Compensator Job Description Sample
Workers' Compensation Claims Representative/Sr. Workers' Compensation Claims Representa
Acadia is a financially solid, growing company with excellent career opportunities. We value our employees, our communities and our customers, and encourage continuous learning and the chance to grow professionally.
Join our team and love coming to work! At Acadia, we value our employees, our customers and our communities.
Employees at Acadia are part of a progressive company where everyone can make a difference. We promote an inclusive environment which encourages continuous learning and the chance to grow and develop.
Become a member of Acadia's Workers' Compensation Claim Department and have a direct impact on helping our customers. In the Claim Representative role, you'll enjoy the excitement of building relationships with agents and insureds by working with them on investigating, evaluating, reserving, negotiating and resolving workers' compensation claims.
Our ideal candidate will be flexible, have an entrepreneurial spirit and thrive in a team environment. Excellent customer service and organizational skills, strong PC skills with experience in Microsoft Windows and Office applications, excellent oral and written communication skills and analytical ability are required.
A bachelor's degree and a minimum of three years of workers' compensation claim experience is required for the Claims Representative position. A bachelor's degree and a minimum of five years of experience is required for the Senior Claims Representative position. Both require a valid driver's license.
This position is available in our Bedford, NH or Colchester, VT locations.
Compensation Analyst / Senior Compensation Analyst
Be Here. Be Great. Working for a leader in the insurance industry means opportunity for you. Great American Insurance Group's member companies are subsidiaries of American Financial Group, a Fortune 500 company. We combine a "small company" culture where your ideas will be heard with "big company" expertise to help you succeed. With over 30 specialty property and casualty operations and a variety of financial services, there are always opportunities here to learn and grow.
The Human Resources department is currently seeking a Compensation Analyst.
Administers and participates in the development and implementation of company compensation programs, including market analysis, job documentation, job evaluation, base pay administration and other compensation programs.
Participates in compensation surveys.
Administers salary administration programs, including the annual pay review.
Responds to management and employees on routine to moderately complex matters regarding compensation and pay administration programs.
Prepares and learns to present communication and education materials for managers and employees on compensation programs.
Compiles and presents reports, statistical presentations, and charts from current organizational data and / or survey results.
Builds and maintains working knowledge of compensation trends and practices.
Develops and maintains working knowledge of applicable compensation legislation, requirements and government programs.
Develops working knowledge of the business, organization and industry.
Performs other duties as assigned.
- Bachelor's degree in Human Resources, Business, Finance or a related discipline or equivalent experience
- 2 to 4 years of related experience. Progress toward the completion of a professional designation such as Certified Compensation Professional (CCP) preferred
Manager Of Compensation
Bachelor???s degree in Human Resource Management, Business Administration, Accounting, or related field required.
Minimum of 5 years of progressively responsible experience in compensation program development, design and administration.
Minimum of 2 years of leadership experience required.
Experience supporting negotiations and administering compensation for caregivers under collective bargaining agreements.
Certified Compensation Professional (CCP), Certified Benefits Professional (CBP) preferred.
Expertise in compensation methodologies, systems and pay practices.
Strong technical knowledge and hands-on experience with base and variable pay programs.
General understanding of systems of care and healthcare operations.
Ability to juggle competing priorities and attaining results with a sense of urgency.
Strong business and financial acumen and understanding of planning processes and business strategy.
Excellent comprehension of healthcare industry and business trends.
Knowledge of regulatory compliance, federal and state laws with a working knowledge of multiple human resource disciplines.
Excellent verbal and written communication skills.
Ability to identify, utilize and interpret workforce-related metrics.
Advanced spreadsheet skills using Excel.
Proficient in the use of a major HRIS solution.
Senior Compensation Analyst
HollyFrontier Corporation in Dallas, TX is seeking a Senior Compensation Analyst who will conduct the most complex compensation analysis and assignments. The Senior Compensation Analyst will also provide expert knowledge of subject matter and provides leadership, coaching, and mentoring to less experienced analyst.
This position is not eligible for International Relocation Program benefits.
