• 14 Nov 2019 11:40 AM | Debbie Bond

    Becton Dickinson (BD), a leading global medical technology company with a global reach that extends across 50 countries worldwide is looking for an experienced Compensation Specialist (Analyst) for the San Antonio, TX office.   

    Participates in the implementation and administration of compensation plans including special projects and the annual compensation process ensuring activities support the company’s strategic business goals.   Responsible for assisting with planning, organizing, coordinating, and managing successful delivery of the Total Reward’s Compensation programs.  Utilizes discretion in decision-making and serves as subject matter expert in the administration of the compensation programs for the Americas (North America, Latin America and Canada).  Responsible for coordinating activities/information on a global scale as needed/assigned.

     Further details and application info at: https://lnkd.in/eMSwrRx  (if link does not work, please copy and paste in your browser)

  • 23 Oct 2019 2:50 PM | Melissa Guerra

    Primary Purpose:

    This position is responsible for the administration of the District’s compensation programs.  Evaluates jobs, determines pay grades, participates in compensation surveys, and performs associated analysis.

    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.)

    • Administers, and assists in developing and implementing compensation policies and programs.
    • Conducts analyses of jobs, hourly wages and salaries to evaluate internal equity, external competitiveness, and legal compliance of the company's pay practices.
    • Participates in compensation surveys to collect and analyze competitive salary information to determine company's competitive position.
    • Reviews requests for job analysis, including requests for new job titles or changes to existing jobs’ job descriptions, and approves changes if necessary.
    • Evaluates jobs for content and prepares job descriptions reflecting job responsibilities, activities, duties and requirements.
    • Conducts job analysis and recommends appropriate salary grades or market rates for specific jobs according to compensation guidelines.
    • Reviews requests for new or revised classifications to determine appropriate salary grade assignment.
    • Formulates recommendations regarding development of company salary structure, FLSA exemptions, job revisions and organizational structures.
    • Generates reports as requested using data from HRIS system downloads. Assists in the generation and analysis of compression reports, market adjustment reports, out-of-range reports, exemption change reports, etc.
    • Regularly evaluates salary structure (including pay grades and ranges) and compensation policies; recommends changes based on salary survey data and internal equity.
    • Prepares special studies and recommendations on supplemental pay plans. Advises management on compensation actions for employees.
    • Other duties as assigned by more experienced peers or direct leader.

    Minimum Requirements:

    • Bachelor’s degree; or an Associate’s degree with 2 years additional related experience.
    • Minimum 3 years work experience in Compensation.
    • Certified Compensation Professional (CCP) or similar certification preferred
    • Strong verbal and written communication, interpersonal, project management, decision making, and time management skills.
    • Strong presentation and public speaking skills.
    • Good understanding of HRIS systems.
    • Proficient with compensation research and data analysis
    • Strong problem-solving skills
    • Ability to meet aggressive deadlines.
    • Ability to process, manipulate, and summarize reports.
    • Candidate must have satisfactory outcome of fingerprinting background check. Non- refundable fee (approximately $50.00) paid by the applicant.

    Apply at:  https://saisd.tedk12.com/hire/ViewJob.aspx?JobID=4273

  • 22 Oct 2019 3:55 PM | 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

  • 27 Aug 2019 2:16 PM | Sarah Gonzales
    Rackspace, the leader in cloud infrastructure and managed services providers, has an opportunity for a Global Compensation Advisor serving our sales and go-to-market organizations. This role will develop deep and collaborative relationships with HR partners and business leaders to develop and administer compensation programs that support the strategic goals and objectives of our sales and go-to-market organizations. This is a global role, with customer groups in the Americas, EMEA, and APAC.

