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Director of Compensation - Federal Reserve Bank of Atlanta

Wed, 20 Nov 2024 19:22:12 GMT

As an employee of the Atlanta Fed, you will help support our mission of promoting the stability and efficiency of the U.S. economy and financial system. Your work will affect the economy of the Southeast, the United States, and the world. The work we do here is important, and how we do it is just as important as what we do. We live our values of integrity, excellence, and respect every day. We do the right thing, we do things right, and we treat people right. A career at the Federal Reserve Bank of Atlanta gives you the chance to do work that touches lives and helps communities prosper.

In addition to competitive compensation, we offer a comprehensive benefits package that includes tuition assistance, generous paid time off, top-notch health care benefits, child and family care leave, professional development opportunities, a 401(k) match, pension, and more. All brought together in a flexible work environment where you can truly find balance.

Link to posting:

https://rb.wd5.myworkdayjobs.com/FRS/job/Atlanta-GA/Director-of-Compensation_R-0000027214-1

Hiring Requirements

Job Details

Position Summary:

You will collaborate with cross-functional teams to ensure compensation strategies are aligned with organizational goals and drive business performance. Direct the administration of annual merit and incentive programs, driving a culture of performance and accountability. Develop and/or implement compensation programs, policies, systems, and services to support Bank and Human Resources business needs and objectives. Ensure compliance with applicable policies and regulations. Serve on or chair District and system-level workgroups/committees that influence the direction and administration of policies and functions. You will report to the AVP, Human Resources.

We are a hybrid work environment. You must live within commuting distance of the Atlanta office.

Key Responsibilities:

Serve as a strategic advisor to senior leadership and business units on compensation practices and trends, both internally and externally. Consult with and advise senior management on strategic direction and resource needs for compensation functions.
Oversee job description evaluations for appropriate grade, job level, job title, and FLSA exemption status. Oversee maintenance of job description database.
Ongoing management and evaluation of existing and new positions, job family reviews, and salary equity adjustments.
Direct the administration of annual merit and incentive programs, special compensation projects and cross-functional HR initiatives, as needed.
Prepare monthly, quarterly and ad-hoc analytical reports of various HR metrics and audit transactions for review by district leadership and staff.
Develop and/or implement programs, policies, systems, and services to support Bank and Human Resources business needs and objectives and ensure the most effective use of resources. Ensure that Compensation and Human Resources activities comply with Bank policies and HR laws.
Select, develop and manage compensation staff to maximize operational effectiveness. Assign work, appraise performance, and coach and counsel staff. Recommend salary actions and other personnel actions, including disciplinary actions and termination.
Serve on or chairs District and System-level workgroup/committees to influence the direction and administration of human resources policies and initiatives. Provide advice and support to senior Bank management on System issues or initiatives that could shape compensation and human resources strategic direction, programs, or policies.

Education: Bachelor's Degree preferred

Experience: Five to eight years preferred

This is not necessarily an exhaustive list of all responsibilities, duties, performance standards or requirements, efforts, skills or working conditions associated with the job. While this is intended to be an accurate reflection of the current job, management reserves the right to revise the job or to require that other or different tasks be performed when circumstances change (e.g. emergencies, rush jobs, change in workload or technological developments).

The Federal Reserve Bank of Atlanta is an equal opportunity employer.

Additional Information

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Job Description

Job Description

Manager, Compensation - Dunwoody GA

Thu, 29 Feb 2024 15:31:57 GMT

Manager, Compensation

The Manager, Compensation will be a member of the HR team, reporting directly to the Director, HR Operations & Enablement. The Manager, Compensation is responsible for the strategy and administration of TireHub’s policies, procedures, and programs related to compensation.

The individual must exhibit the following core TireHub commitments:

· Approachable - If a company could smile, we would. Instead we rely on our people to show it. We care about each other and our customers because we know business only gets done right when people respect each other and value relationships.

· Adventurous - What TireHub is set up to do is intentionally outrageous. So, we readily embrace challenges with the courage to introduce new ideas and the ambition to build something unique.

· Relentless - We tackle our work with energy. We deliver on our commitments with enthusiasm. And we do not give up until we get to the end.

· Speedy - Speed is the currency in the tire industry. When we commit to a job, we get the job done – and we do it fast.

Role Specifics:

· Manages compensation processes like the compensation structure and planning, incentive structure & planning, etc.

· Assists the preparation of the compensation budget, including the regular monitoring and reporting vs. budget, and adjusting of the forecast

· Monitors the effectiveness of existing compensation practices and recommends changes that are cost-effective and consistent with compensation trends and corporate objectives.

· Analyses and provides semi-annual reporting on different components of the compensation structure and the internal equity and external competitiveness of that structure

· Conducts periodic review of market compensation trends to ensure TireHub’s position in the market is in line with strategy

· Design a process and conduct market reviews as required to make tactical adjustments

· Conducts regular compensation audits to check for adherence to TireHub’s Compensation philosophy and practices

· Leads the grading / compensation range process for new jobs and modifications of existing jobs

· Provides recommendations for changes to the compensation and incentive structures

· Assists and coordinates annual merit process

· Creates and maintains incentive plan documents and ensures accuracy.

· Collaboratively designs and develops compensation policies

· Serves as the key point of contact for compensation vendors and builds partner relationships with each.

· Collaborates with and assists HRBPs and other members of the human resources team to support HR initiates and drive business results.

· Assists to establish departmental measurements that support the accomplishment of the human resource strategic goals.

· Contributes to the development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.

· Complies with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits.

Performs additional responsibilities as requested*

Competencies:

Drives Results: Consistently achieving results, even under tough circumstances
Cultivates Innovation: Creating new and better ways for the organization to be successful
Manages Ambiguity: Operating effectively, even when things are not certain or the way forward is not clear
Nimble Learning: Actively learning through experimentation when tackling new problems, using both successes and failures as learning fodder

Experience:

5-7 years’ experience in similar HR role
At least 2 years’ experience with compensation analysis
Bachelor’s Degree in Human Resources or Business preferred
PHR Certification preferred

Knowledge, Skills, and Abilities:

Experience with HCMS – UKG preferred
BI – Experience with BI tools
Strong Excel skills
Strong analytical skills and ability to find the story in the numbers
Strong presentation skills
Demonstrated ability to effectively communicate cross functionally at all levels of an organization
Ability to collaborate effectively with HRBPs and other members of the Human resources team to drive business results
Ability to maintain a high degree of confidentiality and safeguard sensitive information
Working knowledge of Federal and State employment compliance
Understands and works with the organization’s mission, vision, structure, and goals

This role is based out of TireHub's corporate offices in Dunwoody, Georgia

TireHub offers:

Benefits are effective on Day 1:
- High-deductible Healthcare Plan
- A Low-deductible, Open Access Plan (OAP) with competitive rates
- Dental and Vision Coverage
- 401(k) with a 100% Company match up to 4% of salary
- Tuition Reimbursement after a year of employment up to $5,250 per year
- We offer life protection benefits including company paid life insurance, short term disability & long-term disability
- Paid Holidays
- Floating holidays
- Sick Days per year
- PTO/Vacation package
- Corporate catered lunch - once a week and free to all “Hubbers ”
- Fitness Gym

Senior Compensation Analyst for Alpharetta, GA

Thu, 25 Jan 2024 22:19:14 GMT

Our client is excited to welcome a dynamic Compensation Analyst to our Alpharetta team! If you're passionate about shaping competitive compensation and benefits programs, we want to hear from you. Let's schedule a brief call to discuss this exciting opportunity further!

Position Overview:

Join our Human Resources team as a Senior Compensation Analyst, where you'll play a pivotal role in enhancing the effectiveness and competitiveness of our compensation and benefits programs. Reporting directly to the Vice President, Human Resources, we're looking for a self-motivated individual with a deep understanding of compensation and the ability to provide program and task-oriented support to the VP.

Key Responsibilities:

Maintain Compensation Structure: Ensure the accuracy and consistency of our compensation structure, job classifications, and salary grades. Make updates as necessary to reflect organizational changes and market competitiveness.
Participate in Compensation Surveys: Coordinate and actively participate in compensation surveys to gather market data, analyze industry benchmarks, and ensure our compensation packages remain competitive.
Oversee Short-Term Incentive Plans: Manage and administer the company’s short-term incentive plans, including target setting, performance measurement, and payout calculations.
Salary Review Process: Lead the annual salary review process, collaborating with HR business partners and department managers to ensure fair and equitable compensation adjustments.
Employee Stock Purchase Plan: Administer and oversee the Employee Stock Purchase Plan, ensuring compliance and providing guidance to employees.
Deferred Compensation Cycles: Manage deferred compensation programs, including the collection of elections, deferral changes, and compliance with applicable regulations.
Salary Analysis and Recommendations: Conduct salary analyses and provide recommendations to senior management to ensure competitive compensation practices.
Out-of-Cycle Pay Increases: Process out-of-cycle pay increases, reviewing and approving requests in alignment with established guidelines and budget constraints.
Website Data Updates: Maintain and update compensation-related websites, including Fidelity, Principal, and other platforms, ensuring accurate and accessible information for employees.
Benefit Deductions: Oversee benefit deduction processes, ensuring accurate deductions for employee benefits in compliance with applicable regulations.

Qualifications:

3-7 years of experience in compensation analysis, design, and management. Tech industry experience is a plus.
Strong knowledge of compensation principles, practices, and industry trends.
Experience with HRIS systems (SAP SuccessFactors or similar), compensation-related software, and Excel.
Strong analytical skills and the ability to translate data into actionable insights.
Exceptional attention to detail and accuracy in a fast-paced environment.
Excellent communication and interpersonal skills, with the ability to work collaboratively with cross-functional teams.

To apply please send your resume to catiana@peoplelift.com with the Subject: Senior Compensation Analyst applicant.

Our Client is an Equal Opportunity Employer and Prohibits Discrimination and Harassment of Any Kind. Our Client is committed to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment. All employment decisions are based on business needs, job requirements and individual qualifications, without regard to race, color, religion or belief, national, social or ethnic origin, sex (including pregnancy), age, physical, mental or sensory disability, HIV Status, sexual orientation, gender identity and/or expression, marital, civil union or domestic partnership status, past or present military service, family medical history or genetic information, family or parental status, or any other status protected by the laws or regulations in the locations where we operate.

By applying to this job, as part of our typical recruiting process, from time to time, we may contact you regarding positions that we feel are a good fit for you or engage with you during the recruiting process via SMS text message. Message and data rates may apply, depending on your mobile phone service plan. At any time you can get more help by replying HELP to these texts, or you can opt-out completely by replying STOP. Our Terms of Service are available at www.peoplelift.com.

Senior Compensation Manager, Atlanta (Hybrid)

Tue, 27 Jun 2023 20:22:14 GMT

Cox Automotive is currently looking for a Senior Compensation Manager to join our team in Atlanta, Georgia . This is a hybrid role and offers a flexible work-from-home/in-office schedule. Apply: https://jobs.coxenterprises.com/en/jobs/job/r202324410-senior-compensation-manager/

The Role:

The Senior Compensation Manager will provide compensation consulting support to the Sales and Marketing teams. In addition to providing analytical and support services to these groups they will also develop and implement compensation programs, policies and procedures. The Senior Manager is responsible for ensuring that sales compensation plans align with the strategic goals of the company. They may manage a variety of special projects, to include non-exempt pay policies, pay administration, bonus administration, sales incentive and pay mix design, long-term incentives and oversight of the compensation elements within Workday. Projects may also involve revision, development and/or re-design of existing compensation programs. The position will also be responsible for supporting compensation strategy, design, policies and guidelines.

Responsibilities:

Serve as the subject matter expert on sales compensation plans; provide guidance to group and local leadership on best practices related to plans and processes
Lead projects related to the implementation of company-wide compensation programs and systems across the Sales and Marketing organizations, including the year-end salary administration process and bonus payouts
Contribute to the development of creative solutions on a variety of total compensation issues including the setting of appropriate pay levels, base pay, annual incentive pay, local bonus plans, pay mix and long term incentive program
Participate in the analysis, development, design, communication and implementation of compensation programs including, salary structures, annual salary review process and job evaluation
Provide education to Human Resources Business Partners (“HRBPs”) on all matters of sales compensation (e.g. internal and external equity issues, base pay, long/short term incentives, other rewards)
Work with communications partner to create messages that will advise and educate HRBPs and managers of our compensation events and programs
Conduct various annual reviews including internal equity, merit movement, compa-ratio and other metrics for analysis, as needed
Assist in the creation and documentation of standardized compensation processes
Complete market analytics to identify compensation anomalies in how Cox Automotive compares to market data
Ensure all compensation programs are compliant with federal and state applicable laws and meeting organizational business objectives
Maintain up-to-date knowledge of both federal and state wage and hour laws, including FLSA
Partner with Data Analytics team to help build and maintain tools to support compensation solutions
Provide coaching/mentoring for more junior level team members
May lead or participate in special sales compensation projects
May perform other initiatives as assigned by department leadership

Qualifications:

Bachelor’s degree in related discipline and 8 years’ experience in compensation. The right candidate could also have a different combination, such as a master’s degree and 6 years’ experience; a Ph.D. and 3 years’ experience in a related field; or 12 years’ experience in a related field.
Full knowledge of industry practices and complete understanding of compensation principles, concepts, and practices including compliance with state and federal laws
Strong qualitative and analytical skills including manipulating data, querying, and reporting. Must be able to analyze and research compensation trends and partner with appropriate internal and external resources
Self-motivated and driven individual that can work in a high performance, fast-paced team environment
Excellent communication and analytical skills; able to conceptualize data as it relates to sales compensation, goal attainment, and achieving results; ability to interpret business objectives and successfully incorporate those into sales compensation terms
Ability to interact with and influence senior executives to successfully deliver reporting results and recommendations related to compensation plan strategy, design or outcomes
Ability to maintain confidentiality and data privacy
Proficiency in Microsoft suite, including Excel, PowerPoint, Word
Systems experience, including reporting and data management within a database system, e.g., WorkDay

Preferred Qualifications:

6+ years’ experience in Sales Compensation
Sales Compensation Certification, CSCP through World at Work

#LI-041

Drug Testing:

To be employed in this role, you'll need to clear a pre-employment drug test. Cox Automotive does not currently administer a pre-employment drug test for marijuana for this position. However, we are a drug-free workplace, so the possession, use or being under the influence of drugs illegal under federal or state law during work hours, on company property and/or in company vehicles is prohibited.

About Cox Automotive

At Cox Automotive, people of every background are driven by their passion for mobility, innovation and community. We transform the way the world buys, sells, owns and uses cars, accelerating the industry with global powerhouse brands like Autotrader, Kelley Blue Book, Manheim and more. What’s more, we do it all with an emphasis on employee growth and happiness. Drive your future forward and join Cox Automotive today!

About Cox

Cox empowers employees to build a better future and has been doing so for over 120 years. With exciting investments and innovations across transportation, communications, cleantech and healthcare, our family of businesses – which includes Cox Automotive and Cox Communications – is forging a better future for us all. Ready to make your mark? Join us today!

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Benefits of working at Cox may include health care insurance (medical, dental, vision), retirement planning (401(k)), and paid days off (sick leave, parental leave, flexible vacation/wellness days, and/or PTO). For more details on what benefits you may be offered, visit our benefits page.

Cox is an Equal Employment Opportunity employer - All qualified applicants/employees will receive consideration for employment without regard to that individual’s age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law. Cox provides reasonable accommodations when requested by a qualified applicant or employee with disability, unless such accommodations would cause an undue hardship.

Statement to ALL Third-Party Agencies and Similar Organizations: Cox accepts resumes only from agencies with which we formally engage their services. Please do not forward resumes to our applicant tracking system, Cox employees, Cox hiring manager, or send to any Cox facility. Cox is not responsible for any fees or charges associated with unsolicited resumes.

Apply Now: https://jobs.coxenterprises.com/en/jobs/job/r202324410-senior-compensation-manager/

Compensation Consultant, Lead - Emory University - Atlanta, Georgia

Thu, 09 Feb 2023 03:09:54 GMT

Emory University seeks a Lead Compensation Consultant to develop and implement compensation strategies for complex business units to support effective compensation practices associated with base pay and job design.

Works across business units and schools to analyze data and make recommendations to ensure competitive pay practices.
Independently leads large, complex projects. Builds financial and costing models.
Market prices jobs in the external labor market.
Responds to internal client inquiries which may include ad-hoc market pricing requests, analysis of compensation issues, internal equity reviews, classification requests and special pay analyses.
Develops and maintains effective working relationships with human resources leaders.
Develops materials for and leads training as requested by business units.
Provides guidance to Compensation staff, as needed.
May participate in committees and attend meetings on behalf of the Compensation Department.
Monitors trends related to human resource management, the labor market and pay practices.
Actively participates in developing and achieving departmental short and long term objectives.

MINIMUM QUALIFICATIONS:

Bachelor's degree in Business Administration, Finance, Accounting, Human Resources Management or a related field.
Seven years of professional HR experience which includes five years as a compensation analyst/consultant or equivalent role.
CCP and/or SPHR and higher education experience preferred.
Excellent verbal and written communication skills.

Use the link below to view the details and apply:

https://staff-emory.icims.com/jobs/107241/compensation-consultant/job

Manager, Total Rewards (Comp & Benefits) at Focus Brands - ATL (Hybrid)

Tue, 09 Aug 2022 14:39:02 GMT

Job Summary

The Manager, Total Rewards manages the administration of the organization’s compensation and benefit plans and programs while helping lead strategy and design. The position also assures compliance with the organization’s policies and practices and local, state, and federal laws and regulations, including Family Medical Leave Act (FMLA), state and local statutory leave, ACA and FLSA. This position will implement programs that attract and retain the high caliber of talent needed to remain competitive in the marketplace; and manages the analysis and forecasting of programs and provides recommendations based on the analyses.

Where permitted by applicable law, the selected candidate will be required to submit proof of a COVID-19 vaccination prior to beginning work at Focus Brands as a condition of employment unless an accommodation is given due to medical or religious reasons. Any candidates granted an exemption from the vaccination requirement still would need to adhere to our weekly testing policy in order to retain employment at Focus Brands. Additionally, our employees are encouraged to wear masks and practice social distancing when possible while in the office.

Essential Functions

Designs, Develops, and Administers Benefit Plans and Programs
- Collaborates with external resources and VP, Total Rewards to develop strategy and plan designs for benefits

Researches and analyzes current benefit programs and evaluates usage, services, coverage, plan experience, and competitive trends in benefits programs to provide recommendations for program enhancements.

Monitors administrative costs of benefits programs and recommends cost containment strategies.

Manages the implementation of new benefits programs and/or modifications to existing programs. Also leads and overseas annual renewal and open enrollment of benefits.

Manages, monitors, and evaluates multiple aspects of benefits plans and programs (e.g., medical, dental, vision, Health Savings Account (HSA), dependent care Flexible Spending Account (FSA), disability, Life/Accidental Death & Dismemberment (AD&D), 401k, Consolidated Omnibus Budget Reconciliation Act (COBRA), Workers' Compensation, etc.).

Serves as escalated point of contact for benefits inquiries and troubleshoots matters to maintain a positive work environment by researching, analyzing, identifying root cause, and resolving issues and discrepancies in a professional, timely, and courteous manner.

Overseas leaves of absence and workers compensation.

Oversees maintenance of benefit records and transactions (e.g., status changes, associates’ benefits selections and eligibility dates, enrollments, 401k changes, rollovers, distributions, loans, hardships, etc.)., including data exchanges with carriers.

Ensures timely and accurate benefit plan funding.

Designs, Develops, and Administers Compensation Plans and Programs
- Manages the planning, design, analysis, development, implementation, and administration of the compensation plans, programs, guidelines, and processes.

Managers annual salary reviews, merit process, pay structure design, comp-ratio, merit and other metrics and analyses.

Helps research and respond to inquiries, interprets compensation policies, procedures, and processes, and provides solutions to compensation-related issues.

Evaluates current compensation practices and processes, including enterprise-wide salary administration (i.e., salary ranges and market pricing) and incentive pay programs.

Recommends revisions and process enhancements that are cost effective and consistent with market trends, corporate compensation philosophy, best practices, and strategic objectives.

Researches and remains up-to-date on emerging trends in compensation and related technology.

Participates in research and analysis to ensure compensation programs (e.g., base, STI, LTI, executive, etc.) remain competitive in the marketplace, compliant with policies, laws, and regulations, and are cost effective to the organization.

Administers compensation plans in coordination with Finance and Franchise Sales to ensure timely payments and calculations of incentives.

Helps manage annual planning and review of incentive plans, including modeling, coordination with decision makers, and plan document management.

Manages Market Analysis
- Monitors business practices, legal requirements and competitive compensation practices to maintain internal equity and external competitiveness and ensures that they are applied consistently throughout the organization.

Managers the research, development, and maintenance of market pricing, exemption status, salary grades, and job family alignment within the salary structure.

Utilizes job descriptions for benchmarking to determine salary and grade assignment within Company's salary structure and updates job families.

Overseas Audits, Prepares Reports, and Monitors Compliance
- Oversees regular audits and reconciliation of invoices and associate data. Ensures timely resolution of discrepancies.

