, new employees must successfully complete the applicable tier of federal background investigation post hire and receive a favorable federal adjudication. The tier of federal background investigation will be determined by job duties and national security or public trust responsibilities associated with the job. All tiers of investigation include a declaration of illegal drug activities, including use, supply, possession, or manufacture within the last 1 to 7 years (depending on the applicable tier of investigation). Illegal drug activities include marijuana and cannabis derivatives, which are still considered illegal under federal law, regardless of state laws.

For foreign national candidates:

If you have not resided in the U.S. for three consecutive years, you are not eligible for the PIV credential and instead will need to obtain a favorable Local Site Specific Only (LSSO) Federal risk determination to maintain employment. Once you meet the three-year residency requirement thereafter, you will be required to obtain a PIV credential to maintain employment. The tier of federal background investigation required to obtain the PIV credential will be determined by job duties at the time you become eligible for the PIV credential.

Mandatory Requirements

Please be aware that the Department of Energy (DOE) prohibits DOE employees and contractors from having any affiliation with the foreign government of a country DOE has identified as a “country of risk” without explicit approval by DOE and Battelle. If you are offered a position at PNNL and currently have any affiliation with the government of one of these countries, you will be required to disclose this information and recuse yourself of that affiliation or receive approval from DOE and Battelle prior to your first day of employment.

Rockstar Rewards

Employees and their families are offered medical insurance, dental insurance, vision insurance, robust telehealth care options, several mental health benefits, free wellness coaching, health savings account, flexible spending accounts, basic life insurance, disability insurance, employee assistance program, business travel insurance, tuition assistance, relocation, backup childcare, legal benefits, supplemental parental bonding leave, surrogacy and adoption assistance, and fertility support. Employees are automatically enrolled in our company-funded pension plan and may enroll in our 401 (k) savings plan with company match*. Employees may accrue up to 120 vacation hours per year and may receive ten paid holidays per year.

• Research Associates excluded.

**All benefits are dependent upon eligibility.

Click Here For Rockstar Rewards (https://careers.pnnl.gov/rockstar-rewards)

Notice to Applicants

PNNL lists the full pay range for the position in the job posting. Starting pay is calculated from the minimum of the pay range and actual placement in the range is determined based on an individual’s relevant job-related skills, qualifications, and experience. This approach is applicable to all positions, with the exception of positions governed by collective bargaining agreements and certain limited-term positions which have specific pay rules.

As part of our commitment to fair compensation practices, we do not ask for or consider current or past salaries in making compensation offers at hire. Instead, our compensation offers are determined by the specific requirements of the position, prevailing market trends, applicable collective bargaining agreements, pay equity for the position type, and individual qualifications and skills relevant to the performance of the position.

Minimum Salary

USD $95,300.00/Yr.

Maximum Salary

USD $147,600.00/Yr.

Overview

PNNL’s Human Resources organization is comprised of over 100 plus committed professionals working to advance the interests of the lab and support scientific discovery and excellence. HR is engaged in a transformational journey to help PNNL meet its talent acquisition and retention goals through innovative benefits, compensation, learning, and workforce programs.

Responsibilities

• Development, implement, and administration of compensation and benefit programs to attract, reward, and retain top talent.

• Participates in managing Laboratory compensation programs with emphasis on base salary, variable compensation, and special projects.

• Collaborates with multiple functional areas within HR and with managers and employees across the Laboratory to gain in-depth knowledge of the business, identify emerging issues, and provide business-focused solutions.

• Develops a broad range of market intelligence for emerging capabilities required by line management.

• Project responsibility related to the implementation and administration of new compensation initiatives.

• Collaborates as a strong business partner, working closely with other members of Human Resources, Business

• Operations, and Human Resources Information Technology.

• Ensures compliance with policies and practices; educate employees, managers and HR staff; and escalate issues as needed.

• Works closely and engages in projects with the HR information systems integration to HR deployed services; designing, developing and implementing career families; and other compensation related projects within the Laboratory.

• Analyzes data using Power BI and Excel to support decision-making and drive business insights.

This position is On-site/Hybrid - Richland, WA preferred!

Qualifications

Minimum Qualifications:

• BS/BA and 5 years of relevant experience -OR-

• MS/MA or higher and 3 years of relevant experience

Preferred Qualifications:

• Professional license and/or certification may be preferred (i.e. Certified Compensation Professional).

• Strong knowledge of day-to-day operations of the Compensation function, policy interpretation, compensation systems design, and how compensation programs and information integrate with other areas of HR and the organization.

• Strong data management skills, process orientation, and attention to detail.

• Advanced proficiency in Excel, PeopleSoft, and other related technology for survey management, market pricing, and competitive analysis.

• Demonstrated experience managing and executing project plans. This position may lead projects with moderate resource requirements, risk, and/or complexity.

• Demonstrated experience developing and running queries and reports from a human resources information system, preferably Oracle or PeopleSoft.

• Strong communication and consultative skills with proficiency in drafting business correspondence, reports, and presentations.

• Demonstrated experience utilizing Excel power queries, PowerBI, Alteryx, and/or VBA to streamline tools and processes.

• Experience working in the compensation area in a compliance environment and with governmental oversight.

• Consulting experience (i.e., Mercer, Watson Wyatt, Larson, Hewitt, Aon).

Hazardous Working Conditions/Environment

Not Applicable

Testing Designated Position

This is not a Testing Designated Position (TDP).

About PNNL

Pacific Northwest National Laboratory (PNNL) is a world-class research institution powered by a highly educated, diverse workforce committed to the values of Integrity, Creativity, Collaboration, Impact, and Courage. Every year, scores of dynamic, driven people come to PNNL to work with renowned researchers on meaningful science, innovations and outcomes for the U.S. Department of Energy and other sponsors; here is your chance to be one of them!

At PNNL, you will find an exciting research environment and excellent benefits including health insurance, and flexible work schedules. PNNL is located in eastern Washington State—the dry side of Washington known for its stellar outdoor recreation and affordable cost of living. The Lab’s campus is only a 45-minute flight (or ~3 hour drive) from Seattle or Portland, and is serviced by the convenient PSC airport, connected to 8 major hubs.

Commitment to Excellence and Equal Employment Opportunity

Our laboratory is committed to fostering a work environment where all individuals are treated with fairness and respect while solving critical challenges in fundamental sciences, national security, and energy resiliency. We are an Equal Employment Opportunity employer.

Pacific Northwest National Laboratory (PNNL) is an Equal Opportunity Employer. PNNL considers all applicants for employment without regard to race, religion, color, sex, national origin, age, disability, genetic information (including family medical history), protected veteran status, and any other status or characteristic protected by federal, state, and/or local laws.

We are committed to providing reasonable accommodations for individuals with disabilities and disabled veterans in our job application procedures and in employment. If you need assistance or an accommodation due to a disability, contact us at careers@pnnl.gov .

