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

Supports the Total Rewards Retirement team and Center of Excellence (CoE) in ensuring that Total Rewards meets its goal of delivering effective and efficient Retirement programs.

• Provides day-to-day analysis and administration support of applicable U.S. retirement benefit plans (Defined Contribution and Defined Benefits, Qualified and non-Qualified) and Canadian Retirement Benefit Plan programs and ensure compliance with applicable laws and regulations. Interpretes policies and procedures.
• Becomes an expert on the system/s supporting Total Rewards. 
• Supports special projects.
• Assists in the administration of savings plan funding contributions and resolves data issues and processes data corrections.
• Assists in the administration of qualified and non-qualified plan benefits payments, such as restoration payments, etc.
• Supports year-end processes which includes enrollments, audits, and reconciliations. 
• Provides support to the Customer Interaction Center (CIC) as required. This may include systems navigation, call script support, etc. 
• Processes retirement plan requests.  Advises associates and helps to resolve inquiries.
• Creates written communications instructing users how to use systems.
• Assists with resolving basic or routine issues and escalates as appropriate.
• Communicates any downstream impacts from CoEs to tier 1 support.
• Flag any gaps in knowledge management materials at tier 0 (HROne) and tier 1 (call scripts)
• Responsible for the coordination of Total Rewards related activities including external vendors - evaluation and management of the vendor’s performance, supports vendor implementations, collection of audit data, compliance requirements, vendor mapping, data issues and verification.  Supports Total Rewards CoE with project work related to mergers, acquisitions and divestiture activity.
• Provides data/information to the Total Rewards Lead, Total Rewards Specialist and Total Rewards CoE as needed to address problems, solve questions or analyze efficiency or effectiveness.
• Provide support to Total Rewards CoE on escalated issues as appropriate.

Educational Qualifications & Previous Experience

• High School or Equivalent; Associate’s Degree or equivalent or related specialized courses preferred
• Experience working in a shared services center environment preferred
• Previous retirement plan administration experience preferred
• Knowledge of Total Rewards preferred
• Experience in processing auditing and reconciliation
• Minimum of 1 year experience in human resources preferred in a mid/large size Global organization

Knowledge, Skills & Abilities

• High level of interpersonal and communication skills with the ability to work in a team environment
• Strong analytical and problem solving skills
• Strong attention to detail along with the ability to multitask various duties and projects

• Proficiency in MS Excel, Word and PowerPoint
• Ability to resolve routine problems and questions independently        
• Excellent oral and written communication skills and the ability to independently compose routine written communications
• Experience using a Human Resource Information System is desirable, especially Workday and SAP
• Experience using a case management system and knowledge portal
• Ability to work in a fast paced team environment

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

To Apply please visit:   https://www.bd.com/en-us/company/careers

Reports to the Americas Sr. Manager, Total Rewards; this position leads the efficient and effective delivery of BD’s Global and US Compensation Programs. The position will lead a team of Compensation Specialists and work with a global team to deliver the compensation programs.

The Compensation Manager is responsible for leading the delivery BD’s global and US compensation programs, policies and processes.  The Total Rewards Compensation Manager 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.

This role manages the day-to-day activities of compensation including partnering with Human Resource and other various internal stakeholders on all compensation related matters, such as, base pay, incentives, merger and acquisition integration, and other compensation related policies, programs, and strategies. Sets and monitors SLA’s and performance metrics to ensures customer satisfaction and targets are met.  Acts as a change agent working with global and US stakeholders to ensure continuous improvements are implemented for all related work streams.  Monitors and evaluates on-going changes, services and/or processes improvements.

Partners with the Global Compensation/Total Rewards Center of Excellence (COE) to ensure service delivery remains closely aligned with program and policy design and strategic business objectives.

1.       Key Responsibilities  

·         Manages, leads and develops a team of Compensation Specialists.
·         Provides operational and technical oversight of the annual compensation planning cycle in Workday, among other system projects. Oversight 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, and data audits.
·         Partners and collaborates with the Compensation CoE for effective delivery of the programs.
·         Partners in the development and implementation of compensation processes.
·         Provides operation and technical oversight of the annual surveys, various compensation projects to review base pay, incentives, merit, pay adjustments, compensation metrics, and other compensation related topics. 
·         Actively partners with internal stakeholders (i.e. HRBPs, CoE) for initiatives transitioning to the center.
·         Partners with Human Resource and other various internal stakeholders on all compensation related matters, such as, base pay, incentives, merger and acquisition integration, and other compensation related policies, programs, and strategies.
·         Supports the HR transformation journey by participating in, setting up and stabilizing the Compensation team of the Americas ASC. Leads Global Compensation ASC responsibilitites as appropriate. 

2.    Educational Qualifications & Previous Experience

·         Bachelor’s Degree with a professional HR/Business Administration qualification
·         Five years’ hands on experience in managing Compensation programs
·         Minimum of three years’ hands on supervisory experience

3.       Knowledge, Skills & Abilities

·         Excellent oral and written communication skills with  the ability to independently compose routine written communications
·         Proficient in the administration of compensation programs
·         Strong knowledge in HRIS and integration. WorkDay experience is desirable.
·         Ability to align and motivate resources to meet/exceed customer expectations
·         Collaborative experience in a matrixed organization
·         Ability to think strategically and operationally
·         Detail oriented; understand big picture while being able to explain and implement specific processes
·         Organization and interpersonal savvy to navigate ambiguous situations and influence senior leaders
·         Certified Compensation Profession Certificate (CCP) is desirable

For further information and to apply  please go to:  https://jobs.bd.com/job/san-antonio/compensation-manager/159/14531557

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)

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.

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.

Preferred

·         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

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.

Qualifications:

• 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.
cladd@ingenesis.com
www.ingenesis.com
210-366-0033 x 227