    Key Accountabilities:
    • Provides compensation support to the HR Partners and Leaders on the design, implementation and administration of compensation programs.
    • Understands business challenges, goals and objectives and collaborates with stakeholders to evaluate effectiveness of compensation programs.
    • Develops solutions to business challenges; presents options to leadership with thorough analysis of up and downstream impacts, pros, cons, and resources. Influences decision making to result in solutions that balance the best interests of the business and the impacted Rackers.
    • Manages specific compensation projects and programs related to sales and go-to-market organization support.
    • Responsible for compensation analyses, and assists in determining external market competitiveness, market practices, trends and internal execution against compensation philosophy and strategy.
    • Supports HR Partners and business leaders in annual compensation program execution. Provides analysis and recommendations for effective utilization of annual budgets; performs organizational analysis utilizing annual market pricing updates and proactively advises leaders on potential market risks.
    • Develops a deep understanding of the roles in the sales and go-to-market organizations and performs job analysis and salary band determination for existing and new roles.
    • Leads and/or contributes to the design, development and implementation of project deliverables for large projects with compensation elements.
    • Advises stakeholders on risks associated with decisions based on applicable legal regulations. Collaborates with partners in legal to evaluate compensation programs and identify requirements and risks.
    • Develops modeling of variable compensation and reward and recognition programs.
    • Provides interpretation of policies and procedures as they relate to compensation and recommends solutions to problems or issues not covered by established practices.
    • Monitors and ensures compliance with FLSA and other legal regulations associated with compensation.
    Key Indicators of Success:
    • Development and maintenance of strong and collaborative relationships with stakeholders. Viewed and trusted as a subject matter expert in compensation administration.
    • Deep understanding of the sales and go-to-market organization and the operations, strategic goals and objectives, and impacts of compensation on the business.
    • Successful leadership of and contribution to projects, including clear communication and organization with documented project plans and information sharing.
    • Utilization of data in decision-making and advisory process.
    • Collaboration and support of team members in compensation and HR organization.
    Person Specification:
    • Requires a Bachelor’s degree, preferably in Human Resources, Organizational Development, Business, or a related field. High school diploma or GED required.
    • Requires 7-9 years of progressively responsible compensation experience.
    • Must have experience owning a business relationship/advising leaders on compensation programs.
    • Experience and working knowledge of compensation administration for sales organizations.
    • Prefer experience administering domestic and global programs
    • CCP, GRP, CSCP, PHR, and/or SPHR certification preferred.
    • Advanced knowledge of theory and practice in developing and implementing compensation policies and programs.
    • Demonstrable interpersonal, presentation, organizational and communication skills, including strong ability to listen and drive understanding through intelligent questioning.
    • Ability to establish and maintain relationships at all levels of management.
    • Advanced capabilities to influence and drive consensus in group and leadership decision-making. Comfort challenging leadership and peers to consider innovative approaches and break down misconceptions and pre-conceptions.
    • Highly organized; strong skills in project/program management, tracking, and reporting.
    • Advanced knowledge of job analysis methods and practical application to determine benchmarks and market comparables, develop job descriptions and job requirements, and determine salary bands.
    • Advanced skills to perform data analysis and interpretation. Ability to convert data analysis into relevant and succinct reports.
    • Ability to meet tight deadlines in a fast-paced work environment.
    **This role does not design variable sales compensation plans. Variable plan design and administration experience is helpful, but not required. 

    Interested?  Please apply HERE

    Contact sarah.gonzales@rackspace.com with questions.

  • 16 Jul 2019 9:47 AM | Andrea Marriott

    Purpose of Job
    Responsible for the design, assessment, implementation and/or administration of total compensation programs, practices and policies. Ensures alignment with the total rewards philosophy and HR strategy. Provides guidance and solutions (Executive and/or Non-Executive) covering a wide range of compensation areas including salary structure, base pay administration, short-term and long-term incentive pay administration, and salary guidance. Partners with HR Business Partners regarding administration and management of compensation programs.

    Job Requirements Provides advanced knowledge and guidance in the design, assessment, implementation and/or administration of compensation programs, practices and policies (Executive and/or Non Executive).

    ·         Proactively identifies and analyzes organizational trends, market data, and industry practices to identify root causes and address compensation issues.