Provides analytical support, modeling, and analysis for compensation and benefit programs.

Manages and coordinates the 401(k) audit, non-discrimination testing, and 5500 filing in accordance with plan documents, established policies and procedures, and applicable laws and regulations.

Monitors plans to ensure compliance with federal and state laws and regulations, including FMLA, FLSA, HIPAA, ERISA, COBRA, and PPACA.

Builds and Maintains Internal and External Relationships
- Develops and maintains positive business relationships with associates, vendors, stakeholders, etc. which fosters an environment for mutual respect, understanding, and support.

Maintains relationships with third-party administrators, benefits consultants, brokers, vendors, carriers, and providers.

Serves as a liaison between associates and benefits providers to respond to inquiries, to provide information, and to resolve issues.

Responds to associates’ inquiries in a thorough, accurate, and timely manner.

Skills and Abilities

Intermediate proficiency in Microsoft Office Suite and HRIS software.

Knowledge of government regulations, filing, and compliance requirements affecting benefits programs (e.g., ERISA, COBRA, FMLA, PPACA, Section 125, HIPAA, Department of Labor, etc.)

Ability to convey clear, concise information in verbal, written, electronic, and other communication formats; and to demonstrate active listening while engaging others.

Ability to maintain and handle matters of confidentiality with utmost tact and diplomacy.

Ability to adapt and adjust planned work through analyzing work demands, competing priorities, and tight deadlines; to understand the most effective and efficient means to accomplish tasks within the parameters of the organizational structure, processes, systems, and policies.

Strong organizational skills and the ability to handle multiple projects simultaneously and meet deadlines consistently.

Ability to anticipate and respond to the needs of stakeholders (e.g., internal and external customers, etc.) in a timely manner.

Ability to conduct research, perform analysis, and communicate results effectively.

Knowledge of company operations, policies, and procedures.

Work Experience

10+ years of experience in administering compensation and benefits for a multi-state employer, with at least 2-5 years in a managerial role.

Education

Bachelor’s degree preferred

Licenses/ Certifications

Certified Employee Benefits Specialist (CEBS) or Compensation certification preferred.

Location

Atlanta, GA (Hybrid)

Apply using the link below:

https://recruiting.adp.com/srccar/public/RTI.home?c=1129907&d=FBExternalCareerSite&r=5000853751506#/#/

Compensation & Benefits Analyst at Focus Brands- ATL (Hybrid)

Tue, 09 Aug 2022 14:14:56 GMT

Job Summary

The Compensation and Benefits Analyst administers the organization's compensation and benefit plans and programs (i.e., health and welfare, 401k, FMLA, disability, workers’ compensation, life insurance, salary plans, annual merit, short and long-term incentives, and commission plans). This position assures compliance with the organization's policies and practices, as well as, local, state, and federal laws and regulations. This position supports the implementation and maintenance of programs to attract and retain the high caliber of talent needed to remain competitive in the marketplace; and conducts analysis and forecasting of programs for developing recommendations.

Where permitted by applicable law, the selected candidate will be required to submit proof of a COVID-19 vaccination prior to beginning work at Focus Brands as a condition of employment unless an accommodation is given due to medical or religious reasons. Any candidates granted an exemption from the vaccination requirement still would need to adhere to our weekly testing policy in order to retain employment at Focus Brands. Additionally, our employees are encouraged to wear masks and practice social distancing when possible while in the office.

Essential Functions

Administers Compensation Plans and Programs
- Supports the planning, design, analysis, development, implementation, and administration of the compensation plans, programs, guidelines, and processes.

Performs incentive calculations and tracks plan performance

Conducts analyses of organization-wide, business-specific base salary program, incentive plans, and plan documents based on the organization's compensation philosophy.

Provides analytical support and modeling for base salary and incentive programs.

Conducts research and analysis to ensure compensation programs (e.g., base, STI, LTI, executive, etc.) remain competitive in the marketplace and are compliant with policies, laws, and regulations, including minimum wage.

Analyzes the cost impact and organizational implications of recommended compensation changes.

Analyzes revisions and process enhancements that are cost effective and consistent with market trends, corporate compensation philosophy, best practices, and business strategy and objectives.

Coordinates development, updates, and distribution of incentive plan communications

Conducts Market Analysis
- Maintains market pricing for positions, conducts job evaluations, and assigns salary grades.

Conducts, prepares, analyzes, and maintains compensation surveys, summaries and benchmarks data against organization's positions.

Complies with internal and external audit requirements to ensure accurate and timely internal and external reporting on compensation programs and practices.

Remains current on applicable regulations related to total rewards to compensation (FLSA, EEOC, etc.).

Researches and responds to inquiries and provides solutions to compensation-related issues.

Conducts Compensation Projects
- Helps lead various compensation projects (e.g., market studies, compensation surveys, impact analysis, modeling, costing, etc.) to remain competitive, compliant, and cost effective.

Helps lead annual salary reviews, merit process, pay structure design, comp-ratio, merit and other metrics and analyses.

Administers Benefit Plans and Programs
- Helps lead annual renewal and open enrollment for benefits by coordinating materials (e.g., open enrollment guides, summary of benefits and coverage handouts, summary plan descriptions, etc.), speakers, and group meetings with associates.

Assists in the research and analysis of current benefit programs to provide recommendations for program enhancement.

Maintains plan participation metrics, performs periodic analysis and provides actionable insights that help establish strategic direction.

Conducts audits and reconciliations of premium statements, invoices, and associate data, identifies and reconciles billing variances, and resolves discrepancies in a timely manner.

Helps lead 401k audit, 5500, non-discrimination testing and all other compliance related matters.

Supports and coordinates periodic 401k investment committee meetings

Assists the Compensation and Benefits specialist with responding to daily inquiries from employees and outside parties.

Performs calculations and reviews of employer funding for 401k, HSA and DCFSA.

Reviews and monitors benefit plan expenses in light of financial projections.

Assists in developing and maintaining workers’ compensation best practices including safety training, safety assessments, driver authorization and notice compliance.

Builds and Maintains Internal and External Relationships
- Develops and maintains positive business relationships with associates, vendors, stakeholders, etc. which fosters an environment for mutual respect, understanding, and support.

Maintains relationships with third-party administrators, consultants, and vendors.

Responds to associates’ inquiries in a thorough, accurate, and timely manner.

Skills and Abilities

Intermediate proficiency in Microsoft Office Suite and HRIS software

Knowledge of government regulations, filing, and compliance requirements affecting benefits programs (e.g., ERISA, COBRA, FMLA, PPACA, Section 125, HIPAA, Department of Labor, etc.)

Ability to convey clear, concise information in verbal, written, electronic, and other communication formats; and to demonstrate active listening while engaging others.

Ability to maintain and handle matters of confidentiality with utmost tact and diplomacy.

Ability to adapt and adjust planned work through analyzing work demands, competing priorities, and tight deadlines; to understand the most effective and efficient means to accomplish tasks within the parameters of the organizational structure, processes, systems, and policies.

Strong organizational skills and the ability to handle multiple projects simultaneously and meet deadlines consistently.

Ability to anticipate and respond to the needs of stakeholders (e.g., internal and external customers, etc.) in a timely manner.

Ability to conduct research, perform analysis, and communicate results effectively.

Knowledge of company operations, policies, and procedures.

Work Experience

2+ years of experience in administering compensation for a multi-state employer, Required.

Education

Bachelor's Degree, Preferred

Location

Atlanta, GA (Hybrid)

Apply with the link below:

https://recruiting.adp.com/srccar/public/RTI.home?c=1129907&d=FBExternalCareerSite&r=5000870785806#/#/

Senior Compensation Consultant - Emory University - Atlanta, Georgia

Thu, 28 Apr 2022 19:41:08 GMT

Emory University seeks a Senior Compensation Consultant to serve as a front-line consultant to Emory business units providing project management support for compensation practices associated with base pay and job design.

Assists in developing and implementing compensation strategies at the business unit level.
Responds to internal client inquiries which may include ad-hoc market pricing requests, analysis of compensation issues, internal equity reviews, classification requests and special pay analyses.
Collaborates with business unit leadership and HR management to assess and understand unique business needs.
Advises clients on the appropriate use of Emory's classification system, such as suggesting appropriate classifications based on job content, scope and market data; determines appropriate alternatives and solutions that meet Emory policy and business unit needs, as appropriate.
May price jobs in the external labor market based on job content.
Builds financial and costing models. Independently manages complex projects.
Leads the review and revision of designated policies.
May develop materials for and lead compensation related training classes.
Monitors trends related to human resource management, the labor market and pay practices.
Actively participates in developing and achieving departmental short- and long-term objectives.

MINIMUM QUALIFICATIONS:

Bachelor's degree in Business Administration, Finance, Accounting, Human Resources Management or a related field.
Five years of professional HR experience which includes three years as a compensation analyst/consultant or equivalent role.
CCP and/or SPHR preferred.
Excellent verbal and written communication skills.

Use the link below to view the details and apply:

https://staff-emory.icims.com/jobs/91809/senior-compensation-consultant---central-hr-team/job

Senior Compensation Analyst, Piedmont Healthcare

Fri, 25 Feb 2022 03:49:38 GMT

Job Summary:

Performs advanced level professional work developing, maintaining and administering a system-wide compensation, classification and pay for performance program, including reviewing, analyzing and grading jobs, assisting departments with workforce analysis and planning and acting as a trusted advisor to employees and management on total rewards related matters. Develops and implements approved policies, procedures, practices, forms and other operational methods. Leads and/or works on special projects as assigned. Performs other duties as needed.

Director of Compensation, Genuine Parts Company - NAPA

Fri, 04 Feb 2022 03:34:18 GMT

POSITION TITLE	USAG Director of Compensation
REPORTING RELATIONSHIP	This role reports to USAG Senior Vice President, Human Resources
CLIENT OVERVIEW	Genuine Parts Company, (GPC) founded in 1928, is a global service organization engaged in the distribution of automotive and industrial replacement parts. The Company serves hundreds of thousands of customers from a network of more than 10,000 locations in 14 countries and has approximately 50,000 employees. Proudly celebrating 93 years of distribution expertise, GPC’s commitment and reputation for “just-in-time service” positions the company as a critical partner in its customers’ success. In 2020, GPC reported excellent revenues of $16.5 billion and net earnings of $765 million. GPC has paid a cash dividend to shareholders every year since going public in 1948 and this year marked it 65^th consecutive year of increased dividends paid to shareholders. Representing 66% of GPC’s 2020 revenue, the Automotive Parts Group distributes automotive replacement parts, accessories and service items throughout the U.S., Canada, Mexico, France, the U.K., Germany, Poland, the Netherlands, Belgium, Australia and New Zealand. In North America, more than 560,000 parts are sold primarily under the NAPA brand, widely recognized for quality parts, service and knowledgeable people with 17,000 employees throughout the United States. Its stores and distribution centers sell to both the retail and commercial automotive aftermarket customers covering all domestic and foreign motor vehicle models. GPC’s culture is strengthened by core values, which include a steadfast commitment to diversity and inclusion. As part of GPC’s investment in its people, they make diversity and inclusion a priority. The corporate goal is to create a culture where they value, respect, and provide fair treatment and equal opportunities for all employees. Genuine Parts Company's common stock is traded on the New York Stock Exchange under the symbol "GPC". We invite you to learn more about this exceptional corporation at www.genpt.com.
LOCATION	Corporate Headquarters, Atlanta, Georgia; GPC offers a modified remote working option after first year
POSITION IMPACT	As our Client continues to expand both domestically and internationally, USAG Director of Compensation is an excellent career opportunity to join one of the finest Fortune 200 companies in the United States with a history of financial stability and sustainability. This is an impactful role to support the compensation strategy and growth of this world-class enterprise. Our Client is known for its visionary leadership and a culture of employee stability and longevity. This is a unique professional opportunity to lead the compensation initiatives/ strategy of the US Automotive Group. NAPA is a parts store and so much more! In this role, the selected candidate will lead the development, design, and implement compensation programs to attract and retain top talent around the country. The NAPA brand is known for having KNOW HOW and our client is looking for a talent who can bring Compensation KNOW HOW! In this highly matrixed role, compensation programs will be developed to support NAPA’s strategic objectives and meet all legal requirements.
FUNCTIONS AND RESPONSIBILITIES	The Director of Compensation leads and executes employee salary structure, planning processes, and performance management for the company. This includes current broad-based compensation programs (study, analysis, design, evaluation, communication, implementation, and administration) such as base salary for salaried and hourly employees with a mindset of continuous improvement. It also includes the compensation for a large body of hourly employees and sets strategy for pay progression rates to remain competitive in a challenging industry. This role is essential to ensuring compliance with state and federal compensation-related laws. Specific functions and responsibilities of the position include: § Salary Pay Grades – Establishes/ maintains salary pay grades and scales, develops market pay values, ensures proper geography zones § Target Bonus Levels – Ensures proper target bonus levels including new hires or promotions. Models/ recommends changes to existing programs. Administers bonus plans for headquarters and field employees § Long-Term Initiatives -- Implements long-term strategic compensation initiatives such as sales performance management and sales force effectiveness § Executive Comp -- Works with senior NAPA leadership on executive compensation (base and short-term incentives) § Job Evaluations -- Manages program including analysis; Administers job grades and salary range structures. Manages salary surveys § Job Description Maintenance -- Prepares, edits, and updates job descriptions § HR Director Support --Partners closely with the divisional HR directors on compensation initiatives § Store & Division Leader Partnership -- Collaborates on recommended changes to store and Distribution Center compensation programs and implementation of comp programs § Planning & Performance Management -- Manages salary planning and performance management processes § Job Administration Guidelines -- Ensures compliance by field and headquarters. Determines desired job hierarchy, establishes job criteria, sets up codes in HRIS, and monitors usage by field and headquarters
PROFESSIONAL QUALIFICATIONS	The ideal candidate possesses 10+ years in a compensation career focused on compliance of various compensation models including incentive programs/ bonus plans with at least 5 years in a management role. This includes experience in compensation programs comprised of 5,000+ FTEs with a majority of non-exempt (hourly) field employees. Finally, we seek a leader who can make immediate impact working independently in a fast-paced environment. Additional qualifications include: § Demonstrated ability to use Excel spreadsheets at an advanced level for modeling and plan administration; truly enjoy working with large amounts of data § Skilled to take large amounts of data, organize, analyze, and present thoughtful recommendations § Possess compensation skills in HRIS, salary planning, sales and executive compensation, market pricing, range development, bonus plan admin, job description creation / maintenance, performance management applications and use of online market pricing tools
PERSONAL QUALIFICATIONS	We seek a charismatic, demonstrably successful leader who is a great fit into GPC’s corporate culture of “working leaders.” He / She must possess good judgment, maturity, and a strong “roll up your sleeves” work ethic. The candidate’s personal characteristics should also include: § Excellent written and verbal communication skills with the ability to organize and present ideas on compensation programs § Strong influencing skills working cross-functionally with other departments, field management, as well as leadership § High energy, multi tasker § Ability to manage conflict and demonstrate the courage to challenge organizational thinking and the status quo § Critical thinking skills and the ability to make decisions based on data, experience, and GPC’s values and judgement to know when to involve others § Exhibits confidence in self and in others, inspires and motivates to perform well; accepts feedback from others
EDUCATION/ CERTIFICATIONS TRAVEL COMPENSATION	Bachelor's degree required, preferably in Business Certified Compensation Professional (CCP), preferred It is anticipated light travel will be required during first year of employment to personally meet with key stakeholders / partners – US only travel. Our client offers an attractive compensation package that includes a competitive salary commensurate with experience and bonus incentive based upon individual performance and corporate results.
CONTACT	Alissa B. Hawkins Laura Lloyd Partner Search Partner Handler Handler Alissa.Hawkins@Handler.com Laura.Lloyd@Handler.com (770) 974-3598 (770) 800-6639

Director of Compensation, Genuine Parts Company

Fri, 04 Feb 2022 03:31:38 GMT

POSITION TITLE	Director of Compensation
REPORTING RELATIONSHIP	This role reports to the Senior Director, Compensation
CLIENT OVERVIEW	Founded in 1928, Genuine Parts Company (GPC) is a service organization engaged in the distribution of automotive and industrial replacement parts and materials. GPC’s products and services are offered through a global network of more than 10,600 distribution facilities and stores located throughout the United States, Canada, Mexico, Australia, New Zealand, Indonesia, Singapore, France, the U.K., Germany, Poland, the Netherlands, Belgium, and China. Today, Genuine Parts Company is a leading parts distributor across the globe with operations in 15 countries and a total employee base of approximately 52,000. GPC is celebrating its 93rd year in business and its distribution expertise, and well-positioned, regionally-located distribution centers continue to provide the Company with the unique ability to adapt products and services to the ever-changing needs of its customers. Throughout its history, GPC’s commitment and reputation for excellent service and quality products position it as a critical partner to its customers’ success. Genuine Parts Company reported 2021 YTD revenue of $14.1 billion, up 14.5% over the same period 2020. These results reflect the positive impact of its strategic growth initiatives and continued focus on improving operating performance, maintaining a strong balance sheet, driving meaningful cash flows, and effective capital allocation. Its culture is strengthened by core values, which include a steadfast commitment to diversity and inclusion. As part of GPC’s investment in its people, it makes diversity and inclusion a priority. GPC’s goal is to create a culture where it values, respect, and provides fair treatment and equal opportunities for all employees. Genuine Parts Company's common stock is traded on the New York Stock Exchange under the symbol "GPC". We invite you to learn more at www.genpt.com.
LOCATION	Corporate Headquarters, Atlanta, Georgia
POSITION IMPACT	This is an important role in the development of compensation philosophy and strategy to enable Genuine Parts Company to compete for top talent as an “Employer of Choice.” You will make an impact ensuring the Company creates an inclusive culture where GPC can, “CONNECT, ENGAGE, and GROW” its workforce resulting in the ability to attract, develop, and retain the best people! As our Client continues to expand both domestically and internationally, the Director of Compensation role is an excellent career opportunity to join one of the finest Fortune 200 companies in Atlanta with a rich history of financial stability and sustainability. This organization will challenge you to execute projects across all areas of compensation including working closely with HR leadership and partners throughout the corporate holding company. This highly visible role at GPC Corporate will give you exposure to executive leadership and the Compensation Committee of the Board. Corporate compensation opportunities such as this are unique to become a compensation leader in salary planning, senior executive comp plans, and salary benchmarking practices.
FUNCTIONS AND RESPONSIBILITIES	We seek a compensation executive who is highly motivated with a demonstrated track record of success. They must be team-oriented and work collaboratively as part of the GPC HR Team on a broad range of projects and lead the annual salary increase planning process for GPC Corporate. This role ensures the company’s programs are consistently administered in compliance with company policies, internal controls, and government regulations. The successful candidate will serve in a hands-on role for all compensation activities focusing on GPC’s Headquarters Office (1,000 FTEs). Primary areas of responsibility include administration of base pay, incentive plans (short and long term), competitive analysis and benchmarking, executive compensation, payroll coordination, compliance, communications, acquisitions and divestitures, process standardization, and vendor management. We seek someone who can build seamless partnerships with vendors, manage timelines for simultaneous projects, and collaborate across departments and subsidiaries to ensure programs meet the needs of all stakeholders. Specific functions and responsibilities include: § Assist in the coordination of short-term incentive plan activities, including management of bonus plan structure, design, calculation, and payout activities; participate in the administration of the long-term incentive plan, to include modeling, plan design recommendations, and annual and off cycle grants § Coach, support and manage GPC’s Compensation Team § Partner with corporate HQ departments providing advice/ support to ensures GPC’s compensation practices are positioned appropriately Provide counsel to HR professionals and business managers about compensation decisions; interpret and apply policies, often in complex situations Review and approve offer packages to ensure competitiveness and compliance with corporate governance guidelines Oversee market pricing activities using Market Pay; review recommendations for new hires and promotions to ensure internal equity and external market competitiveness Responsible for modeling and cost analysis related to base salaries. Develop recommendations from competitiveness analyses of market data and local conditions § Assist in the development of materials for the Compensation Committee of the Board of Directors, and annual proxy § Oversee the annual survey participation process and relationships with third party vendors. § Assist with various compensation projects in conjunction with outside consultants. § Partner with third party administrator of GPC’s long-term incentive plan and employee stock purchase plan to include reporting, cost projections, annual grant and vesting communications, SAR exercises and system administration. § Partner in the design, development, and implementation of automated solutions around compensation processes § Assist in the development of the department’s annual budget
PROFESSIONAL QUALIFICATIONS	The ideal candidate possesses 10+ years in compensation management with progressive responsibility and experience of a large enterprise, global experience. Leadership experience over a team valued. We seek a candidate who possesses the statistical ability/ financial acumen to analyze data, identify themes and trends, draw conclusions, and formulate recommendations and solutions. This requires the candidate to bring exceptional systems skills, including advanced MS Excel skills.

