• 11/18/2019 7:32 AM | Anonymous member (Administrator)


    As part of a team that is 50,000+ strong, you can play a part in making healthcare safer and more cost-effective. Cardinal Health is an integrated healthcare services and products company, providing customized solutions for hospital systems, pharmacies, ambulatory surgery centers, clinical laboratories and physician offices worldwide. As a global, growing company, we offer rewarding careers that let you make a positive impact on our customers and communities. Search now to find the opportunity that’s right for you.

    What Compensation contributes to Cardinal Health

    Compensation is responsible for identifying, designing and recommending competitive compensation programs that attract and retain employees, driving performance and results, and providing rewards and recognition for individuals and teams.

    • Consults with HR and Business Leaders to develop and administer solutions for compensation-related issues. Participates in the development of short and long-term compensation strategies, plans and objectives to effectively address business needs.
    • Interprets internal and external market drivers to evaluate current compensation programs and recommends/implements changes to improve program effectiveness.
    • Applies incentive/reward theory and best practices in support of the development of programs.
    • Creates new and leverages current compensation tools/methodologies in the strategic design of compensation programs.
    • Consults on compensation programs for international locations including compensation structures, short- and long-term incentive programs, salary administration, etc.
    • Participates in merger and acquisition activities including reviewing current compensation programs of newly acquired companies and creating strategy for integrating newly acquired employees into Cardinal Health's current compensation programs.
    • Ensures compliance with federal, state and local legal requirements.
    • Plans, develops and maintains compensation programs for expatriates, and third country nationals.

     

    Accountabilities

    • Provides primary analytical support in modeling, auditing and testing compensation programs
    • Provides frequent reports to reflect different metrics including headcount, productivity, market positioning. Conduct frequent audits of local bonus programs (MIP/OIP).
    • Coordinate with local managers, HR representatives, Comp partners and local payroll contacts on administrative compensation processes such as: Salary adjustments, bonus payments, job offers, promotions etc.
    • Provides to comp. partners the necessary information to develop salary structures. Request job codes ensuring alignment with the global career framework, pay grades and compliance with FLSA.

     

    Qualifications

    • Bachelor's degree, preferred in human resources, business administration, finance or related discipline.
    • 1 or more years of experience in Comp. preferred with proven statistical and computer software capabilities.
    • Advanced Excel
    • Tableau exposure preferred
    • Strong mathematical and analytical abilities
    • Initiative and follow through to complete what initiates
    • Clear communication at all levels
    • Ability to work in a team, both on site and remotely

     

    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, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.

     Visit cardinalhealth.com/careers


  • 11/18/2019 7:30 AM | Anonymous member (Administrator)


    As part of a team that is 50,000+ strong, you can play a part in making healthcare safer and more cost-effective. Cardinal Health is an integrated healthcare services and products company, providing customized solutions for hospital systems, pharmacies, ambulatory surgery centers, clinical laboratories and physician offices worldwide. As a global, growing company, we offer rewarding careers that let you make a positive impact on our customers and communities. Search now to find the opportunity that’s right for you.

    What Compensation contributes to Cardinal Health

    Compensation is responsible for identifying, designing and recommending competitive compensation programs that attract and retain employees, driving performance and results, and providing rewards and recognition for individuals and teams.

    • Consults with HR and Business Leaders to develop and administer solutions for compensation-related issues. Participates in the development of short and long-term compensation strategies, plans and objectives to effectively address business needs.
    • Interprets internal and external market drivers to evaluate current compensation programs and recommends/implements changes to improve program effectiveness.
    • Applies incentive/reward theory and best practices in support of the development of programs.
    • Creates new and leverages current compensation tools/methodologies in the strategic design of compensation programs.
    • Consults on compensation programs for international locations including compensation structures, short- and long-term incentive programs, salary administration, etc.
    • Participates in merger and acquisition activities including reviewing current compensation programs of newly acquired companies and creating strategy for integrating newly acquired employees into Cardinal Health's current compensation programs.
    • Ensures compliance with federal, state and local legal requirements.
    • Plans, develops and maintains compensation programs for expatriates, and third country nationals.