ESSENTIAL JOB DUTIES/RESPONSIBILITIES: (functions considered essential as defined by ADA)
Plans, designs, develops, implements, coordinates, and administers policies, programs, and practices through functional supervision of wage and salary administration, job evaluation, performance management, incentive compensation, and human resources information systems
Creates value for the Company and employees by taking a strategic approach and working in partnership with the senior management team
Works in conjunction with the Company's Human Resources team to identify and provide procedures and resolutions through recommendations to management and carrying out related management instructions
Provides advice and counsel as part of the Company's Human Resources team in regard to human resource policies involving wage and salary administration while ensuring compliance with policies and practices
Provides appropriate communications within the Company and promotes employee understanding of programs, policies, and objectives along with developing positive employee morale
Ensures compliance with all relevant regulatory and reporting agencies and legal compliance with all applicable governmental laws and regulations covering the areas of wage and hour, affirmative action, EEOC, OFCCP, HIPPA, etc.
Special assignments or tasks assigned to the employee by their manager, as determined from time to time in their sole and complete discretion
A minimum of eight years related experience in Compensation is required.
A minimum of a Bachelor's degree, in a business or human resources related field, is required.
PREFERRED EDUCATIONAL LEVEL:
Certified Compensation Professional designation preferred.
Ability to lead and direct the work of other associates. Specialized expertise of compensation, HRIS, and other functions of HR. Advanced skill level in MS Excel and Word. Proficient with presentation and email applications; knowledge of applicable laws, pronouncements and regulations pertaining to human resource operations; strong planning, interpersonal, organizational, leadership, analytical, the ability to effectively communicate with others, both verbal and written communication skills; tact and maturity. May require ability to implement and develop programs and present and speak publicly. Ability to handle confidential information including Protected Health Information (PHI) and all compliance issues in relation to relevant HIPAA regulations. Advanced reading and writing skills with the ability to perform complex mathematical calculations.
Office based with travel up to 25% required by land or air. Subject to varying road and weather conditions.
Job conditions require standing, walking, sitting, twisting, stooping, crouching, kneeling, talking or hearing, making visual inspections, making precise hand and finger movement, reaching or grasping, lifting or carrying up to 20lbs, pushing or pulling up to 10lbs, ability to operate and drive all assigned company vehicles at company standard insurance rates is essential (inability to maintain standard insurance rates is grounds for dismissal), valid State driver's license and proof of insurance, required, perceiving color differences, and ability to wear personal protective equipment (beards not permitted).
ENVIROMENTAL, HEALTH, & SAFTEY RESPONSIBILITES:
Our primary values at HollyFrontier are: We put health and safety first; We care about the environment.
All HollyFrontier employees are expected to work safely every day and be safety & environmental leaders. This includes active participation in the following:
Stops and/or reports any unsafe work or conditions
Follows safety & environmental policies and procedures
Supports safety & environmental goals and initiatives
Participates in safety & environmental meetings, training, emergency drills and hazard recognition programs
Reports all accidents, injuries and near misses, and participates in associated investigations
Participates in industrial hygiene, medical surveillance and behavior based safety programs
About HollyFrontier Corporation
HollyFrontier Corporation, headquartered in Dallas, Texas, is an independent petroleum refiner and marketer that produces high value light products such as gasoline, diesel fuel, jet fuel and other specialty products. HollyFrontier operates through its subsidiaries a 135,000 barrels per stream day ("bpsd") refinery located in El Dorado, Kansas, a 125,000 bpsd refinery in Tulsa, Oklahoma, a 100,000 bpsd refinery located in Artesia, New Mexico, a 52,000 bpsd refinery located in Cheyenne, Wyoming and a 45,000 bpsd refinery in Woods Cross, Utah. HollyFrontier markets its refined products principally in the Southwest U.S., the Rocky Mountains extending into the Pacific Northwest and in other neighboring Plains states. In addition, HollyFrontier, through its subsidiary, owns Petro-Canada Lubricants Inc. whose Mississauga, Ontario facility produces 15,600 barrels per day of base oils and other specialized lubricant products, and also owns a 57% limited partner interest and a non-economic general partner interest in Holly Energy Partners, L.P.
Join HollyFrontier where you have the opportunity to develop and own your career!
HollyFrontier Corporation is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status or any other prohibited ground of discrimination.
Requisition ID # 13163
Job Category : Human Resources
Job Level : Director/Chief
Business Unit: Human Resources
Job Location : San Francisco
Pacific Gas and Electric Company (PG&E), a public utility operating in Northern and Central California, is the primary operating subsidiary of PG&E Corporation, a Fortune 200 energy-based holding company (NYSE: PCG).