PERSONAL QUALIFICATIONS	The successful candidate is a driven, humble leader who is a great fit into GPC’s corporate culture of “working leaders.” He/she must possess good judgment, maturity, and a strong “roll up your sleeves” work ethic. The candidate’s personal characteristics should include: § Excellent written and verbal communication skills with the ability to organize and present ideas. Strong influencing skills § High energy, multi-tasker § Ability to manage conflict and demonstrate the courage to challenge organizational thinking and the status quo § Critical thinking skills and the ability to make decisions based on data, experience, and GPC’s values § Exhibit confidence in self and others, inspires and motivates team to perform well, and accepts feedback from others
EDUCATION/ CERTIFICATIONS COMPENSATION	Bachelor's degree in Business, or a related area Our client offers an attractive compensation package that includes a competitive salary commensurate with experience and bonus incentives based upon individual performance and corporate results.
CONTACT	Alissa Hawkins Laura B. Lloyd Partner, Handler Search Partner, Handler Alissa.Hawkins@Handler.com Laura.Lloyd@Handler.com (770) 974.3598 (770) 800.6639

Senior Global Compensation Analyst Alpharetta, GA

Mon, 17 Jan 2022 14:13:41 GMT

Our client, a $10 Billion global insurance company is seeking a key player to join their team.

Duties/Responsibilities:

· Maintain and enhance internal Compensation structure including maintaining job profiles, job grading, and solidifying a more formalized pay range and job progression structure.
· Support both short-term and long-term Incentive plan plans.
· Participate in salary surveys and maintain global benchmarking library to maintain competitive position in the market.
· Partner with HR Business partners to provide compensation benchmarking and consultation, while developing a deep understanding of job profiles and job responsibilities for the various internal client groups.
· Update our global benchmarking library on a regular basis and provide ad-hoc data and compensation analysis as needed.

· Prepare and analyze the biannual Compensation Committee meeting materials.

· Manage year-end compensation process to include:
· Develop techniques for compiling, preparing and presenting data.
· Annual Reporting including UK Gender Pay Gap.
· Lead annual project for creation of Total Rewards Statements.
· Provide guidance on which roles are subject to FLSA exemptions.
· Liaise with Finance and Payroll on Japanese inpatriate pay administration.

Required Education & Experience:

· Bachelor's degree in business, human resources or related field and 5 years of experience in employee compensation.

· Strong proficiency in Excel and PowerPoint.

· Ability to use sound judgement and maintain confidentiality of sensitive information

· Highly organized, with strong ability to multi-task, meet deadlines and focus on priorities.

· Attention to detail and a high degree of accuracy.

· SHRM-SCP) and certified compensation professional credentials preferred.

· Experience using Workday’s Advanced Compensation functionality and/or Payfactors Compensation Management tool a plus.

To Apply: please send resume to Judith.Godfrey@pritechnology.com

Senior Compensation Analyst - Colonial Pipeline Company - Alpharetta - Hybrid

Wed, 01 Dec 2021 14:44:22 GMT

The Senior Compensation Analyst is a key member of the Total Rewards Team and supports the development and delivery of strategic compensation programs in accordance with Colonial’s compensation philosophy. You are responsible for ensuring programs align with best practices and legal requirements. The Senior Compensation Analyst partners with Talent Acquisition and People Operations to ensure Colonial attracts and retains top talent and rewards its employees competitively and equitably. You will provide compensation guidance and analytical support to all levels of the organization and will collaborate across the company and with Leadership to solve complex problems, improve processes, and implement new tools.

What You Get to Do:

· Administer year-end Merit and Incentive programs in accordance with Colonial policies and in partnership with the Manager of Compensation.
· Own the full lifecycle of Annual Survey Participation. Map internal jobs to survey benchmarks, collect and scrub HR data, ensure timely submission, attend Validation sessions.
· Evaluate and advise on new hire offers, internal job changes, off-cycle adjustments.
· Perform job evaluation of current and new roles. Conduct market analysis within MarketPay and internal analysis / peer review within Workday.
· Meet with People Partners and Business Managers to align on job evaluations and educate on compensation practices, salary grades, market pricing methodology.
· Maintain Jobs Library: review job descriptions for content and consistency, revising, or requesting revisions as needed. Partner with People team to ensure Jobs Library is complete and job descriptions are current and accurate.
· Administer Colonial’s Recognition programs, ensuring compliance with guidelines and preparing reports as needed.
· Track incentive performance against Plan, providing required accruals and adjustments to Finance, monitor budget and report variances.
· Assist with system implementations and upgrades as needed, including Workday Advanced Compensation.

What You Bring to the Table:

· Bachelor’s degree in Business Administration preferably with a focus in Finance or Accounting, or a related field of study from an accredited college or university; will consider a combination of experience and/or education.
· Ideally, 5+ years of progressive employee compensation programs experience.
· Experience conducting market analysis using MarketPay and either Willis Towers Watson or Mercer compensation surveys
· Advanced Excel skills and comprehensive knowledge of Microsoft Office Suite
· Knowledge of compensation best practices and experience managing large datasets.
· Ability to own highly sensitive data and programs, using utmost discretion and judgment.
· Working knowledge of Finance and the impact Compensation has on financial statements.
· Highly flexible, with the ability to seamlessly transition between working independently and collaborating with others.
· Strong analytical skills with a keen attention to detail and accuracy.
· Commitment to consistently adhere to policies and procedures and be a positive example for others by demonstrating the Company’s core values of Respect, Accountability, Innovation, Safety, and Excellence in completing work assignments.
· Self-motivated, have a phenomenal work ethic and looking for the right company to support your growth.

Got Extra to Bring?

· MBA or Master’s degree in a related field of study from an accredited college or university.
· Human Resources or Compensation experience within the Oil and Gas industry.
· Experience working in Finance and/or Accounting.
· Experience administering compensation programs using Advanced Compensation for Workday.
· Experience writing Macros.
· Experience in consulting.
· Certified Compensation Professional (CCP), Professional in Human Resources (PHR), and/or SHRM Certified Professional (SHRM-CP).

Advantages of Working at Colonial Pipeline Company:

Prosperity, Health, Wellness, and Happiness – Check out Colonial’s Total Rewards

Are you up to the challenge? What are you waiting for? Apply today!

https://colpipe.wd1.myworkdayjobs.com/Search/job/Atlanta-Alpharetta-GA/Senior-Compensation-Analyst_R0000537

Compensation Consultant

Tue, 17 Aug 2021 11:58:08 GMT

Overview

How would you like to work in a place where your contributions and ideas are valued? A place where you can serve with compassion, pursue excellence and honor every voice? At Wellstar, our mission is simple, yet powerful: to enhance the health and well-being of every person we serve. We are proud to have become a shining example of what's possible when the brightest professionals dedicate themselves to making a difference in the healthcare industry, and in people's lives.

Responsibilities

Perform client-facing, consulting, and analytical leadership for WellStar Health System Compensation function to include needs assessment, planning, analysis, implementation, and administration of operations. Body of work also includes project leadership, SME level analytics, and program/process design of the Wellstar compensation program. Ensures compliance with federal and state regulations as well as System policies and procedures.

Qualifications

Required Minimum Education:

BS in Finance, Data Science, Business Administration/Human Resources or related degree required; MBA or Master’s preferred.

Required Minimum Experience:

Minimum of five (5) years of compensation planning, operations, and/or administration, involving business acumen, data analytics, and financial modelling. Mastery level proficiency in data
analytics and associated software and tools; SME level proficiency with process design, complemented by sound insights and data ‘story-telling’. Working knowledge of state and federal labor laws is also required. Background in healthcare a plus, but not required.

Required Minimum Certification:

N/A

Required Minimum Skills:

Ability to communicate on all levels, listen effectively and gain the confidence of others. Market analysis, cost modeling, presentation skills. Computer/data entry experience. Ability to communicate with various members of the healthcare team. Ability to use EXCEL, Word and have basic computer operational knowledge. Epic and 3M experience preferred.

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Join us for outstanding benefits and development opportunities. We also offer state-of-the-art technology, professional support and advancement, and colleagues that rank amongst the best in the country. The WellStar culture of caring has also been nationally recognized three years in a row by Fortune Magazine as one of the “100 Best Companies to Work For”. Step up to your potential. Find out more and apply today.

WellStar is an equal opportunity/affirmative action employer. All applicants are considered without regard to race, color, religion, sex, age, national origin, disability, veteran status or any status which is protected by local, state or federal law.

Manager Compensation

Sun, 28 Mar 2021 21:39:46 GMT

Location: Atlanta, GA

Company: Norfolk Southern Corp.

Primary Purpose:

The Manager Compensation is responsible for managing the compensation function for management employees. The Manager Compensation plays a pivotal role in developing and implementing new and revised compensation programs, policies and procedures to align with the company's goals and competitive practices. This position is also responsible for ensuring that company compensation programs are consistently administered and communicated in ways that enhance Norfolk Southern’s employee value proposition enabling the ability to attract, retain and motivate top talent, and in compliance with government regulations.

Principal Duties:

Manages the ongoing administration of Norfolk Southern’s compensation programs for management positions, including annual merit salary reviews, the Management Incentive Plan and other annual incentives, and long-term equity incentive awards and administration.
Analyzes and evaluates issues related to compensation programs, recommends creative and appropriate revisions and solutions to senior management, and oversees the formal adoption and implementation of approved changes.
Provides effective advice and counsel to departmental management on administering the compensation programs.
Provides guidance and direction to the Compensation Analyst in the performance of their duties.
Evaluates and assesses market compensation levels for all Norfolk Southern management positions, including those in the Management Incentive Plan.
Coordinates with third-party service providers, such as employee recognition administrator, equity compensation administrator, and market compensation data providers.
Monitors the effectiveness of existing compensation practices and recommends changes that are cost-effective and consistent with compensation trends and corporate objectives.
Develops and implements effective techniques for compiling, analyzing, preparing and presenting data to inform decisions on and evaluate the effectiveness of compensation programs.
Oversees the company’s participation in compensation surveys, monitors compensation survey data, and assesses and makes recommendations on market compensation data sources to ensure corporate compensation objectives are achieved.
Ensures compliance with federal, state and local laws and regulations affecting compensation programs and practices.
Collaborates with other departments with administrative and reporting duties related to compensation programs, including: Payroll, Treasury, Corporate Accounting, Tax, Financial Planning & Analysis, Law, and the Corporate Secretary.
Assists in preparing materials and reporting for the Board’s Compensation Committee and senior management (CEO, CHRO, CFO), as assigned.
Assists in developing compensation data and information for the company’s annual Proxy Statement, 10-K annual report, and other public filings.

Job Related Experience:

Preferred Level: 5 years

Education:

Preferred Level: Bachelor's Degree (BS) or MBA

Preferred Majors:

- Business - Human Resource Development, Finance, or Accounting

- Economics

Licenses / Certifications:

Required: None listed

Preferred: Certified Compensation Professional (CCP)

Technical Skills:

- Success Factors

- SAP

- MS Excel/Spreadsheets

- MS Outlook

- MS PowerPoint

- MS Word

Skills and Abilities:

- Planning and Organizing

- Analytical Thinking

- Financial and Economic Business Acumen

- Accurate and Detailed

- Decision Making

- Communication Skills

- Leadership

Predecessor Jobs:

- HR Analyst

- Compensation Analyst

- Asst Manager HR Planning

Manager of Others

Work Conditions

Environment: Office

Shift Work: No

On-Call: No

Weekend Work: Yes

Travel Required: 0 - 2 Days per Mon

Compensation Program and Planning Manager

Thu, 18 Mar 2021 16:04:03 GMT

Location: Atlanta, Georgia

Company: Georgia System Operations

Position is responsible for the program management of the Human Resources compensation function and providing analytics to various business partners such as Benefits, and Accounting and Finance departments. The position plans, develops and implements new and revised compensation programs, policies and procedures, provides financial or business related analysis and research that aligns with the company's goals, strategies, immediate and long-term financial solutions and competitive practices. Position is also responsible for ensuring that compensation programs are consistently administered in compliance with internal policies and government regulations.

Job Duties:

· Program Management: Manages the compensation function which includes program design, implementation, communication and administration. Serves as compensation program manager and internal consultant. Is the subject matter expert in all areas of compensation including equity programs, compensation philosophy, positioning internally and externally to ensure market competitiveness and internal equity, incentive programs, executive compensation, as well as governance and compliance. Completes and analyzes compensation surveys and other surveys as requested, providing recommendations based on results. Evaluates market competitiveness and effectiveness based on external benchmarks and key performance indicators and provides recommendations. Completes job evaluations and develops compensation recommendations for attracting and retaining talent. Provides advice to corporate staff on pay decisions, policy interpretations and job evaluations. Plans, monitors, and manages internal projects from initiation through completion. Works with corporate staff in the preparation of Compensation Committee and Board Materials. Designs PowerPoint presentations for internal presentation. Develops and maintains relationships with external vendors to ensure exceptional service is provided. Manages vendor contracts based on company and legal requirements. Partners with Human Resources Information Systems on compensation related projects.
· Data Analysis and Planning: Partners with Benefits and other departments such as Accounting and Finance or other requesting departments to provide data analytics mainly needed for financial planning and budgeting based on key business drivers. Prepares analysis and reporting on executive retirement plans. Completes benefits surveys, analyze results, and provides recommendations that assist with strategic planning for employee benefits programs. Completes financial forecasting and builds financial models. Performs research and analysis as required.
· Compliance: Ensures compliance with company policies and relevant legal regulations. Participates in internal and external compliance audits. Implements policies and procedures to ensure compliance with regulatory reporting requirements.

Required Qualifications:

Education: Bachelor’s Degree in Human Resources or Business Administration preferred. Finance or related degree acceptable.

Experience: 8 or more years of experience in compensation Strong knowledge of benefits programs preferred; understanding and experience in ASO contracts, qualified and non-qualified retirement plans; strong proficiency in financial analysis; experience in crafting compensation and benefits strategies, knowledge of federal, state and local regulations and compliance requirements related to employee compensation and benefits.

Equivalent Experience: 11+ years of professional experience as outlined above.

Licenses, Certifications, and/or Registrations: Certified Compensation Professional; or Senior SHRM Certified Profession.

Specialized Skills: Strong analytical skills and ability to interpret and communicate data. Excellent written, verbal presentation and interpersonal skills. Excellent time management skills and ability to plan and set priorities; proficient in Lawson Human Resources applications; proficient in accounting/budgeting software; exceptional ability in Microsoft products: advanced Excel skills required; strong leadership, relationship management and team management skills.

Qualified applicants interested in this position should contact JAMIE JOHNSTON for further information.

Email: Jamie.Johnston@gasoc.com

https://phe.tbe.taleo.net/phe01/ats/careers/requisition.jsp?org=GASOC&cws=1&rid=226

Sr. Field Accounting Analyst

Thu, 22 Oct 2020 11:39:14 GMT

DS Smith is a global leading packaging company of customer-specific packaging with emphasis on state-of-the art packaging design and local service close to customer facilities. With a product portfolio that includes transit packaging, consumer packaging, displays and promotional packaging, customized protective packaging and industrial packaging, DS Smith answers to each market requirement.

We are currently seeking a Sr. Field Accounting Analyst. The position is located in Atlanta, GA and reports to the Sr Manager of Enterprise Accounting.

Sr. Field Accounting Analyst

Role Overview:

The successful candidate will act as the central point of contact for assigned field locations including all month-end accounting activities. They will lead the month-end close and sup-port operations personnel for financial close, operational and financial reporting for assigned field locations. Located in Atlanta, Ga., he or she will partner with stakeholders across the company including field finance leaders, DSS Corporate Accounting and DSS Finance Sys-tems teams. They will establish business procedures and standards around the Company's monthly accounting cycle and the financial close. This role will drive opportunities to streamline our monthly accounting processes and standards by assisting with the imple-mentation of a shared services approach for processes utilizing the leading practice and SAP S/4 HANA Cloud based application.

The ideal candidate should have strong people and customer service skills, a track record of process improvement, exceptional accounting experience, and excellent teamwork skills along with an ability to work in an ever-changing environment.

Areas of Responsibility: Execute and support the workflow for all assigned accounting processes that streamlines and improves the financial close:

· Oversee the accounting for local field operations

· Process journal entries within SAP including classification of GL expense accounts

· Prepare assigned monthly entries for all business units

· Perform assigned general ledger account reconciliations

· Prepare all operational, corporate and ad-hoc reporting including analysis requests, schedules and quarterly, annual workpapers.

· Maintain all inter-company and intra-company accounts and ensure all accounts are recon-ciled

· Ensure all cash journal entries are prepared and bank statements are reconciled to G/L ac-count balances

· Prepare year-end reporting packages, year-end schedules for NAPP Corporate Finance and Group, and local operations reporting needs.

· Complete monthly roll-forward reporting for NAPP /Group

· Other projects and assignments as necessary

Education & Certifications

A four-year bachelor’s degree in Finance, Accounting, or related field is required

CPA Preferred

3 years public accounting experience or 5+ years industry experience

Qualification & Experience

5+ YEARS OF EXPERIENCE WITH INCREASING RESPONSIBILITY

AT LEAST 5 YEARS OF EXPERIENCE IN FIELD SUPPORT ROLE

SAP SYSTEMS EXPERIENCE STRONGLY PREFERRED

MANUFACTURING BACKGROUND PREFERRED

MOTIVATED INDIVIDUAL WHO WORKS WELL WITH OTHERS AND THINKS CLEARLY UNDER PRESSURE

EXCEPTIONAL ABILITY TO PROBLEM-SOLVE INDIVIDUALLY OR IN A GROUP SETTING

ABILITY TO SHIFT PRIORITIES QUICKLY, WHILE MAINTAINING ORGANIZATION AND CONTROL

PROVEN TRACK RECORD OF PROCESS IMPROVEMENT

ACCOUNTING KNOWLEDGE AND EXPERIENCE REQUIRED

PACKAGING & PAPER EXPERIENCE A PLUS

MICROSOFT EXCEL AND POWERPOINT SKILLS

EXCELLENT VERBAL, WRITTEN, AND INTERPERSONAL SKILLS

A PROVEN TEAM PLAYER

Knowledge, Skills & Abilities

· ABILITY TO IDENTIFY EFFICIENCIES AND PROCESS IMPROVEMENTS WHILE MAINTAIN-ING A STRONG CUSTOMER FOCUS.

· CONDUCTS REGULAR SERVICE REVIEWS, MONITOR METRICS/PERFORMANCE REPORT-ING; MANAGE AND AUDIT PERFORMANCE AND PRODUCTIVITY OF SERVICE GROUP

· PRIMARY LIAISON BETWEEN ASSIGNED FIELD LOCATIONS AND SHARED SERVICES AND CORPORATE FINANCE. EXECUTE ALL PROCESS, POLICY, AND TRANSACTIONAL VOLUME CHANGES THAT AFFECT OPERATIONS

· SAP, ORACLE, HFM / HYPERION, AND BLACKLINE EXPERIENCE A PLUS

· ABILITY TO MAKE DECISIONS AND COMMUNICATE WITH FIELD APPROPRIATELY AROUND SERVICE DELIVERABLES

Additional Information:

· Position is in Midtown Atlanta

· Position requires 50% travel in first year and will settle in at 20% travel annually

Enterprise Accounting Manager

Thu, 22 Oct 2020 11:38:08 GMT

DS Smith is a global leading packaging company of customer-specific packaging with emphasis on state-of-the art packaging design and local service close to customer facilities. With a product portfolio that includes transit packaging, consumer packaging, displays and promotional packaging, customised protec-tive packaging and industrial packaging, DS Smith answers to each market requirement.

We are currently seeking a Sr. Accounting Manager. The position is located in Atlanta, GA and reports to the Director of Shared Services.

Sr. Accounting Manager

Role Overview:

The ideal candidate should have proven change management skills, strong people and cus-tomer service skills, a track record of process improvement, exceptional accounting experi-ence, and excellent teamwork skills along with an ability to work in an ever-changing envi-ronment.

Areas of Responsibility: Execute and support the workflow for all assigned accounting processes that streamlines and improves the financial close:

· Oversee the accounting for all locations in DS Smith North America

· Lead migration of remaining accounting responsibilities into Share Service Center

· Serve as accounting lead on conversion of legacy systems to SAP

· Process journal entries in SAP and legacy systems

· Maintain DS Smith North America Balance Sheet

· Manage general ledger account reconciliations with sufficient documentation

· Maintain all inter-company and intra-company accounts and ensure proper reconciliation

· Prepare all operational, corporate and ad-hoc reporting including analysis requests, schedules and quarterly, annual workpapers.

· Ensure all cash journal entries are prepared and bank statements are reconciled to G/L ac-count balances

· Ensure compliance with GAAP and IFRS

· Implement and maintain adequate internal controls

· Prepare year-end reporting packages, year-end schedules for NAPP Corporate Finance and Group, and local operations reporting needs.

