Compensation Manager

Ensuring we have the right compensation in place for employees and provide the right compensation support to our CEG colleagues and people leaders, is central to our people strategy and in ensuring we attract, engage and retain the very best people. To drive this strategy and provide this support, this position in the team, will take accountability for supporting the compensation agenda for key lines of business within the company. Reporting to the Director, Compensation, you will be responsible for the day-to-day management of compensation for the assigned lines of business. Additionally, you will contribute to the global compensation agenda by contributing to both global and regional projects.

Key responsibilities include:

Provide strategic compensation consultation and support for the assigned lines of business.
Provide subject matter expertise, oversee, and consult with Colleagues Strategic Partners and business leaders in developing pay offers (base, bonus & equity) for new hires and internal promotes.
Oversee the compensation consulting activities including compensation studies, pay range queries and compensation offers.
Collaborate with the Colleague Market Partner team and International Compensation and Benefits team on US market compensation matters.
Communicate compensation structures and programs to key stakeholders
Advise and develop potential compensation program changes to drive desired business results and better serve our colleagues
Stay on top pf compensation trends
Bring process improvement lens to drive agility and effectiveness
Responsible for the management of all aspects of the year-end compensation review and administration of merit, bonus & equity payout for employees in assigned line of business.
Participating in global and regional compensation projects.
Working with market team colleagues to ensure local programs are compliant with local regulations and internal American Express standards.

Minimum Qualifications:

To be successful in this role we seek the following essential core skills and proven ability:

Solid understanding of compensation methods and practices with proven program management and delivery experience. Strong demonstration of specific compensation practices. Understanding of Compensation design principles is a plus.
Strong analytical rigor with ability to effectively analyze data and create comprehensive recommendations
Strong working knowledge of Excel to analyze data and create meaningful and understandable analytics
Ability to analyze and resolve a wide variety of complex issues or problems including the ability to see beyond numbers to drive sound decision-making
Strong working knowledge of power point
Project management skills
Demonstrated ability to work with multiple stakeholders
Ability to communicate to and influence senior leaders
Strong relationship skills
Ability to work independently and within a team environment
Ability to thrive in a fast paced, demanding environment across multiple time zones
Strong interpersonal skills and communication skills to interact with all levels of an organization and diverse cultures; ability to build productive relationships.

Compensation Analyst

elderhostel inc

Reports to: Director, Compensation & Benefits

The Compensation Analyst is a key position in the Road Scholar OD&HR department, working closely with the Director to provide compensation support and advice to Road Scholar’s managers. The Compensation Analyst conducts analysis and recommends changes or interventions for employees’ rates of pay and to Road Scholar’s compensation policies and programs. Will work with both quantitative and qualitative information to ensure that Road Scholar jobs are benchmarked and slotted correctly into the Road Scholar job and pay structures. Will analyze HR pay data and works with managers to set and adjust compensation levels as needed and during the annual salary planning process. Will also lead or participate in key compensation-related HR projects.

This is what we’re looking for:

Monitor competitive compensation levels through multiple data sources (internal and external information, hiring rates/compression, turnover analysis, networking, survey analysis, etc.) to ensure that the pay for all staff is balanced and equitable, linked to market and appropriately influenced by individual job performance.
Maintain Road Scholar compensation survey management tool, Payfactors, ensuring that all current and new jobs are benchmarked and that market data is up-to-date.
Analyze survey data for market movements which may impact the grading of individual jobs and/or the movement of the entire pay structure.
Evaluate all current and new jobs to ensure that they are evaluated and coded correctly for FLSA, EEO, Band and Level, and slotted in the appropriate pay grade. Maintain HRIS Jobs Table and the Job Look-Up Tool for recruiters and department management.
Conduct annual and ad hoc pay equity studies, recommend corrective actions and track progress toward compensation targets. Construct Excel models to assist with analysis and reporting of compensation and HR data.
Assist in the annual compensation budgeting process through the development, distribution and return consolidation of department-level spreadsheets.
Assist with the annual Salary/Merit Review process including updates and maintenance of Road Scholar Salary Planning Tool, auditing and analyzing data and loading department planning tool distribution and return consolidation and reporting
Manages Road Scholar Job Description Library, including regular reviews to assure that all jobs are described well and that our job description standards are met.
Responsible for auditing HRIS data including general HR and benefits
Assists in the development of communication materials for managers and employees

And these are the skills you should have:

Bachelor’s Degree in a business, economics or finance-related field or 4 years related experience
Minimum of 2 years of professional experience (HR preferred)
Minimum of 1 year of experience with compensation or financial analysis or data modeling
Superior Excel skills, Database skills (MS Access) and/or BI Tools (MicroStrategy)
Excellent communication skills (written and verbal). Ability to build relationships with managers and assess needs of the organization
Deep interest in analyzing data and ability to see beyond the numbers to support sound decision-making
Provides accurate and timely information and assistance to internal clients, striving to maintain our high level customer service standards

