Our culture and people are what set us apart from other post-acute care providers. We’re dedicated to the growth and development of our team to set them up for success. We CARE for our patients like they are our own FAMILY.            

Note: The Centers for Medicare & Medicaid Services (CMS), in collaboration with the Centers for Disease Control and Prevention (CDC), require COVID-19 vaccinations for all Medicare and Medicaid certified providers.  Based on this regulation, all of our employees must be fully vaccinated or have a valid exemption.

SUMMARY:

The Compensation Analyst is a key member of the Human Resources team and plays a crucial role in the design, development, implementation, and maintenance of the organization's compensation programs. This position is responsible for analyzing market data, participating in compensation surveys, and providing expert advice and recommendations to ensure competitive and fair compensation practices. The Compensation Analyst collaborates with HR Business Partners, managers, senior leaders, and across HR, to develop and administer effective compensation programs that attract, develop, and retain colleagues.

QUALIFICATIONS & ATTRIBUTES:

• Bachelor’s degree in Business, Finance, Economics, or related field required; compensation-specific certification (e.g., CCP) preferred
• 3+ years experience as a Compensation Analyst/Specialist
• Extensive experience writing accurate job descriptions and leveraging best practices to analyze and evaluate job content
• Healthcare experience strongly preferred
• Knowledge of quantitative and qualitative research methods and a demonstrated ability to gather and analyze statistical data and compile analytical reports compensation-related laws and regulations critical for success
• Excellent organizational and time management skills
• Proficient with Microsoft Office Suite
• Strong interpersonal and communication skills (written and verbal) with the ability to prepare and present data in an easy-to-understand manner
• Ability to work effectively in a team environment and cross-functionally
• Ability to provide on-the-job and technical guidance and training to staff

MAJOR AREAS OF RESPONSIBILITY:

• Design, implement, and administer compensation programs
• Conduct benchmarking, competitive market analysis, job evaluation, and internal pay for performance analyses
• Develop compensation programs that ensure consistent application across the organization and compliance with EEOC and other legal requirements
• Drive processes to ensure competitiveness and effectiveness of compensation programs
• Monitor compensation structures, equity analysis of roles, market values and geographic differentials and recommend updates as needed
• Evaluate new job requests for alignment with existing roles, partnering with HR, business leaders, and HRIS as needed; determine need for new role through a review of existing library and structure; evaluate appropriate FLSA status
• Support the development and review of job descriptions to ensure accuracy and compliance
• Manage the integrity of job data in the HR system to ensure employees are classified correctly and report data is accurate
• Use analytics to monitor the effectiveness of compensation programs and policies
• Identify and participate in salary surveys, as needed; analyze results to determine the organization's competitive positioning taking a proactive stance to market pay
• Provide analytic support and recommendations for the determination of annual merit budgets and updates to existing salary structures and geographic differentials, as needed
• Provide guidance and support to HR leaders and managers on compensation-related matters
• Maintain current knowledge of environmental, legal, and regulatory factors that impact compensation practices and trends in total rewards strategies in support of company objectives
• Develop data visualizations, presentations, communications, and materials related to the compensation programs and processes

HEALTH QUALIFICATIONS:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job with or without reasonable accommodation.

We’ll help you put your passion for patient care to work.  Apply today!

This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities and activities may change or new ones may be assigned at any time with or without notice.

We are an Equal Opportunity Employer.

Interested? Apply here! 

Wallick Communities gives low-income families and senior citizens a place called “home” – thanks to five decades of experience in developing, building, managing, and overseeing affordable multi-family housing and assisted-living communities across the mid-west.    

• 55 years serving our communities
• 24,000+ residents call our community’s home
• 9 states and growing 
• 1000+ associates 
• 92% associate engagement score

Wallick Mission: Opening doors to homes, opportunity, and hope.     

Wallick Values: Our Values flow directly from our Mission and set the expectation for how all associates work together.  These values are:  

• Care 
• Character 
• Collaboration

Compensation Specialist Overview:

As a Compensation Specialist, you will play a crucial role in developing and implementing effective compensation strategies and programs. Your primary responsibility will be to ensure competitive and equitable compensation practices that attract, motivate, and retain top talent within our organization. You will collaborate with various stakeholders, including HR, finance, and senior leadership, to administer compensation that aligns with our business goals and industry benchmarks.

Qualifications:

·   Bachelor’s degree in human resources, Business Administration, Finance, or a related field.

·   Proven experience (3 years) in compensation analysis, design, and administration.

·   Strong understanding of compensation principles, strategies, and best practices.

·   Proficiency in using compensation analysis tools and software.

·   Excellent analytical and problem-solving skills, with the ability to interpret complex data and make sound compensation recommendations.