· Complete monthly roll-forward reporting for NAPP /Group

· Cultivate strong working relationships with Finance and field personnel

· Lead a team of 8-12 accountants

· Develop talent, manage performance and morale/engagement of the team

· Other projects and assignments as necessary

Education & Certifications

A four-year bachelor’s degree in Finance, Accounting, or related field is required

CPA Required

Qualification & Experience

15+ YEARS OF EXPERIENCE WITH INCREASING RESPONSIBILITY

SAP SYSTEMS EXPERIENCE REQUIRED

MANUFACTURING BACKGROUND PREFERRED

MOTIVATED INDIVIDUAL WHO WORKS WELL WITH OTHERS AND THINKS CLEARLY UNDER PRESSURE

EXCEPTIONAL ABILITY TO PROBLEM-SOLVE INDIVIDUALLY OR IN A GROUP SETTING

ABILITY TO SHIFT PRIORITIES QUICKLY, WHILE MAINTAINING ORGANIZATION AND CONTROL

PROVEN TRACK RECORD OF PROCESS IMPROVEMENT

ACCOUNTING KNOWLEDGE AND EXPERIENCE REQUIRED

PACKAGING & PAPER EXPERIENCE A PLUS

MICROSOFT EXCEL AND POWERPOINT SKILLS

EXCELLENT VERBAL, WRITTEN, AND INTERPERSONAL SKILLS

A PROVEN TEAM PLAYER

Knowledge, Skills & Abilities

· ABILITY TO IDENTIFY EFFICIENCIES AND PROCESS IMPROVEMENTS WHILE MAINTAIN-ING A STRONG CUSTOMER FOCUS.

· CONDUCTS REGULAR SERVICE REVIEWS, MONITOR METRICS/PERFORMANCE REPORT-ING; MANAGE AND AUDIT PERFORMANCE AND PRODUCTIVITY OF SERVICE GROUP

· PRIMARY LIAISON BETWEEN ASSIGNED FIELD LOCATIONS AND SHARED SERVICES AND CORPORATE FINANCE. EXECUTE ALL PROCESS, POLICY, AND TRANSACTIONAL VOLUME CHANGES THAT AFFECT OPERATIONS

· SAP EXPERIENCE REQUIRED; HFM / HYPERION, AND BLACKLINE EXPERIENCE A PLUS

· ABILITY TO MAKE DECISIONS AND COMMUNICATE WITH FIELD APPROPRIATELY AROUND SERVICE DELIVERABLES

Additional Information:

· Position is in Midtown Atlanta

· Position requires 50% travel in first year and will settle in at 20% travel annually

Compensation Manager

Wed, 26 Aug 2020 12:52:16 GMT

Job Summary

Oversee the planning, design, implementation, and communication of compensation programs consistent with the lnstitute's strategic objectives. Plan, develop and implement new and revised compensation programs, policies and procedures to be responsive to the Institute's goals and competitive practices. This position is also responsible for ensuring through audits, legal reports and personal interactions that Institute compensation programs are consistently administered in compliance with Institute policies and government regulations. Responsible for setting employee goals, assessing performance, providing feedback, and making pay recommendations. This position will interact on a consistent basis with: campus leadership, Human Resource Representatives and Human Resources management and staff. This position typically will advise and counsel: campus leadership, Human Resource Representatives and Compensation staff. This position will supervise: Compensation staff personnel.

Responsibilities

Monitor the effectiveness of existing compensation policies, guidelines and procedures recommending plan revision: coordinates implementation and provides guidance to the Institute.
Research, propose, and coordinate compensation and salary administrative programs. Research, design, and implement employee policies and procedures.
Provide advice on pay decisions, policy and guideline interpretation, and job evaluation, including the design of creative solutions to specific compensation-related programs.
Develop techniques for compiling, preparing and presenting data.
Supervise the participation in, conducts and/ or purchases salary surveys to ensure Institute compensation objectives arc achieved.
Keep apprised of federal, state and local compensation laws and regulations to ensure Institute compliance.
Administer pay programs with the objective of internal equity and consistent pay practices that adhere to Institute and BOR policy when making compensation determinations regarding job families, classifications, and salary progression.
Review all compensation actions (promotions, new hires, reclassifications, etc.) to ensure consistency and accuracy in the administration of the compensation plan of the Institute.
Monitor the effectiveness of existing compensation polices, guidelines, & procedures.
Assist in day to day operations administration and provide periodic departmental reports.
Perform other duties as assigned

Required Qualifications

Educational Requirements
Bachelor's Degree in Human Resources, Business Administration or related field or equivalent combination of experience and education.

Other Required Qualifications
Overnight travel required for project delivery; flexibility in on-site daily service delivery hours in Human Resources, Human Resources, Business Administration or related (due to client shift schedules, project requirements).

Required Experience
Six to eight years of job related experience.

Preferred Qualifications

Additional Preferred Qualifications
CCP, PHR/SPHR, and/or SHRM-CP/SHRM-SCP

Preferred Educational Qualifications
Master's Degree in Human Resources, Human Resources, Business Administration or related field

Knowledge, Skills, & Abilities

SKILLS
Business Acumen, Communication, Consultation, Critical Evaluation, Ethical Practice, HR Expertise, Leadership, Relationship Management, Mathematical aptitude, proficiency in MS Excel. Knowledge of government regulations as they apply to compensation base and incentive compensation programs, company policies, and operations. Knowledge of staff, faculty, and research compensation structures in higher education.

Other Information

This is a supervisory position.
This position does not have any financial responsibilities.
No, this position will not be required to drive.
This role is not considered a position of trust.
This position does not require a purchasing card (P-Card).
This position may travel 1% - 24% of the time
This position does not require security clearance.

Background Check

Standard Background Check

To Apply:

https://core.hprod.onehcm.usg.edu/psp/hprod/CAREERS/APPLICANT/c/HRS_HRAM_FL.HRS_CG_SEARCH_FL.GBL?Page=HRS_APP_JBPST_FL&Action=U&SiteId=3000&FOCUS=Applicant&JobOpeningId=220362&PostingSeq=1

Compensation Analyst Sr

Tue, 25 Aug 2020 13:50:41 GMT

Job Summary

Support the Georgia Tech Human Resources Compensation team with labor market and Human Resources data needs, job evaluation and descriptions. Provide analysis, evaluations, recommendations, and communication in the administration of compensation programs. This position will interact on a regular basis with: unit management and staff, department staff and Human Resources personnel. This position typically will advise and counsel: unit Human Resources representatives and contacts. This position will supervise: NA

Responsibilities

Lead and coordinate the acquisition, organization, storage and access to compensation market data in assigned databases. Participate in compensation surveys.
Provide support for projects and training initiatives. Includes setting up training session logistics and drafting training communications. Partner with other areas of Human Resources to meet client needs.
Support various compensation programs including salary planning and merit increases.
Provide compensation analysis and data management support for special projects, job leveling, job hierarchies, market pricing, internal and external audits, new government-mandated changes, etc.
Develop and maintain job descriptions and associated database ensuring alignment with Institute and Georgia Tech Human Resources standards and language.
Review, analyze and make recommendations regarding salary analysis requests. Collect, analyze and interpret data and statistics associated with compensation tasks.
Provide compensation related guidance on issues, programs and policies. Answer client and manager questions regarding Compensation issues, including monitoring and fielding emails sent to general question inboxes related to Compensation.
Interpret data to perform job evaluations utilizing market pricing and benchmarking activities and make recommendations as appropriate.
Serve as back-up for other members of the Compensation team. May have own client departments.
Perform other duties as assigned

Required Qualifications

Educational Requirements
Bachelor's Degree in Human Resources, Business, Finance or related field or equivalent combination of education and experience

Required Experience
Two to three years of job related experience

Preferred Qualifications

Additional Preferred Qualifications
Certified Compensation Professional (CCP) Preferred skills include Peoplesoft query writing and experience with PayFactors or similar market data software tool

Preferred Experience
Three years of job related experience

Knowledge, Skills, & Abilities

SKILLS
This job requires: Strong analytical skills, high level of accuracy, and the ability to prioritize tasks and manage small projects. Excellent written and verbal communication skills, and excellent customer service skills. High level skills in Microsoft Office products, especially Excel including management and manipulating large data sets. Experience working with market data, equity analyses, job evaluations, processing annual pay increases.

Other Information

This is not a supervisory position.
This position does not have any financial responsibilities.
No, this position will not be required to drive.
This role is not considered a position of trust.
This position does not require a purchasing card (P-Card).
This position may travel 1% - 24% of the time
This position does not require security clearance.

Background Check

Standard Background Check

You can view and apply for this job at: https://core.hprod.onehcm.usg.edu/psp/hprod/CAREERS/APPLICANT/c/HRS_HRAM_FL.HRS_CG_SEARCH_FL.GBL?Page=HRS_APP_JBPST_FL&Action=U&SiteId=3000&FOCUS=Applicant&JobOpeningId=220297&PostingSeq=1

Payroll Manager

Wed, 19 Feb 2020 14:31:20 GMT

Manage and guarantee weekly disbursement of multi-state payroll, including garnishments, benefits and taxes to 3,000 employees consistent with federal and state wage and hour laws
Ensure the processing of new hires, temporary workers, transfers, promotions and terminations is accurate and timely
Supervise payroll staff, including payroll supervisor and payroll specialists
Critically review and analyze current payroll, benefits and tax procedures in order to recommend and implement changes leading to best-practice operations
Audit W-4s, payroll balance sheets, YTD earnings
Partner with HR and benefits in aligning and implementing a more sophisticated payroll and benefits system
Ensure systems are set-up and updated to reflect our current employee base, including wages, benefits, sick and vacation time in line with contracts (union and non-union)
Manage regular preparation of relevant management reports, including weekly, monthly, quarterly and year-end reports (gross payroll, hours worked, vacation accrual, tax deductions, benefit deductions, etc.)
- 3+ years experience using Workday Payroll.
- 7 years experience managing a payroll department of 2000+ employees in multiple US states and Canada.
- Working knowledge of multi-state labor law
Please send your resume to christinapage@talentconnections.net

Human Resources Specialist, Payroll

Mon, 17 Feb 2020 18:09:38 GMT

GreyStone Power Corporation

Job Title: Human Resources Specialist, Payroll

Organization: Human Resources

Reports To: Manager, Human Resources

Effective Date: January 2020

Job Summary

Handles payroll entry and verification of payroll entry on a bi-weekly basis. Handles payroll follow up such as the processing of check requests for benefits, child support, garnishments, and other post payroll reporting. Acts as the receptionist for the HR department and supports the HR Specialist – Employment with interview scheduling and reference checks on non-payroll weeks. Assists Manager, Human Resources on special projects as assigned.

Key Responsibilities

· Handles bi-weekly pay changes including, but not limited to, taxes, benefits, etc.
· Handles bi-weekly reconciliation of gross/net wages, state, federal, FICA, and Medicare taxes, as well as section 125 benefits and 401(k)/457(b).
· Works closely with the Benefits Administrator on bi-weekly payroll process and quarterly and annual tax filings, including comprehensive review of payroll state and federal tax returns and draft W-2s. Handles upload of W2 information to NRECA and other regulatory agencies.
· Assists Manager, Human Resources with completion of salary surveys and employment verification requests from third parties.
· Handles the administration of garnishments, including coordinating with affected employee, Accounting Department, and garnishors, as necessary.
· Handles the processing of all earnings, tax, deduction, and benefit changes to ensure accuracy of employee W-2s.
· Serves as a resource to employees on any payroll related questions, including paid time off, catastrophic illness leave, or disability pay, tax inquiries, as well as providing assistance with Employee Self Service.
· Handles the administration of the taxable benefits (company owned vehicles – transportation (quarterly), insurance tax over 50k) on a bi-weekly basis.
· Assists with payroll and timesheet audit activities.
· Ensures all payroll transactions are processed accurately and timely.
· Reconciles payroll prior to final transmission and validates reports.
· Assists the Benefits & Payroll Administrator with annual online open enrollment.
· Coordinates with Benefits & Payroll Administrator, HR Specialist – Employment, and Manager, Human Resources, on items related to benefits, including employee changes, new hire set up, terminations, invoice processing, and vendor payments. Serves as regular back up to Benefits & Payroll Administrator and cross training partner.
· Assists with coordination with benefit providers on invoice or payment issues, as needed.
· May assist with preparation and distribution of compensation and benefit information for reporting to benefit providers and other agencies (auditors, government agencies, etc.).
· Provides general administrative support to HR Department, including, but not limited, to greeting department visitors, answering phones, assisting with department office flow (gatekeeper), preparing correspondence, scheduling meetings, and maintaining office supplies.
· Assists HR Specialist – Employment on non-payroll weeks with scheduling interviews, reference checks, scheduling DOT and pre-employment physicals and other tasks as requested.
· Responsible for scanning all new hire and termination files into electronic files as well as all post payroll paperwork.
· Oversees the HR department file maintenance and storage (physical and electronic) and ensures that process documentation is kept current.
· Other projects and assignments as requested by the Manager, Human Resources, and/or VP, Corporate Services.

Required Education, Knowledge, Skills and Abilities

· Bachelor’s degree in business administration, accounting, or related area.

· Five or more years of experience in payroll.

· Prior HRMS experience required (Sage HRMS preferred).

· Prior experience producing payrolls with in-house payroll systems.

· Certified Payroll Professional preferred.

· Working knowledge of basic accounting principles and best payroll practices.

· Strong computer skills with proficiency in Microsoft Office products. High level proficiency with EXCEL is preferred.

Prior experience as generalist in Human Resources environment/department preferred.
Effective problem solving skills, self-starter, and the ability to work well with others and with minimal supervision.
Exceptional verbal and written communication skills; able to interact professionally with employees at all levels.
Highly efficient and able to operate under immense pressure; able to manage multiple deadlines well; proven ability to initiate, plan, organize, monitor, and report on several projects simultaneously.
Ability to manage sensitive and confidential information and apply discretion in the handling of that information.

Physical Demands

Talking, sitting, seeing, hearing, and typing. This job is typically performed in an office environment but will require minimal travel a few times annually to training meetings or conferences.

Supervisory Responsibility

None

Essential Demand or Condition and Position Specifics

· Sitting: Continually sits at work station
· Standing: Frequently stands to greet members and work counter/window
· Walking: Frequently walks to greet members and work counter/window
· Driving: Occasionally may be required to drive to offsite networking meeting or other seminars, workshops, etc.
· Talking: Continuously uses speaking to communicate with members, co-workers and contractors while conducting work activities. Talks with others face to face, telephone and via two-way radio.
· Hearing : Continuously uses hearing to communicate with coworkers, members, customers and vendors. Occasionally uses hearing to operate or monitor equipment.
· Visual (include color perception): Frequently uses sight to complete tasks with computer, phone and paper. Occasionally required to evaluate supplies or equipment readings based on colored lights or colored coding.
· Lifting or Carries: Frequently lifts or carries materials weighing up to 10 lbs. Occasionally lifts or carries materials that weigh up to 40 lbs.
· Pushing or Pulling: Occasionally twists, pushes and pulls to file or retrieve documents.
· Bending or Stooping: Occasionally bends or stoops to file or retrieve documents.
· Kneeling, Squatting or Crawling: Occasionally kneels, squats or crawls to file or retrieve documents.
· Climbing or Balancing: Not at all
· Twisting or Reaching: Occasionally twists or reaches to file or retrieve documents.
· Gripping or Grasping: Frequently grip-grasps mail to open and sort or to operate office equipment.
· Fine Manipulation: Frequently uses hands to operate computer and office equipment
· Operating Controls: Not at all
· Other Physical Demands or Conditions: Occasional working in the community at Coop Events or Coop Business.
· Exposure to Extreme Noise – PPE Demand: Not at all
· Exposure to Chemicals: Not at all
· Exposure to Temperature Extremes: Not at all
· Exposure to Slippery Conditions: Not at all
· Exposure to Electric Shock: Not at all
· Exposure to Open Heights: Not at all
· Exposure to Vehicular Traffic: Not at all
· Other Exposure Conditions: Not at all

Please apply online https://careers.greystonepower.com/careers/

Disclaimer

The duties identified above cover the major responsibilities of this position. These are not intended to cover each and every aspect of the position. At times, the scope and responsibilities of any given position may change or be temporarily altered and the employee may be required to perform additional or different tasks. The basic requirement of every position with GreyStone Power is to perform all tasks as assigned by the Supervisor.

NOTE: All job specifications and applicant qualifications will be reviewed to assure compliance with the Americans with Disabilities Act.

Lead Compensation Analyst

Mon, 27 Jan 2020 20:13:42 GMT

Lead Compensation Analyst

The opportunity:

The Lead Compensation Analyst is a key member of the Total Rewards team. This role is responsible for strategic analysis and providing consultative, planning, project management and senior analytical support for our businesses. This role is also responsible for integrating compensation with overall HR strategies to attract and retain a highly skilled workforce. The individual will participate in the end-to-end design, management and administration of compensation programs and activities including overall design, base salary and variable pay administration, as well as executive benefits.

How you will impact WestRock:

Ensures a cohesive and comprehensive approach to the design of a total compensation package that aligns the organization’s objectives with compensation programs.
Uses compensation tools to make recommendations and offer solutions.
Synthesizes, manipulates and models large datasets and analyzes multiple scenarios and develops business actions and recommendations.
Consults with all levels of business leaders on compensation matters such as the design, application and value of using various components of the total compensation package.
Collaborates with human resources and business leaders and other stakeholders to define requirements and expectations and to monitor and provide updates regarding agreed upon deliverables.
Influences and provides recommendations and alternatives to address the businesses’ needs and objectives.
Modeling complex scenarios and recommending business actions.
Builds consensus to generate support for new ideas and strategies. Solutions require collaboration and agreement with Human Resource and Business Leaders.
Independently leads compensation initiatives and activities including developing and managing project plans.
Provides leadership and guidance to other team members.
Conducts complex analysis of practices and programs to evaluate effectiveness and ensure compliance.
Stays abreast of labor market trends and changes to recommend approaches for competitiveness in compensation.
Evaluates external competitiveness and internal alignment; researches industry trends and provides recommendations.
Independently conducts studies and recommends policy and process/operations changes.
Identifies ways to operationalize and champion changes/enhancements to program offerings.
Assists in developing and presenting HR and Manager education and other communications through various mediums for a global employee audience.
Recommends Compensation guideline updates and identifies and analyzes metrics for measuring effectiveness and improving performance of programs.
Ensures collaborative approaches are used to achieve goals and to measure success.

What you need to succeed:

Minimum 5-7 years of total compensation experience in a role of similar complexity and scope; 3-5 years of experience at the Senior Analyst level.
Bachelor's degree preferred.
PHR, SPHR and/or CCP are strongly preferred at the Senior Analyst level.
Comprehensive knowledge and experience in compensation principles and practices such as salary and variable pay strategies, labor market analysis and trending, job evaluation methodologies.
Working knowledge of HR principles for integrating compensation with overall HR strategies.
Ability to apply formulaic, mathematical and statistical data for compilation and analysis and interpret market intelligence.
Excellent interpersonal, collaboration, and influencing needed to work with, HR and other shareholders.
Ability to explain complex programs and technical information for non-technical stakeholders.
Ability to lead activities and projects independently.
Demonstrated ability to handle highest level of confidential and sensitive essential.
Excellent oral and written communication and presentation skills and ability to “tell the story.”
Ability to work in changing environment with varied dynamics.
Advanced capabilities in Excel and PowerPoint.
Excellent MS desktop skills.
Knowledge of PeopleSoft preferred.
Strong teamwork skills.

What we offer:

Corporate culture based on integrity, respect, accountability and excellence
Comprehensive training with numerous learning and development opportunities
An attractive salary reflecting skills, competencies and potential
A career with a global packaging company where Sustainability, Safety and Inclusion are business drivers and foundational elements of the daily work

WestRock Company is an Equal Opportunity Employer committed to creating and maintaining a diverse workforce: Minorities/Females/ Disabled/Veterans.

https://www.westrock.com/en/careers

Director of Compensation - NAPA (Genuine Parts Company)

Thu, 23 Jan 2020 15:44:32 GMT

NAPA is a Parts Store and So much more! We are driven to have the very best people on our team. To do this, we are looking for a top talent to lead the development, design and implementation of compensation programs to attract and retain top talent around the country. The NAPA brand is known around the world for having KNOW HOW and we are looking for a Talent who can bring their Compensation KNOW HOW to this very exciting role - Director of Compensation. In this highly matrixed role, you will ensure compensation programs support NAPA’s strategic objectives and meet all legal requirements. An amazing opportunity for someone who has spent the last 10 to 15 years in a very broad-based Compensation role and is looking for a really awesome leadership opportunity! This person will join the NAPA Corporate HR Team at our headquarters in Atlanta, GA and report directly to a supportive Senior VP of HR.