     

    Accountabilities

    • Administers Market Pay platform and participates in global market pricing surveys
    • Project manager for the enterprise-wide annual compensation planning cycle
    • Assists with all processes related to the enterprise-wide annual compensation planning cycle
    • Performs all compensation data audits to ensure accuracy in Workday
    • Performs compensation compliance analysis

     

    Qualifications

    • Bachelors in related field
    • 2+ years’ experience in related field, preferred
    • Critical eye for detail and appreciation for data accuracy
    • Proven successful ability to work effectively in a fast-paced environment
    • Strong verbal and written communication skills
    • Strong experience with Excel, preferred
    • Knowledge of Workday, preferred
    • Knowledge of Market Pay, preferred

     

    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, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.

    Visit cardinalhealth.com/careers


  • 11/18/2019 7:28 AM | Anonymous member (Administrator)


    As part of a team that is 50,000+ strong, you can play a part in making healthcare safer and more cost-effective. Cardinal Health is an integrated healthcare services and products company, providing customized solutions for hospital systems, pharmacies, ambulatory surgery centers, clinical laboratories and physician offices worldwide. As a global, growing company, we offer rewarding careers that let you make a positive impact on our customers and communities. Search now to find the opportunity that’s right for you.

    What Compensation contributes to Cardinal Health

    Compensation is responsible for identifying, designing and recommending competitive compensation programs that attract and retain employees, driving performance and results, and providing rewards and recognition for individuals and teams.

    • Consults with HR and Business Leaders to develop and administer solutions for compensation-related issues. Participates in the development of short and long-term compensation strategies, plans and objectives to effectively address business needs.
    • Interprets internal and external market drivers to evaluate current compensation programs and recommends/implements changes to improve program effectiveness.
    • Applies incentive/reward theory and best practices in support of the development of programs.
    • Creates new and leverages current compensation tools/methodologies in the strategic design of compensation programs.
    • Consults on compensation programs for international locations including compensation structures, short- and long-term incentive programs, salary administration, etc.
    • Participates in merger and acquisition activities including reviewing current compensation programs of newly acquired companies and creating strategy for integrating newly acquired employees into Cardinal Health's current compensation programs.
    • Ensures compliance with federal, state and local legal requirements.
    • Plans, develops and maintains compensation programs for expatriates, and third country nationals.

    Job Summary:

    This position is responsible for the implementation, deployment, education, communication and execution of compensation programs for the Medical segment within the North American region. The position is also responsible for implementing salary structure and administrative guidelines in accordance with the global compensation policy; conducts job analysis to determine appropriate pay level according to guidelines; reviews and approves offers per established compensation policies; advises management on compensation actions for employees.  Regularly has responsibility for evaluating newly emerging and difficult to market price jobs.  Periodically but regularly is responsible for all aspects of a major compensation program element such as the annual increase program. Documents and or audit compensation facts in WD as needed.

     

    Accountabilities:

    • Partner with HR Business Partners and business leaders in providing consultation for compensation-related matters within client group. Formulate and present recommendations.
    • Provide support in the analysis, development, implementation, and ongoing support of organization compensation programs.
    • Assists with annual market pricing review and job level determination (including FLSA assessment), data analysis and US pay structure modeling and implementation.
    • Conducts job evaluations by market pricing, functional and local calibration and IPE scoring for assigned business segment and region.  Explains methods/results/recommendations with stakeholders who need to adopt the recommendation. Evaluate and assign salary grades to positions at various levels.
    • Coordinate with Business leaders and HR representatives on compensation processes such as: annual merit increase, bonus payments, long term incentive grants (equity), job offers, promotions and development of salary structures.
    • Education, Communication and Coaching – Train HR representatives and people managers in the use of compensation programs and guidelines. Recommend compensation solutions to address business opportunities.
    • Represent compensation in special business projects as required. These projects include, but are not limited to, Mergers & Acquisitions, Reorganizations, Open new offices and subsidiaries.
    • Ensures compliance with federal, state and local legal requirements in addition to Cardinal Health’s guidelines and policies.