Drug Free Workplace

PNNL is committed to a drug-free workplace supported by Workplace Substance Abuse Program (WSAP) and complies with federal laws prohibiting the possession and use of illegal drugs.

If you are offered employment at PNNL, you must pass a drug test prior to commencing employment. PNNL complies with federal law regarding illegal drug use. Under federal law, marijuana remains an illegal drug. If you test positive for any illegal controlled substance, including marijuana, your offer of employment will be withdrawn.

Security, Credentialing, and Eligibility Requirements

As a national laboratory, PNNL is responsible for adhering to the Homeland Security Presidential Directive 12 (HSPD-12) and Department of Energy (DOE) Order 473.1A, which require new employees to obtain and maintain a HSPD-12 Personal Identify Verification (PIV) Credential. To obtain this credential, new employees must successfully complete the applicable tier of federal background investigation post hire and receive a favorable federal adjudication. The tier of federal background investigation will be determined by job duties and national security or public trust responsibilities associated with the job. All tiers of investigation include a declaration of illegal drug activities, including use, supply, possession, or manufacture within the last 1 to 7 years (depending on the applicable tier of investigation). Illegal drug activities include marijuana and cannabis derivatives, which are still considered illegal under federal law, regardless of state laws.

For foreign national candidates:

If you have not resided in the U.S. for three consecutive years, you are not eligible for the PIV credential and instead will need to obtain a favorable Local Site Specific Only (LSSO) Federal risk determination to maintain employment. Once you meet the three-year residency requirement thereafter, you will be required to obtain a PIV credential to maintain employment. The tier of federal background investigation required to obtain the PIV credential will be determined by job duties at the time you become eligible for the PIV credential.

Mandatory Requirements

Please be aware that the Department of Energy (DOE) prohibits DOE employees and contractors from having any affiliation with the foreign government of a country DOE has identified as a “country of risk” without explicit approval by DOE and Battelle. If you are offered a position at PNNL and currently have any affiliation with the government of one of these countries, you will be required to disclose this information and recuse yourself of that affiliation or receive approval from DOE and Battelle prior to your first day of employment.

Rockstar Rewards

Employees and their families are offered medical insurance, dental insurance, vision insurance, robust telehealth care options, several mental health benefits, free wellness coaching, health savings account, flexible spending accounts, basic life insurance, disability insurance, employee assistance program, business travel insurance, tuition assistance, relocation, backup childcare, legal benefits, supplemental parental bonding leave, surrogacy and adoption assistance, and fertility support. Employees are automatically enrolled in our company-funded pension plan and may enroll in our 401 (k) savings plan with company match*. Employees may accrue up to 120 vacation hours per year and may receive ten paid holidays per year.

• Research Associates excluded.

**All benefits are dependent upon eligibility.

Click Here For Rockstar Rewards (https://careers.pnnl.gov/rockstar-rewards)

Notice to Applicants

PNNL lists the full pay range for the position in the job posting. Starting pay is calculated from the minimum of the pay range and actual placement in the range is determined based on an individual’s relevant job-related skills, qualifications, and experience. This approach is applicable to all positions, with the exception of positions governed by collective bargaining agreements and certain limited-term positions which have specific pay rules.

As part of our commitment to fair compensation practices, we do not ask for or consider current or past salaries in making compensation offers at hire. Instead, our compensation offers are determined by the specific requirements of the position, prevailing market trends, applicable collective bargaining agreements, pay equity for the position type, and individual qualifications and skills relevant to the performance of the position.

Minimum Salary

USD $95,300.00/Yr.

Maximum Salary

USD $147,600.00/Yr.

Overview

PNNL’s Human Resources organization is comprised of over 100 plus committed professionals working to advance the interests of the lab and support scientific discovery and excellence. HR is engaged in a transformational journey to help PNNL meet its talent acquisition and retention goals through innovative benefits, compensation, learning, and workforce programs.

Responsibilities

• Development, implement, and administration of compensation and benefit programs to attract, reward, and retain top talent.

• Participates in managing Laboratory compensation programs with emphasis on base salary, variable compensation, and special projects.

• Collaborates with multiple functional areas within HR and with managers and employees across the Laboratory to gain in-depth knowledge of the business, identify emerging issues, and provide business-focused solutions.

• Develops a broad range of market intelligence for emerging capabilities required by line management.

• Project responsibility related to the implementation and administration of new compensation initiatives.

• Collaborates as a strong business partner, working closely with other members of Human Resources, Business

• Operations, and Human Resources Information Technology.

• Ensures compliance with policies and practices; educate employees, managers and HR staff; and escalate issues as needed.

• Works closely and engages in projects with the HR information systems integration to HR deployed services; designing, developing and implementing career families; and other compensation related projects within the Laboratory.

• Analyzes data using Power BI and Excel to support decision-making and drive business insights.

This position is On-site/Hybrid - Richland, WA preferred!

Qualifications

Minimum Qualifications:

• BS/BA and 5 years of relevant experience -OR-

• MS/MA or higher and 3 years of relevant experience

Preferred Qualifications:

• Professional license and/or certification may be preferred (i.e. Certified Compensation Professional).

• Strong knowledge of day-to-day operations of the Compensation function, policy interpretation, compensation systems design, and how compensation programs and information integrate with other areas of HR and the organization.

• Strong data management skills, process orientation, and attention to detail.

• Advanced proficiency in Excel, PeopleSoft, and other related technology for survey management, market pricing, and competitive analysis.

• Demonstrated experience managing and executing project plans. This position may lead projects with moderate resource requirements, risk, and/or complexity.

• Demonstrated experience developing and running queries and reports from a human resources information system, preferably Oracle or PeopleSoft.

• Strong communication and consultative skills with proficiency in drafting business correspondence, reports, and presentations.

• Demonstrated experience utilizing Excel power queries, PowerBI, Alteryx, and/or VBA to streamline tools and processes.

• Experience working in the compensation area in a compliance environment and with governmental oversight.

• Consulting experience (i.e., Mercer, Watson Wyatt, Larson, Hewitt, Aon).

Hazardous Working Conditions/Environment

Not Applicable

Testing Designated Position

This is not a Testing Designated Position (TDP).

About PNNL

Pacific Northwest National Laboratory (PNNL) is a world-class research institution powered by a highly educated, diverse workforce committed to the values of Integrity, Creativity, Collaboration, Impact, and Courage. Every year, scores of dynamic, driven people come to PNNL to work with renowned researchers on meaningful science, innovations and outcomes for the U.S. Department of Energy and other sponsors; here is your chance to be one of them!