This is the right opportunity for you if:

Have spent the last 10 to 15 years’ in a compensation role focusing on compliance of various compensation models including incentive programs and bonus plans
Are extremely focused on details, able to multi-task and pivot when needed, work independently (very autonomous role) and get quickly up to speed (need you to hit the ground running in this role)
Have an understanding of which issues you need to escalate or when to involve others (either in HR or in another department)
Are analytical and truly enjoy working with large amounts of data
Ability to take lots of high-level compensation data/analysis and present recommendations to leadership in a clear, concise executive summary
Have implemented compensation programs and feel comfortable collaborating with leadership teams on recommended changes to compensation programs
Enjoy design and delivery of effective communication materials for compensation programs (both verbal and written)
Have a basic understanding of HRIS related to compensation functions
Partners closely with the division HR Directors on compensation initiatives
Collaborates with field leadership team on recommended changes to compensation programs and implementation of programs
Works cross functionally with other departments on compensation/HR initiatives
You have great energy and enthusiasm for all things compensation

Here is what you’ll get to do:

Manages the study, analysis, design, evaluation, communication, implementation, and administration of current broad-based compensation programs such as base salary for salaried and hourly employees. Develops recommendations for improvement.
Responsible for total compensation for a large body of hourly employees; set strategy for pay progression rates to remain competitive in a challenging industry.
Partner with senior NAPA leadership on executive compensation (base and short-term incentives)
Manages job evaluation program including the job evaluation and analysis process, maintains and administers formal job grades and salary range structures. Manages a variety of salary surveys and the analysis of related data. Prepares, edits, and updates job descriptions as needed. Assesses the overall effectiveness of the compensation program.
Partner with the business on sales compensation to include performance of existing sales plans and develop recommendations that support and drive NAPA’s sales culture.
Implement and update salary structure, planning processes and performance management along with execution
Partner closely with the division Human Resources Directors on compensation initiatives
Collaborates with NAPA store and division leadership team on recommended changes to compensation programs and implementation of programs
Consults with management to implement and drive long-term strategic compensation initiatives such as sales performance management and sales force effectiveness. Short-term initiatives may include advising on issues such as sales performance incentive plans, offers, department restructuring, and other matters related to position structuring and pay.
Establishes target bonus levels and consults with management as needed to set levels for new hires or promotions. Models and makes recommendations for changes to existing programs. Administers bonus plans for headquarters employees to include generation of templates, monitoring of employees rolling into or out of bonus plan, calculation of bonuses, and transmittal of amounts to payroll. Establishes salary pay grades and scales, develops market pay values, slots positions, and maintains structure.
Manages salary planning and performance management processes including coordination of system configuration and form creation, establishing increase budgets, communication to managers and employees, monitoring of systems, and troubleshooting to resolve issues.
Interprets, and ensures compliance with, state and federal compensation-related laws. Works with external council as required to ensure compliance.
Creates, monitors, and adjusts department budget as needed.
Creates job administration guidelines and ensures compliance by field and headquarters. Determines desired job hierarchy, establishes job criteria, sets up codes in HRIS, and monitors usage by field and headquarters.

What you’ll need:

10-15 years’ in broad-based compensation including salary planning, market pricing, range development/updating, bonus plan administration, and creation/maintenance of job descriptions.
Sales and executive compensation experience helpful.
Bachelor’s Degree, or equivalent experience is required.
Certified Compensation Professional (CCP) designation preferred.
Demonstrated ability to use spreadsheets at an advanced level for modeling and plan administration.
Excellent communication skills with all levels of employee.
Ability to present and teach concepts to various audiences for purposes of instructing and convincing.
Experience with HRIS system and query generation.
Ability to take large amounts of data, organize and analyze it, and present conclusions reached.
Familiarity with salary planning and performance management applications.
Prior experience using online market pricing tools.
Work is performed in typical office environment.
5 – 10% travel *very minimal

What’s in it for you:

Awesome people and brand
Beautiful Corporate headquarters with walking trails, on site café/grill and fun on site employee activities
Competitive Pay
Outstanding health benefits and 401K
Stable company. Fortune 200 with a “family” feel
A Culture of promotion from within, using your creativity, finding solutions/fixes, and where no 2 days or career paths are the same!
Great training, and ongoing development with support from multiple leaders/your team

Please apply if you think this is a great fit for you and we will be in touch - If you decide that this role is not for you, we still appreciate you stopping by today and ask you to please check out some of our other great careers and employee stories by visiting NAPAautojobs.com.

Compensation Analyst

Fri, 03 Jan 2020 17:14:21 GMT

Wellstar's Compensation Department is hiring for a New Compensation Analyst. If you are interested in joining a newly redeveloped department that has the opportunity for growth and visibility, please apply today! We have this amazing opportunity for a Compensation Analyst, who is going to have the opportunity to learn from a team that collectively has over 50 years of experience just in Compensation!

This role will work closely with the compensation team in support of all areas of human resources at the corporate and facility levels.

This role will evaluate existing and proposed job descriptions for the purposes of recommending reasonable compensation comparisons. The incumbent will research comparable jobs in the marketplace and develop recommendations for a competitive compensation range that is consistent with Wellstar practices and compensation philosophy. In addition to general compensation ranges, the incumbent will research and provide recommendations on various cash compensation elements and provide guidance on state and federal regulations related to compensation.

Experience with conducting analysis and a command of Excel required.

For more information and to apply click here:

https://careers.wellstar.org/job/WHSYUS36855/Compensation-Analyst

Benefits Specialist

Mon, 23 Dec 2019 21:11:55 GMT

To fit this role:

Are you looking to make impact for an organization committed to serving others in mind, body and spirit? We are looking for someone with drive and passion to focus on the Y’s employee experience to support our employees who serve communities across Atlanta. You’ll enjoy listening, learning, building, teaching and working in a fast-paced environment. It is important that you thrive in an inclusive and collaborative team focused on innovation, process improvement, and compliance. Our team covers for each other, despite our specific functional roles, and there is no such thing as “that’s not my job.” We are looking for a team member that is adaptable, embraces change, enjoys supporting HR colleagues, and understands HR adjusts to organizational needs.

This role is member of the Total Rewards team reporting to the Chief People Officer. This role is responsible for the day-to-day operations of benefits programs (group health, dental, vision, short-term and long-term disability, FMLA, worker's compensation, life insurance, flexible spending plan (FSA), health savings account (HSA), and 401(k) plan). Excellent customer service skills, the ability to improve existing programs, and manage/monitor benefits administration. Strong attention to detail, proficient excel skills, aptitude for talent management and HCM systems, and the ability to prioritize work.

Required skills for this role:

This role is a customer-service, multi-functional role that supports the organization in a variety of areas including but not limited to benefits administration, compensation mgmt., and general human resource issues. A Bachelor’s degree, proficiency in Excel and HCM systems is required; professional certification is a plus. This individual must have the ability to maintain positive working relationships with the employee population and vendor partners. Attention to detail, accuracy, and proficient business writing skills are necessary.

Description of Responsibilities:

· Proficiency in learning Talent Management and HCM Software. Workday experience is a plus.

Handle benefits inquiries and issues to ensure quick, equitable, courteous resolution. Field questions and provide timely feedback/information based on requests from management or employees.

· Oversee (paid time off) PTO accrual processes and maintains correct accrual balances for staff.

· Serve as primary contact for plan vendors and third-party administrators. Coordinate transfer of data to external contacts for services, premiums and plan administration. Document and maintain administrative procedures for assigned benefits processes. Ensure compliance with applicable government regulations. Ensure timeliness and accuracy of required reporting.

Manage and drive benefit communications for new hires, exiting employees and current employees.
Work closely with payroll, finance and accounting to ensure accuracy of benefit deductions, payroll and billing reconciliation as well as adjustments. Process monthly billings in a timely manner to ensure timely payment for all benefit plans. Provide monthly reconciliation reports as supporting documentation.
Support plan audits, 5500 filings, ACA reporting, and Summary Annual Report communications.
Work with manager and total rewards team to assess administrative best practices.
Leverage benefit surveys and benchmark to assess competitiveness of employee benefits package.
Open Enrollment and Year-End Processing - coordinate processes from communication to execution.
Participate in RFP activity for all vendors and carriers.
Maintain thorough, accurate documentation and records for all benefit plans.
Lead and manage wellness-related initiatives, and drive employee participation.
Design and manage the employee new hire orientation and benefits onboarding.
Leave Management – ensure employees that have a medical situation or otherwise qualify for STD, LTD and or FMLA are applying for this benefit in advance of their leave or as soon as possible. Educate managers and employees to ensure they understand the process. Manage the day to day administration of FMLA, STD, and LTD with third party vendors, including payroll reconciliation. Keep payroll notify of the leave status in case there are payroll changes to process.
Assist in coordinating employee events, such as health fairs.
Manage day to day administration of 403b plan, including vendor and payroll interfaces, issue resolution, and payroll reconciliation.
Work with payroll for benefit deduction adjustments.
Work with third party vendors, broker and Y USA, to resolve employee benefit issues.

Qualifications / Required Knowledge, Skills, and Abilities:

Bachelor’s Degree in human resources, management, business, or related field is required.
Minimum of 5 years of benefit/HR experience or some combination thereof.
Solid understanding of benefit plan principles related to medical, dental, vision, disability and life insurance, as well as retirement plan administration, healthcare reform, FMLA, HIPAA regulations, IRS rules and regulations, etc.
Knowledge of all pertinent federal and state regulations, filing and compliance requirements, both adopted and pending, affecting employee benefits programs, including ERISA, COBRA, FMLA, ADA, Section 125, workers' compensation, Medicare, OBRA, and Social Security and DOL requirements.
Strong computer skills are required in HCM systems, MS Office particularly Excel. Workday experience is a plus.
Analytical skills and the ability to identify and execute continuous improvement for processes, procedures, and system effectiveness.
Strong knowledge of Human Resources disciplines, regulations and practices required.
Must have the ability to handle confidential and sensitive information.
Must possess strong interpersonal skills and an ability to work and communicate effectively with all levels and functions in the organization, including external vendors.
Must have strong attention to detail, organization, project coordination skills, and have the ability to multi-task priorities and assignments with minimum supervision.
Mathematical aptitude and analysis skills
Demonstrated track record of effective written and verbal communication skills
Skills in complex problem solving, judgment, critical thinking and decision-making

Please email your resume to: christinapage@talentconnections.net

Compensation Consultant

Mon, 23 Dec 2019 21:09:02 GMT

Compensation Consultant

To fit this role:

Are you looking to make impact for an organization committed to serving others in mind, body and spirit? We are looking for someone with drive and passion to focus on the Y’s employee experience to support our employees who serve communities across Atlanta. You’ll enjoy listening, learning, building, teaching and working in a fast-paced environment. It is important that you thrive in an inclusive and collaborative team focused on serving the organization priories with an emphasis on innovation, growth, process improvement, and compliance. Our team covers for each other, despite our specific functional roles, and there is no such thing as “that’s not my job.” We are looking for a team member that is adaptable, embraces change, enjoys supporting HR colleagues, and understands HR adjusts to organizational needs.

This role is member of the Total Rewards team reporting to the Chief People Officer. The role will be responsible for providing support to the design and development of compensation programs, policies and practices that advance the business strategy across the organization. This role is responsible for the day-to-day operations and compliance of compensation policies and practices. The Compensation Consultant should have excellent customer service skills, the ability to improve existing programs, and manage/monitor compensation administration with strong attention to detail, proficient excel skills, aptitude for talent management and HCM systems, and the ability to prioritize work.

Required skills for this role:

This role is a customer-service, multi-functional role that supports the organization in a variety of areas including but not limited to compensation management, employee experience, and general human resource issues. A Bachelor’s degree, proficiency in Excel and HCM systems is required (Workday preferred); professional certification is a plus. This individual must have the ability to maintain positive working relationships with the employee population and vendor partners. Attention to detail, accuracy, and proficient business writing skills are necessary.

Key Responsibilities / Duties

1) Identify and submit compensation surveys to benchmark organization’s competitive pay practices.

2) Lead or contribute to survey submissions and ongoing market-pricing efforts

3) Provide consultation to hiring managers and executives on compensation related matters, including but not limited to salary and incentive recommendations

4) Create presentations suitable for executive level review to include recommendations on salary administration, pay practices, workforce analytics focused on compensation, and pay equity.

5) Create and update financial models to support budgeting and executive compensation

6) Recommend solutions to more complex compensation issues with senior team members

7) Build and implement best practices in analytics and compensation processes with Workday HCM

8) Lead annual compensation cycle review with executive team, HR, and senior leadership. Possess ability to model compensation outcomes during in-person meetings with senior leaders.

9) Develop and facilitate compensation training for Hiring Manager. Develop compensation workforce analytics. Consult with leadership on results and impact to ability to attract and retain critical talent to meet business needs.

10) Assess and implement compensation technology including systems for compensation planning, market pricing and employee data management

11) Lead ongoing and ad hoc compensation-related initiatives/projects

12) Work with payroll, finance and accounting to resolve compensation related employee issues

13) Lead business work teams to build job families and profiles.

14) Consult with Learning and Development to create career pathways across organization

15) Subject matter expert to ensure compliance with DOL, IRS, and FLSA. Knowledge of all pertinent federal and state regulations, filing and compliance requirements,

16) Network with other large YMCA associations on best practices

Work Experience / Knowledge

Bachelor’s Degree in human resources, management, business, or related field is required.
Minimum of 5 years of experience developing and implementing compensation
CCP or similar certifications preferred
Experience in advanced analytics, technology and/or project management
Experience in roles where you must work quickly and accurately under tight deadlines
Experience in creating financial analysis and modeling
Experience in creating presentations and presenting to colleagues and leadership
Compensation/HR subject matter knowledge
Advanced Excel and PowerPoint skills
Experience using data visualization tools a plus (Tableau/Power BI)

Skills

Strong computer skills are required in HCM systems, MS Office particularly Excel. Workday experience is a plus.
Analytical skills and the ability to identify and execute continuous improvement for practices, policies, processes, and system effectiveness.
Strong knowledge of Human Resources disciplines, regulations and practices required.
Must have the ability to handle confidential and sensitive information.
Must possess strong interpersonal skills and an ability to work and communicate effectively with all levels and functions in the organization, including external vendors.
Must have strong attention to detail, organization, project coordination skills, and have the ability to multi-task priorities and assignments with minimum supervision.
Mathematical aptitude and analysis skills
Demonstrated track record of effective written and verbal communication skills
Skills in complex problem solving, judgment, critical thinking and decision-making
Skills in consulting and presenting compensation concepts and practices to senior leadership.

Please email your resume to: christinapage@talentconnections.net

Cox Automotive - Director of Compensation

Thu, 19 Dec 2019 01:22:28 GMT

Apply online: http://bit.ly/38Vb4qI

Are you a compensation guru who can handle data alongside the best data scientists? We’re looking for someone who loves working in Digital and Tech, where displaying your wits and data know-how amongst the most tech savvy is a challenge and an environment you thrive in.

You’ll most likely keep a pair of running shoes under your desk just to keep up with the rapid pace and changing world of tech. You’ll be instrumental in helping us create and execute breakthrough compensation approaches in one of the most competitive talent arenas.

What you’ll do

This position requires a deep understanding of product and software development. We’re looking for someone who can keep up and go toe to toe with some of the most technical minds whilst staying calm, cool and collected. Specifically, you’ll…

Establish pay programs that achieve our ambitious business objectives in our digital businesses
Partner proactively with HR Business Partners as well as other stakeholders across the organization
You’ll be able to listen with empathy and bring design thinking to solve problems
You’ll obviously be great at data, but you’ll also be able to bring to life the market trends and insights that you’ll be following closely
You’ll be a champion for great labor practices that align with our values, ensuring we comply with local, state, federal and country laws
You’ll also be a thought leader and a great collaborator

Qualifications:

Who you are

You have metrics-driven compensation consulting in mind with an eye for creative solutions and a head for business. You’re up-to-date with the latest tech pay trends with a flair for innovation.

You’ll build our compensation programs with care and then steer them through to execution, keeping an eye out for the bumps in the road because you know things do (and should) change fast. You may also enjoy a good hackathon every now and again.

Minimum Qualifications

Bachelor’s degree in business, or related field.
Proven experience with compensation programs, practices, principals and plan governance
Experience of deploying compensation programs effectively, including accompanying communications.
Experience analyzing data, making sense of metrics and generating proposals
Excellent written and verbal communication skills.
Preferred Qualifications
10+ years (or equivalent) experience in Compensation
Significant experience working in a digital and tech environment
Experience in consulting/professional services environment a strong plus

What’s in it for you?

You’ll be rewarded with highly competitive pay, plus other compensation perks you’ve come to expect (e.g., 401k + matching, comprehensive medical benefits, etc.) and others you may not (e.g., extremely generous paid time off, tuition reimbursement for academic pursuits, pet insurance and more…)

Work/Life Balance. For us to be us, you need to do you. Job flexibility is central to our culture because team members have different working styles and important stuff going on outside the office, too.

Total Rewards Analyst

Wed, 20 Nov 2019 17:53:46 GMT

Total Rewards Analyst

Position Summary

This role acts as a key contributor in the analysis required to ensure compliance of company compensation and benefit programs and alignment to Total Rewards initiatives and company strategy. This role will provide analysis, and solutions to business problems related to Total Rewards. The role will be a member of the Total Rewards team in driving change based on analysis of current processes.

Responsibilities

Collaborates with the compensation manager on a variety of projects, including, analysis, structure and implementation of new programs, including incentive pay programs and assists with various compensation related issues.
Collaborates with the Director of Total Rewards on a variety of projects related to employee benefits, including annual enrollment, ACA compliance and 1095C filing, integrity of carrier files.
Administers base compensation programs, and supports the Compensation Manager in the annual merit process.
Works with HRIC staff to ensure that the Lawson meets compensation needs and is updated to reflect changes to salary structures, and pay for performance programs, etc.
Manages projects such as survey participation for both compensation and benefits.
Provides cost benefit analysis as needed to support changes related to compensation and benefits.
Develops and documents procedures to streamline processes and ensure legal compliance and reporting obligations consistent with regulatory requirements for both compensation and benefits. (FLSA, ACA filings, State mandates, annual plan notices distributions).
Coordinates with Human Resource Business Partners to educate managers.
Participates in job analysis, documentation and evaluation as needed and will be subject matter expert in the development of Job descriptions.
Integral support of benefits function during and leading up to annual renewals and annual enrollment.
Ensure data integrity and accuracy of employee benefits information through periodic audits and provide recommendations for streamlining processes and procedures.
Provide back up to Benefits Analyst responsible for benefits billing and budget analysis.
Assist Benefits Analysts with compliance and reporting obligations including but not limited to ACA filings, annual plan notice distributions, non-discrimination testing, etc.

Requirements

Bachelor’s degree or an equivalent combination of education and work experience is required
Constant interaction with executive management, managers, employees, payroll personnel, insurers
Strong PC skills, to include the Microsoft Office Suite
Excellent communication skills both verbal and written
Excellent attention to detail and accuracy
Good organization abilities
Good interpersonal skills
Ability to analyze and interpret Plan document provisions and Federal regulations and apply them to coverage questions and issues
Ability to adapt to new procedures and changes in regulations
Ability to prioritize and multitask as well as adapt to changing priorities
Excellent time management skills
Able to work independently, think and plan ahead and bring issues to attention of management.

About Us

People taking care of people. It’s that simple. At Crawford & Company, we treat our clients’ policyholders like our own, helping to restore and enhance lives, businesses and communities at all points of the claims management process. Combining a legacy of nearly 80 years of unmatched experience with global capabilities and industry-leading technology, Crawford is at the forefront of change, while also staying firmly rooted to our commitment to putting people first.

We are guided by our collective value system: RESTORE.

At Crawford, we:

Respect our culture of integrity and ethical behavior, while embracing the unique talents of the individual and encouraging an ownership mentality among everyone.
Are Empowered to advance the company mission and take ownership of our individual career progression.
Promote Sustainability through a corporate culture in which employees are good stewards of their communities.
Emphasize Training and an environment where employees continually seek and share knowledge and are engaged and satisfied with their work.
Are One Crawford, embracing a global mindset that’s inclusive, agile, mission-focused, and customer-focused.
Give Recognition, participating in an environment where people are rewarded for jobs well done.
Embody an Entrepreneurial Spirit, sharing a passion to succeed, innovate, and outpace our competitors.

We believe in leading by example – at work and in our communities. We hail from more than 70 countries and speak dozens of languages, reflecting the global fabric of the audience we serve. Though our reach is vast, we proudly operate as One Crawford: united in mission, vision and values. Learn more at www.crawfordandcompany.com.

In addition to a competitive salary, Crawford offers you:

Career advancement potential locally, nationally and internationally. Crawford & Company has more than 700 locations in 70 countries
On-going training opportunities through every stage of your career
Strong benefits package including matching 401k; health, dental, and life insurance; employee stock purchase plans; tuition reimbursement and so much more.

Crawford & Company participates in E-Verify and is an Equal Opportunity Employer. M/F/D/V Crawford & Company is not accepting unsolicited assistance from search firms for this employment opportunity. All resumes submitted by search firms to any employee at Crawford via-email, the Internet or in any form and/or method without a valid written Statement of Work in place for this position from Crawford HR/Recruitment will be deemed the sole property of Crawford. No fee will be paid in the event the candidate is hired by Crawford as a result of the referral or through other means.

Please apply https://careers-crawco.icims.com/jobs/8171/total-rewards-analyst/job?in_iframe=1

Director, Global Compensation Consulting

Mon, 11 Nov 2019 19:51:17 GMT

To Apply: https://careers.vmware.com/job/austin/director-global-compensation-consulting/1567/13142745

Business Summary
VMware’s Compensation model focuses on empowering people managers to be self-sufficient with compensation analysis and decision making. The Compensation Consulting team focuses on two primary areas: 1/Business Consulting – working on strategic initiatives to assess and develop strategies and programs to address new business needs and 2/Management Consulting where Comp consultants provide more traditional comp analysis and program support to HR Management Partners to assist them in supporting their client groups.