·   Strong knowledge of employment laws, regulations, and industry standards related to compensation.

·   Exceptional communication and interpersonal skills, with the ability to effectively collaborate with stakeholders at all levels of the organization.

·   Detail-oriented, with a high degree of accuracy and ability to handle confidential information.

·   Professional certifications such as Certified Compensation Professional (CCP) or Certified Benefits Professional (CBP) are a plus.

 

Key Responsibilities:

·   Develop and implement compensation strategies and policies that support the organization's goals and ensure internal equity and external competitiveness.

·   Conduct market research and benchmarking to analyze compensation trends and ensure our compensation packages remain competitive and attractive.

·   Develop and implement a comprehensive position control framework and processes that align with the organization's strategic objectives and compensation philosophy.

·   Create and maintain accurate position descriptions, ensuring they reflect job responsibilities, requirements, and classification accurately.

·   Collaborate with HR and talent acquisition teams to provide compensation guidance during the recruitment and hiring process, including job evaluation and salary negotiation.

·   Administer the organization's compensation programs, including base salary structures, incentive plans, bonus programs, and recognition initiatives.

·   Conduct regular reviews and analysis of compensation data, identify trends, and provide recommendations for adjustments to compensation structures as needed.

·   Develop and maintain job descriptions, job classifications, and salary ranges, ensuring compliance with legal and regulatory requirements.

·   Participate in compensation surveys to gather relevant data and benchmark the organization's compensation practices against industry standards.

·   Provide guidance and support to managers and employees regarding compensation-related matters, including salary reviews, promotions, and incentive plans.

·   Stay updated on emerging trends and best practices in compensation and benefits and recommend innovative approaches to enhance the effectiveness of our programs.

·   Collaborate with finance and payroll departments to ensure accurate and timely processing of compensation-related transactions.

·   Work in partnership on benefit initiatives as necessary to support the organization.

Interested? Apply here! 

Job Description:

The Total Rewards Analyst supports the design, development, evaluation, documentation, and implementation of compensation and reward programs.

Key Responsibilities

• Supports the plan, design, evaluation, implementation, and administration of compensation programs including base pay and variable pay 
• Responsible for managing the day-to-day administration of the company’s colleague stock purchase plan (CSPP) 
• Responsible for maintaining master incentive plan files related to the annual short-term incentive plan and long-term equity plan  
• Provides world-class customer service and support to HR and short-term incentive plan participants regarding plan assignments and payout calculation inquiries 
• Responsible for preparing incentive plan monthly accrual files   
• Adheres to the annual compensation process timeline and facilitates the process of year-end variable pay review 
• Assists with compensation process training and communications 
• Completes salary surveys and maintains survey library  
• Performs other related duties as assigned  

 

Education and Experience

• Bachelor's degree in Human Resources, Finance or related field of study 
• Certified Compensation Professional (CCP) or working toward certification preferred 
• 3+ years of relevant, progressive work experience in compensation or related field 
• Experience with variable pay administration or similar analytical work 
• Microsoft Excel spreadsheet and analytics 

Knowledge and Skills

• Excellent analytical and problem-solving skills  
• Excellent attention to detail and accuracy  
• Ability to work effectively independently and in a team environment 
• Ability to work with minimal guidance 
• Strong organizational and time management skills 
• Strong written and verbal communication, interpersonal and customer service skills 
• High confidentiality and discretion required 
• Ability to successfully establish effective interpersonal relationships  
• Proficient with Microsoft Office applications  

Interested, learn more here! 

Manages the compensation function for Greif’s North American operations. The Compensation Manager plans, develops, and implements new and revised compensation programs, policies, and procedures to align with the company's goals and competitive practices. This position ensures that company compensation programs are consistently administered in compliance with internal policies and government regulations.

Key Responsibilities

• Leader of a team of compensation professionals, including setting performance expectations, aligning them with the overall organizational goals, providing feedback and coaching, conducting performance reviews, and recognizing and rewarding achievements.

• Develop and design compensation programs that align with the organization's overall compensation strategy and business objectives. Update salary structures and oversee compliance with incentive plans.

• Evaluate positions within the organization and determine appropriate job classifications and job levels. This may involve conducting job analyses, defining job descriptions, and evaluating internal equity and market value.

• Provide guidance to stakeholders on salary administration processes, including compensation review cycles, pay adjustments, promotions, and bonus or incentive programs. Ensure compliance with applicable laws, internal policies, and budgetary constraints.

• Develop and communicate compensation policies, guidelines, and programs to colleagues, managers, and stakeholders. This includes providing guidance on pay ranges, pay practices, and incentive plans to ensure transparency and understanding.

• Collect, analyze, and interpret compensation data to generate reports and insights on compensation trends, cost analysis, and the effectiveness of compensation programs. Provide recommendations for improvements or adjustments based on data analysis.