At PNNL, you will find an exciting research environment and excellent benefits including health insurance, and flexible work schedules. PNNL is located in eastern Washington State—the dry side of Washington known for its stellar outdoor recreation and affordable cost of living. The Lab’s campus is only a 45-minute flight (or ~3 hour drive) from Seattle or Portland, and is serviced by the convenient PSC airport, connected to 8 major hubs.

Commitment to Excellence and Equal Employment Opportunity

Our laboratory is committed to fostering a work environment where all individuals are treated with fairness and respect while solving critical challenges in fundamental sciences, national security, and energy resiliency. We are an Equal Employment Opportunity employer.

Pacific Northwest National Laboratory (PNNL) is an Equal Opportunity Employer. PNNL considers all applicants for employment without regard to race, religion, color, sex, national origin, age, disability, genetic information (including family medical history), protected veteran status, and any other status or characteristic protected by federal, state, and/or local laws.

We are committed to providing reasonable accommodations for individuals with disabilities and disabled veterans in our job application procedures and in employment. If you need assistance or an accommodation due to a disability, contact us at careers@pnnl.gov .

Drug Free Workplace

PNNL is committed to a drug-free workplace supported by Workplace Substance Abuse Program (WSAP) and complies with federal laws prohibiting the possession and use of illegal drugs.

If you are offered employment at PNNL, you must pass a drug test prior to commencing employment. PNNL complies with federal law regarding illegal drug use. Under federal law, marijuana remains an illegal drug. If you test positive for any illegal controlled substance, including marijuana, your offer of employment will be withdrawn.

Security, Credentialing, and Eligibility Requirements

As a national laboratory, PNNL is responsible for adhering to the Homeland Security Presidential Directive 12 (HSPD-12) and Department of Energy (DOE) Order 473.1A, which require new employees to obtain and maintain a HSPD-12 Personal Identify Verification (PIV) Credential. To obtain this credential, new employees must successfully complete the applicable tier of federal background investigation post hire and receive a favorable federal adjudication. The tier of federal background investigation will be determined by job duties and national security or public trust responsibilities associated with the job. All tiers of investigation include a declaration of illegal drug activities, including use, supply, possession, or manufacture within the last 1 to 7 years (depending on the applicable tier of investigation). Illegal drug activities include marijuana and cannabis derivatives, which are still considered illegal under federal law, regardless of state laws.

For foreign national candidates:

If you have not resided in the U.S. for three consecutive years, you are not eligible for the PIV credential and instead will need to obtain a favorable Local Site Specific Only (LSSO) Federal risk determination to maintain employment. Once you meet the three-year residency requirement thereafter, you will be required to obtain a PIV credential to maintain employment. The tier of federal background investigation required to obtain the PIV credential will be determined by job duties at the time you become eligible for the PIV credential.

Mandatory Requirements

Please be aware that the Department of Energy (DOE) prohibits DOE employees and contractors from having any affiliation with the foreign government of a country DOE has identified as a “country of risk” without explicit approval by DOE and Battelle. If you are offered a position at PNNL and currently have any affiliation with the government of one of these countries, you will be required to disclose this information and recuse yourself of that affiliation or receive approval from DOE and Battelle prior to your first day of employment.

Rockstar Rewards

Employees and their families are offered medical insurance, dental insurance, vision insurance, robust telehealth care options, several mental health benefits, free wellness coaching, health savings account, flexible spending accounts, basic life insurance, disability insurance, employee assistance program, business travel insurance, tuition assistance, relocation, backup childcare, legal benefits, supplemental parental bonding leave, surrogacy and adoption assistance, and fertility support. Employees are automatically enrolled in our company-funded pension plan and may enroll in our 401 (k) savings plan with company match*. Employees may accrue up to 120 vacation hours per year and may receive ten paid holidays per year.

• Research Associates excluded.

**All benefits are dependent upon eligibility.

Click Here For Rockstar Rewards (https://careers.pnnl.gov/rockstar-rewards)

Notice to Applicants

PNNL lists the full pay range for the position in the job posting. Starting pay is calculated from the minimum of the pay range and actual placement in the range is determined based on an individual’s relevant job-related skills, qualifications, and experience. This approach is applicable to all positions, with the exception of positions governed by collective bargaining agreements and certain limited-term positions which have specific pay rules.

As part of our commitment to fair compensation practices, we do not ask for or consider current or past salaries in making compensation offers at hire. Instead, our compensation offers are determined by the specific requirements of the position, prevailing market trends, applicable collective bargaining agreements, pay equity for the position type, and individual qualifications and skills relevant to the performance of the position.

Minimum Salary

USD $95,300.00/Yr.

Maximum Salary

USD $147,600.00/Yr.

Overview

PNNL’s Human Resources organization is comprised of over 100 plus committed professionals working to advance the interests of the lab and support scientific discovery and excellence. HR is engaged in a transformational journey to help PNNL meet its talent acquisition and retention goals through innovative benefits, compensation, learning, and workforce programs.

Responsibilities

• Development, implement, and administration of compensation and benefit programs to attract, reward, and retain top talent.

• Participates in managing Laboratory compensation programs with emphasis on base salary, variable compensation, and special projects.

• Collaborates with multiple functional areas within HR and with managers and employees across the Laboratory to gain in-depth knowledge of the business, identify emerging issues, and provide business-focused solutions.

• Develops a broad range of market intelligence for emerging capabilities required by line management.

• Project responsibility related to the implementation and administration of new compensation initiatives.

• Collaborates as a strong business partner, working closely with other members of Human Resources, Business

• Operations, and Human Resources Information Technology.

• Ensures compliance with policies and practices; educate employees, managers and HR staff; and escalate issues as needed.

• Works closely and engages in projects with the HR information systems integration to HR deployed services; designing, developing and implementing career families; and other compensation related projects within the Laboratory.

• Analyzes data using Power BI and Excel to support decision-making and drive business insights.

This position is On-site/Hybrid - Richland, WA preferred!

Qualifications

Minimum Qualifications:

• BS/BA and 5 years of relevant experience -OR-

• MS/MA or higher and 3 years of relevant experience

Preferred Qualifications:

• Professional license and/or certification may be preferred (i.e. Certified Compensation Professional).

• Strong knowledge of day-to-day operations of the Compensation function, policy interpretation, compensation systems design, and how compensation programs and information integrate with other areas of HR and the organization.

• Strong data management skills, process orientation, and attention to detail.

• Advanced proficiency in Excel, PeopleSoft, and other related technology for survey management, market pricing, and competitive analysis.

• Demonstrated experience managing and executing project plans. This position may lead projects with moderate resource requirements, risk, and/or complexity.

• Demonstrated experience developing and running queries and reports from a human resources information system, preferably Oracle or PeopleSoft.

• Strong communication and consultative skills with proficiency in drafting business correspondence, reports, and presentations.

• Demonstrated experience utilizing Excel power queries, PowerBI, Alteryx, and/or VBA to streamline tools and processes.