Manage portfolio of compensation projects including pay and bonus program consulting support, balancing resources to ensure the highest priority strategic work is tackled first while compliance and other standard work is managed appropriately
Collaborate with Comp Programs and Operations to drive change management initiatives holistically from the executive staff, HR Business and Management Partners, Managers, and employees.This includes aligning roles and responsibilities of various HR teams to provide leadership support as one unified HR team.
Partner with Exec and Equity Comp team to provide input to program development, and consulting back-up support
Provide comp consulting advice to top leadership team members based on deep subject matter expertise.
Provide guidance and expertise on sales commission plan design and other sales comp areas

Job Role and Responsibility

As a key member of the Global Compensation Team, this role reports to the Sr Dir, Global Compensation. The incumbent will manage a team of about 7 located in Palo Alto, Austin, the UK, China and India. In addition to collaborating with the Sr Dir, they will influence and partner with the leaders of Compensation Programs and Exec & Equity Compensation to drive strategy and roll-out compensation programs.

Team Management

Provide direction, counsel, and set goals for career growth and development. Ensure team is appropriately cross-trained, staffed, and supported. Provide clarity on roles and responsibilities.
Keep current and share knowledge on key compensation trends; network with other companies and professional organizations to stay abreast of best practices and hot topics

Key Leadership Project Work

Drive consulting standardization to deliver consistent, high quality strategic consulting work to the business
Partner with the Comp Management team to align the global comp team around key compensation philosophies and approaches to drive one consistent methodology
Lead and support compensation plan design and manage strategic comp projects to meet specific business and talent needs
Develop framework and approach to address Comp Consulting for M&As. Provide support for some key M&A activities; manage team members to provide support for M&A activities
Provide key input and analysis (directly and through the team) for the design of global compensation programs (base salary, bonus, and spotlight award program)
Collaborate with Compensation and HR leadership to support the creation of compensation program and budget proposals for Finance leadership.
Support VMware’s equitable pay strategy via engaging and communicating with HR Management Partners and business leaders/ managers

Required Skills

B.S. degree in Business or related area
8+ yrs of progressive global compensation management as well as people management
Strong understanding of HR, Commissions, and Finance business processes
Track record of influencing at the executive level
Demonstrated ability to evaluate, design and recommend market competitive programs aligned to business strategy
Extensive experience with compensation survey and consulting firms
Outstanding analytical and solid financial and compensation modeling skills
Strong team orientation with collaborative style, which engages stakeholders and leads to good business decisions
Excellent listening and communication skills, with the ability to articulate and distill complex issues
Ability to manage change effectively always mindful of technology and business processes implications
Ability to motivate direct reports and others by providing an environment that promotes individual growth and reinforces company values and culture

Preferred Skills

Masters or advanced degree
Experience with managing a global team

This job requisition is not eligible for employment-based immigration sponsorship by VMware.
This position is open to relocation, and will be based in Austin, TX

VMware Company Overview: VMware, we believe that software has the power to unlock new opportunities for people and our planet. We look beyond the barriers of compromise to engineer new ways to make technologies work together seamlessly. Our cloud, mobility, and security software form a flexible, consistent digital foundation for securely delivering the apps, services and experiences that are transforming business innovation around the globe. At the core of what we do are our people who deeply value execution, passion, integrity, customers, and community. Shape what’s possible today at http://careers.vmware.com.

Equal Employment Opportunity Statement: VMware is an Equal Opportunity Employer and Prohibits Discrimination and Harassment of Any Kind: VMware is committed to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment. All employment decisions at VMware are based on business needs, job requirements and individual qualifications, without regard to race, color, religion or belief, national, social or ethnic origin, sex (including pregnancy), age, physical, mental or sensory disability, HIV Status, sexual orientation, gender identity and/or expression, marital, civil union or domestic partnership status, past or present military service, family medical history or genetic information, family or parental status, or any other status protected by the laws or regulations in the locations where we operate. VMware will not tolerate discrimination or harassment based on any of these characteristics. VMware encourages applicants of all ages. Vmware will provide reasonable accommodation to employees who have protected disabilities consistent with local law.

Compensation Consultant - Emory Healthcare

Fri, 18 Oct 2019 12:47:39 GMT

JOB DESCRIPTION: Serves as the front-line consultant to Emory Healthcare operating units, providing technical guidance / support for compensation practices, including, but not limited to base pay and job design. Responds to internal client inquiries, including, but not limited to: ad-hoc market pricing requests, analysis of compensation issues, classification requests, special analyses, etc. Collaborates with operating/business unit leadership and HR management to assess and understand unique business needs; formulates appropriate alternatives and solutions that meet Emory Healthcare policy and unit need. Assists in developing and implementing compensation strategies. Designs and delivers requisite information pertaining to salary administration including internal equity analysis, market analyses, etc. May price jobs in the external labor market, based on job content. Builds financial and costing models. Independently manages small and mid-sized projects Designs and implements a communication strategy designed to maximize compensation knowledge of business unit needs. Benchmarks compensation practices to peer institutions as needed. May monitor macro and microeconomic trends related to human resource management, the labor market, and pay practice trends. Performs related responsibilities as required.

MINIMUM QUALIFICATIONS: Bachelor's degree in Business Administration, Finance, Accounting, Human Resources Management, or a related field. Three years of professional HR experience, with one years in compensation administration or HR consulting.

Email Resumes to: caryn.cole@emoryhealthcare.org

REMOTE Opportunity or Paid Relo to San Antonio, Texas

Thu, 10 Oct 2019 23:30:22 GMT

REMOTE OPPORTUNITY - or paid relocation to San Antonio, Texas

Company: USAA www.usaa.com/careers (search "Compensation Advisor Senor - Variable Pay"

contact: andrea.marriott@usaa.com

Senior Compensation Advisor – Variable Pay

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.
Financial Services / Banking Industry
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.

Senior Compensation Analyst - Invesco

Wed, 09 Oct 2019 12:52:26 GMT

Email Resumes to: Eric.Jahnke@invesco.com

Job Purpose

This role will be responsible for providing support to the design and development of compensation programs and initiatives that advance the business strategy across the organization. This role conducts advanced analysis and modeling of investment and commission plans, as well as executive compensation analysis. This role is responsible for implementing best practices in analytics and compensation processes.

Key Responsibilities / Duties

1) Lead the Compensation team’s survey submission process, working with our market data vendors

2) Lead or contribute to survey submissions and ongoing market-pricing efforts

3) Provide consultation to HR Business Partners on compensation related maters

4) Create presentations suitable for executive level review

5) Create and update financial models to support incentive plan modeling, budgeting and executive compensation

6) Recommend solutions to more complex compensation issues with senior team members

7) Implement best practices in analytics and compensation processes

8) Act as a valuable team member during the annual compensation cycle review, remaining flexible and taking on additional responsibilities as needed. Possess ability to model compensation outcomes during in-person meetings with senior leaders.

9) Conduct analysis for compensation and related topics across multiple businesses globally

10) Own or become a proficient user of compensation technology including systems for compensation planning, market pricing and employee data management

11) Lead ongoing and ad hoc compensation-related initiatives/projects

Work Experience / Knowledge

1) 3-5+ years of experience as compensation analyst or similar analytical role

2) Experience in advanced analytics, technology and/or project management a plus

3) Experience in roles where you must work quickly and accurately under tight deadlines

4) Experience in creating financial analysis and modeling

5) Experience in creating presentations and presenting to colleagues or management

6) Experience in a global environment a plus

7) Compensation/HR subject matter knowledge

8) Advanced Excel and PowerPoint skills

9) Experience using data visualization tools a plus (Tableau/Power BI)

Skills / Other Personal Attributes

1) Ability to work quickly and accurately under tight deadlines

2) Strong communication and interpersonal skills

3) Analytical mind-set and excellent attention to detail

4) Strong project planning and execution skills

5) Comfortable with ambiguity and the ability to adapt to change

6) Able to successfully work on a matrix, global HR team

7) Able to balance a varied workload, deal with conflicting priorities and demonstrate flexibility where required

Formal Education

1) Bachelor’s degree or equivalent work experience required

License Registration/Certification

1) CCP or similar certifications preferred

Working Conditions

1) Normal office environment with little exposure to noise, dust and temperatures.

2) Hours may include evenings and/or weekends during year-end process

Email Resumes to: Eric.Jahnke@invesco.com

Manager, Global Sales Operations - Incentives & Targets

Greg Laney — Wed, 09 Oct 2019 02:16:48 GMT

About IHG

Bringing True Hospitality to the world.

We want to welcome you to a world of bringing True Hospitality to everyone. When you join us at IHG®, you become part of our global family. A welcoming culture of warmth, honesty and a passion for providing True Hospitality.

We pride ourselves on letting your personality and passions shine, recognizing the individual contribution you make and supporting your ambition to learn and create your own career path. In making a difference to our guests and owners, colleagues and communities, every day is a chance to create great and unique experiences, in your own way.

With over 370,000 colleagues in nearly 100 countries sharing our values, there’s countless opportunities at your fingertips.

We’re growing; grow with us.

Your day to day

Job Summary

Manage and develop key Incentive and Planning systems and processes to ensure KPO achievement. Analyze and identify trends in performance and implement necessary action plans to maximize processes and efficiency for stakeholders. Position is responsible for design, implementation, administration, data integrity, communication, and training oversight to ensure uninterrupted and accurate operations.

Essential Duties and Responsibilities

Oversees all aspects of Global Sales incentives and annual planning process (aka target setting, aka goal setting). Review current global sales processes, examine operational reports and develops and implements specific action plans to improve operational performance from areas of shortfall identified. Direct processing, tracking and resolution of customer queries.
Ensure the improvement of targets for key drivers supporting overall activities whilst supporting Quality Assurance standards and procedures and Audit compensation processes.
Responsible for the development and enforcement of standards and procedures necessary to properly control and manage sales incentives and sales planning.
Responsible for the data integrity and migration of data from associated systems to the Global Sales data-mart as relates to sales incentives and sales planning.
Responsible for coordinating access and use of system data and assuring consistent compliance with access security standards across all sources of systems data.
Define process change scope to match needs and assess opportunity areas, impacts and issues associated with process change.
Participate in the development and implementation of the Global Sales incentive plans, Global Sales Incentive Trip, Annual Sales Planning and related strategies & systems as a member of the Team in order to contribute to the achievement of Global Sales’ short and long -term goals.
Ensure the optimization of processes through ongoing analysis of relevant metrics, shrinkage and implementing specific action plans in all areas of shortfall.
Proactively seek new ways to improve existing processes collaborating with regional sales operations counterparts in other regions, Sales and Marketing, Compensation & Benefits, Legal and HR contacts in order to evaluate and introduce best operational practices.

What we need from you

Education

Bachelors Degree in Business Administration, Organizational Development or an equivalent combination of education and work related experience.

Experience

6 to 10 years progressive work-related experience with demonstrated proficiency in multiple disciplines/processes related to the position including 3-5 years managing sales incentive and annual sales performance planning.

Technical Skills and Knowledge

Sales Incentive certification through a recognized institution or association
Demonstrated proficiency in analyzing business trends and performance
Demonstrated knowledge of sales incentive plan design
Demonstrated knowledge of the sales incentive and planning tools (Xactly and Anaplan preferred)
Demonstrated operational expertise in organizing, planning and executing systems and processes.
Demonstrated knowledge of Quality Control and Assurance guidelines.
Demonstrates effective verbal and written communication skills for the purpose of providing information to clients, vendors and/or staff.

What we offer

We’ll reward all your hard work with a great salary and benefits – including great room discount and superb training.

Join us and you’ll become part of the global IHG family – and like all families, all our individual team members share some winning characteristics. As a team, we work better together – we trust and support each other, we do the right thing and we welcome different perspectives. You need to show us you care, that you notice the little things that make a difference to guests as well as always looking for ways to improve - click here to find out more about us.

Apply on our site: https://careersearch.ihg.com/en/all/all/job-details-page?jobNumber=R174127&locale=en-US

IHG is an equal opportunity employer: Minorities / Females / Disabled / Veterans

Compensation Consultant (Job Number: 0180189)

Fri, 20 Sep 2019 01:19:20 GMT

Job Purpose: Analyze and resolve business issues related to compensation program development and administration. Confer with client groups proactively across campus in identification of issues and development of recommendations for resolution. Provide support in development or redesign of compensation processes and lead small or portions of large compensation projects.

Major Responsibilities:

Provide compensation consulting to client business units for staff job evaluations, salary changes, re-organizations, job descriptions, independent contractor reviews, working titles, large scale market studies, and other staff classification and compensation issues. Identify core issues, collect and analyze any pertinent data, identify policy, compliance, and business issues and make recommendations on addressing those issues.
Build and maintain relationships with client HR and management contacts and learn the business needs of each client area.
Maintain sound practices in pricing jobs and developing a pay for performance culture.
Consult with leaders and managers to help solve workforce issues. Present the tools and training to key constituents of the Institute, enabling the leaders to own more of the process and decisions. Research and resolve unique situations related to staff, temporary, student, and/or faculty pay.
Develop and lead Compensation projects across the Institute. These projects may not be limited to the client base and may not be limited to staff positions Participate and provide analysis for data audits as needed.
Recommend changes to processes and policies. Provide analyses and supporting documentation for proposals to top management including merit increases and structure adjustments. Implement policy and practice decisions, including facilitating the merit increase process with client groups. Keep salary administration software up to date which may include participating in salary surveys.
Remain aware of larger market trends in the industry as well as the compensation field.
Partner with other areas of Human Resources to meet client needs.
Perform other related duties as assigned.

Basic Qualifications:

Education: Bachelor's degree or equivalent combination of education and experience
Work Experience: Three to five years of Compensation experience
Certifications: N/A
Skills: This position requires advanced knowledge of compensation program administration. This includes skills in compensation data acquisition, analysis, and data management. Additionally, skills in consulting practices and processes; problem solving; and, policy review, development and interpretation are required as is use of office and spreadsheet computer applications, human resources management system tools and maintenance of various databases. Strong skills in intermediate Excel including creating formulas, charts, and reports. Knowledge of applicable regulations including DOL and IRS rules.

Qualifications

Preferred Qualifications:

Preferred Education: Master's Degree in Human Resources or Business or related field
Preferred Work Experience: Three or more years in roles dedicated to compensation analysis or consulting for broad based base pay plans
Preferred Certifications: Certified Compensation Professional (CCP) or other compensation development/certification
Preferred Skills: Advanced Excel skills including pivot tables and Vlookup functions. Experience in compensation in a large complex organization. Experience in a consulting environment for compensation and/or general HR. Experience with PeopleSoft HCM and Payfactors or other survey management software.

Additional Information: N/A

Impact & Influence: This position will interact on a consistent basis with: management and staff in Compensation, Total Compensation team, internal HR divisions, HR Representatives, hiring managers, other Institute leaders. This position typically will advise and counsel: management and staff in Compensation, internal HR divisions, HR Representatives, hiring managers, other Institute leaders. This position will supervise: N/A.

Job

Administration

Primary Location

Georgia-Atlanta

Organization

Human Resources

Job Posting

Sep 4, 2019, 1:46:18 PM

Hiring Range

$60,000.00 - $70,000.00

Schedule

Full-time

Georgia Building Authority - Human Resources Specialist (Classification & Compliance)

Fri, 30 Aug 2019 17:02:58 GMT

GBA Overview: In addition to a competitive salary and career growth opportunities, the Georgia Building Authority (GBA) offers a generous benefits package, which includes employee retirement plan (including a 401(k) plan with up to 3% employer matching); paid holidays annually; vacation and sick leave; health, dental, vision, legal, disability, accidental death and dismemberment insurance, healthcare and child care flexible spending accounts.

Position Description: Under general supervision, the HR Specialist (Classification & Compliance), will conduct research related to federal law, state law, and State Personnel Board Rules to assist with revisions to internal policies and standard operating procedures, to include editing and formatting. The HR Specialist will also be responsible for managing job analysis and making position classification recommendations. The incumbent will maintain positive working relationships with GBA/GSFIC/SPC leadership by assisting with the alignment of HR policies with business objectives by helping to anticipate, assess, and address HR-related needs with strategic and/or innovative solutions. This position also performs other related duties as assigned.

Minimum Qualifications (Agency Specific): Bachelor's degree from an accredited college or university AND Two years of related experience in human resources OR One year of experience required at the lower level HR Spec 1 (HRP020) or position equivalent. Note: An equivalent combination of education and job specific experience that provided the knowledge, experience and competencies required to successfully perform the job at the level listed may be substituted on a year-over-year basis.

Preferred Qualifications:

HRCI and/or SHRM certifications or other relevant certifications
One or more years of experience with PeopleSoft HRIS
One or more years of experience working in the public sector in an HR role
One or more years of experience working in the private sector in an HR role
One or more years of experience supporting multiple business clients in a Human Resources capacity
One or more years of experience conducting research and compiling data to produce reports

Hiring Salary Range: $40,000.00 - $50,000.00

To Apply:

Email resume in Microsoft Word or PDF format to: spohr-email@spo.ga.gov with the following in the subject line of your email: HR Specialist (Classification & Compliance)

This position is subject to close at any time once a satisfactory applicant pool has been identified.

Classification & Compensation Analyst

Wed, 28 Aug 2019 14:12:44 GMT

Hiring Salary: $51,314.00

STATE PROFILE SUMMARY: Under limited supervision, performs various human resources services in support of the agency.

JOB RESPONSIBILITIES:

· Job & Staffing Analysis
· Interview Selection Process (Posting job vacancies, pre-screening, interviewing, selection, and job offers) for multiple assigned offices.
· Compensation studies for individual jobs or job families.
· FLSA Reviews and other special projects
· Provides HR-SME support to the assigned districts.
· Develops and presents reports on specific job classification and compensation,
· Assists the assigned offices with their staffing needs; facilitates at interviews ensuring that all human resources compliances and best practices are followed.
· Collects market data for specific job families providing support for classification and compensation decisions.
· Develops, reviews and upgrades job descriptions.
· Attends and/or presents at meetings with hiring managers and other leadership personnel in various offices as it pertains to workforce planning, classification, compensation and other related HR issues.

MINIMUM QUALIFICATIONS

The selected candidate must meet the advertised minimum qualifications to include State Entry Qualifications as well as Agency Specific Minimum Qualifications.

STATE ENTRY QUALIFICATIONS:

· Bachelor’s degree from an accredited college or university AND Two years of related experience in human resources.
· OR…One year of experience at the lower level (HRP020) or position equivalent.

NOTE: Only the State Entry Qualifications allow for an equivalent combination of education and job specific experience that provided the knowledge, experience, and competencies required to successfully perform the job at the level listed, maybe be substituted on a year for year basis.

AGENCY SPECIFIC QUALIFICATIONS:

· Bachelor’s degree from an accredited college or university in Human Resources or a Public Administration Degree with emphasis on HRM or HRD, AND Two years of professional-level human resources experience
· OR Six years of professional level human resources experience. NOTE: This Six years of “experience” option, must include: market data collection, classification and compensation job studies, workforce planning, job analysis, and working knowledge of FLSA exempt/nonexempt regulations and making presentations of such reports to leadership.
· Two years of experience interpreting human resources policies, processes, and practices
· Intermediate – Expert Proficiency in using Microsoft Office, specifically with Excel spreadsheets

AGENCY REQUIRED COMPETENCIES (KSAs)

· Excellent communication and interpersonal skills
· Ability to successfully build relationships with peers to be viewed as a trusted resource for advice and guidance.
· Ability to make sound and well-informed decisions with strong analytical problem solving and critical thinking skills.
· Excellent facilitation skills and experience making presentations.
· Ability to act objectively while coaching employees and leaders through issues that are complex, difficult, or sensitive in nature.
· Excellent customer service skills coupled with the diplomacy and professionalism
· Presents a professional image at all times.

AGENCY PREFERRED QUALIFICATIONS:

· Bachelor’s degree in Human Resources and Three years human resources experience specifically in the area of the classification and compensation of jobs.
· W@W-CCP Certification or SHRM CP certification

AGENCY PREFERRED COMPETENCIES (KSAs)

· Proficient in project management from idea to implementation thru evaluation.
· Proficiency in using PeopleSoft HRMS or equivalent employee management software.
· Proficiency in using TGC (Team Georgia Careers) or equivalent electronic job posting board
· Ability to adapt to changing priorities in a goal based and/or deadline driven work environment.

Contract Benefits Anaylst

Mon, 19 Aug 2019 21:29:13 GMT

CONTRACT BENEFITS ANALYST
ATLANTA, GA

Are you a benefits professional seeking your next contract?

The benefits administrator position is responsible for directing and planning the day-to-day operations of the Company’s 401(k) retirement plan. The benefits administrator also provides excellent customer service and provides analytical and technical support in the delivery of the 401(k)-retirement plan, the Non-Qualified Employee Plan, and the Non-Qualified Board of Directors Plan. The ideal candidate will have a Bachelor's degree and three to five years of related benefits or employee benefits administration experience. SHRM-CP or SHRM-SCP and CEBS professional certifications is a plus.

Not a fit, but know someone who is?

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Talent Connections, LLC is a leading professional services firm and has specialized in recruitment services including HR search, contract recruiting, recruitment process outsourcing (RPO), HR consulting and Executive Search. Talent Connections is headquartered in Atlanta, GA with a practice in Houston, TX, Augusta, GA and Washington, DC.