     

    Qualifications

    • Bachelor's degree preferred in human resources, business administration, finance or related discipline
    • 4+ years’ experience in compensation or related experience with statistical and computer software capabilities
    • Certified Compensation Professional (CCP) or Global Remuneration Professional (GPR) certification preferred
    • Demonstrated ability for job evaluation and market pricing
    • Ability to manage projects independently and self-direct work
    • Aptitude for heavy data analysis
    • Proficient in Microsoft office software such as Excel, PowerPoint and Word
    • Clear communication at all levels

     

    What is expected of you and others at this level

    • Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects
    • May contribute to the development of policies and procedures
    • Works on complex projects of large scope
    • Develops technical solutions to a wide range of difficult problems. Solutions are innovative and consistent with organization objectives
    • Completes work independently receives general guidance on new projects
    • Work reviewed for purpose of meeting objectives
    • May act as a mentor to less experienced colleagues

    Cardinal Health is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.

    Visit cardinalhealth.com/careers


  • 11/13/2019 9:22 AM | Anonymous member (Administrator)

                             

    I.          Summary (Scope of the Job)

    This role supports the administration and implementation of Greif’s North America compensation programs, policies and procedures.  Ensures compensation is competitively positioned in the market, internally equitable and aligns with Greif’s Total Rewards Philosophy.  Responsible for conducting audits and reporting to ensure compliance with government minimum wage and FLSA requirements.  Works with human resources partners to perform compensation analyses and other compensation related activities to help attract, retain and motivate colleagues.  Participates and may also lead essential projects for North America operations. Position is full-time and located in Delaware, OH.

    II.         Major Responsibilities

    1.     Assists in the administration and implementation of North America compensation programs, policies and procedures.

    2.     Conducts job analysis and benchmarking to ensure market competitiveness and internal equity.

    3.     Partners with HR Managers to complete job evaluations ensuring roles are assigned to the appropriate band, global grade and job profile.

    4.     Supports Total Rewards in the participation of compensation surveys for North America

    5.     Analyzes production wage rates for similar roles in comparable industries or geographic areas and recommends changes as appropriate to establish and maintain competitive positioning in the market.

    6.     Supports the annual compensation review process for North America.

    7.     Provides support and review of plan documentation and communication relating to local and sales incentive plans for North America.

    8.     Participates and may also lead essential compensation related projects for North America operations.

    9.     Maintains knowledge of and analyzes government wage and hour regulations, including by not limited to minimum hourly wages and FLSA requirements.

    10.  Maintains market matches in MarketPay system for North America roles and conducts adhoc reporting and analysis as needed.

    11.  Works closely with HRIS group to ensure accurate compensation data and compensation program setup and perform ongoing audits of data.

    12.  Maintain polices related to North America compensation compliance.

    13.  Maintain relationship with vendor and distribution of labor law posters to all U.S. and Canada locations.

    14.  Perform other duties as assigned.

    III.        Background Requirements

    Education:

    Bachelor’s degree in Human Resources, Finance, Business Administration or related discipline. 

    CCP designation is preferred.

    Experience:

    Minimum two years of relevant experience in the compensation field or related area.

    Knowledge and Skills:

    Knowledge of compensation administration, including minimum wage and FLSA regulations. Experience using MarketPay preferred. Demonstrated skills in customer service, with strong verbal and written communication skills. Proficient in MS Office, including but not limited to Excel, Word and PowerPoint; experience with Workday or similar HRIS is preferred.  Strong math skills, ability to research complex questions and conduct complex budget projections. Excellent attention to detail, strong organizational skills, prioritization skills and ability to maintain confidential information is required.

    https://www.greif.com/careers


  • 11/06/2019 7:54 AM | Anonymous member (Administrator)

    Title: Compensation Manager

    Location: Columbus, OH

    Description: Lucas Group is partnered with a client to identify and hire a Compensation Manager. This role will lead a team to drive projects and deliver results as it relates to the design, delivery and communication of compensation programs and practices.


    Responsibilities:

    • Works closely with Human Resources Business Partners and internal consultants regarding ongoing compensation management, job evaluation, program/plan design, and other compensation related topics to produce accurate and insightful reports, analyses, and presentations.
    • Ensures the effectiveness of compensation policies, procedures, and controls.
    • Leverages a process improvement mindset to recommend efficient and effective ways to carry out core responsibilities.
    • Designs, delivers, communicates, monitors and/or administers compensation programs and practices, including job attributes, pay structure, incentive plans, annual rewards and other compensation related programs.
    • Develops and implements strategies for delivery of compensation to ensure competitiveness; appropriate linkages between pay and performance, and compliance with legal and regulatory requirements.
    • Experienced professional contributor that applies a solid understanding of concepts within own professional discipline. (demonstrate the application of business and industry knowledge, understanding of key processes and practical experience, when creating work products)