• Partner with HR teams, senior leaders, and managers to provide compensation-related guidance, support, and consultation. Address inquiries, resolve compensation-related issues, and provide recommendations on individual compensation matters.

• Promote fairness and equity in compensation practices by addressing pay disparities, advocating for competitive pay, and ensuring equal pay for comparable work.

• Conduct market research and analyze industry trends and compensation data to ensure the organization's compensation programs remain competitive and compliant with relevant laws and regulations. This involves utilizing compensation surveys and benchmarking data to make informed decisions.

• Stay updated on relevant employment laws, regulations, and compliance requirements related to compensation, such as equal pay laws, minimum wage regulations, and overtime rules. Ensure the organization's compensation practices adhere to these legal requirements.

• Attend meetings on video when not attending in person. • Performs other duties as assigned.

Education

• Bachelor's degree in Human Resources, Finance, or a related field.

• Certified Compensation Professional (CCP) or working toward certification preferred.

Experience

• 10+ years of relevant, progressive work experience in Compensation.

• Global compensation experience is a plus.

Knowledge & Skills

• Experience guiding others, including direct reports and stakeholders.

• A deep understanding of compensation principles and practices, including job evaluation, market analysis, salary structures, and incentive programs.

• Familiarity with applicable laws and regulations related to compensation, such as the Fair Labor Standards Act (FLSA), equal pay laws, tax regulations, and compliance requirements.

• Proficiency in conducting market research and analyzing compensation data to make informed decisions regarding salary structures, pay ranges, and market competitiveness.

• Knowledge of compensation surveys and benchmarking methodologies to gather and interpret data on industry compensation trends and best practices.

• Understanding of financial concepts and the ability to analyze compensation costs, budget implications, and financial impact of compensation decisions.

• Ability to apply industry and organization-specific factors that may influence compensation strategies, such as market dynamics, talent acquisition and retention challenges, and company culture.

• Strong quantitative and analytical skills to collect, analyze, and interpret compensation data, including the ability to work with complex spreadsheets and statistical models.

• Excellent verbal and written communication skills to effectively communicate compensation programs, policies, and recommendations to diverse audiences, including colleagues, managers, and senior executives.

• Ability to identify compensation-related challenges and develop innovative solutions that align with organizational objectives and constraints.

• Thoroughness and attention to detail to ensure accuracy in compensation calculations, documentation, and compliance with legal requirements.

• Strong organizational and project management skills to handle multiple compensation initiatives simultaneously, meet deadlines, and coordinate with various stakeholders.

• Ability to collaborate effectively with HR teams, finance departments, senior leadership, and external consultants to align compensation strategies with broader organizational goals.

• Familiarity with compensation software and tools for data analysis, market research, and compensation administration. Proficiency in Microsoft Excel or Microsoft Power BI for data manipulation and modeling is essential.

• Adherence to high ethical standards and confidentiality in handling sensitive compensation information

Interested? Learn more here!

At Bath & Body Works, everyone belongs. We are committed to creating a diverse, equitable and inclusive culture focused on delivering exceptional fragrances and experiences to our customers. We focus on recruiting, retaining, and advancing diverse talent where our associate population is as diverse as the communities we serve, live and work. In addition, we work to improve our communities and our planet in a way that will make us proud for years to come because we believe the world is a brighter, happier place when everyone has access to the things that make them happy.

We invite you to join Gingham Nation, where we invest in our associates through competitive compensation, benefits, and development opportunities, so they can continue to be their best at work, at home, and in their communities.

Individual contributor who performs complex analysis of external and internal data to support the company’s Total Rewards programs. Participates in the recommendation of various compensation plan changes. Acts as a lead analyst and assists in the development of lower-level analysts. Drive workforce analytics in support of the Total Rewards Department.

• Supports and facilitates strong collaboration with within the Compensation and Human Resources teams.
• Responsible for regular reporting and analytics on stores and home office compensation. Collaborate on strategy, assist in the creation of an analytics model which enables data-driven decision making.
• Via analysis, identify workforce trends and opportunities, and work with appropriate HR partners to develop plans.
• Provides the highest level of customer service to all internal and external partners.
• Interacts with middle management (Director and below) on matters requiring a working knowledge of compensation programs. May require cross business coordination.
• Performs advanced level market pricing of positions and analyzes external competitive pay data.
• Build complex costing models to analyze impact of various compensation program design alternatives
• Assists with salary survey selection and may attend industry focus groups.
• Conducts and participates in surveys, prepares functional summaries, evaluates positions and makes recommendations.
• Provides recommendations for pay structure changes based on market and associate analysis.
• Completes analysis for home office or store associates as requested for area of responsibility.
• Conducts annual geographical and store volume review and provides recommendations for adjustments.
• Assists with the review and administration of short term incentive plans.
• Provides costing and analysis for minimum wage changes.
• Ongoing review of the Temporary Assignment Pay for stores.
• Owns updating Fusion foundational tables including job code creation.
• Assists with the administration, reporting and analysis of the annual merit and midyear processes.
• Responds to complex compensation policies and practices inquiries.
• Participates in the stores compliance initiatives.
• Provides training and guidance to new compensation associates regarding compensation philosophy and compensation polices and processes.
• Performs special projects as needed

The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required.