Please visit us online at www.talentconnections.net

Sr. Compensation Analyst at WellStar Health System

Mon, 05 Aug 2019 13:16:54 GMT

Overview

At WellStar, we all share common goals. That’s what makes us so successful – and such an integral part of our communities. We want the same things, for our organization, for our patients, and for our colleagues. As the most integrated healthcare provider in Georgia, this means we pride ourselves on investing in the communities that we serve. We continue to provide innovative care models, focused on improving quality and access to healthcare.

Responsibilities

The Senior Compensation Analyst provides professional support in the administration of WellStar Health System compensation policies and procedures. Works with a variety of stakeholders across the System to develop and present creative compensation alternatives while maintaining consistency with WellStar’s general compensation philosophy and policies. This position maintains a high level of customer satisfaction. This role will provide support to the Hospital Human Resource Business Partner team and provide compensation services. The incumbent will provide guidance and advice on standard and complex issues. This job partners with and supports assigned areas within WellStar.

The incumbents in this position will have an expectation of a high sense of urgency, strong project management skills and the ability to deliver accurate work in a highly complex and stressful environment.

Qualifications

Required Minimum Education: Bachelor’s Degree in Business, Human Resources, or related field.

Required Minimum Experience: 5+ years of related experience including job evaluation, pay equity analysis, data analysis, and survey completion. Compensation certification preferred.

Required Minimum Skills: Advanced Analytical capability, Very Strong Verbal & Written Communication with comfort in public speaking. Advanced Microsoft Office skills with expert Excel skills and Access familiarity. Project Management background helpful as is experience with Market Pay and Lawson. Strong Customer Service competency.

To apply, visit careers.wellstar.org and search for job ID 31544.

Manager, Compensation at WellStar Health System

Mon, 05 Aug 2019 13:11:11 GMT

Overview

Responsibilities

In conjunction with the Executive Director of Compensation, the Manager will support on-going compensation administration, including market reviews, analysis and developing recommendations with financial impact for the overall compensation structure(s).

The Manager will evaluate programs and positions to ensure compliance with all organizational policies, and state and federal legislation. The Manager will be required to work in collaboration and partnership with fellow human resources team and operational leaders across the system. With the compensation team, Manager will be responsible for administration of WellStar compensation objectives; analyzing and reporting compensation and reporting variances; developing and monitoring related financial reports, control mechanisms as well as testing controls through repeat audits and recommending process flow streamlining to the Executive Director. The Manager will proactively identify opportunities and recommend options for standardizing and /or improving the accuracy of reports and calculations and will provide impact financial modeling.

Qualifications

Required Minimum Education: Bachelor’s degree from an accredited college or university in business, finance or human resources or related field of study.

Minimum Licensure or Certification: CCP or similar certification preferred.

Required Minimum Experience: Five years as a project manager or leader in Compensation, including experience in compensation design and administration. MUST have at least a year of previous compensation management experience with high preference for previous healthcare/hospital compensation experience.

Required Minimum Skills:

Expert level Microsoft Excel and use of employee database systems.
Demonstrated strong oral and written communication skills. High level of objectivity and interpersonal skills.
Ability to organize and prioritize workload efficiently and in a timely manner, accurate, and professional with excellent customer service ability.
Excellent analytical and problem solving skills and ability to meet deadlines
Working knowledge of federal and state employment laws.

To apply, please visit careers.wellstar.org and search for job ID 27124.

Director of Compensation and Benefits

Wed, 31 Jul 2019 18:07:11 GMT

International Dehydrated Foods is a privately held company with a proven track record of successfully reinvesting in the business for growth and innovation. Join the globally recognized industry leader in premium poultry ingredients for use in food, beverage and supplement applications.

The Director of Compensation & Benefits is a newly created role and will work in our corporate offices located in Springfield, Missouri.

The Director of Compensation & Benefits – North America is the organizational expert and lead for the development and execution of the compensation and benefits strategy. This role reports to the Vice President of Human Resources and has fiduciary responsibilities for compensation and benefits plans.

Collaborates with NAM (North America) senior management to ensure compensation and benefits practices are designed to attract and retain top talent. Designs, implements, and conducts evaluation of the organization’s compensation and benefits programs, including base pay, incentive pay, health and welfare benefits, and retirement benefits. Works with senior management to ensure that compensation and benefits programs support the organization’s business objectives and compliance with all legal requirements.

Key Responsibilities:

Lead the compensation and benefits function to effectively design, implement and manage the strategy, philosophy, programs, policies and initiatives while maintaining cost, quality, service and process controls.
Provide insight and bring innovative strategies to benefits design and administration enabling associates to optimize value for every dollar spent.
Monitor the effectiveness of existing health, welfare and wellness plans, recommending changes which provide value to associates, are within or below budget and consistent with benefit trends and organizational objectives.
Facilitate integration initiatives related to compensation and benefit designs.
Support NAM compensation and benefits including manufacturing facilities and the Springfield office.
Oversee the administration of vendor contracts for associate benefit programs including health, dental, vision, life insurance, disability and retirement plans to ensure associates are receiving cost competitive services and excellent customer service from all benefit providers.
Direct the preparation and timely distribution of various plan documents that govern the operation of our health and welfare benefit plans.

Required Qualifications:

Bachelor’s degree in Human Resources or related field.
10 – 15 years prior experience leading benefits and compensation design, budget and analytics and HRIS platform. (10+ years experience directing benefit and compensation programs including Medical, Dental, Vision, Life, Short and Long Term Disability, Employee Assistance Programs, Flexible Spending Accounts, Family Medical Leave Act, base pay, incentive pay, etc.)
Expert knowledge of Benefits design, ERISA and regulatory requirements.
Knowledge and experience with compensation structure design and FLSA.

Preferred Qualifications:

Master’s degree, with a concentration in Human Resources Management or business-related area of study.
Experience integrating multiple entities preferred.

To learn more and/or apply, please visit:

https://adfinc.wd1.myworkdayjobs.com/External_IDF/job/MO-Springfield/Sr-Manager--Compensation---Benefits---North-America_REQ536

Compensation Analyst for Genuine Parts Company - Marietta

Tue, 30 Jul 2019 20:32:51 GMT

NAPA is a Parts Store and So much more! We are driven to have the best people on our team to get the right parts to the right place at the right time! NAPA’s culture is a place where “no 2 days are the same”and we are driven by finding the fix no matter what situation! We must ensure that that we have the right talent in place at our beautiful Atlanta, GA headquarters to offer fantastic support to all. To do this, we are looking for a wonderful talent to join our NAPA team as a Compensation Analyst to support not only our Headquarters Teams, but also all of our NAPA field locations.

The Role:

Is developing and analyzing reports your thing? Do you like to offer recommendations based on the data that you have discovered? If your answer is yes, then this is the perfect role for you! You will develop and analyze reports related to all forms of employee compensation, demographics, turnover, and other HR related areas and then use this data to recommend a course of action. You will provide support for headquarters and also in NAPA field locations for Talent Assessments, Internal Performance Reviews, and the administration of the annual merit increase process.

This is the right opportunity for you if:

Enjoy a culture where “No 2 days are the Same”
Love all things compensation and data/solutions are exciting to you
Building and analyzing reports are easy for you
Are able to work across many departments (field locations & headquarters team)
Enjoy finding a better way to do things and awesome solutions!

A Day in the Life:

Providing analytical support for compensation functions including but not limited to geographic market reviews, hourly progression rate changes and annual increase recommendations
Talent Quest Assessment administration – annual salary planning and performance reviews (mid-year and year-end)
Timely analysis and delivery of HR data related to headcount, turnover and other human capital related statistics
HQ bonus administration, tracking, and payments, job evaluation, market pricing and salary recommendations
Administers, provides support for and oversees annual salary planning, performance management, and goal-setting processes. Collaborates with systems administration to ensure data feeds are accurate, trains employees and field admins on system functionality, and participates in future functionality development efforts as needed.
Administers company incentive plans; responsible for pay plan templates and initial payment calculations for HQ plans. Creates bonus templates for headquarters employees, distributes, and maintains signed copies. Tracks new hires, promotions, transfers, terminations, and sends updates as needed for signature and filing.
Maintains, edits, and consults with field regarding DC/store bonus templates. Ensures latest templates are available on company intranet site.
Manages the job evaluation process to ensure internal equity and external market competitiveness. Conducts job bench marking using comparative salary survey data.
Provides salary survey submissions as needed and requested.
Researches questions regarding match appropriateness.
Performs market pricing activities including utilizing online market pricing tool, generating a recommended salary range.
Participates in salary surveys when necessary. Provides promotion/new hire recommendations as needed. Ensures job codes in market pricing tool match codes in use.
Assists with pay range/rate updating, analyzes competitiveness of pay ranges/rates, including mandatory minimum wage adjustments.
Maintains job description database for all company positions. Audits descriptions on periodic basis to ensure accuracy and ensures complete descriptions are available for HQ and field use (e.g., for job postings). Works with parent company to request and modify job codes.
Prepares routine and ad-hoc reports and presentations on demographic profiles, turnover, headcount etc. for internal HR management and department leadership.
Manages databases, works with the ESC to ensure data integrity, and performs trend analyses on historical pay, turnover, recruiting, headcount, etc.

What you’ll need:

1-3 years’ experience working as a Compensation Analyst
Bachelor’s Degree, or equivalent experience, required.
Previous experience with online market pricing tool.
Excellent HRIS (preferably PeopleSoft) skills, particularly with queries
Expert excel skills required and must be proficient with other MS Office Products: Word, PowerPoint, and Outlook.
Working knowledge of compensation principles and practices for broad-based salaried and hourly compensation programs.
Direct experience with analyzing large, complex data sets and interacting with relational databases. Ability to develop recommendations to management levels.
Adaptable, resourceful and able to work in fast moving environment.
Excellent verbal, written communication skills and strong attention to details.
Ability to deal with multiple issues simultaneously with a sense of urgency and to work effectively in ambiguous situations while maintaining a positive attitude
Ability to work independently with minimal direction/supervision.
Must maintain confidentiality, discretion, and integrity
Work performed in a typical office environment and no travel is anticipated

Why NAPA may just be the right place for you:

Awesome people and brand
Outstanding health benefits and 401K
Stable company. Fortune 200 with a “family” feel
Company Culture that works hard, yet takes care of employees
Opportunity for accessing multiple career paths, ongoing development, with support from leaders and your team

Additional information for you:

NAPA has great careers for people with all backgrounds and interests. So, if after reading this, you don’t think that it is the perfect fit for you, please visit NAPAautojobs.com and apply!

We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.

Apply Apply Later

Manager of Employee Benefits

Mon, 08 Jul 2019 18:44:53 GMT

POSITION WILL BE POSTED UNTIL A VIABLE POOL OF CANDIDATES HAS BEEN ESTABLISHED

Summary

Manages the administration of group health, dental, life and accident insurance plans. Ensures proper administration and federal compliance with cafeteria 125 program, COBRA, Family Medical Leave Act (FMLA), HIPPA, and Medicare regulations. Reviews existing benefit plans, and recommends changes and new programs to ensure benefits program meet the Authority's overall objectives in providing competitive and cost effective benefits to active and retired employees.

Education and/or Experience

Bachelor’s degree in Human Resources / Business Administration. Five years of directly related, progressively responsible experience in professional or supervisory positions, where a sound base of knowledge has been gained in areas such as employee benefits administration, insurance administration, personnel administration, and/or claims administration. Must be knowledgeable of automated benefits tracking and reporting systems. In lieu of education, directly related work experience can be substituted on a year for year basis.

CERTIFICATES, LICENSES, REGISTRATIONS CEBS or CBP certification is desirable.

Candidate who possess the following skills, talents and experience will be given preference:

1. Benefits experience within large organization

2. Ability to work on multiple technological systems
3. Demonstrated leadership skills

4. Ability to manage organizational priorities

5. Ability to analyze data and present to Executive Management

MARTA is an Equal Opportunity Employer and does not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state or local protected class.

To apply, please visit MARTA's website: www.itsmarta.com to create your online profile and upload your resume

Classification & Compensation Analyst - Chatham County,GA

Tue, 02 Jul 2019 03:02:06 GMT

Job Summary: Under the direction of the Compensation and Compliance Manager, responsible for supporting the implementation, communication and administration of compensation programs and policies and procedures. This role is responsible for supporting the annual budget cycle, merit cycle, longevity-pay cycle, and leave liability reporting cycle. This position is also responsible for in-depth analysis of internal and external compensation data, partnering with department managers, constitutional officers, and executives on compensation related matters, working with cross-functional teams on various projects and initiatives, developing solutions to compensation situations, and ensuring compliance with federal, state and local laws/regulations impacting compensation practices.

This position will provide analytical services to the HR Department by assisting in decision making on a variety of compensation and administrative issues. The Analyst will perform analytical work in areas pertaining to wage and salary administration and prepare and present concise reports, analyses, and recommendations to Human Resources leadership. The Analyst will also facilitate the use of reporting tools and database technology for the Human Resources operations to maximize customer satisfaction, staff effectiveness and information as a management tool. The Analyst will develop compensation policies and procedures and develop and lead training programs on compensation policies and practices.

Minimum Qualifications: Graduation from a four year college or university with a major in business administration, public administration, management, human resources, or a closely related field; at least three years of progressively responsible classification and compensation experience in a public sector environment; or an equivalent combination of training and experience. Certification as a Senior Professional in Human Resources (SPHR), Professional in Human Resources (PHR) or similar certification preferred. Master’s in Business Administration or Public Administration preferred.

Apply online http://hr.chathamcounty.org

Compensation Specialist, Alpharetta, GA

Stacey Morgan — Fri, 28 Jun 2019 20:29:06 GMT

Culpepper and Associates, a leading provider of compensation survey data and consulting services, has a career opportunity for a Compensation Specialist in Alpharetta, GA.

We are looking for a talented compensation professional to join our compensation survey team and serve our growing market.

If you are passionate about the opportunity to help companies with their compensation programs, we invite you to apply for this position.

Position Responsibilities

Serve as main point of contact post-sale, acting as consultative partner to Culpepper Compensation Survey clients. Ensure a positive experience by maximizing value of Culpepper Compensation Survey products and services.
Build and maintain knowledge of standard compensation practices to advise clients on survey best practices (e.g., job matching, leveling, reporting).
Provide client onboarding and continued training to ensure high levels of customer satisfaction. Conduct individual and group training webinars.
Stay proactively engaged with clients to ensure product or service is functioning as intended and adding expected value.
Research new and emerging jobs and write job descriptions to increase scope of jobs offered in surveys.
Contribute to creation and overall improvement of survey design, content, and reports.
Investigate the data anomalies identified during the analytics process, review findings and engage clients to verify the accuracy and validity of submitted data.
Assist survey participants with use of online reporting tools and interpretation of compensation reports.
As needed, assist compensation consulting team with custom data analysis or benchmarking.
As needed, assist with other compensation survey related tasks.

Qualifications

Must be eligible to work in the United States. Visa sponsorship is not available.
Must live in the Atlanta metro area. Local hires only. Relocation package not available.
Must have excellent written and verbal communication skills using the English language.

Required Experience

Bachelor's degree or higher in business, human resources, finance, economics, or other related degree.
Previous professional compensation or related analytical experience.
Strong analytical skills.
Proficient in Excel.
Ability to work both independently and in team settings.

Preferred Experience and Qualifications

The following are a plus and nice to have but not required:

Professional experience with compensation surveys and market pricing.
Certified Compensation Professional (CCP) and/or related compensation certifications.
Professional experience, education, or formal training in statistics, data analytics, or data science.
Professional experience in HR tech or working knowledge of HR analytics and technology solutions.

Intangibles and Keys to Success

Able to collaborate with others to solve challenging business problems.
Highly detail-oriented while not losing focus on the big picture.
Self-starter with the ability to prioritize, multitask and work on multiple projects at once.
Passionate about learning, motivated to continuously improve skills, and able to easily adapt to new technologies and business solutions.
Value the importance of being customer centric and serving others.

To Apply: http://culpepper.com/Careers/CompensationSpecialist

Compensation Manager - Peachtree City

Tue, 18 Jun 2019 19:58:44 GMT

Talent Acquisition Resources, Inc. is an executive search firm that is assisting a world class manufacturing Client located in Peachtree City in filling a Compensation Manager position.

This hands-on position that includes leading the planning, developing and implementing of new and revised compensation programs, policies and procedures to be responsive to the company's goals and competitive practices. This position is responsible for ensuring company compensation programs are consistently administered in compliance with company policies and government regulations. This position will implement programs that attract and retain the high caliber of talent needed for the Client to remain competitive in the marketplace; and manages the analysis and forecasting of compensation programs and provides recommendations based on the analyses. Other responsibilities include:

· Provides counsel, training, development, and design of compensation programs and program administration;
· Develop programs that support the company’s ability to attract, retain and reward high performance/potential employees
· Proposes solutions and recommendations to compensation or business issues such as incentive pay and base pay structure, as they relate to overall company compensation philosophy.
· Works with HR team to educate management.
· Develops new approaches to market studies and surveys to meet the changing needs of the organization, while ensuring internal equity, external competitiveness, and adherence to the company’s over-arching compensation philosophy.
· Ensuring compliance with company policies and procedures and supports company mission, values, and standards of ethics and integrity
· Researches, evaluates and recommends the job grades for current and/or new positions
· Determine competitive market values and internal relationships to establish the salary guidelines.
· Designs and leverages technology for compensation planning and performance
· Perform other duties as assigned/required by HR and business leadership

Qualifications include:

· Bachelor’s Degree
· Minimum of 5+ years intensive experience in the Compensation field with experience in a manufacturing setting preferred
· Expert-level proficiency in MS Excel
· Demonstrated ability to handle multiple priorities in a fast-paced and fast changing environment
· Expertise in broad-based Compensation
· Experience in building a Compensation function up preferred
· Must offer strong technical and, analytical skills, problem solving and resolution skills, customer service competencies, communications and consulting skills and functional expertise in managing system applications.
· Strong ability to communicate, educate and influence management and employees on compensation activities, guidelines and bonus programs.
· Design and leverage technology and automated solutions as well as experience in broader talent management and work environment/engagement.
· Excellent verbal and written communication and counseling skills
· Solid knowledge of applicable federal and state labor laws
· Strong project management and consultative skills
· Excellent interpersonal and organizational skills.
· Strong qualitative and analytical skills including manipulating data, reporting, building presentations.
· Ability to work with highly confidential information
· Ability to work in a time sensitive environment with an attention to detail
· Certified Compensation Professional (CCP) preferred

Interested candidates should forward their resume in Word document or PDF format, along with salary requirements, to: mark@talentacquisitionresources.com

Payroll & Benefits Administrator LeasePlan- Alpharetta, GA

Sat, 08 Jun 2019 19:33:13 GMT

Job Purpose: Position will administer the payroll and benefits function for the corporation in compliance with federal regulations, state regulations and company policy. This role is responsible for the entire organization payroll and benefits administration. This includes maintaining all administrative activities related to payroll, processing payroll on a regular basis and directly planning day-to-day operations of group benefits programs (group health, dental, vision, short-term and long-term disability, life insurance, flexible spending, investigate new benefits programs).

Payroll Administration

Administers biweekly payroll for over 500 employees (hourly, non-exempt, exempt, commissioned)
Prepare reports by compiling summaries of earnings, taxes, deductions, leave, disability, and nontaxable wages.
Audits time and attendance system for integrity.
Verifies payroll correctness and distributes paychecks.
Processes separate payrolls for yearly bonus and incentive programs.
Processes garnishments, child support orders, tax levies, quarterly tax verifications, third party sick pay and worker compensation reports.
Performs year end responsibilities to include keying fees, vehicle expenses, group term life, moving expenses, third party sick pay and W-2 verification and mailing.
Collects, verifies, and stores organizational payroll data.
Inputs changes, which may include changes to employees or employee statuses, exemptions or withholdings, or bank information.
Reconciles payroll-related general ledger and prepares reports or statements summarizing payroll-related accounts. May interface with third-party payroll vendors
Report payroll liabilities by calculating employee federal and state income and social security taxes and employer’s social security, unemployment, and worker’s compensation payments.
Assist with preparing & filing Form 5500 / 1094s, 1095s

Benefit Administration

Administers health and welfare plans including enrollments and terminations.
Processes required documents through payroll and insurance providers to ensure accurate record keeping and proper deductions.
Processes monthly billings from insurance providers.
Reviews billings for accuracy, codes and advances for payment.
Resolves discrepancies with carriers, payroll and the company.
Completes reports for management as requested.
Reconcile benefit bills against employee deductions to ensure accuracy.
Provide customer service support to internal and external customers.
Coordinates some wellness activities to include annual health risk assessment process.
Coordinates with insurance companies to resolve employee insurance issues.
Assist in annual open enrollment period materials from carriers, communicating changes to employees/answering questions, assists with employee presentations.
Process changes within deadlines.
Serve as a contact in the benefit audit process.
Assist with leave administration with FMLA, STD, LTD, and Workers Comp
Provide payroll and benefits information by answering questions and requests

Qualifications:

An Associate’s degree and three (3) years payroll/human resources experience required.
Experience with Workday required
Experience with Ultipro a plus
Time and attendance system experience a plus.
Advanced computer skills to include data entry, Word, Excel and Powerpoint.
Excellent/professional verbal and written communication skills.
Ability to interact and communicate with all levels within the organization.
Strong initiative, ability to anticipate issues proactively.
Ability to succeed in a fast-paced environment.
Proven track record of reliability and responsibility.
Strong organizational and administrative skills. Detail oriented. Discreet, able to handle confidential and proprietary information appropriately. High level of integrity.
Ability to interact with individuals from diverse levels within a corporation and to provide excellent customer service.