Based in San Francisco, Pacific Gas and Electric Company, one of the largest combined natural gas and electric utilities in the United States with operations that span power generation and procurement; electric transmission and distribution; and natural gas transmission, distribution and storage. The company's 24,000 employees deliver safe, reliable, affordable and clean energy to nearly 16 million people throughout its Northern and Central California service area stretching from Eureka in the north to Bakersfield in the south, and from the Pacific Ocean to the Sierra Nevada in the east.
As a California utility, Pacific Gas and Electric Company is at the forefront of changes in the utility industry to support the transition to a cleaner energy economy. The company is ranked among the nation's cleanest utilities and is one of the industry's largest investors in infrastructure modernization and technology to support the addition of more renewable resources, strengthen safety and reliability, and build a smarter, more resilient grid to meet customers' evolving energy-related needs. Thirty-eight percent of the energy PG&E delivered in 2016 came from state-qualified renewable resources, and nearly 70 percent comes from sources that emit no greenhouse gases. The company is also a leading voice shaping clean energy policies at the state and national levels.
PG&E is an integral contributor to California's economy, supporting jobs, stimulating economic growth and contributing to the tax base in hundreds of communities from Bakersfield to Eureka. In total, the company's operations support an estimated 70,000+ jobs and generate more than $22 billion in annual economic output in California. Pacific Gas and Electric Company had approximately $69 billion in assets as of December 31, 2016, and generated revenues of approximately $18 billion in 2016.
Since a highly publicized and very unfortunate explosion that occurred in San Bruno, California along one of PG&E's natural gas pipelines in 2010, the company has taken full responsibility, making reparations, accepting penalties and fines. PG&E has redoubled its commitment to create and maintain a business culture centered on employee and public safety, integrity, ethics and compliance. Additionally, PG&E has made significant investment in its gas system and integrity management, resulting in certification and recertification by Lloyd's Register on two of the highest internationally recognized safety certifications (ISO 55001 and PAS 55).
To affirm its commitments to ethics and compliance, PG&E Corporation has a senior-level officer over ethics and compliance reporting directly to both the CEO and the Audit Committee of the Board.
Pacific Gas and Electric Company is an Affirmative Action and Equal Employment Opportunity Employer that actively pursues and hires a diverse workforce. All qualified applicants will receive consideration for employment without regard to race, color, national origin, ancestry, sex, age, religion, physical or mental disability status, medical condition, protected veteran status, marital status, pregnancy, sexual orientation, gender, gender identity, gender expression, genetic information or any other factor that is not related to the job.
Responsible for the design, development, implementation and communication of compensation plans and programs. Ensure that compensation programs are aligned with and support the corporate strategic, financial and operational plans, programs and goals.
Responsible for overall management of the company's executive and broad-based compensation programs including the rewards strategy and philosophy, program design, and policies and practices. Works closely with the SVP- HR and Sr. Director, Total Rewards in development/preparation/presentation of materials for Compensation Committee of the Board of Directors. Assesses the impact of current compensation programs and proposes new programs to support achievement of strategic business initiatives. Establishes the vision, mission, guiding principles, goals, strategies, action plans and measurements required to ensure effective program design and delivery. Develops and implements strategic and operating plans for the compensation team.
This position reports to Senior Director, Total Rewards.
Directly supervises: Executive Compensation Consultant, Compensation Manager and Compensation Processes and Technology Manager; indirect supervision of all the teams reporting to them.
Responsible for overseeing the design, implementation, and administration of executive and broad-based compensation. Manages all elements of executive and broad-based compensation programs and responsible for the efficient administration of both programs.
Work with Sr. Director, Total Rewards in the development/maintenance of executive compensation plans, long-term incentive plans and materials needed for engagement with PG&E's Sr. Leadership Team and the Board of Directors. Prepare and present materials for the Board of Directors.
Work with Sr. Director, Total Rewards in the preparation of the Compensation Discussion and Analysis section of the annual proxy filing. Collaborates with Finance, Legal and Tax teams in the development of the company's annual proxy statement and other public filings and investor outreach initiatives as required.
