• 11/30/2022 6:57 PM | Anonymous member (Administrator)

    Help at Home is the nation’s leading provider of high quality care and support solutions. Our goal is to enable the highest level of personal independence and meaningful lives for our clients. Help at Home is committed to delivering a gold standard in care through our attentive and well-trained staff who support our clients comfortably and safely within their homes and communities.


    Job Summary:

    The Senior Compensation Analyst will be responsible for supporting the development of new or improving processes for broad-based compensation activities. These activities include job evaluation, market pricing, salary surveys, support with the creation of a new salary structure, merit increases, compensation system maintenance and administration, analytical and reporting support and/or job description development, to support the Compensation department’s service delivery model. Further, the position is actively involved in incentive plan design and administration, and supports the integration of newly acquired organizations.


    Responsibilities:

    • Works with highly sensitive and confidential information, and maintains the confidentiality of the information used during the normal course of business.
    • Market prices positions as needed and periodically refines job descriptions. Ensures positions are compliant with FLSA requirements.
    • Identifies new surveys to leverage and participates in salary surveys through the collection and reporting of data to third-party survey providers. Reviews salary survey results and provides recommendations on additions/deletions of benchmark jobs in use. Researches other potential salary surveys to enhance the market pricing needs.
    • Models financial impact of compensation programs (e.g., merit budgets and incentive plan design). Maintains and updates accrual reports to capture estimated costs based on financials and plan performance.
    • Provides counseling to HR and management on pay issues and changes (e.g., promotions, transfers, merit review cycles, etc.).
    • Participates in the development of incentive compensation plan designs (e.g., management and branch plans, etc.), assures model validation and alignment with goals, forecast costs, and develops the communication plans, tools to measure attainment against plan, and calculation of potential award amounts.
    • Participates in the development and maintenance of a new salary structure, titling framework, and market pricing the grades.
    • Integrates newly acquired companies in to Help at Home.
    • Develops pay practices documentation and create/maintains plan documents.
    • Supports the implementation of Workday and ongoing updates.
    • Performs other related duties as assigned.


    Required Skills/Abilities:

    • Excellent interpersonal and communication skills with customer service approach.
    • Must have strong attention to detail; problem solving and troubleshooting skills required.
    • Intermediate level skill in Microsoft Excel (e.g., pivot tables, v-lookups, complex formulas).
    • Extensive knowledge of human resource laws, regulations and best practices to make recommendations and apply.
    • Knowledge of basic accounting and financial principals and the requirements of collaborating with Finance on relevant compensation activities.


    Education and Experience:

    • Bachelor’s degree in Human Resources, Business Administration, Finance or a related field and at least 4 years of compensation experience.
    • CCP or related certification is a plus.
    • Experience with confidentiality requirements associated with the practice of Human Resources, Compensation and/or Finance.
    • Demonstrated experience applying compensation techniques, job evaluation, salary survey practices and methodologies, salary program development, job documentation, and incentive plan design and measurement.
    • Experience using Workday is a plus.
    • Experience working with EEOC, OFCCP and other compliance requirements.
    • Experience applying the principles of the Fair Labor Standards Act and its applicability to the job evaluation process.

    Location:

    • Remote

    Physical Requirements:

    • Home office setting, indoor, and extensive use of computer
    • Minimal lifting and bending but role typically requires long periods of sitting

    Interested? Learn more here!

  • 11/30/2022 6:56 PM | Anonymous member (Administrator)


    At OCLC, we believe you'll do the best work of your life when you're living the best life possible.



    We work hard to build the technology that connects thousands of today's libraries. But we also work hard to make a job at OCLC a meaningful part of a balanced life- not a substitute for one.

    Technology with a Purpose. OCLC supports thousands of libraries in making information more accessible and more useful to people around the world. OCLC provides shared technology services, original research and community programs that help libraries meet the ever-evolving needs of their users, institutions, and communities. With office locations around the globe, OCLC employees are dedicated to offering premier services and software to help libraries.