    Requirements:

    • Bachelor degree
    • 5+ years’ experience in a compensation role
    • Experience developing corporate verbal and written communications
    • Ability to collect and interpret information as well as evaluate and use information to enhance services for employees
    • Ability to coordinate and manage content across HR functional areas
    • CCP certification preferred

    Lucas Group is North America's premier executive search firm. Since 1970, our culture and methodologies have driven superior results. We assist mid-tier to Fortune 500 clients find transcendent, executive talent; candidates fully realize their career ambitions; and associates find professional success. Headquartered in Atlanta, GA with 16 regional offices, our trusted, consultative, and passionate recruitment professionals combine industry depth and geographic breadth to deliver superior results. To learn more, please visit Lucas Group at www.lucasgroup.com.

    Applicants can send their resume directly to Amanda Pelletier apelletier@lucasgroup.com


  • 10/22/2019 5:55 PM | Anonymous member (Administrator)

    Description

    The Compensation & Benefits Analyst, Sr. defines, implements and improves the processes for designed and approved compensation and benefits plans. This position ensures that all appropriate regulatory and contractual commitments are followed as well as continually assesses industry trends to make recommendations on competitiveness and cost effectiveness of the plans. In addition, the position maintains the career mapping, job descriptions and compensation plans and supports HR Business Partners in assessing changes/additions to the map. This position leverages benefit claims data and works with outside consulting firms to determine options for cost containment as well as enhancements that will improve employee engagement and well-being.

    30%: Maintain career framework, job descriptions and compensation plans

    30%: Research trends in compensation and benefits, assessing the competitiveness and cost effectiveness of NetJets plans, providing recommendations for change, as appropriate

    15%: Maintain and execute the annual compensation process

    15%: Ad hoc reporting and analysis for HR Business Partners related to compensation and benefits

    10%: Audit benefit and compensation administration processes for compliance and partner with Administrative team to improve upon the processes

    Requirements

    Bachelor's Degree

    Course of Study/Major: Human Resources, Data Analytics or related experience, MHRM preferred

    Type of Credentials/Licenses: Knowledge of compensation and benefits processes and regulations

    Related Work Experience: 4-6 years

    - Requires in-depth conceptual and practical knowledge in own job discipline and basic knowledge of related job disciplines

    - Solves complex problems

    - Works independently, receives minimal guidance

    - May lead projects or project steps within a broader project, may have accountability for on-going activities or objectives

    - Acts as a resource for colleagues with less experience

    - Strong analytical skills and ability to gather, interpret and utilize industry trends to assess effectiveness of benefits and compensation plans

    - Knowledge of career mapping and compensation best practices

    - Ability to build strong relationships with peers, business partners and leadership to influence change

    - Excellent oral and written communication skills

    - Excellent Microsoft Office skills, particularly in Excel

    - Creates, updates, and distributes the monthly plan performance reports

    - Creates ad-hoc reports as necessary

    - Participates in special projects and performs additional duties as assigned related to compensation and benefits


  • 09/23/2019 9:00 AM | Anonymous member


    Compensation Manager

    Dublin, Ohio

    You have a life. We like that about you.

    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 cut costs while keeping pace with the demands of our information-driven society.

    The Compensation Manager will be responsible for the design, development, evaluation, documentation, and implementation of all compensation and reward programs. Through effective partnership with human resource business partners, this position will deliver compensation consultation and administration to leaders across the organization, aligning with compensation budgets, supporting the strategic goals of the organization, and ensuring that OCLC’s compensation programs are structured to attract, retain and reward key talent.

    Major responsibilities:

    • Lead the planning, budgeting and implementation of all compensation programs including base pay, variable pay, and other monetary-based reward programs 
    • Partner with HR leaders to consult on their respective organizational structures/restructures
    • Conduct on-going market evaluations on all levels within the organization; providing compensation recommendations based upon internal equity and external market competitive data
    • Provide guidance to Talent Acquisition team on appropriate levels of pay for new hires and internal job changes, serving as a resource in the recruitment and retention of staff
    • Participate in select compensation surveys and analyze market data to determine external competitiveness of pay ranges and pay practices
    • Own the classification and management of pay grade levels based on market data and internal equity
    • Assess business needs and make recommendations on reward and recognition programs
    • Lead the compensation function in Workday HRIS platform, including processing, auditing, approving and overall administration of compensation-related actions
    • Create and update job profiles and maintain job descriptions in Workday system 
    • Ensure compliance with FLSA, Equal Pay Act and other state and federal laws related to compensation 
    • Support the global compensation needs by providing guidance and infrastructures to global HR partners in other regions
    • Develop and implement communications, training and timelines for compensation programs and processes
    • Provide partnership and support for administration of Executive Compensation initiatives