• Experience working in the compensation area in a compliance environment and with governmental oversight.

• Consulting experience (i.e., Mercer, Watson Wyatt, Larson, Hewitt, Aon).

Hazardous Working Conditions/Environment

Not Applicable

Testing Designated Position

This is not a Testing Designated Position (TDP).

About PNNL

Pacific Northwest National Laboratory (PNNL) is a world-class research institution powered by a highly educated, diverse workforce committed to the values of Integrity, Creativity, Collaboration, Impact, and Courage. Every year, scores of dynamic, driven people come to PNNL to work with renowned researchers on meaningful science, innovations and outcomes for the U.S. Department of Energy and other sponsors; here is your chance to be one of them!

At PNNL, you will find an exciting research environment and excellent benefits including health insurance, and flexible work schedules. PNNL is located in eastern Washington State—the dry side of Washington known for its stellar outdoor recreation and affordable cost of living. The Lab’s campus is only a 45-minute flight (or ~3 hour drive) from Seattle or Portland, and is serviced by the convenient PSC airport, connected to 8 major hubs.

Commitment to Excellence and Equal Employment Opportunity

Our laboratory is committed to fostering a work environment where all individuals are treated with fairness and respect while solving critical challenges in fundamental sciences, national security, and energy resiliency. We are an Equal Employment Opportunity employer.

Pacific Northwest National Laboratory (PNNL) is an Equal Opportunity Employer. PNNL considers all applicants for employment without regard to race, religion, color, sex, national origin, age, disability, genetic information (including family medical history), protected veteran status, and any other status or characteristic protected by federal, state, and/or local laws.

We are committed to providing reasonable accommodations for individuals with disabilities and disabled veterans in our job application procedures and in employment. If you need assistance or an accommodation due to a disability, contact us at careers@pnnl.gov .

Drug Free Workplace

PNNL is committed to a drug-free workplace supported by Workplace Substance Abuse Program (WSAP) and complies with federal laws prohibiting the possession and use of illegal drugs.

If you are offered employment at PNNL, you must pass a drug test prior to commencing employment. PNNL complies with federal law regarding illegal drug use. Under federal law, marijuana remains an illegal drug. If you test positive for any illegal controlled substance, including marijuana, your offer of employment will be withdrawn.

Security, Credentialing, and Eligibility Requirements

As a national laboratory, PNNL is responsible for adhering to the Homeland Security Presidential Directive 12 (HSPD-12) and Department of Energy (DOE) Order 473.1A, which require new employees to obtain and maintain a HSPD-12 Personal Identify Verification (PIV) Credential. To obtain this credential, new employees must successfully complete the applicable tier of federal background investigation post hire and receive a favorable federal adjudication. The tier of federal background investigation will be determined by job duties and national security or public trust responsibilities associated with the job. All tiers of investigation include a declaration of illegal drug activities, including use, supply, possession, or manufacture within the last 1 to 7 years (depending on the applicable tier of investigation). Illegal drug activities include marijuana and cannabis derivatives, which are still considered illegal under federal law, regardless of state laws.

For foreign national candidates:

If you have not resided in the U.S. for three consecutive years, you are not eligible for the PIV credential and instead will need to obtain a favorable Local Site Specific Only (LSSO) Federal risk determination to maintain employment. Once you meet the three-year residency requirement thereafter, you will be required to obtain a PIV credential to maintain employment. The tier of federal background investigation required to obtain the PIV credential will be determined by job duties at the time you become eligible for the PIV credential.

Mandatory Requirements

Please be aware that the Department of Energy (DOE) prohibits DOE employees and contractors from having any affiliation with the foreign government of a country DOE has identified as a “country of risk” without explicit approval by DOE and Battelle. If you are offered a position at PNNL and currently have any affiliation with the government of one of these countries, you will be required to disclose this information and recuse yourself of that affiliation or receive approval from DOE and Battelle prior to your first day of employment.

Rockstar Rewards

Employees and their families are offered medical insurance, dental insurance, vision insurance, robust telehealth care options, several mental health benefits, free wellness coaching, health savings account, flexible spending accounts, basic life insurance, disability insurance, employee assistance program, business travel insurance, tuition assistance, relocation, backup childcare, legal benefits, supplemental parental bonding leave, surrogacy and adoption assistance, and fertility support. Employees are automatically enrolled in our company-funded pension plan and may enroll in our 401 (k) savings plan with company match*. Employees may accrue up to 120 vacation hours per year and may receive ten paid holidays per year.

• Research Associates excluded.

**All benefits are dependent upon eligibility.

Click Here For Rockstar Rewards (https://careers.pnnl.gov/rockstar-rewards)

Notice to Applicants

PNNL lists the full pay range for the position in the job posting. Starting pay is calculated from the minimum of the pay range and actual placement in the range is determined based on an individual’s relevant job-related skills, qualifications, and experience. This approach is applicable to all positions, with the exception of positions governed by collective bargaining agreements and certain limited-term positions which have specific pay rules.

As part of our commitment to fair compensation practices, we do not ask for or consider current or past salaries in making compensation offers at hire. Instead, our compensation offers are determined by the specific requirements of the position, prevailing market trends, applicable collective bargaining agreements, pay equity for the position type, and individual qualifications and skills relevant to the performance of the position.

Minimum Salary

USD $95,300.00/Yr.

Maximum Salary

USD $147,600.00/Yr.

Overview

PNNL’s Human Resources organization is comprised of over 100 plus committed professionals working to advance the interests of the lab and support scientific discovery and excellence. HR is engaged in a transformational journey to help PNNL meet its talent acquisition and retention goals through innovative benefits, compensation, learning, and workforce programs.

Responsibilities

• Development, implement, and administration of compensation and benefit programs to attract, reward, and retain top talent.

• Participates in managing Laboratory compensation programs with emphasis on base salary, variable compensation, and special projects.

• Collaborates with multiple functional areas within HR and with managers and employees across the Laboratory to gain in-depth knowledge of the business, identify emerging issues, and provide business-focused solutions.

• Develops a broad range of market intelligence for emerging capabilities required by line management.

• Project responsibility related to the implementation and administration of new compensation initiatives.

• Collaborates as a strong business partner, working closely with other members of Human Resources, Business

• Operations, and Human Resources Information Technology.

• Ensures compliance with policies and practices; educate employees, managers and HR staff; and escalate issues as needed.

• Works closely and engages in projects with the HR information systems integration to HR deployed services; designing, developing and implementing career families; and other compensation related projects within the Laboratory.

• Analyzes data using Power BI and Excel to support decision-making and drive business insights.

This position is On-site/Hybrid - Richland, WA preferred!

Qualifications

Minimum Qualifications:

• BS/BA and 5 years of relevant experience -OR-

• MS/MA or higher and 3 years of relevant experience

Preferred Qualifications:

• Professional license and/or certification may be preferred (i.e. Certified Compensation Professional).