    The Job Details are as follows:

    As an innovation leader, we look for ambitious, forward-thinking, open-minded and well-rounded individuals to join our team. Reporting to the Compensation Manager, the Compensation Analyst will be responsible for the development, analysis and administration of all compensation and reward programs. With a highly analytical approach and proficiency in navigating data systems and tools, this position’s focus will be on compensation program administration and in-depth analysis of pay structures, job profiles, market benchmarking and related factors to ensure our programs are reflective of our overall compensation philosophy, aligned with business objective, competitive to market for attracting and retaining skilled talent, and compliant with applicable laws and regulations.

    Major responsibilities:

    • Support the design and implementation of base pay structures, incentive programs, and equity plans that reflect the organization's compensation philosophy
    • Lead the development, analysis and administration of all corporate compensation programs including base pay, variable pay, and other monetary-based reward programs
    • Conduct on-going market evaluations on all levels within the organization with detailed analysis of market data to determine external competitiveness of pay ranges and pay practices
    • Manage compensation administration for U.S. and Canadian employee populations, including maintenance of centralized inbox activity in MS Outlook, researching related inquiries, and providing response, support, and education on compensation programs
    • Responsible for compensation processing, reporting, system testing, data integrity audits and ongoing approval of all tasks and related actions in Workday
    • Analyze and forecast the cost of compensation and other monetary-based reward programs
    • Lead all phases of the benchmarking process including survey participation, responding to routine survey vendor requests, analysis of the returned survey data and coordinating the impact of survey data on the placement of jobs within salary grades
    • Review new hire offers and proposed salary increases and provide feedback based on analysis of the labor market and internal equity
    • Create and update job profiles and maintain job descriptions in Workday
    • Ensure programs align with business objectives and are compliant with all state and federal employee relations/compensation statutes and legislation, including: FLSA, determining exemption status of jobs and assessing classification of associates, minimum wage and pay equity, etc.
    • Use technology to increase efficiencies and make process improvement recommendations to improve and enhance customer satisfaction
    • May perform other responsibilities as assigned

    Qualifications:

    • Bachelor’s degree in Human Resources, Business Administration or related field of study
    • Four or more years’ experience in Human Resources, with progressive experience in Compensation
    • Attainment of, or progression towards, a Certified Compensation Professional (CCP) or Compensation Management Specialist (CMS) designation
    • Demonstrated knowledge in general compensation theory and practices, including job analysis, design, evaluation and salary administration, with strong understanding in statistical concepts and analysis used in making compensation decisions and competitor analysis
    • Demonstrable knowledge in human resources subject areas, e.g., recruitment and selection, training and development, performance management, organizational change, organization design and legal compliance
    • Ability to conceptualize a business problem, define relevant issues, determine a methodology for exploring the problem, define alternatives and develop recommendations
    • Ability to work independently toward project deliverables, manage multiple tasks against tight deadlines, maintain highly confidential and sensitive information
    • Excellent analytical, negotiation, and communication skills
    • Must be proficient in use of Microsoft Office suite of products, with especially strong proficiency in Excel, with a high level of attention to detail and accuracy
    • Global compensation experience and prior experience with compensation programs in a tax-exempt environment are highly desirable

    Interested? Learn more here

  • 11/08/2022 11:51 AM | Anonymous member (Administrator)


    POSITION OVERVIEW

    Denison seeks a collaborative, experienced human resources professional with expertise in compensation and benefits programs. Reporting directly to the Associate Vice President for People and Culture and Chief Human Resources Officer, the Director of Total Rewards will strategize, plan, create, and oversee a comprehensive total compensation program, including salary, incentive pay, leave programs, health and welfare benefits, and retirement plans. The Director will update processes, implement promising practices, provide expert guidance and serve as a trusted member of the human resources team. As an internal consultant to college leaders, the Director will advise the Associate VP, Provost and other senior management on effective strategies that ensure Denison remains an employer of choice in the region.

    POSITION RESPONSIBILITIES

            Plan, design, implement and administer the University’s compensation and benefits programs.

            Consistent with best practices, manage policies and procedures to ensure they are strategic, competitive, and culturally aligned.