    Minimum required experience, education, knowledge and skills:

    • Bachelor’s degree in Human Resources, Business Administration or related field of study
    • Attainment of, or progression towards, a Certified Compensation Professional (CCP), Certified Employee Benefits Specialist (CEBS), or Compensation Management Specialist (CMS) designation
    • Seven or more years’ experience in Human Resources, with five or more years’ progressive experience in Compensation
    • Ability to successfully establish effective interpersonal relationships with a variety of management and staff and work independently toward project deliverables.
    • 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
    • Ability to manage multiple tasks against tight deadlines, maintain highly confidential and sensitive information

    To apply, please go to www.oclc.jobs and click on Req # R0001386 (Compensation Manager)

  • 09/20/2019 9:00 AM | Anonymous member


    Senior Compensation Analyst

    Columbus, Ohio

    Overview

    The Brand that Gets You to What’s Next

    Express is the vibrant, confident lifestyle brand for ambitious people, providing the latest fashion for style-obsessed men and women since 1980. Our mission is to provide inspiration and confidence through fashion to help people get to what's next in their day, and their lives. With more than 600 retail and outlet stores throughout the United States, Puerto Rico and Latin America, and a best-in-class online/mobile shopping experience at www.express.com, Express brings city-inspired style to customers across the globe.

    A Workplace to Match

    We think you'll like it here.

    We offer a competitive compensation and benefits package, generous associate discount, and casual work environment. Working at Express is much more than the 9 to 5. It is an opportunity to connect and engage with some of the smartest individuals in the fashion business doing work they are passionate about. This is the Express Life and we’re always looking for talented leaders at all levels to join our team; if this sounds like you, we'd love to chat!

    Responsibilities

    The Senior Compensation Analyst supports the design and administration of Express’ base pay and short-term incentive programs. Will participate in efforts to "remodel" the house by ensuring compensation programs are competitive by participating in compensation surveys, analyzing market data and recommending pay grade changes. Performs benchmarking and consults and partners with HR and business leaders on issues concerning job evaluation, pay, internal equity and organizational changes. Analyzes complex issues, transactions, and projects independently as well as collaboratively with cross functional team members. Works effectively in a team environment interacting with all levels of the organization. Ensures compliance with country and local regulations and provides support for variable compensation and other reward programs.

    Market Analysis & Consulting

    • Partners with management, Human Resources and other functional groups to develop and communicate cash compensation programs that support the business.
    • Presents information to HR and functional groups across the organization regarding compensation topics. Ensures understanding of compensation-related programs and practices through development and delivery of ongoing education and training.
    • Leads moderately complex compensation projects and serves as compensation representative on HR and organization-wide initiatives.
    • · Participates in compensations surveys, conducts benchmarking and best practices analyses and develops recommendations.
    • · Conducts job evaluations for assigned areas of the business to ensure market competitiveness and internal equity.

    Reporting & Compliance

    • Utilizes audits, reports and analysis to ensure that compensation programs are consistently administered in compliance with company policies and government regulations and maximize workforce productivity and efficiency.

    Program Administration

    • Administers compensation programs and processes. Including the annual compensation planning process and annual and seasonal incentives.
    • Maintain systems and policies. Provides consistent guidance on policy or procedural matters to HR, manager and associates.
    • Provides analytical support in developing and maintaining international compensation programs and policies.