Apply on-line at LeasePlan Career Opportunities

Compensation Analyst Senior or Above

Mon, 29 Apr 2019 17:40:00 GMT

Job Description

Summary of This Role

Provides compensation consulting services to several lines of business/areas of the company. Responsible for day-to-day design, administration and management of global compensation programs and systems with a primary focus on partnering with sales and finance in the design, development, and advisement on sales and management incentive programs. Develops, analyzes, implements and manages team member, company, and industry data for the compensation function. Participates and manages special projects requiring interface with vendors, consultants and company personnel at all levels.

What Part Will You Play?

Represents the compensation function while supporting the Merchant Solutions segment in the design, development and advisement on sales and management incentive programs. Develops and maintains business partnerships with Finance, HR, and Sales management to ensure alignment of incentive compensation development with organizational, financial and sales force goals. (Note: this roles does not conduct any sales incentive payment or incentive compensation system administration functions. Those aspects of sales incentives exist within the Finance team.)

Administers and assist in the development of compensation practices/ programs to include salary structures, bonus programs, sales compensation plans, compensation systems, and compensation procedures/policies/regulations.

Participates in compensation surveys and compiles data, salary survey results and other available competitor information sources to perform the job valuation/market pricing process and prepares matches for review.

Advises and communicates to most levels of management and Team Members on established policies and procedures, fixed/ variable compensation programs, and compensation systems. Provides detailed answers to complex questions and requests for information.

Reviews submitted job descriptions for quality and availability of comparable roles in the marketplace. Maintains job description database for modifications, additions and deletions as submitted by HR/Management. Makes cursory determination or recommendation based on established criteria to requests for further development of additional job titles/descriptions.Reviews existing and proposed statutory requirements governing the company's compensation administration and reports potential impact of statutory changes to management; administers processes to ensure compliance.

Provides standardized and assists in the development of ad-hoc compensation reports, forecasts, and analyses from Human Resources Information Systems and business applications to assist management with decision making.

What Are We Looking For in This Role?

Minimum Qualifications

Bachelor's Degree
Relevant Experience or Degree in: Typically, Human Resources Management or Finance; a major which emphasizes analytical skills
Typically Minimum 4 Years Relevant Experience
Broad/General compensation analysis/administration experience with sales incentive design work OR specialized comp experience in sales incentive compensation design and development
This position is located in our Columbus, Georgia location

Preferred Qualifications

Master's Degree
Typically, Masters in Business Administration (MBA) with a concentration in Human Resources Management or Finance
Typically Minimum 6 Years Relevant Experience

Any one of the following: Certified Compensation Professional (CCP); Global Remuneration Professional (GRP); Certified Sales Compensation Professional (CSCP); Certified Executive Compensation Professional (CECP)

What Are Our Desired Skills and Capabilities?

Skills / Knowledge - A seasoned, experienced professional with a full understanding of area of specialization; resolves a wide range of issues in creative ways. This job is the fully qualified, career-oriented, journey-level position.
Job Complexity - Works on problems of diverse scope where analysis of data requires evaluation of identifiable factors. Demonstrates good judgment in selecting methods and techniques for obtaining solutions. Networks with senior internal and external personnel in own area of expertise.
Supervision - Normally receives little instruction on day-to-day work, general instructions on new assignments.
Computer Knowledge - Advanced Excel; intermediate Word, PowerPoint, and Access
HRIS Systems - Ability to learn software applications and HR Systems and utilize their report writing tools to develop ad-hoc reports
Compensation Acumen - Fundamental compensation concepts; business operations; HR practices; comprehensive understanding of the FLSA; in-depth knowledge of compensation theories and practical applications; basic statistical techniques

Please apply online at https://tsys.wd1.myworkdayjobs.com/en-US/TSYS/job/Columbus-Georgia-USA/Compensation-Analyst-Senior-or-Above_R0009122

Total Rewards Manager - SalesLoft

Mon, 22 Apr 2019 14:05:54 GMT

Total Rewards Manager

at SalesLoft (View all jobs)

Why You’ll Love SalesLoft:

Put Customers First. Team Over Self. Focus on Results. Bias Towards Action. Glass Half Full.

These are the values that define who we are, and which have empowered our staggering growth since our founding in 2011. It's exciting to be North America's 7th fastest growing company!

At SalesLoft, our mission is to activate the authentic seller in all of us. More than 350 “Lofters” are deeply committed to building the Modern Sales Engagement Platform that allows our 2000+ clients (i.e. Square, Cisco, Alteryx, Dell, MuleSoft, etc.) to reach their customers faster and more effectively.

We’re on a mission to redefine an industry! This is challenging work – but our team of brilliant creatives makes the journey thrilling! We’re fast-paced, innovative, and collaborative. We pursue excellence in everything and have a lot of fun along the way. As a testament to the culture we've collectively built, our world-class team has been voted by the Atlanta Journal-Constitution as the Top Midsize Workplace in 2018.

As part of our rapidly growing organization, we are looking for a talented Compensation and Benefits Analyst who wants to learn more, do more, and become more as we expand our HR team.

What You'll Do:

First, and most importantly, we look for team players who exemplify our cultural core values: positive, supportive, self-starting, open, exceptional, and empathetic. We all love getting up in the morning and coming to work. We want you to as well.

The Total Rewards Manager is someone with a strong understanding of compensation strategy, who is able to work with their business partners as a cohesive team. They are analytical and data-driven, but also an innovative thinker.

Responsibilities:

Manage all aspects of SalesLoft’s health and welfare plans including medical, dental, vision, life, disability and other ancillary coverage to ensure compliance with all required ERISA regulations.
Act as the main point of contact with all contracted vendors and serve as the escalation point for any complex service issues.
Lead all facets of the annual benefits renewal process which may include plan design review, proposal analysis, cost modeling, development of communication tools and materials and education for the People Ops Team, all within required deadlines.
Participate in Enterprise activities related to Benefits Administration and vendor negotiations.
Manage all aspects of the 401(k) plan from eligibility, enrollment and audit. Oversee annual testing and audit. Perform routine plan analysis and develop robust employee education plans to drive participation.
Work closely with Payroll to ensure that benefit plans and policies are being carried out as expected.
Oversee Leave Administration to include internal leave management process as well as outsourced vendor management. Work with Legal as needed to handle leave cases within SalesLoft’s guidelines.
Monitor the effectiveness of existing compensation policies, guidelines and procedures recommending plan revision as well as new plans that are cost-effective and consistent with compensation trends and corporate objectives.
Perform analysis and market studies on current programs, using insights to develop solutions that ensure internal fairness and external competitiveness.
Manage application of merit review process and application of bonus programs.
Review proposed salary adjustments for conformity to established guidelines, policies, and practices.
Participate in and/or lead various corporate wide projects involving compensation, benefits or total reward issues
Ensure company compliance with all state and federal guidelines including distributions of all required government filings Benefits documents and notices to employees.
Track and analyze changes to state and federal laws related to Benefits which may require action by SalesLoft and notify People Ops Leadership as they apply.
Participate in HRIS projects as required.
Willing to accept other duties as assigned in support of the Total Rewards and People Ops goals and projects.

Qualifications

Bachelor's degree in Business, Finance, Human Resources Management or related discipline.
4+ years of progressively responsible experience in managing compensation programs.
Demonstrated knowledge of, and experience with, competitive compensation strategies and practices including job evaluation, market analysis and determination of salary grades/classifications.
Knowledge and experience of current compensation practices and trends including analysis and design of compensation plans and market analysis.
Knowledge of government regulations as they apply to compensation base, company policies, and operations.
Proven analytical, critical thinking, and problem-solving skills, with accuracy and attention to detail. Ability to synthesize information and data from a variety of sources
Ability to manage multiple responsibilities while prioritizing and meeting deadlines and be able to handle highly sensitive information and maintain confidentiality.
Ability to build, sustain and influence relationships at all levels and develop networks, as appropriate
Strong ability to manage and prioritize multiple tasks in a high-demand environment while demonstrating professionalism and good judgment
Impeccable attention to detail and organizational skills
Tenacity in how you approach and engage with the best talent in the marketplace to stand out from all of the noise
Fantastic interpersonal communication skills and experience interfacing with all levels of an organization
A passion for teamwork and positively contributing to the success and reputation of SalesLoft

Here's why we think you should come work with us:

You will become part of an amazing culture with a supportive CEO and smart teammates who actually care.
You will join North America's 7th fastest growing company according to the Deloitte Fast 500.
You will work with an amazing team you can learn from and teach.
You will experience joining a high-growth/high-traction organization.
You will hear “Yes, let’s do that!” and then have the opportunity to successfully execute on your ideas.
We have a vibrant, open office that utilizes modern technology.
You will grow more here than you would anywhere else. That is a promise.

Director, Total Rewards (North Highland)

Tue, 09 Apr 2019 16:32:07 GMT

North Highland believes in unleashing potential together. It means we challenge thinking and build our clients’ capabilities so they are stronger for the long-term. It means we create and nurture an environment for our colleagues where sharing ideas isn’t just encouraged – it’s expected. And it means we give our skills, time, and passion to uplift our communities. We act, create, and build – not just talk.

Does that sound like you? If so, let’s connect.

Why North Highland? Our employee ownership model enables you to grow through your choices and build the firm. We’ll provide challenging opportunities to learn, and we’ll coach you as you grow personally and professionally. We offer an array of resources and training (both on- and off-the job) to help our people expand their knowledge, sharpen their skills and aim for the next level.

At North Highland, you’re not a number. Our firm is large enough to scale up and tackle the most complex challenges, but small enough where we can each quickly make our mark for our clients.

We started as three leaders gathered around a kitchen table. Entrepreneurial spirits are welcome here.

North Highland is seeking a Director, Total Rewards to be responsible for the development, design, and management of the compensation and benefit programs for North Highland globally. This individual will ensure that the firm’s programs provide appropriate motivation, incentives and rewards to enhance individual and corporate performance as North Highland continues to grow. This position will manage, design and implement comprehensive programs and systems for Compensation and Benefits.

Exciting work you will do:

Provide overall strategic direction for all aspects of the firm’s benefits policy and plans including health care; retirement and savings; health and wellness as well as other related benefit plans. The Director, Total Rewards will work closely with other key stakeholders to ensure the firm’s benefits plans, programs and initiatives are competitive, affordable and deliverable as well as consistent with the firm’s employee value proposition.
Lead the strategic review, design, implementation, and communication of the firm’s compensation policies and programs. This will involve partnering with senior management to ensure that the firm has a competitive and best-in-class approach to compensation offerings.
Maintain a thorough knowledge of fundamental business practices and concepts that impact the success and profitability of the firm.
Serve as an expert resource around the firm, including to the firm’s leadership and HR teams concerning compensation and benefits strategies as well as the impact of those on the business. This position will establish significant credibility and will serve as a “go to” expert on all reward and system strategies and related issues.
Evaluate the implementation and effectiveness of HR plans, programs, processes, and tools (e.g., benefit plans and programs, compensation, health management) utilizing relevant measurement and feedback mechanisms and make necessary modifications.
Maintain knowledge of cutting edge benefits programs, trends, and “best practices” in all aspects of benefits management.
Set the strategic direction for North Highland’s culture of health and wellness, translating into actionable objectives and goals.
Select and manage the various benefits vendors used by the organization.
Ensure compliance with relevant, current, and future US laws and regulations, deliver accurate and timely reporting, and advise on any laws that will impact the business.
Serves as an inspirational leader to his/her team, as well as drives collaboration both across our People team as well as with our regional/market-based leaders.

What you will need:

10 years of experience and a proven track record of leading the Compensation and Benefits function for a growing, multi-site services organization.
Extensive knowledge of compensation techniques, theories, programs, and plans including executive compensation, cash compensation, merit programs, incentive/variable compensation, and equity programs, etc.
Previous experience in similar role for a growing, professional services firm of similar size.
Experience designing company-wide plans and ensuring correlation with a company’s growth strategy.
Carries an executive presence and has the experience and confidence needed to interface with North Highland executives as well as with our Board of Directors.
Excellent verbal and written communication skills. Able to package and present complex analysis and recommendations clearly and comfortably. Ability to communicate compensation and benefits strategies, plans, and policies accurately and simply.
Strong quantitative and analytical skills including the ability to define and solve problems quickly, while maintaining the focus on the bigger picture. Strong leader comfortable with providing financial analysis, including economic analysis, cost/benefit analysis, etc.
Knowledge of Agency/Vendor management and budget management.
Early career in compensation/benefits consulting a significant plus.
Bachelor’s degree in a related field from an accredited college or university.

A bachelor's degree from an accredited college/university. A master’s degree and/or professional certifications are bonuses.

North Highland is a global management consulting firm known for helping clients solve their most complex challenges related to customer experience, performance improvement, technology and digital, and transformation. We add value and support our clients across the full spectrum of consulting, from strategy through delivery. We bring the big ideas, then we make them real. North Highland is an employee-owned firm, headquartered in Atlanta, GA, with more than 3,000 consultants worldwide and 60+ offices around the globe. The firm is a member of Cordence Worldwide (www.cordenceworldwide.com), a global management consulting alliance. For more information, visit northhighland.com and connect with us on LinkedIn, Twitter and Facebook.

North Highland is an Equal Employment Opportunity (EEO) employer and welcomes all qualified applicants. Applicants will receive fair and impartial consideration without regard to race, sex, religion, national origin, age, sexual orientation, disability, veteran status, genetic data, or other legally protected status.

If this sounds like a job you would love, please send your resume to Amanda Kell at akell@fallonbenefits.com or apply online using the following link: https://careers.northhighland.com/job/a0K2I00000c0IodUAE/Director-Total-Rewards

Senior Compensation Analyst - Atlanta (Cumberland Area)

Tue, 09 Apr 2019 02:26:15 GMT

Senior Compensation Analyst

Tracking Code

58669

Job Description

Compassionate care, uncompromising service and clinical excellence – that’s what our patients have come to expect from our clinicians. Kindred at Home, a division of Kindred Healthcare Inc., is the nation’s leading provider of comprehensive home health, hospice, and non-medical home care services.

Kindred at Home, and its affiliates, delivers compassionate, high-quality care to patients and clients in their homes or places of residence, including non-medical personal assistance, skilled nursing and rehabilitation and hospice and palliative care. Our caregivers focus on each unique patient to deliver the appropriate care and emotional support to our patients and their families.

As a Senior Compensation Analyst, you will:

· Complete and submit complex salary surveys within established time frames. Determine target markets for salary surveys for the geographic areas in which the Company operates.

· Assist in the development of performance rating guidelines and pay structures.

· Review and evaluate job descriptions, including feedback of recommended changes and salary range and exemption status assignments.

· Assist Department Heads and Managers with issues relative to restructuring their respective department, including titles, salary ranges/grades, job documentation, promotions, etc.

· Conduct internal pay analyses to ensure adherence with Company policies and guidelines and applicable state and federal laws and regulations.

· Conduct internal equity analysis and make recommendations within established guidelines to ensure consistency in pay practices.

· Assist with the development and implementation of salary administration policies and procedures, including reviewing and tracking Support Center PARs for policy adherence, assisting Recruiting Department with position requisitions and salary offers, and conducting analysis regarding how performance ratings related to merit increases.

· Assist with salary survey analysis to determine if specific positions should be reviewed or salary structures updated.

· Analyze facility requests for pay rule changes and coordinates with Information Systems to implement approved changes.

· Acts as a liaison with outside compensation consultants.

Required Skills

· Bachelor's degree in Human Resources, Business Administration or related field CCP Preferred.

· 3-5 years compensation experience in a complex matrix organization.

· Previous Healthcare industry compensation experienced preferred, but not required.

· General knowledge of FLSA, Title VII, Wage and Hour and EEOC regulations.

· Strong computer skills, including Excel, Access, Word. SAP, Org Plus skills preferred.

· Strong interpersonal, analytical, written/verbal communication and organizational skills.

· Multi-task oriented.

· Ability to maintain a high level of confidentiality.

Required Experience

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or national origin.

Job Location

Atlanta, Georgia, United States

Position Type

Full-Time/Regular

https://gentiva-openhire.silkroad.com/epostings/index.cfm?fuseaction=app.jobinfo&jobid=92560&source=ONLINE&JobOwner=992276&company_id=16482&version=1&byBusinessUnit=NULL&bycountry=0&bystate=0&byRegion=&bylocation=NULL&keywords=compensation&byCat=&proximityCountry=&postalCode=&radiusDistance=&isKilometers=&tosearch=yes&city

www.kindredathome.com/careers enter tracking code 58669

Julie Stromberg
Corporate Recruiter
Kindred at Home

Julie.Stromberg@gentiva.com

Director Compensation, Benefits, HRIS

Mon, 01 Apr 2019 16:14:02 GMT

As part of a Shared Service function in North America, this position is responsible for the overall design, implementation, communication and administration of the organization's compensation and benefit programs, payroll management, related human resource policies & procedures, and HR Systems. This position directs and oversees the compensation and benefit programs, policies and procedures for multiple legal entities in the United States and Canada.

Directs and executes all aspects of the organization’s health and welfare programs.
Ensures on-going communication to associates regarding benefit programs.
Manages the payroll function, administration and compliance.
Directs, develops and executes HR policies related to Compensation, Benefits and Payroll.
Directs, executes, and evaluates HR Systems based on the needs of the organization.
Manages and monitors on-going performance of outside vendors.
Support project management initiatives for the Company pertaining to any area of growth or change related to systems that enable HR business processes.

Requirements:

Bachelors’ Degree with at least 7 years of experience in the field.
Wide degree of creativity and latitude is expected.
Prior management/director level experience required
Demonstrated expertise in a variety of the field’s concepts, practices and procedures.
Strong planning, analytical and influence skills
Strong business and financial acumen skills
Strong managerial and leadership skills
Excellent communication skills, both written and verbal
Ability to partner with and influence all management levels

Senior Compensation Specialist - Auburn University - Revised Posting

Fri, 22 Mar 2019 14:24:40 GMT

Senior Compensation Specialist, Auburn University

If you would like to be part of the team making a significant difference in building and delivering human resources services to a dynamic campus community, we invite you to bring your experience, skills, and passion, and join the Auburn Family. One of the largest universities in the South, Auburn is at the educational forefront with our traditional blend of arts and applied science -- changing with the needs of tomorrow while living with respect for the traditions and spirit that are Auburn.

Job Summary:

This senior level Classification and Compensation Specialist will be responsible for administering competitive, cost-effective, and legally compliant compensation programs and best practices.

Essential Functions:

1. Consulting with the campus community, including conducting annual compensation reviews of job levels, benchmarking, updating job descriptions in conjunction with management, performing data analyses and formulating recommendations, to ensure competitive, cost-effective, and legally compliant compensations programs and practices.

2. Participating in third party compensation surveys and providing continuous research on peer institutions and similar external markets.

3. Documenting methodology, assumptions and decisions on compensation issues to ensure consistency of decisions and coordination with other compensation and human resources colleagues.

4. Assisting with cost and statistical analyses as needed for a variety of pay practice studies.

5. Identifying opportunities for process improvements and introduction of best practices.

6. Conducting market and best practice research to support compensation decisions and make program recommendations to ensure competitive pay, retention and motivation.

7. Supporting the integrity of all compensation data and compensation systems, including job code tables, grade range tables and EEO codes.

8. Participating in automation of current processes and other improvements to compensation program administration.

9. Preparing a variety of predictive analytics at the direction of management requiring manipulation of large amounts of data to monitor the integrity and analyze the effectiveness and competitiveness of our compensation programs.

10. Providing advice to management on compensation matters, policies, practices and/or procedures.

11. Documenting new procedures and business process flows related to compensation plans.

Minimum Qualifications:

The successful candidate will have a Bachelor's degree from an accredited institution in Business Administration, Statistics, Human Resources, Management, Industrial/Organizational Psychology, or a related field; a minimum of 4 years of directly and progressively related experience applying compensation theories and practices in collaborative working environments.

Strong analytical and statistical skills; excellent interpersonal skills; ability to work both independently and collaboratively; ability to handle multiple activities; strong writing and presentation skills; negotiation skills and the ability to influence others without formal authority are all essential.

Must have demonstrated proficiency with Microsoft Excel -- Pivot Tables, Vlookup, Workbooks and Statistical Charts, and a demonstrated working knowledge of FLSA and EEOC regulations.

Salary will be commensurate with education and experience.

HOW TO APPLY:

Please visit our employment website using the link below in order to view the posting, create an account, and apply to the position.

Link: https://www.auemployment.com/applicants/jsp/shared/position/JobDetails_css.jsp?postingId=491225

Senior Compensation Specialist - Auburn University

Fri, 15 Mar 2019 15:26:47 GMT