• Strong knowledge of day-to-day operations of the Compensation function, policy interpretation, compensation systems design, and how compensation programs and information integrate with other areas of HR and the organization.

• Strong data management skills, process orientation, and attention to detail.

• Advanced proficiency in Excel, PeopleSoft, and other related technology for survey management, market pricing, and competitive analysis.

• Demonstrated experience managing and executing project plans. This position may lead projects with moderate resource requirements, risk, and/or complexity.

• Demonstrated experience developing and running queries and reports from a human resources information system, preferably Oracle or PeopleSoft.

• Strong communication and consultative skills with proficiency in drafting business correspondence, reports, and presentations.

• Demonstrated experience utilizing Excel power queries, PowerBI, Alteryx, and/or VBA to streamline tools and processes.

• Experience working in the compensation area in a compliance environment and with governmental oversight.

• Consulting experience (i.e., Mercer, Watson Wyatt, Larson, Hewitt, Aon).

Hazardous Working Conditions/Environment

Not Applicable

Testing Designated Position

This is not a Testing Designated Position (TDP).

About PNNL

Pacific Northwest National Laboratory (PNNL) is a world-class research institution powered by a highly educated, diverse workforce committed to the values of Integrity, Creativity, Collaboration, Impact, and Courage. Every year, scores of dynamic, driven people come to PNNL to work with renowned researchers on meaningful science, innovations and outcomes for the U.S. Department of Energy and other sponsors; here is your chance to be one of them!

At PNNL, you will find an exciting research environment and excellent benefits including health insurance, and flexible work schedules. PNNL is located in eastern Washington State—the dry side of Washington known for its stellar outdoor recreation and affordable cost of living. The Lab’s campus is only a 45-minute flight (or ~3 hour drive) from Seattle or Portland, and is serviced by the convenient PSC airport, connected to 8 major hubs.

Commitment to Excellence and Equal Employment Opportunity

Our laboratory is committed to fostering a work environment where all individuals are treated with fairness and respect while solving critical challenges in fundamental sciences, national security, and energy resiliency. We are an Equal Employment Opportunity employer.

Pacific Northwest National Laboratory (PNNL) is an Equal Opportunity Employer. PNNL considers all applicants for employment without regard to race, religion, color, sex, national origin, age, disability, genetic information (including family medical history), protected veteran status, and any other status or characteristic protected by federal, state, and/or local laws.

We are committed to providing reasonable accommodations for individuals with disabilities and disabled veterans in our job application procedures and in employment. If you need assistance or an accommodation due to a disability, contact us at careers@pnnl.gov .

Drug Free Workplace

PNNL is committed to a drug-free workplace supported by Workplace Substance Abuse Program (WSAP) and complies with federal laws prohibiting the possession and use of illegal drugs.

If you are offered employment at PNNL, you must pass a drug test prior to commencing employment. PNNL complies with federal law regarding illegal drug use. Under federal law, marijuana remains an illegal drug. If you test positive for any illegal controlled substance, including marijuana, your offer of employment will be withdrawn.

Security, Credentialing, and Eligibility Requirements

As a national laboratory, PNNL is responsible for adhering to the Homeland Security Presidential Directive 12 (HSPD-12) and Department of Energy (DOE) Order 473.1A, which require new employees to obtain and maintain a HSPD-12 Personal Identify Verification (PIV) Credential. To obtain this credential, new employees must successfully complete the applicable tier of federal background investigation post hire and receive a favorable federal adjudication. The tier of federal background investigation will be determined by job duties and national security or public trust responsibilities associated with the job. All tiers of investigation include a declaration of illegal drug activities, including use, supply, possession, or manufacture within the last 1 to 7 years (depending on the applicable tier of investigation). Illegal drug activities include marijuana and cannabis derivatives, which are still considered illegal under federal law, regardless of state laws.

For foreign national candidates:

If you have not resided in the U.S. for three consecutive years, you are not eligible for the PIV credential and instead will need to obtain a favorable Local Site Specific Only (LSSO) Federal risk determination to maintain employment. Once you meet the three-year residency requirement thereafter, you will be required to obtain a PIV credential to maintain employment. The tier of federal background investigation required to obtain the PIV credential will be determined by job duties at the time you become eligible for the PIV credential.

Mandatory Requirements

Please be aware that the Department of Energy (DOE) prohibits DOE employees and contractors from having any affiliation with the foreign government of a country DOE has identified as a “country of risk” without explicit approval by DOE and Battelle. If you are offered a position at PNNL and currently have any affiliation with the government of one of these countries, you will be required to disclose this information and recuse yourself of that affiliation or receive approval from DOE and Battelle prior to your first day of employment.

Rockstar Rewards

Employees and their families are offered medical insurance, dental insurance, vision insurance, robust telehealth care options, several mental health benefits, free wellness coaching, health savings account, flexible spending accounts, basic life insurance, disability insurance, employee assistance program, business travel insurance, tuition assistance, relocation, backup childcare, legal benefits, supplemental parental bonding leave, surrogacy and adoption assistance, and fertility support. Employees are automatically enrolled in our company-funded pension plan and may enroll in our 401 (k) savings plan with company match*. Employees may accrue up to 120 vacation hours per year and may receive ten paid holidays per year.

• Research Associates excluded.

**All benefits are dependent upon eligibility.

Click Here For Rockstar Rewards (https://careers.pnnl.gov/rockstar-rewards)

Notice to Applicants

PNNL lists the full pay range for the position in the job posting. Starting pay is calculated from the minimum of the pay range and actual placement in the range is determined based on an individual’s relevant job-related skills, qualifications, and experience. This approach is applicable to all positions, with the exception of positions governed by collective bargaining agreements and certain limited-term positions which have specific pay rules.

As part of our commitment to fair compensation practices, we do not ask for or consider current or past salaries in making compensation offers at hire. Instead, our compensation offers are determined by the specific requirements of the position, prevailing market trends, applicable collective bargaining agreements, pay equity for the position type, and individual qualifications and skills relevant to the performance of the position.

Minimum Salary

USD $95,300.00/Yr.

Maximum Salary

USD $147,600.00/Yr.

Job Description

At LinkedIn, our approach to flexible work is centered on trust and optimized for culture, connection, clarity, and the evolving needs of our business. The work location of this role is hybrid, meaning it will be performed both from home and from a LinkedIn office on select days, as determined by the business needs of the team. 

This role can be based in our Sunnyvale or San Francisco office. 

As a Sales Compensation Design Lead, you guide compensation strategy for business units, focusing on growth opportunities that support the go-to-market strategy. You coordinate and optimize sales compensation programs, collaborating with leaders in Sales, Sales Ops, HR, and Policy to develop effective, competitive, and compliant structures. 