Direct the design and strategy of broad-based compensation programs including base pay structures, merit programs, short and long term incentive plans, compensation processes and technology for both represented and non-represented employee groups.
Establish, build and maintain strong relationships with Executive leadership, HR Business Partners, and HR functional leaders, to deliver solutions that continue to attract, motivate and retain outstanding employees.
Direct analysis of all compensation programs for effectiveness, cost impact and alignment with the company's and shareholder interests and recommend program design changes.
Develop and manage a highly engaged and effective compensation team that delivers high quality compensation programs, processes and issue solutions.
Provide leadership and support for continuous improvement of compensation processes.
Maintain a working knowledge of legislation that may affect compensation and benefits policies. Oversee compliance with legal requirements associated with compensation.
PG&E expects its leaders to conduct themselves with the highest ethics and integrity and to embody specific leadership qualities.
Seeing ahead to future possibilities and translating them into breakthrough strategies.
Operating effectively, even when things are not certain or the way forward is not clear.
A Leader in the Community and Industry
Effectively building formal and informal relationship networks inside and outside the organization.
Anticipating and balancing the needs of multiple stakeholders.
Demonstrates Safety Leadership
A safety champion in words and deeds with respect to both employee and public safety.
Maintaining an environment of open dialog and free of retaliation.
Influences and Inspires
Using various- communications that convey a clear understanding of the needs of different audiences.
Maneuvering comfortably through complex policy, process, and people-related dynamics.
Optimizes Team Performance
Building strong-identity teams that apply their diverse skills and perspectives to achieve common goals.
Creating a climate where people are developed and motivated to do their best to help the organization.
Values Diversity and Creates Inclusion
- Recognizing the value that different perspectives and cultures bring to an organization.
Interpreting and applying understanding of key financial indicators to make better business decisions.
Planning and prioritizing work to meet commitments aligned with organizational goals.
Leads Ethically and in a Compliant Manner
Sponsoring and sustaining a high integrity speak-up corporate culture which prioritizes ethics, safety and compliance.
Building on necessary level of industry, company and subject-matter expertise, including laws and regulations.
Provides a High Level of Customer Service
- Building strong customer relationships and delivering customer-centric solutions.
Bachelor's degree in a relevant discipline (e.g. business administration, finance, human resources, industrial organizational psychology) or equivalent experience.
12 years or more of relevant executive and broad-based compensation or other human resources experience.
Experience in development of strategy and materials for Compensation Committees.
Compensation leadership experience with emphasis on designing, delivering and implementing compensation programs and in the design and administration of executive compensation.
Strong preference for experience developing compensation programs for represented and non- represented employee groups.
Master's in Business Administration or other relevant discipline.
Certified Compensation Professional (CCP) certification desired.
Experience presenting to Compensation Committees or BODs.
Represented employee compensation experience.
Benefit program or administration experience.
4+ years of managerial experience directly managing people and/or leadership experience leading teams, projects, programs or directing the allocation of resources.
Represented employee compensation experience.
Benefit program or administration experience.
Vendor management capability.
Ability to analyze and negotiate contracts.
Ability to integrate key points of view of multiple stakeholders in the executive compensation review cycle (e.g., Board, management, investors).
Knowledge of long-term incentive programs to include design and administration.
Demonstrated ability to effectively interact with employees at all levels in the organization.
Ability to influence, gain acceptance of ideas, and negotiate solutions without damage to relationship.
Ability to work effectively in a fast-paced, changing, and sometimes ambiguous environment.
Self-directed with critical thinking ability.
Strong analytical skills, with a demonstrated ability to analyze information identifying root causes and proposing realistic and practical solutions to address them based on knowledge and understanding of an organization and its operating environment.
Demonstrated ability to design programs that are effective in motivating results and optimizing performance.
High degree of emotional intelligence, flexibility, self-motivation and strong analytical skills.
Deep knowledge of compensation market, trends and tax/accounting/regulatory issues related to executive and equity compensation.
Proven ability to recruit, motivate and develop a superior team and establish clear ownership and definition of success.
High proficiency and knowledge set in Microsoft Office, Executive Compensation, and SAP.
Expertise in the system, financial, legal and tax implications of total rewards programs.
Strong communication skills (verbal, written and presentation) including the ability to communicate and present complex ideas in a simple way.
