• 11 Feb 2020 9:35 AM | Debbie Bond

    Our people make all the difference in our success.

    The Compensation Specialist leads and/or participates in the implementation and administration of compensation plans including special projects and the annual compensation process ensuring they are supportive of the company’s strategic business goals. Is responsible for planning, organizing, coordinating, and managing the successful delivery of the Total Reward’s Compensation programs and ensuring a positive customer experience.  Gains in-depth knowledge and stays apprised of compensation programs and policies. The position will utilize discretion in decision-making and being a subject matter expert in the administration of the compensation programs for the Americas.  Furthermore, is responsible for coordinating and leading Global Compensation activities as needed.  This position supports the Customer Interaction Center (CIC) or Tier 1 in developing and updating call scripts and managing tier 2 inquiries. The position provides expertise and is a point of contact cross functionally with the Compensation Center of Excellence (CoE) and reports to the Americas Associate Service Center Compensation Manager.

    This position will enjoy a flexible schedule of working remote two days a week and in the office three days a week.

    Key Responsibilities (Top Tasks & Outcomes for Which This Position Will be Accountable)

    • Support the annual compensation planning cycle in Workday, among other system projects. Support responsibilities may include definition of compensation set-up requirements, process design, configuration input and approval, data effort, preparation of pre-launch data and process launch, creation of communication/training materials, post-launch support, liaise with Human Resources and Compensation COE and conduct data audits.
    • Liaise with HRIT team to implement compensation setup change and lead/perform detailed validation and testing of system changes.
    • Monitor and maintain compensation-related data integrity via Workday platform.
    • Coordinates data management (Workday configuration and compensation data integrity), payouts and related correspondence explaining and interpreting plans and programs to participants.
    • Partners with Human Resources and other various internal stakeholders on all compensation related matters, such as, base pay, incentives, compensation analyses, compensation tools, merger and acquisition integration, and other compensation related policies, programs, and strategies.
    • Participate in yearly survey submissions.
    • Partners and collaborates with the Compensation CoE for effective delivery of the programs.
    • Leads and/or oversees the technical (i.e. Workday) end of various compensation projects to review base pay, incentives, merit, pay adjustments and other compensation related topics. 
    • Conduct studies, presentations, impact analyses, modeling, costing, ad hoc data reporting, HRIS reviews, and other specialized data projects as needed.
    • Run compensation reports out of Workday to assist with in-depth compensation data analysis.
    • Conducts various annual pay reviews including producing metrics on performance distribution, percent in range, merit movement, position in range, payroll growth and other metrics and analyses as needed. 
    • Ensures all compensation plans, programs and practices remain legally compliant with federal and state laws and/or regulations relating to compensation.
    • Research and provide staff with technical tier 2 support and guidance on the compensation programs and processes (respond to and resolve increasingly complex issues).
    • Effectively research and manages employee, manager, and human resources business partner (HRBP) questions and escalations through the case management tool.
    • Lead or participate in continuous improvement initiatives to ensure compensation services are effectively delivered.
    • May provide education and guidance on compensation programs and practices to other ASC team members. 

    * Flexible schedule to include remote work-from-home days.  The ideal candidate will live in the San Antonio area with 2 remote working days;  candidates who reside in Austin or Houston will have 3 remote days a week.

    Educational Qualifications & Previous Experience

    • Bachelor’s Degree specialized in Human Resources, Business, or Finance preferred or Diploma with equivalent working experience
    • Previous experience in the operation and administration of Total Rewards/sub-Total Rewards function
    • Previous experience in Workday preferred
    • Minimum of 3 years’ experience in the administration of compensation
    • Minimum of 2 years’ experience in a service delivery environment preferably in human resources

    Knowledge, Skills & Abilities

    • Workday experience is strongly desirable
    • Ability to pay close attention to details and use time effectively                                                 
    • Excellent oral and written communication skills with  the ability to independently compose routine written communications
    • Proficient in the administration of compensation programs
    • Strong attention to detail and the ability to use that information to represent the service center to the CoE using influence and persuasion to ensure process considerations are accounted for in new or modified programs and policies
    • Strong problem solving and analytical ability
    • Preferred:
      • Certified Compensation Professional (CCP)
      • Professional of Human Resources (PHR/SPHR) Certification
      • Six Sigma or Lean Management Certification
         

    Applicable Operational Languages

    • English Expert proficiency in English, with at least one other language preferred


    Apply at:  https://jobs.bd.com/job/houston/compensation-specialist/30285/15252086

  • 15 Jan 2020 11:00 AM | Melissa Guerra

    Primary Purpose:

    This position is responsible for supporting multiple aspects of compensation including providing direction and consultative advice related to the development and monitoring of base and supplemental pay programs, salary setting, and job evaluations. This role requires a background of strong analytics, project management, and experience with financial modeling.