            Provide direction and thought leadership for developing, executing, and maintaining university-wide health and welfare benefits.

            Lead, develop and supervise a team supporting Total Rewards for the university.

            Partner closely with Talent Management and Workplace Engagement to develop career path strategy tools to define position requirements and the requisite skills needed for advancement in specific areas; partner with leadership to align and ensure fair and equitable compensation practices using data to inform decisions.

    ESSENTIAL JOB FUNCTIONS

            Provide guidance, analysis, insight, and research on market trends to ensure a competitive total rewards strategy designed to attract, retain and support new and existing talent. Create strategic plans to address compensation and retention issues.

            Proactively plan and implement solutions to ensure that University compensation policies and practices comply with local, state, and federal laws and support the inclusion, diversity, equity, and anti-racism goals of the University.

            Manage the annual salary process in consultation with finance and administration and senior management; conduct classification reviews and market analysis utilizing survey and market data.

            Research, develop, and implement best practices for compensation management to create a transparent job grade structure, develop incentive and variable pay plans to manage promotions and salary change requests and ensure market competitiveness and internal equity.

            Provide oversight for Benefits Manager to model benefits plans and vendor relationships ensuring effective strategy and administration of employee benefit programs and plans including Retirement, Medical, Dental, Tuition programs, and other voluntary benefits.

            Administer health and welfare benefit programs for all faculty and staff. Oversee Annual Open Enrollment and benefit communications.

            Partner and manage relationships with benefit consultants and providers to ensure cost-effectiveness, manage programs, negotiate annual renewals, and implement programs to attract and retain employees.

            Oversee the Emeriti and 403b retirement plan and ensure compliance with applicable laws. Maintain updated plan documents and perform annual audits in partnership with an independent auditor. Ensure the plan is administered properly and consistent with plan design and requirements. Coordinate the work of the pension benefit committee and its oversight of the retirement plan. Consult with faculty and staff on retirement matters.

            Prepare Form 5500 filings with the Department of Labor, and other government reporting such as 1095C Forms, PCORI fees, Fee Disclosures, and related filings and requirements.

            Collaborate with the HR team to administer worker’s compensation and the family/medical leave program.

            Serve as the HR liaison to the University’s Personnel Committee.

            Perform other duties as required or appropriate.

    Key Qualifications and Competencies

    Key Qualifications:

            Bachelor’s degree required.

            Seven years of experience in compensation, benefits or total rewards.

            Two years of demonstrated experience leading and developing a team.

            Must be an enthusiastic self-starter with energy and drive and contribute as a positive working member in a team environment.

            Proficient in Excel and data analysis.

            Experience with human capital management systems.

            Demonstrated ability to research and analyze data, interpret and make recommendations.

            Must understand the importance of confidentiality and exercise professional judgment in working with confidential information.

            Knowledge of federal and state laws, rules, and regulations, the Fair Labor Standards Act (FLSA); and ERISA.

            Experienced in prioritizing tasks and meeting deadlines with flexibility to respond to changing needs.

            A zeal for collaborating with and helping others; customer-service focused; helpful and positive attitude.

            Excellent communication and problem-solving skills, and the ability to plan, organize and manage projects. Excellent presentation/ public speaking skills.

            Preferred qualifications: CCP, CBP, CEBS or related HR certification/designation

    Critical Attributes:

            Exceptional customer service orientation with a passion for helping others

            Skilled relationship builder and listener

            Strategic, big-picture thinker who remains attentive to details

            Collaborative and trusted advisor

            Innovative practitioner

            Confident communicator

            Critical thinker

            Dedicated sense of accountability

            Appreciation for a liberal arts environment

    Process of Candidacy

    BeecherHill is pleased to partner with Denison University on this critical search. Please submit nominations, referrals and resumes with preferred contact information to our Firm:

    Meredith Harper Bonham, PhD:  bonham@beecherhillsearch.com

    Katie Bloom: bloom2@beecherhillsearch.com


  • 11/07/2022 9:49 AM | Anonymous member (Administrator)


    Location: This position is located at our Dublin, OH campus with hybrid flexibility.