    Essential Requirements

    • Education: Bachelor's Degree in Human Resources, Finance, Business Administration or related discipline.
    • Experience: 4-6 years’ experience in the compensation field or related area
    • Advanced Microsoft Excel, Access and database management skills
    • Strong analytical skills including advanced math and statistical, and problem-solving skills
    • Strong written, verbal and communication skills
    • Highly collaborative with the capability to build cross-functional relationships
    • Strong presentation skills with the ability to easily translate analytical data to cross functional partners at all levels of the organization
    • Keen attention to detail and ability to self-audit work
    • Certified Compensation Professional (CCP) Certification or working towards certification preferred
    • Ability to multi-task and deliver results in a fast-paced retail environment
    • Human Resources Information Management systems experience. PeopleSoft experience preferred

    Closing

    As an equal opportunity employer, Express does not discriminate in hiring or terms and conditions of employment on the basis of any federal, state, or locally protected class. Express only hires individuals authorized for employment in the United States.

    Notification to Agencies: Please note that Express does not accept unsolicited resumes or calls from third-party recruiters or employment agencies. In the absence of a signed Master Service Agreement and approval from HR to submit resumes for a specific requisition, Express will not consider or approve payment to any third-parties for hires made.

    Apply Now

  • 08/28/2019 9:00 AM | Anonymous member


    Compensation Consultant

    Columbus, Ohio


    If you’re passionate about becoming a Nationwide associate and believe you have the potential to be something great, let’s talk.

    Number 57 on the Fortune Magazine 100 Best Places to Work.

    Leads in the administration and implementation of compensation and rewards programs for multiple business units Provides strategic consultation and support to assigned HR partners and business unit leaders to develop and influence competitive compensation programs designed to attract and retain associates, motivate a highly skilled workforce, and drive performance and business results, while ensuring compliance with governmental and other regulatory bodies, internal equity and competitive pay structure. Plans, develops and implements the overall job evaluation, performance appraisal, and salary management programs for the assigned business units.

    Job Description

    Reporting Relationships: Reports to Director or Sr Consultant; may lead team members in a matrix reporting or project-based relationship. Serves as an internal subject matter expert and mentor to other compensation associates.

    Core Duties and Responsibilities:

    This job classification represents multiple compensation disciplines for executive, associate & sales compensation.  The disciplines include expertise and delivery of consultation in the areas of job classification, salary management, performance management, regulatory compliance, compensation training, organization design and variable compensation.   The duties and responsibilities include:

    • Base Salary-  Partners with HR to ensures that all salaried jobs are internally equitable and externally competitive.   Acts as a consultant to management in the design of creative solutions to specific compensation related issues.  Leads consultation and delivery of communication support for compensation and rewards administration programs to HR partners for the respective business unit customers.
    • Job Analysis and Evaluation-  Independently delivers job classification services for all banded jobs, including job design, job analysis, job description documentation, job consolidation, and job evaluation and pricing.   Leads one community job review efforts including job families, job structure. and related exhibits.
    • Regulatory Compliance -   - Directs and ensures compliance with all state and federal employee relations/compensation statutes and legislation, including: FLSA, determining exemption status of jobs and monitoring classification of associates; minimum wage (CA IT professionals); pay equity, etc.  Partners with General Counsel regarding compliance issues and strategies.
    • Salary Surveys-   As part of the job evaluation, analyzes and administers compensation salary survey database information comprised of external salary rates and programs.  Evaluates survey sources and designs new methods to increase efficiencies associated with obtaining and analyzing competitive data.
    • Market Trend Analysis- Leads the analysis and monitoring of competitive trends in total rewards.  Identifies impact and designs programs and policies that provide competitive positioning.  Delivers consultation regarding market trends.  Leads the development of annual salary policy guidelines. Conducts cost impact studies on base compensation.  Designs new trend analysis approaches and methods of delivering consultation regarding competitive analysis.
    • Salary Management-  Delivers strategic consultation to HR partners and business unit leaders regarding complex challenges associated with aligning business unit practices with company policy and enterprise compensation philosophy while meeting business requirements where necessary.  Develops and delivers salary management training and communications.
    • Structure – Participates and leads in the development of the annual associate job compensation recommendations pertaining to analysis of competitive position, expected actions in the forthcoming calendar year in the business community and salary schedule's and pay plans which permit continuation of competitive pay.
    • Executive Compensation-  Responsible for completing job evaluations for executive level roles  except for the OCEO and approximately 20 of the top selected executives. Has thorough knowledge of the executive program and structure, and maintains awareness of executive compensation principles and trends. Partners with Executive Recruiting to provide competitive job offers; including determining base and incentive pay mix, and LTI replacement value. 
    • Variable Rewards Design Support- May participate and/or provide customer consultation on the planning, designing and implementing of incentive/variable pay.  Collaborates with HR partners in the delivery of total rewards strategy consultation. When dedicated to non-broad based incentive plans, develop, tracks, consultant and analysis plans.
    • Project Management- Conducts special projects regarding highly complex and strategic compensation issues as directed.  Leads project teams and manages projects across departments and business units. May represent the company on task forces, committees and project assignments. 
    • Process Improvement- Makes recommendations to improve efficiencies and increase customer satisfaction.  Uses technology to increase efficiencies.  Designs new processes, enhances current products, and develops new products that add value to the customer. 
    • Relationship Management-  Leads in collaborating with HR partners in the delivery of timely and consistent results for the customer.  Establishes collaborative relationships with peers, HR partners and business unit customers.  Identifies optimal solutions that serve the needs of all involved parties.  Represents compensation interests and simultaneously responds to the needs of the business unit; resolves conflicts with minimum noise; is seen as a team player and is cooperative.  Gains trust and support of peers and customers through dedication to consistently delivering results, and encourages collaboration.Has clear understanding of all enterprise business unit strategies and performance metrics.  Able to clarify business strategy as necessary and identify compensation implications.  Applies knowledge of current and anticipated trends to create competitive and breakthrough strategies and plans that meet business unit requirements and drive organizational change. Leads the delivery of strategic consultation and assistance in the development and/or revisions of compensation policies, processes and programs that support the enterprise compensation philosophy and senior management's vision for the business unit.
    • Serves as Subject Matter Expert in merger and acquisition activities including reviewing compensation programs of newly acquired companies and creating strategy for integrating newly acquired employees into Nationwide’s compensation programs.
    • Performs other related duties as assigned.