The ideal candidate uses data and has deep experience in incentive design and commission modeling, offering strategic guidance, analyzing results, and resolving business challenges. 

Responsibilities:

• Lead global sales compensation strategy in partnership with business units, delivering a consolidated perspective on plan design, annual and midyear planning, pilots, and SPIFs 
• Apply strong commercial and financial acumen to evaluate the impact of compensation decisions on performance, cost, and behavior. 
• Partner with Sales Leadership, Sales Operations, Finance, HR, and GSC Policy teammates to understand business needs, identify challenges, and deliver data driven driven compensation solutions. 
• Translate complex compensation concepts into clear, compelling insights and recommendations for senior technical and nontechnical stakeholders. 
• Serve as a trusted advisor to business and functional leaders on compensation strategy and best practices. 
• Collaborate with the Global Sales Design Team on the annual design and planning calendar, ensuring alignment across Systems, Operations, and Reporting teams. 
• Assess change impacts and partner with Enablement to develop content to ensure stakeholder readiness and adoption. 
• Ensure incentive compensation programs comply with internal policies, regulatory requirements, labor laws, and financial reporting standards. 
• Partner with Global Technology Solutions and Global Operations teams to embed efficiency, scalability, and effectiveness into compensation design principles. 
• Maintain deep working knowledge of GSC systems, tools, and operational processes to support end-to-end toend program execution. 
• Analyze current state and future statestate and futurestate compensation programs (design, policy, governance, enablement) to drive coordinated improvements, track outcomes, and measure impact. 
• Drive continuous improvement across compensation analytics, processes, and tools. 

Qualifications

Basic Qualifications: 

• 5+ years of experience in Sales Compensation design roles, including incentive compensation plan design for SaaS bussing using consumption-based compensation models within digital advertising or technology sectors. 
• 4+ years of experience in sales compensation strategy and incentive plan modeling, with program management, stakeholder partnership, and data analysis skills—including using SQL to identify trends in large, complex datasets and communicate insights cross‑functionally. 

Preferred Qualifications: 

• 6+ years of experience with sales compensation business process management and sales compensation operations. 
• Ability to strongly collaborate and positively influence cross-functional leaders and stakeholders involved in the incentive compensation management process, including Sales Leadership, Sales Operations, Systems, Engineering, Human Resources, Policy, and GSC Enablement. 
• Demonstrated experience with change management in a fast-paced, technology-paced, paced, technology-centric organization. 
• Self-starter with a proactive, “get things done” mentality and the ability to focus on systemwide vs. wide vs. subsystem solutions system system solutions. 
• Ability to logically and efficiently structure solutions to ambiguous problems, conduct impact analysis, identify key insights, and recommend an action plan. 
• Ability to lean in and partner with all business levels to make decisions and deliver solutions that meet desired outcomes. 
• Proficiency in Microsoft 365 tools including Power BI, Excel, PowerPoint. 
• Robust planning and time management skills with the ability to manage multiple deliverables to tight timelines management skills with the ability to manage multiple deliverables to tight timelines. 
• Excellent written and verbal communication skills. 

Suggested Skills:  

• Strategic Thinking 
• Decision-Making 
• Innovation & Project Management 
• Financial Acumen 
• Stakeholder Management & Trusted Advisor 

LinkedIn is committed to fair and equitable compensation practices.     

The pay range for this role is $116,000 to $189,000. Actual compensation packages are based on several factors that are unique to each candidate, including but not limited to skill set, depth of experience, certifications, and specific work location. This may be different in other locations due to differences in the cost of labor.     

The total compensation package for this position may also include annual performance bonus, stock, benefits and/or other applicable incentive compensation plans. For more information, visit https://careers.linkedin.com/benefits. 

Additional Information

Equal Opportunity Statement 

We seek candidates with a wide range of perspectives and backgrounds and we are proud to be an equal opportunity employer. LinkedIn considers qualified applicants without regard to race, color, religion, creed, gender, national origin, age, disability, veteran status, marital status, pregnancy, sex, gender expression or identity, sexual orientation, citizenship, or any other legally protected class.

LinkedIn is committed to offering an inclusive and accessible experience for all job seekers, including individuals with disabilities. Our goal is to foster an inclusive and accessible workplace where everyone has the opportunity to be successful.

If you need a reasonable accommodation to search for a job opening, apply for a position, or participate in the interview process, connect with us at accommodations@linkedin.com and describe the specific accommodation requested for a disability-related limitation.

Reasonable accommodations are modifications or adjustments to the application or hiring process that would enable you to fully participate in that process. Examples of reasonable accommodations include but are not limited to:

• Documents in alternate formats or read aloud to you
• Having interviews in an accessible location
• Being accompanied by a service dog
• Having a sign language interpreter present for the interview

A request for an accommodation will be responded to within three business days. However, non-disability related requests, such as following up on an application, will not receive a response.

LinkedIn will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by LinkedIn, or (c) consistent with LinkedIn's legal duty to furnish information.

San Francisco Fair Chance Ordinance ​

Pursuant to the San Francisco Fair Chance Ordinance, LinkedIn will consider for employment qualified applicants with arrest and conviction records.

Pay Transparency Policy Statement ​

As a federal contractor, LinkedIn follows the Pay Transparency and non-discrimination provisions described at this link: https://lnkd.in/paytransparency.

Global Data Privacy Notice for Job Candidates ​

Please follow this link to access the document that provides transparency around the way in which LinkedIn handles personal data of employees and job applicants: https://legal.linkedin.com/candidate-portal.

Make a meaningful difference to patients around the world. Our talented people are central to the future of Edwards Lifesciences, which is why our Human Resources teams help design, guide, and deliver inspiring experiences for our people. With a fundamental understanding of how to build a supportive community and organizational capability, you’ll deliver solutions to attract and retain talent. Your work will enable our teams to thrive as they help patients live healthier and more productive lives.  

As an Associate Analyst, Compensation, you will conduct analysis to establish competitive compensation program development and provide compensation guidance to HR, other departments and business leadership to accomplish objectives.

Work Schedule: Given the collaborative and complex nature of this work, this role is in-person and full-time in Irvine, CA.