Benefits And Compensation Manager
Sr. Sales Compensation Analyst
Worldpay is making payments smarter, faster and easier for all our partners, as well as the consumers they serve. From the largest retailers in the U.S. to the coffee shop down the street, we are leading the transformation in payments through chip-enabled cards, mobile wallets, eCommerce, and payment solutions for businesses of all sizes. We are the fastest growing payments company in the U.S., first in PIN Debit transactions and the second largest merchant acquirer. Visit Worldpay.com for more.
Worldpay's growth isn't just due to our first-in-class products and services--sure, it's partly that, it's also because we seek out and hire the best of the best. From finding sought-after talents to creating employee-focused programs and resources, our Human Resources team cares about one thing: finding and hanging onto great team members. When great minds come together at Worldpay, great things happen.
The Sr. Sales Compensation Analyst develops, implements, and administers sales compensation plans and programs. He/she works closely with sales leadership to optimally align their needs, the business' needs, and Worldpay's sales compensation plans. The Principal Sales Compensation Analyst plays a critical role in Worldpay's success by innovating and continuously refining incentive compensation plans to keep Worldpay moving toward more and more efficient models.
Rewarding Impact. Fulfilling Careers.
Making an impact isn't something reserved for people in corner offices. At Worldpay, it comes from people in every corner of the office. People with ambition, optimism and courage. We provide growth and opportunity and give employees flexibility in how they get the job done. You might not expect that from a big payments company, but we're smart enough to know how to hire the best and when to step aside and let them lead. Our goal is that you never stop learning and you never cease to amaze--especially yourself. If this fits your career goal, we can't wait to welcome you on board.
Serves as the program manager for sales compensation plans, providing technical and analytic expertise to sales plan development and ongoing administration.
Leads the design of sales incentive plans to ensure competitiveness, equity, and alignment with the company's business objectives and talent strategy.
Translates business objectives into market competitive programs to optimize business results to attract, retain and motivate top talent.
Develops strong relationships with the leadership of the sales organization to understand their business needs and translate them into sales compensation deliverables.
Provides consultation on sales compensation to the business including the alignment of plans to business strategy and organizational goals.
Provides guidance to sales leadership on plan design, including pay mix, metrics, weights and plan mechanics.
Ensures that sales plans have line of sight business metrics and drive intended focus and behaviors to achieve financial objectives.
Monitors effectiveness of sales compensation plans, identifying opportunities to simplify and standardize programs and processes.
Creates and manages sales compensation plan documents and sales training materials for plan participants, ensuring the plans and programs are understood by sales participants.
Works on complex issues where analysis of situations or data requires an in-depth evaluation of variable factors.
Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results.
Determines methods and procedures on new assignments and may coordinate activities of other personnel.
Typically requires a minimum of 8 years of related compensation experience with a Bachelor's degree in Finance, Economics, Business or a related field; or 6 years and a Master's degree; or a PhD with 3 years of experience; or equivalent experience.
Typically requires advanced experience using Microsoft Office, specifically Excel.
Technical understanding of sales compensation plan mechanics and analysis along with highly developed analytical skills.
Demonstrates attention to detail, with strong organization skills and a desire to pursue continuous process improvement.
Strong communication, negotiation, collaboration and listening skills.
Presentation skills and the ability to convey complex concepts including influencing skills.
Ability to work on multiple projects while adhering to tight deadlines, in a dynamic and fast paced environment.
All the above duties and responsibilities are essential job functions for which reasonable accommodation will be made. All job requirements listed indicate the minimum level of knowledge, skills and/or ability deemed necessary to perform the job proficiently. This position description is not to be construed as an exhaustive statement of duties, responsibilities or requirements. Employees may be required to perform any other job-related instructions as requested by their leader, subject to reasonable accommodation
Global Compensation & Analytics Director
The Global Compensation and Analytics Director develops, implements, and administers Total Rewards strategies including employee, sales and executive compensation and analytics programs and practices to support the Total Rewards and company strategies.
Develops implements and manages Global Executive, Sales, and Employee compensation plans and program and financial benefit plans.
Provides expertise in the design of international compensation and analytics plans.
Creates and organizes annual merit review plan and process.
Designs and administers and ensures compliance of all base and bonus/incentive compensation programs
Benchmarks/surveys current compensation programs to measure internal and external competiveness.