    We’re on a mission to make healthcare simpler and more effective. We fight to ensure our members get the care they need, when they need it, at the most affordable cost – that’s why we call ourselves Healthcare Warriors™. We’re committed to building diverse and inclusive teams, so if you’re excited about this position, we encourage you to apply – even if your experience doesn’t match every requirement.  

    This position will ensure Quantum Health’s pay plans are competitive, fiscally viable and in accordance with state and federal laws. The Manager of Compensation will help the organization attract, motivate, develop, and retain a high performing and engaged workforce. You will have an opportunity to lead large, complex, or multiple projects that help drive business strategies. This role will lead complex research and analysis on compensation policies and practices in the areas of job evaluation, base salary, pay structures, internal equity, variable pay, STI & LTI, external market trends, and regulatory compliance.

    What you’ll do 

    ·       Proactively leads team to build consultative and collaborative relationship with HR and Talent Acquisition Partners and business leaders on compensation programs and initiatives.

    ·       Serves as leadership and support to broader HR community and leadership by fielding and addressing general compensation questions and data inquiries.

    ·       Provides thought leadership on competitive marketplace, business issues and challenges to effectively design or recommend new compensation plans, programs and/or policies.

    ·       Assesses and develops the business case and ROI for new and existing compensation programs and projects that support the unique needs of different business clients.

    ·       Analyzes data sets to distill insights, conveys findings and make recommendations to business partners.

    ·       Leads to continuously improve compensation standard work and practices.

    ·       Develops and guides team to research, review and implement company compensation infrastructure including job evaluations, market pricing and pro-active analysis.

    ·       Oversees team to support clients, Organizational Development, HRBPs, and compensation team on job architecture (re-orgs) for new and existing roles within client groups.

    ·       Supervises and delegates day to day client work to include offers, job evaluation requests.

    ·       Supports Executive Compensation Planning.

    ·       Leads the completion and submission of annual salary surveys and makes recommendations on which surveys to participate in based on business insights and best practices.

    ·       All other duties as assigned.  

    What you’ll bring 

    ·       Bachelor’s Degree from an accredited college or university in Business Management, Mathematics, Statistics, IT, Economics or a related field

    ·       7+ years at an analyst level in a data-oriented role dealing in statistics or analytics

    ·       Background in management experience leading a team

    ·       Have experience with HR metrics, surveys, systems, interpreting data trends and data analysis

    ·       Strong cross-functional partnership, influencing and communication skills

    ·       Strategic thinker, who can effectively plan and problem-solve

    ·       Experience partnering with and providing consultation to HRBPs and senior leaders

    ·       Experience with identifying insights from large data sets to make informed business decisions

    ·       Advanced MS Excel skills and process documentation skills

    ·       Strong background in sales and executive compensation administration

    ·       Broad administrative/technical skills; Comfort working on a PC using Microsoft Office (Outlook, Word, Excel, PowerPoint), IM/video conferencing (Teams & Zoom), and telephones efficiently 

    ·       Trustworthy and accountable behavior, capable of viewing and maintaining confidential information daily

    #LI-RJ1 #LI-Hybrid 

    Note: Compensation information published by job boards are estimates and are not verified by Quantum Health. Details surrounding compensation will be disclosed throughout the interview process. Compensation offered is based on the candidate’s unique combination of experience and qualifications related to the position.  

    Interested? Learn more here

  • 10/24/2022 6:55 PM | Anonymous member (Administrator)

    Does this position interest you? You should apply – even if you don’t match every single requirement! We're known as an auto glass company. That's the focus of what we do. But beyond the glass, we're so much more. We'll help you build a fulfilling career and encourage you to have a life. Let us be the best place you'll ever work.

    The Senior Compensation Analyst is responsible for providing a full range of compensation consulting services to key stakeholders (Senior leaders, HR Business Partners, Key leaders in Field Operations and Corporate functions as assigned; Recruiting) including consultation on base pay, short term variable pay, job classification, market pricing, pay for performance and organizational staffing needs in alignment with business strategies and market trends. This role will serve as an internal subject matter expert on compensation strategy, program design and delivery, provide key input on compensation projects, and apply continuous improvement initiatives to support the overall business strategy.
     