How you’ll make an impact: 
• Lead small portions of compensation related projects in collaboration with team members to gather requirements, analyze system capabilities and solutions, and execute improvements
• Perform basic analysis on compensation programs (e.g., compensation plan design, system/process changes, ad hoc analysis)
• Support the creation, review, and maintenance of job descriptions in alignment with the Global Career Framework (GCF)
• Support annual pay review processes, including data validation, reporting, and coordination with Compensation Partners.
• Participate in compensation surveys to collect and analyze compensation information to determine company’s competitive position
• Identify, recommend, and implement continuous process improvements
• Other incidental duties

What you’ll need (Required): 
• Bachelor's Degree in a related field or equivalent work experience based on Edwards criteria Required

What else we look for (Preferred):  
• 0-2 years experience in Compensation, HR Analytics, Finance, or a related analytical role Preferred

• Good computer skills in MS Office Suite, especially Excel and PowerPoint, and related compensation data management tools
• Good written and verbal communication skills and interpersonal skills
• Excellent ability to read, comprehend, write, and speak English
• Good problem-solving, organizational, analytical and critical thinking skills
• Moderate knowledge and understanding of EW policies, procedures, and requirements as it relates to global compensation
• Good conflict resolution skills
• Ability to assess risks, analyze situations and determine next course of action
• Ability to manage internal and external confidential information with utmost discretion
• Strict attention to detail
• Ability to interact professionally with all organizational levels
• Ability to manage competing priorities in a fast paced environment
• Must be able to work in a team environment, including immediate supervisor, other team members in the section or group, and take direction from other team members not co-located
• Ability to build stable working relationships internally and with external survey vendors
• Adhere to all company rules and requirements (e.g., pandemic protocols, Environmental Health & Safety rules) and take adequate control measures in preventing injuries to themselves and others as well as to the protection of environment and prevention of pollution under their span of influence/control

Aligning our overall business objectives with performance, we offer competitive salaries, performance-based incentives, and a wide variety of benefits programs to address the diverse individual needs of our employees and their families.

For California, the base pay range for this position is $59,000 to $83,000 (highly experienced).

The pay for the successful candidate will depend on various factors (e.g., qualifications, education, prior experience). Applications will be accepted while this position is posted on our Careers website.

Edwards is an Equal Opportunity/Affirmative Action employer including protected Veterans and individuals with disabilities.

COVID Vaccination Requirement

Edwards is committed to protecting our vulnerable patients and the healthcare providers who are treating them. As such, all patient-facing and in-hospital positions require COVID-19 vaccination. If hired into a covered role, as a condition of employment, you will be required to submit proof that you have been vaccinated for COVID-19, unless you request and are granted a medical or religious accommodation for exemption from the vaccination requirement. This vaccination requirement does not apply in locations where it is prohibited by law to impose vaccination.

Overview

PNNL’s Human Resources organization is comprised of over 100 plus committed professionals working to advance the interests of the lab and support scientific discovery and excellence. HR is engaged in a transformational journey to help PNNL meet its talent acquisition and retention goals through innovative benefits, compensation, learning, and workforce programs.

Responsibilities

• Development, implement, and administration of compensation and benefit programs to attract, reward, and retain top talent.

• Participates in managing Laboratory compensation programs with emphasis on base salary, variable compensation, and special projects.

• Collaborates with multiple functional areas within HR and with managers and employees across the Laboratory to gain in-depth knowledge of the business, identify emerging issues, and provide business-focused solutions.

• Develops a broad range of market intelligence for emerging capabilities required by line management.

• Project responsibility related to the implementation and administration of new compensation initiatives.

• Collaborates as a strong business partner, working closely with other members of Human Resources, Business

• Operations, and Human Resources Information Technology.

• Ensures compliance with policies and practices; educate employees, managers and HR staff; and escalate issues as needed.

• Works closely and engages in projects with the HR information systems integration to HR deployed services; designing, developing and implementing career families; and other compensation related projects within the Laboratory.

• Analyzes data using Power BI and Excel to support decision-making and drive business insights.

This position is On-site/Hybrid - Richland, WA preferred!

Qualifications

Minimum Qualifications:

• BS/BA and 5 years of relevant experience -OR-

• MS/MA or higher and 3 years of relevant experience

Preferred Qualifications:

• Professional license and/or certification may be preferred (i.e. Certified Compensation Professional).

• Strong knowledge of day-to-day operations of the Compensation function, policy interpretation, compensation systems design, and how compensation programs and information integrate with other areas of HR and the organization.

• Strong data management skills, process orientation, and attention to detail.

• Advanced proficiency in Excel, PeopleSoft, and other related technology for survey management, market pricing, and competitive analysis.

• Demonstrated experience managing and executing project plans. This position may lead projects with moderate resource requirements, risk, and/or complexity.

• Demonstrated experience developing and running queries and reports from a human resources information system, preferably Oracle or PeopleSoft.

• Strong communication and consultative skills with proficiency in drafting business correspondence, reports, and presentations.

• Demonstrated experience utilizing Excel power queries, PowerBI, Alteryx, and/or VBA to streamline tools and processes.

• Experience working in the compensation area in a compliance environment and with governmental oversight.

• Consulting experience (i.e., Mercer, Watson Wyatt, Larson, Hewitt, Aon).

Hazardous Working Conditions/Environment

Not Applicable

Testing Designated Position

This is not a Testing Designated Position (TDP).

About PNNL

Pacific Northwest National Laboratory (PNNL) is a world-class research institution powered by a highly educated, diverse workforce committed to the values of Integrity, Creativity, Collaboration, Impact, and Courage. Every year, scores of dynamic, driven people come to PNNL to work with renowned researchers on meaningful science, innovations and outcomes for the U.S. Department of Energy and other sponsors; here is your chance to be one of them!

At PNNL, you will find an exciting research environment and excellent benefits including health insurance, and flexible work schedules. PNNL is located in eastern Washington State—the dry side of Washington known for its stellar outdoor recreation and affordable cost of living. The Lab’s campus is only a 45-minute flight (or ~3 hour drive) from Seattle or Portland, and is serviced by the convenient PSC airport, connected to 8 major hubs.

Commitment to Excellence and Equal Employment Opportunity

Our laboratory is committed to fostering a work environment where all individuals are treated with fairness and respect while solving critical challenges in fundamental sciences, national security, and energy resiliency. We are an Equal Employment Opportunity employer.

Pacific Northwest National Laboratory (PNNL) is an Equal Opportunity Employer. PNNL considers all applicants for employment without regard to race, religion, color, sex, national origin, age, disability, genetic information (including family medical history), protected veteran status, and any other status or characteristic protected by federal, state, and/or local laws.

We are committed to providing reasonable accommodations for individuals with disabilities and disabled veterans in our job application procedures and in employment. If you need assistance or an accommodation due to a disability, contact us at careers@pnnl.gov .

Drug Free Workplace

PNNL is committed to a drug-free workplace supported by Workplace Substance Abuse Program (WSAP) and complies with federal laws prohibiting the possession and use of illegal drugs.

If you are offered employment at PNNL, you must pass a drug test prior to commencing employment. PNNL complies with federal law regarding illegal drug use. Under federal law, marijuana remains an illegal drug. If you test positive for any illegal controlled substance, including marijuana, your offer of employment will be withdrawn.