Establishes total rewards communication strategy and works with others to implement the same.
Partners with finance, underwriting, human resources, et al and external vendors in design of various plans ensuring legal compliance, maintaining fiduciary duties toward plans, ensuring financial soundness, and optimizing value of total rewards to the employees.
Creates monthly executive analytics to drive business decisions
Builds relationships by meeting with internal customers to ascertain effectiveness of total reward programs, gain understanding of business units' future challenges and ensures total reward programs are available to address future operations.
Develops Global Compensation budget consistent with the strategic plan and overall Company budget.
Develops, implements and administers pay programs including assigning career framework levels and salary ranges.
Researches external best practices and stays abreast of company strategies in order to develop supporting Total Reward strategies.
Leads Compensation implementation of new HCM system
Provides consultation analysis on compensation for due diligence for acquisitions.
Plans and leads the integration of acquired employees into compensation programs and systems
Carries out leadership and management responsibilities in accordance with the organization's policies and ensures compliance with applicable state and federal laws.
Leads Global Compensation and Analytics staff ensuring development of functional thought leaders and ample bench strength.
Maintains HR staff by recruiting, selecting, orienting, and training employees
Maintains HR staff job results by counseling and disciplining employees; planning, monitoring, and appraising job results
BA/BS degree in business, human resources management or related field. Master's degree preferred.
10+ years of experience in benefits, compensation including total rewards strategy, plan design, cost management and analysis
5 years demonstrated management or high-level individual contributor experience in a Human Resources discipline.
Certified Compensation Professional (CCP) and/or other industry recognized certification(s) strongly preferred
Experience major HCM preferred (Workday, Oracle Fusion, etc)
Comprehensive knowledge of total rewards benefit plan evaluation and assessment.
Comprehensive knowledge of FLSA, 409A, Equal Pay Act, ERISA, DOL and IRS regulations governing administration of both qualified and non-qualified plans.
Ability to successfully manage all tasks and activities across business lines as well as with external partners.
Demonstrated experience in driving change and leading compensation initiatives, (base, bonus, short-term and long-term incentives)
Strong leader with the ability to work with and influence others effectively at the executive level and cross-functional
Ability to work in a constantly changing environment
Proven business partner, relationship management skills, and the ability to interact successfully with all departments and levels, internally and externally
Strong analytical and quantitative skill
Strong organizational and communication skills
Strong business skills and financial acumen.
Summary: Responsible for managing the planning, design, implementation, maintenance, regulatory compliance, communication and administration of corporate compensation programs consistent with organization's human capital objectives.
Tasks & Responsibilities:
Oversee the management of company compensation programs, and recommend changes as appropriate to establish and maintain competitive pay rates and ensure internal equity
Oversee the job description management, job evaluation/market pricing process and FLSA classification. Manages the ongoing maintenance and governance of WGL's job level structure/architecture
Review and approve job offers and internal promotion requests, and advise management on associated compensation actions
Establish salary structures, manage salary budgets and collaborate with HR Compliance to create policies and procedures which ensure the achievement of equitable and competitive employee compensation
Lead the merit, short-term incentive plan, and equity review processes - including planning, preparation, calculation, review, validation, execution and communication
Provide consulting service to HR business partners and business unit leadership to establish innovative compensation strategies to attract and retain talent
Advise and assist business units with creating and updating incentive programs, including commission programs, for regulated and non-regulated businesses
Maintain knowledge of government regulations, compensation and benefit program trends, and practices among similar organizations
Maintain a working knowledge of federal, and state legislation influencing compensation and benefits programs
Manage compensation and benefits survey participation and recommends changes to total rewards platform to ensure market-based plans
Monitor and evaluate the competitiveness and efficacy of the company's compensation programs
Establish operational objectives and work plans, and delegate assignments to subordinates
Ensure alignment of incentive/reward elements with culture, strategy, and operational imperatives
Manage the work of one Senior Comp Analyst, including hiring, evaluating, training, performance management, compensation, motivating, coaching, and developing goals and procedures to ensure the achievement of goals
Skills & Abilities:
Bachelor's degree in human resources, business, or related area, master's degree preferred.
CCP certification strongly preferred: S/PHR or SHRM-S/CP certification preferred.
7 or more years of progressively responsible compensation administration experience required, with experience in broad-based, incentive and equity programs preferred.