    Find a career. Gain a family.

    Safelite will be unlike any place you’ve ever worked. (This won’t be just the daily grind!) You’ll join caring and passionate teams that collaborate to make a difference, deliver extraordinary results and bring unexpected happiness. Every day. Your effort, heart and creative ideas will be valued and rewarded. And we care about your well-being. So, we’ll strive to give you what you need to have a happy work/life balance.   

    ·       Develops and administers all aspects of the compensation program which includes base pay and incentive programs and policies to support assigned customer groups that are cost effective, consistent with market trends and organization objectives.

    ·       Serves as an advisor to Talent Acquisition, PBP’s, and managers in compensation matters, including: market and economic trends, organizational structures, job leveling, market pricing, job classification, compensation offers or salary administration to ensure alignment with business strategy and compensation philosophy.

    ·       Conducts analyses for a variety of compensation programs, within assigned customer groups, by:

    o   Leading and/or participating in project teams in support of various business initiatives.

    o   Administering and communicating incentive payouts.

    o   Conducting special studies or ad-hoc analysis to support the business strategy and planning.

    o   Modeling financial, operational and productivity metrics in support of new & existing compensation program(s).

    o   Offering insights and recommendations for compensation design or alternative modeling.

    ·       Supports the annual salary planning process, including the annual company budgeting process & the annual merit cycle.  Leads and provides direct support to assigned customer groups. 

    ·       Analyzes company compensation policies in relation to government wage and hour regulations, prevailing rates for similar jobs in comparable industries or geographic areas, and recommends changes as appropriate to establish and maintain competitive rates.  Educates managers and HR staff on concerns; escalates issues as needed.

    Requirements:

    ·       5+ years of related compensation experience, including design of incentive compensation plans, merit planning, job pricing, and pay administration.

    ·       Bachelor's degree or equivalent

    ·       Expert proficiency in Excel required. MS Access skills are preferred.

    ·       Experience with HCM systems, Workday is a plus

    ·       CCP preferred

    ·       Retail industry or multi-state/location organization experience preferred

    ·       Self-motivated, organized problem solver with strong process and project-management skills with ability to work on multiple projects simultaneously.

    ·       Excellent interpersonal skills with a sensitivity to confidentiality. Thoughtful and analytical, driving actionable strategies based on data.

    ·       Ability to provide an advisory and consultative approach and influence through effective written and verbal communication.

    ·       Prior experience in compensation systems preferred (market pricing tools, such as MarketPay).

    We’re known as an auto glass company. That’s the focus of what we do. But we’re much more – we’re a growing and evolving service brand. And what really makes us unique is our people.  Because at our core, we’re a People Powered organization – and our people come first and our culture matters. We’ll help you find a fulfilling career path and encourage you to have a life. Let us be the best place you’ll ever work.

    --

    Diversity: Safelite welcomes everyone. We value our diverse workforce and suppliers, and we’re proud to be an equal opportunity employer. Learn more at Safelite.com/Careers.

    Benefit amounts are estimates only. Actual values will depend on benefit elections during enrollment.


    Interested? Learn more here! 


  • 10/10/2022 7:35 AM | Anonymous member (Administrator)

    What Compensation contributes to Cardinal Health

    Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies

    Compensation designs and administers competitive compensation programs to attract and retain employees, drive performance and results, and provide rewards for individuals and teams. This job family sets policies and structures around a variety of compensation types, including base pay, short-term incentives, long-term incentives and deferred compensation, and communicates policies to managers throughout the enterprise.