Security, Credentialing, and Eligibility Requirements

As a national laboratory, PNNL is responsible for adhering to the Homeland Security Presidential Directive 12 (HSPD-12) and Department of Energy (DOE) Order 473.1A, which require new employees to obtain and maintain a HSPD-12 Personal Identify Verification (PIV) Credential. To obtain this credential, new employees must successfully complete the applicable tier of federal background investigation post hire and receive a favorable federal adjudication. The tier of federal background investigation will be determined by job duties and national security or public trust responsibilities associated with the job. All tiers of investigation include a declaration of illegal drug activities, including use, supply, possession, or manufacture within the last 1 to 7 years (depending on the applicable tier of investigation). Illegal drug activities include marijuana and cannabis derivatives, which are still considered illegal under federal law, regardless of state laws.

For foreign national candidates:

If you have not resided in the U.S. for three consecutive years, you are not eligible for the PIV credential and instead will need to obtain a favorable Local Site Specific Only (LSSO) Federal risk determination to maintain employment. Once you meet the three-year residency requirement thereafter, you will be required to obtain a PIV credential to maintain employment. The tier of federal background investigation required to obtain the PIV credential will be determined by job duties at the time you become eligible for the PIV credential.

Mandatory Requirements

Please be aware that the Department of Energy (DOE) prohibits DOE employees and contractors from having any affiliation with the foreign government of a country DOE has identified as a “country of risk” without explicit approval by DOE and Battelle. If you are offered a position at PNNL and currently have any affiliation with the government of one of these countries, you will be required to disclose this information and recuse yourself of that affiliation or receive approval from DOE and Battelle prior to your first day of employment.

Rockstar Rewards

Employees and their families are offered medical insurance, dental insurance, vision insurance, robust telehealth care options, several mental health benefits, free wellness coaching, health savings account, flexible spending accounts, basic life insurance, disability insurance, employee assistance program, business travel insurance, tuition assistance, relocation, backup childcare, legal benefits, supplemental parental bonding leave, surrogacy and adoption assistance, and fertility support. Employees are automatically enrolled in our company-funded pension plan and may enroll in our 401 (k) savings plan with company match*. Employees may accrue up to 120 vacation hours per year and may receive ten paid holidays per year.

• Research Associates excluded.

**All benefits are dependent upon eligibility.

Click Here For Rockstar Rewards (https://careers.pnnl.gov/rockstar-rewards)

Notice to Applicants

PNNL lists the full pay range for the position in the job posting. Starting pay is calculated from the minimum of the pay range and actual placement in the range is determined based on an individual’s relevant job-related skills, qualifications, and experience. This approach is applicable to all positions, with the exception of positions governed by collective bargaining agreements and certain limited-term positions which have specific pay rules.

As part of our commitment to fair compensation practices, we do not ask for or consider current or past salaries in making compensation offers at hire. Instead, our compensation offers are determined by the specific requirements of the position, prevailing market trends, applicable collective bargaining agreements, pay equity for the position type, and individual qualifications and skills relevant to the performance of the position.

Minimum Salary

USD $95,300.00/Yr.

Maximum Salary

USD $147,600.00/Yr.

You could be the one who changes everything for our 28 million members. Centene is transforming the health of our communities, one person at a time. As a diversified, national organization, you’ll have access to competitive benefits including a fresh perspective on workplace flexibility.
 

This is a remote position and the individual selected can be located anywhere in the US.

Position Purpose:
Serves as subject-matter expert on compensation related projects and provides support to management, recruiters and People Business Partners (PBPs) on compensation philosophy, policies, programs and processes. Implement and administer compensation programs such as labor market trend analysis job description oversight, compliance to state and federal laws and regulations and the annual compensation planning cycle.

• Acts as a Project Lead on moderate to complex department projects and compensation system implementations, enhancements or upgrades.

• Leads end-to-end compensation projects (inclusive of project management towards timeline, key stakeholders, requirements, recommendations, implementation and change management),

• Drives job architecture initiatives in partnership with PBPs, Project Management and people leader teams to design career framework, job profiles, job descriptions, compensation alignment, implementation, system changes and change management.

• Leads end-to-end annual compensation planning process, inclusive of requirements, vendor management, testing, change management, and application of pay-for-performance.

• Works with HR Systems (Workday, MarketPay, JDXpert, HRSoft) to ensure compensation related systems are updated and reflect appropriate program design, inclusive of requirement creation and UAT.

• Plans, develops, implements and administers compensation programs to maintain competitive practices.

• Proactively identifies and recommends improvements and efficiencies around compensation processes and programs, including departmental downstream impacts, resolutions and options.

• Partners with PBPs and internal clients to understand business needs, job requirements and organizational design to evaluate jobs.

• Leads change management initiatives, inclusive of training, reference guides, frequently asked questions (FAQs), talking points, and other communication materials.

• Applies project management principles, including project purpose, current gaps, specific goal, project scope, key drivers of success, dependencies, assumptions, and risks.

• Conducts market and trend analyses through salary survey input and market intelligence/research on an ad hoc and annual basis.

• Conducts compensation activities including job evaluation, market pay analysis, internal equity analysis, cost projections, data audit and analysis, implementation, training and communication strategies.

• Assists with the creation and revision of job descriptions.

• Ensures compensation programs and job classifications comply with applicable wage and hour laws.

• Updates and maintains wage and salary surveys, salary matrix, salary job structure and benchmarking studies.

• Acts as a liaison and subject matter expert when working with client groups and other functional areas within the People Team on projects or issues that proactively address the needs of the business.

• Provides effective problem solving and communication with all internal and external customers to ensure requests are handled efficiently.

• Provides training and onboarding to new compensation analysts and administrators.

• Performs special projects and other duties as assigned.

• Complies with all policies and standards.

Education/Experience:
Bachelor’s degree in Business, Finance, Human Resources or related field required. 4-6 years of human resources and compensation experience, inclusive of labor market analysis, job description creation, state and federal regulations oversight, and compensation program administration. Advanced Excel skills required. Experience with compensation applications such as Workday, HRSoft, Marketpay/Payscale and JDXpert strongly preferred. Experience driving job architecture design and implementation strongly preferred.

Licenses/Certifications:
CCP Certification from World at Work preferred

Pay Range: $86,000 - $154,700 per year

Centene offers a comprehensive benefits package including: competitive pay, health insurance, 401K and stock purchase plans, tuition reimbursement, paid time off plus holidays, and a flexible approach to work with remote, hybrid, field or office work schedules.  Actual pay will be adjusted based on an individual's skills, experience, education, and other job-related factors permitted by law, including full-time or part-time status.  Total compensation may also include additional forms of incentives. Benefits may be subject to program eligibility.

Centene is an equal opportunity employer that is committed to diversity, and values the ways in which we are different. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or other characteristic protected by applicable law.

Qualified applicants with arrest or conviction records will be considered in accordance with the LA County Ordinance and the California Fair Chance Act