Comprehensive knowledge, understanding, and application of Federal and State employment laws (ERISA, FLMA, FLSA, EEO, etc) and Government Contractor compliance required.
Knowledge of human resource management principles, best practices and applicable legal and governmental compliance regulations. Ability to successfully influence to achieve desired business outcomes.
Excellent interaction and customer service skills, including timely responsiveness and positive, solutions-focused attitude – with ability to build credibility and trust across the organization.
Demonstrated ability to proactively and collaboratively resolve complex issues through active listening, good judgment and problem solving skills.
Demonstrated competency in translating data into information and drawing conclusions from it.
Demonstrated ability to present ideas logically and concisely to diverse internal and external audiences at all organizational levels, both verbally and in writing.
Strong project and time management skills. Ability to multi-task and effectively prioritize multiple projects/tasks.
Ability to effectively evaluate multiple scenarios and to implement effective solutions to broadly defined business problems. Demonstrated ability to maintain confidentiality.
Expert-level knowledge of Microsoft Excel. Proficiency with PeopleSoft, Workday, and Market-pay experience preferred.
WGL is an EO employer – M/F/Vets/Disabled
Compensation Analyst - (Irvine, CA)
NextGen Healthcare has a legacy of building software that improves patient care and reduces healthcare costs. Now, we're bringing the best of the cloud, social media and mobile to healthcare. Come build the future with us! Please visit our website at: www.nextgen.com.
Compensation Analyst II – (Irvine, CA)
Analyzes, designs, and administers employer compensation programs, including base pay, incentive pay, and performance management programs. Evaluates jobs, determines pay grades, participates in compensation surveys, and performs associated analysis. Ensures that requests for pay adjustments comply with current compensation policy.
Established and productive professional, sales, or analytical job delivering on operational targets within a discipline.
Works to achieve business targets within a discipline with direct impact on department results.
Work is of limited to moderate scope, typically of moderately complex projects and assignments and contributing to the completion of team milestones.
Sets and helps guide objectives for work to meet the objectives or goals of projects and assignments.
Works on problems of limited to moderate scope.
Generally follows standard practices and procedures.
Performs analysis of data and situations with a variety of factors.
Problems and issues faced are general, and may require understanding of broader set of issues; receives little instruction.
Exercises judgment within defined procedures and practices.
Normally receives specific instructions on all work.
Communicates with contacts both within department and function on matters that require some explanation or interpretation.
May work to influence parties within department at an operational level regarding policies, practices, and procedures.
Conduct salary surveys, participate in them, interpret salary data, and perform analysis.
Evaluate current job positions, promotions, and compensation proposals for prospective employees, etc. Review and finalizes job descriptions including the FLSA evaluations. Manage job documentation, job descriptions, and databases related to job codes and job families.
Maintain salary structure and competitive salary to attract job applicants who can offer a long-run commitment. Ensures that requests for pay adjustments comply with current compensation policy.
Assist in the administration of compensation policies and programs. Provide analytical support to HR department and other managers.
Providing support to HR department concerning interpretation of compensation practices and guidelines.
Assists HR managers and other managers with compensation-related issues.
High School Graduate or General Education Degree (GED): Required.
Bachelor's Degree (four-year college or technical school) or Work Equivalent, Field of Study: Business Administration, Finance, Accounting, or similar field.
2 plus years of experience in to be specified.
Developing professional expertise and skills.
Gaining exposure to some of the complex tasks within the job function.
Requires practical knowledge of technical discipline typically obtained through advanced education combined with experience.
Resolves several routine issues by applying standard company policies and procedures.
- Proficient with Microsoft Office
- CCP designation preferred
NextGen Healthcare believes in strength through diversity. We are an equal opportunity workplace and an affirmative action employer supporting Diversity, Disabled, and Protected Veterans. Qualified applicants are considered for employment without regard to age, race, color, religion, sex, national origin, sexual orientation, gender identity, disability or veteran status.
To accomplish this job successfully, an individual must be able to perform, with or without reasonable accommodation, each essential function satisfactorily. Reasonable accommodations may be made to help enable qualified individuals with disabilities to perform the essential functions.
Because NextGen Healthcare believes in providing a safe work environment, we conduct background checks as part of our hiring processes.
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