    Responsibilities

    • Leads compliance initiatives in key areas such as minimum wage, pay equity and other state or local legally mandated requirements.
    • Responsible for process improvements related to our case management triaging via Service Now.
    • First tier responder for consultation requests submitted to the Compensation team.
    • Leads assigned processes related to the enterprise-wide annual compensation planning cycle.
    • Provides Workday and analytical support to compensation partners, including but not limited to the following:
      • Job code creation
      • Market pricing analysis and activities
      • Ad-hoc compensation analysis requests
      • Salary structure review and implementation in Workday
    • Performs all compensation data audits to ensure accuracy in Workday
    • Provides compliance and analytical support across the Total Rewards COE, as needed
    • Key partner on simplification and/or process improvement projects

    Qualifications

    • 2-4 years of Compensation and/or Human Resources experience or related field preferred
    • BA, BS or equivalent work experience preferred
    • Strong attention to detail—critical eye for data accuracy
    • Excel experience strongly preferred
    • Workday knowledge preferred
    • Strong interpersonal, verbal and written communication skills; able to communicate effectively and interact with personnel at various levels of expertise
    • Demonstrated ability to work in a fast-paced, collaborative environment

    What is expected of you and others at this level

    • Applies working knowledge in the application of concepts, principles, and technical capabilities to perform varied tasks
    • Works on projects of moderate scope and complexity
    • Identifies possible solutions to a variety of technical problems and takes actions to resolve
    • Applies judgment within defined parameters
    • Receives general guidance may receive more detailed instruction on new projects
    • Work reviewed for sound reasoning and accuracy

    Cardinal Health is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law.

    Interested? Learn more here

  • 09/15/2022 10:47 AM | Anonymous member (Administrator)

    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.

    Other criteria, including leadership skills, competencies and experiences may take precedence.

    Staffing exceptions to the above must be approved by the hiring manager’s leader and HR Business Partner.

    Values:  Regularly and consistently demonstrates the Nationwide Values.

    Job Conditions:

    Overtime Eligibility: Not Eligible (Exempt)

    Working Conditions: Normal office environment. Occasional travel. Non-standard or extended work may be required based on project needs.

    ADA:  The above statements cover what are generally believed to be principal and essential functions of this job.  Specific circumstances may allow or require some people assigned to the job to perform a somewhat different combination of duties. 

    Interested? Apply here!

  • 09/14/2022 7:38 AM | Anonymous member (Administrator)


    At its core, the Compensation team is responsible for advising the business on how to pay its associates around the globe – developing and implementing equitable, competitive, and financially sustainable compensation structures. This involves consulting with the HRBP team members to determine what questions or challenges they’re trying to solve, figuring out how market data can address it, and how the data should be presented to effectively communicate meaningful insights and potential solutions.

    What will you be doing?

    • Reports to the Compensation Director and manages a compensation analyst
    • Leads key projects, working cross functionally within the organization to carry out the compensation strategy across all levels, business functions, and geographies
    • Build a consultative and collaborative relationship with HRBPs, recruiters, and business leaders to carry out change management projects that create more efficient processes and procedures
    • Work cross-functionally to provide compensation insights and costing to our partners on the Finance team
    • Oversees benchmarking of roles to salary surveys
    • Create effective, efficient, and easy to understand custom reports and dashboards to assist in making fact-based compensation decisions
    • Monitor the effectiveness of existing compensation policies and guidelines – recommend revisions that are cost-effective and consistent with compensation trends and business objectives
    • Leads seasonal and year-end programs including promotions and merit
    • Research and resolve individual compensation challenges
    • Research and communicate current and emerging domestic compensation-related legislation, trends and best practices

    What will you need to bring?

    • 10+ years of progressive experience in a compensation role
    • Bachelor's degree required. BA/BS in HR, Finance, Mathematics, or Statistics preferred
    • Ability to identify themes and trends from large amounts of data
    • Proficient in Excel (i.e. formulas, data manipulation, pivot tables, and graphs)
    • Strong intellectual curiosity
    • Excellent communications skills – spoken, written and visual form
    • Proven ability to handle confidential and sensitive data appropriately
    • Attention to detail, passion for quality work and timely delivery
    • Excellent planning and prioritization, problem solving, and business partnering skills


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P.O. Box 164022
Columbus, OH 43216
info@columbuscomp.org

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