    Typical Skills and Experiences:

    • EducationUndergraduate studies in areas such as business administration, human resource management, psychology, or related areas.  Graduate studies and/or World at Work CCP certification preferred.
    • Knowledge: Proven knowledge in insurance operations, including revenue, expense, reserving and organizational characteristics as well as demonstrated knowledge in compensation theory and practices, including job analysis, design, evaluation, salary administration and incentive plan design.  Must have a thorough understanding of market measures including impact, assessment, measurement and application.  Proven knowledge in human resources disciplines, 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.
    • ExperienceTypically, eight or more years of related experience in compensation.  Project management experience. Prefer business/insurance experience as well.

    Skills

    Technical Analysis- Must understand and apply advanced statistical methods to identify competitive and internal  trends and analyze data.  Must have sound understanding of financial concepts to understand business units' principal financial statements and financial measures.  Applies analytical techniques to forecast and model compensation program impact on short and long term business performance.  Must have the ability to operate a personal computer and effectively use business software to analyze compensation data and market trends.

    • Problem Solving- Must be able to conceptualize a business problem, define relevant issues, determine a methodology for exploring the problem, define alternatives and develop recommendations.   Forecasts and models compensation programs as necessary to identify alternatives solutions.  Must have strong decision-making skills as well as possess analytical skills.  Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all available sources for answers; can see hidden problems;  looks beyond the obvious and doesn't stop at the first answers.
    • Communication Must have ability to write clearly and succinctly in a variety of communication settings and styles regarding complex compensation information; presents messages in a manner that achieves a desired effect.  Commands attention and can manage group processes during meetings and presentations; can change tactics midstream when a communication approach isn't working.  Negotiates skillfully in tough situations with both internal and external groups.  Deals comfortably with all levels of management. 
    • Compensation Technical Skills-  Applies expert level technical knowledge regarding total rewards strategies to the delivery of strategic consultation to HR partners and business unit customers.
    • Values:  Regularly and consistently demonstrates the Nationwide Values and Guiding Behaviors

    Staffing exceptions to the above Minimum Job Requirements must be approved by: Compensation AVP/VP and Human Resources.

    Job Conditions:

    • Overtime Eligibility (FLSA): Not Eligible (Exempt).
    • Working Conditions: Normal office environment,  Occasional travel. Overtime as needed based on work needs, especially during 4th quarter/1st quarter activities.
    • ADAThe above statements cover what are generally believed to be principal and essential functions of this job.  Specific circumstances may allow or require some associates assigned to the job to perform a somewhat different combination of duties.

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Columbus, OH 43216
info@columbuscomp.org

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