We are an equal opportunity and affirmative action employer. We do not make employment decisions based on an individual’s race, color, religion, gender, gender identity, national origin, citizenship, age, disability, sexual orientation, marital status, pregnancy, genetic information, protected veteran status or any other legally protected status, and we comply with all laws concerning nondiscriminatory employment practices. We are committed to providing reasonable accommodations for associates and job applicants with disabilities. Our management team is dedicated to ensuring fulfillment of this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, associate activities, and general treatment during employment.

We only hire individuals authorized for employment in the United States.

Interested? Learn more here! 

Job Description Summary

Do you thrive where you can build a strong corporate culture, develop and lead strategic initiatives, HR team, and support associates developing to their fullest potential? At Nationwide, our Corporate Compensation team understands the business and collaborates with our Human Resources partners and leaders to help the business grow.

As Compensation Consultant, you will provide compensation guidance for a specific segment of the company, serving as an advisor to Human Resource (HR) business partners and business leadership to successfully implement Nationwide's compensation programs and policies. You'll assist with enterprise policy and program design, ensuring alignment with the mission, values and business strategy. You must display confidence, accountability and resilience in a fast-paced environment. If you have a good background in compensation, have a passion for collaboration, analysis and producing results in an effective and efficient manner, this is the job for you!

Job Description

Key Responsibilities:

• Assists in implementing and handling compensation philosophy and programs for a specific business or function(s) of the company.

• Establishes and maintains a good relationship with HR and business leaders to demonstrate influence and impact on compensation outcomes. Counsels on pay decisions, incentive plans, compensation practices and interpretation of policies and guidelines. Assists with the annual compensation planning process, including merit process, review and design of short-term incentive plans, long-term incentives and merit increases.

• Understands the challenges and opportunities of the business supported. Guides the decision-making process and outcomes by providing detailed analysis/models, innovative recommendations and sound advice to leaders and HR partners.

• Ensures that jobs are appropriately valued based on external market data and internal equity. Maintains an in-depth understanding of the compensation salary survey database of external wage rates and programs. May participate in salary survey group meetings as needed.

• Assists, as needed, in developing, delivering and implementing compensation-related communications and training to educate HR and business leaders.

• Collaborates with Recruiting to support and advise leaders on compensation-related activities about strategic new hire offers, promotions, etc. Recommends offer components to include base, short- and long-term incentives and replacement compensation.

• Seeks market intelligence and develops deep understanding of compensation trends to provide informed compensation solutions. Networks with compensation professionals in other companies and professional organizations to stay current on effective practices and emerging topics.

• Leads project teams, when required, and leads projects to address sophisticated and strategic compensation issues. May represent the company on task forces, committees and project assignments.

• Makes process improvement recommendations to increase efficiencies and customer satisfaction. Uses technology to improve effectiveness. Designs new processes, improves current products and develops new products that add value to the customer.

May perform other responsibilities as assigned.

Reporting Relationships: Reports to Director or Senior Consultant. May have opportunity to lead others in a matrix reporting or project-based relationship. Serves as an internal subject matter specialist and mentor to other compensation associates.

Typical Skills and Experiences:

Education: Undergraduate studies in areas such as business administration, human resource management, psychology, or related areas preferred.

License/Certification/Designation: Certified Compensation Professional (CCP) certification preferred.

Experience: Typically, eight or more years of related experience in compensation. Project management experience. Prefer business/insurance experience as well.

Knowledge: Confirmed knowledge of compensation theory and practices, including job analysis, design, evaluation, salary administration and incentive plan design. Must have a detailed understanding of market measures, including impact, assessment, measurement and application. Shown knowledge in human resources subject areas, e.g., recruitment and selection, training and development, performance management, change management, organization design and legal compliance. Must have an understanding of statistical concepts and analysis used in making compensation decisions and competitor analysis.

Skills:

Able to conceptualize a business problem, define relevant issues, determine a methodology for exploring the problem, define alternatives and develop recommendations. Must have ability to write clearly and succinctly in a variety of communication settings and styles regarding sophisticated compensation information; presents messages in a manner that achieves a desired effect. Deals comfortably with all levels of management.

Interested? Apply here!