    ·         Advises senior leadership and HR Business Partners on compensation programs, practices and policies (Executive and/or Non-Executive) to ensure market competitiveness, strategic alignment and legal compliance.

    ·         Consults with HR and business stakeholders.

    ·         Provides guidance, oversight, and communication on compensation programs, practices and policies as well as the total rewards philosophy and strategy.

    ·         Serves as a coach to peers and team members and acts as a resource for escalated issues of an unusual nature.

    ·         Leads compensation projects and initiatives with an enterprise-wide impact.

    ·         Represents Compensation in cross-functional teams.

    ·         Coordinates with key stakeholders for the development and implementation of systems and processes which support compensation projects and initiatives.

    ·         Develops learning resources and conducts training to educate management and employees on compensation-related programs, practices and policies, ensuring compliance with legal standards and strategic alignment.

    Minimum Experience

    ·         Bachelor's degree required (OR 4 additional years of related experience beyond the minimum required may be substituted in lieu of a degree.)

    ·         6 or more years of work experience in compensation discipline, or related experience in HR, Finance, or business sales operations to include general business consulting/analysis experience or business management experience, and developing knowledge of relevant compensation and/or HR laws.

    ·         Advanced knowledge of Microsoft Office products and other software to be used to develop analysis, charts, and/or supporting documentation.

    *Qualifications may warrant placement in a different job level*

    When you apply for this position, you will be required to answer some initial questions. This will take approximately 5 minutes. Once you begin the questions you will not be able to finish them at a later time and you will not able to change your responses.


    ·         Incentive compensation plan design and compensation consulting experience.

    ·         Experience modeling and analyzing potential changes to compensation & processes that provide insight into the impact on business objectives & alignment of metrics.

    ·         Ability to synthesize data from different sources and provide insightful analysis and recommendations to Executive Leadership.

    ·         Risk, compliance and/or audit governance experience.

    ·         Program/Project management experience within large, complex organizations.

    ·         Communications/change management experience.

    ·         Financial Services Industry experience to include banking, investment or insurance.

    ·         CCP (Certified Compensation Professional) designation

    The above description reflects the details considered necessary to describe the principal functions of the job and should not be construed as a detailed description of all the work requirements that may be performed in the job.

    At USAA our employees enjoy one of the best benefits package in the business, including a flexible business casual or casual dress environment, comprehensive medical, dental and vision plans, along with wellness and wealth building programs. Additionally, our career path planning and continuing education will assist you with your professional goals.

    Relocation Assistance is available for this position

  • 22 Apr 2019 9:00 AM | John Estrada (Administrator)

    Compensation Analyst

    UT Health Center San Antonio

    Responsible for planning, developing, implementing and administering compensation programs that supports the institution’s strategic goals.  Evaluates programs, trends and new technologies and recommends changes and enhancements based on findings.  Formulates recommendations regarding development and design of salary structures, incentive plans, job description revisions and job families.  Consults with leaders and HR staff regarding compensation issues and initiatives while ensuring alignment with policies and legislation.


    • Bachelors Degree in Human Resources, Business Administration or a related field.
    • Three (3) years of experience in compensation
    • CCP or PHR/SPHR preferred

    Required Skills:

    • Advanced knowledge of compensation regulations, practices and systems to serve as an influential thought leader across the institution.
    • Exceptional quantitative, analytical and problem-solving skills including advanced ability to perform job content design and analysis.
    • Communicates effectively with internal stakeholders, external vendors and HR Partner.
    • Ability to play a key role in building relationships and working with others in groups and cross-functional teams with internal stakeholders.
    • Ability to exercise good judgment and handle confidential information.
    • Strong knowledge of Microsoft Office software (Word, Excel, Outlook, PowerPoint) required

    Please submit resume to:

    Catheryn Ladd
    Talent Acquisition Specialist
    Ingenesis, Inc.
    210-366-0033 x 227        

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