Compensation Manager / Senior Analyst

Willis Towers Watson

Participate in the design and implementation of a variety of Total Reward harmonization initiatives ranging from the development of a Career Framework (which may include salary ranges, short and long term incentive design), global recognition programs, new streamlined year end processes
Contribute to the analysis, design, implementation and communication of broad-based compensation strategy.
Ensure WTW’s broad-based compensation programs are competitive, sustainable, and have an impact on WTW’s short and long-term strategic goals, aligning to WTW pay for performance philosophy
Manage the annual compensation review cycle for client groups, including advising on country salary increase budgets, allocation of short and long term incentive awards and sales incentive awards
Play an active role in a variety of compensation projects e.g. job titles/codes, annual benchmarking/pre-planning, salary structure, bonus and LTI targets review/development, and review and monitoring of the recognition program
Partner with HR Partners and various leadership teams to identify and address current and emerging total compensation trends and issues. Monitor the effectiveness of existing compensation policies, guidelines and procedures recommending plan revision as well as new plans, which are cost effective and consistent with compensation trends and corporate objectives.
Assist with communication and education of compensation-related programs. Lead small/medium projects or sub streams on specific compensation initiatives or processes
Ensure compensation programs are administered in compliance with policies and government regulations through audits, reports and personal contacts.
Collaborate with Finance on salary budgets, colleague /compensation cost tracking, etc.

The Requirements

Degree, preferably in Business, Mathematics, or equivalent experience.
Minimum five years’ experience in Compensation/Reward
Broad knowledge of compensation issues, trends, best practice
Experience designing short-term incentive and sales comp plans preferred
Experience managing compensation processes with the ability to build consensus across a wide range of stakeholders
Experience of operating in a matrixed environment
Advanced Excel skills
Advanced problem solving and analytical skills
Strong interpersonal and communication skills
High-energy with a strong work ethic, sense of urgency and high expectations for performance
Ability to work effectively, both independently and as part of a team, with initiative and accuracy

Analyst, Compensation

Ross Stores

GENERAL PURPOSE:

To provide analytical and other professional level support to the compensation function. Support management in the design, development, implementation and administration of pay programs including base pay, salary administration, salary surveys, job descriptions and evaluations, salary/market pricing analysis, and incentive programs. This position will be proactively handling day-to-day compensation program administration

ESSENTIAL FUNCTIONS:

Analyzes, documents, and evaluates new and revised jobs to develop job descriptions and recommend appropriate grade level and FLSA status. May use market data and internal comparisons to ensure external competitiveness and internal equity.
Manages annual compensation planning processes (Focal) for the Buying offices, including salary structure update, merit increases, incentive awards.
Manage subscriptions and participation in all salary surveys for the Buying Offices. Prepare and analyze salary survey data submission. Use results from survey data to determine organization’s competitive position.
Formulates recommendations regarding development and maintenance of compensation guidelines, salary structure, merit increase budget and geographic differentials to maintain competitive position in the market.
Reviews requests for pay actions, including promotions and salary equity adjustments, for conformance to guidelines, policies and practices. Performs market research and makes recommendations for requests outside of pay guidelines.
Responsible for the management of the internal offer process for approved pay actions, transfers and new hires. Maintains the database for all offers post NY Salary History Ban. Uses the database as a knowledge management tool keeping Comp and TA leadership updated on offer development trends.
Performs competitive pay analysis and modeling in support of ad-hoc requests, merit and incentive programs and ongoing job evaluation needs.
Monitors minimum wage laws in jurisdictions where the company operates the Buying offices and review impact of changes on compensation cost. Work closely with Finance to ensure they are aware of the changes and partner with Associate Relations to ensure increases are implemented in a planned manner.
Monitors compensation practices and ensures compliance with laws and regulations and advises management of regulatory changes.
Other projects and duties as assigned

COMPETENCIES:

Organizing
Communication
Teamwork
Collaboration
Planning
Customer Focus
Problem Solving
Integrity and Trust

QUALIFICATIONS AND SPECIAL SKILLS REQUIRED:

Bachelor’s degree required
3 years of direct experience in compensation
CCP or course work completed towards CCP preferred
Excellent PC skills including Microsoft Office (Excel, Word, and PowerPoint) with extensive advanced Excel experience
Experience working with HR databases
Experience with job evaluation and market pricing methods
Strong analytical, problem-solving, and research skills
Must have the ability to build relationships with Human Resources partners
Strong organizational and project management skills, along with the ability to manage multiple priorities in a fast-paced work environment
Flexible and proactive problem solver adept at achieving results in a team-oriented and collaborative environment, but also able to function effectively working independently
Strong understanding of state and federal laws, regulations and statutes relating to compensation
Excellent verbal and written communication skills