     Major Responsibilities and Duties:

    (The following statements describe the general purpose and responsibilities assigned and should not be construed as an exhaustive list of all responsibilities, skills, efforts, or working conditions that may be assigned or skills that may be required.)

    • Be recognized by your internal customers as a trusted strategic advisor through your understanding of their business and delivering compensation solutions that support the business needs.
    • Establishes and fosters collaborative working relations with key stakeholders that include business leaders and Talent Partners.
    • Partners with department managers to ensure that compensation programs, processes, and competitive pay benchmarks are understood and aligned with the business strategy.
    • Evaluates the competitiveness of the compensation programs by participating in surveys and collecting and analyzing statistical data from internal and external market sources.
    • Conducts job evaluations and provides consultation to business leaders on the job review process.
    • Responsible for implementing the re-classification process, processing requests, and making initial salary recommendations.
    • Formulates recommendations regarding salary ranges, incentive/supplemental structures, and development of district salary structures.
    • Advise managers and Talent Partners on individual hiring or promotion rates based on candidate or employee pay history, external market data, internal comparisons and district practices & guidelines.
    • Manages Contract Administration to include collection of recommendations and distribution.
    • Manages the administration of Compensation Notices and other Compensation communications.
    • Coordinates and runs special projects to accomplish goals of the Compensation Department and District as assigned.
    • Develops spreadsheet models for financial analysis to determine the impact of compensation plan design changes, new plan proposals, living wage and general pay increases.
    • Runs, compiles, analyzes various compensation data elements, develops reports and documentation as needed.
    • Leads the system implementation of living wage and the general pay increase process.
    • Provides budget analysis and recommendations, modeling results, and setting up compensation support tools.
    • Monitors and guides Talent Partners on escalated questions regarding related experience documented on Experience Affidavits.
    • All other functional department duties as assigned.

     Supervisory Responsibilities:

    • Serves as a lead on compensation related projects.

     Minimum Requirements:

    • Bachelor’s degree; or an Associate’s Degree with 2 years additional related experience.
    • 6 + years recent, progressive compensation or other related experience.
    • Maintains the highest level of confidentiality and diplomacy required.
    • Experience in quantitative and qualitative job evaluation methodology.
    • Experience using HRIS systems, and conducting data analysis using spreadsheets, databases and/or statistical software to produce original analysis and recommendations.
    • Strong mathematical aptitude, including commonly used statistical applications (e.g., mean, mode, variability, regression).
    • Demonstrated experience and proficiency with Microsoft Office products (e.g., Access, Excel, Word, and PowerPoint).
    • Knowledge of public or private personnel policies, practices, and procedures (e.g., position classification, salary administration).
    • Knowledge of a variety of occupations (e.g., district's standard job classes).
    • Knowledge of Human Resource Department processes and compensation best practices.
    • Knowledge of HR policies and procedures, Federal and State employment laws and statutes.
    • Candidate must have satisfactory outcome of fingerprinting background check. Non- refundable fee (approximately $50.00) paid by the applicant.

    Preferred Qualifications:

    • Master’s degree preferred
    • Certified Compensation Professional (CCP) preferred.
    • Professional in Human Resources (PHR) or Senior Professional in Human Resources (SHPR) certification preferred.
    • Experience working for a Public School District.
    • Ability to work effectively and collaboratively with staff at all levels.
    • Ability to understand the consequences of compensation related decisions and recommendations.
    • Ability to organize complex projects and strong attention to detail.
    • Ability to problem-solve and act decisively.
    • Ability to communicate diplomatically, persuasively, effective oral, written and presentation skills.
    • Ability to present complex data in easily understood messages.

     Apply At:  https://saisd.tedk12.com/hire/ViewJob.aspx?JobID=4254

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