Summary:

Sarnova has a new and exciting opportunity available for an experienced compensation professional to coordinate the design, implementation, and administration of a job classification and compensation program. This role will serve as a compensation advisor for each of Sarnova’s business units, collaborating with diverse groups to advance organizational and HR compensation strategies.

The ideal candidate for this role will be a self-starting, systems thinker committed to continuous improvement who understands the needs of the business and blends exceptional HR service.

Sarnova is the leading national specialty distributor of health care products in Emergency Medical Services (EMS) and Respiratory Markets and is the industry leader in Revenue Cycle Management within Emergency Medical Services (EMS).  The company operates through several market-leading companies including Tri-anim Health Services, the largest specialty distributor of respiratory products, Bound Tree Medical, the largest supplier of EMS products, EMP and Cardio Partners, a full Sudden Cardiac Arrest Solution provider, and Digitech, the leader in EMS revenue cycle management.

Organizational Impact:

If you are passionate about making a difference every day and want to work for an awesome company, this might be the role for you.  Be part of a team of HR professionals who serve as an integral part of the Sarnova business strategy and impact lives through what we do.  We strive to deliver high-quality service and move Sarnova forward through the power of engaged people. Bring your “A” game and join us #whereyoumatter!

Essential Duties and Responsibilities:

• Lead the development, implementation, and maintenance of an organizational compensation structure. Evaluate jobs, determine job classifications, establish pay grades/pay banding to ensure internal equity and market competitiveness to retain our current employees and attract the best candidates for our open positions.
• Establish relationships with business partners to ensure a high level of collaboration and ability to influence strategies and decisions on total compensation.
• Advocate for system of total rewards as an engagement tool. Make recommendations for marketing the value of pay and benefits to associates (total compensation statements, employee correspondence, etc.)

• Guide organization and management on best practices in linking performance and the attainment of company goals with pay.
• Establish and support process for newly created jobs (e.g., job analysis, job evaluation, development of accurate position descriptions, assign AAP/EEO coding to newly created positions based on the nature of the job, securing approvals, etc.)
• Use internal and external resources to ensure accuracy of job pricing (e.g., recruiting team feedback, manager input, salary surveys, comp tool, etc.)
• Conduct pay equity analyses across diverse roles and individuals to ensure adherence to Sarnova’s values and guiding principles.
• Advise managers on making effective pay decisions that support employee engagement and comply with compensation policy and budgetary guidelines.
• Understand sales commission plans and partner with sales support as needed regarding compensation strategies.
• Provide support for acquisitions and mergers in harmonizing roles and compensation systems.
• Assist with implementing organization wide activities including merit planning, management incentive plans and market adjustments.
• Coach, guide, and educate managers on pay philosophy and practices.
• Assist managers and leaders with resolving day-to-day pay related concerns and questions and advise on engaging in productive compensation discussions with staff.
• Prepare severance agreements, wage adjustment or promotion letters, and other correspondence involving compensation and classification.
• Monitor the internal work environment and external market to understand economic or other conditions that impact Sarnova’s pay policies. Recommend and implement changes as appropriate.
• Update data in salary tools (Comp Analyst) to enable real time analysis.
• Evaluate positions to ensure FLSA status follows Department of Labor regulations. Research and conduct audits as needed to ensure compliance with state and federal laws and industry best practices.
• Ensure appropriate systems for stipends, bonuses, and supplemental compensation.    
• Help the department and organization in any way needed to make Sarnova the Best!

Skills/Experience Required:

• Bachelor’s degree in Business Administration, Human Resources, Compensation, Data Analytics or other related field and minimum of four (4) or more years professional experience developing and administering compensation programs; or an equivalent combination of education, training, and experience. 
• Excellent interpersonal, oral, and written communication, and collaboration skills for clearly communicating complex issues and recommendations to a wide range of constituencies.
• High level critical thinking skills, using logic, analysis, and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
• Proficiency with business software – outlook, HRIS, salary systems, word, excel, presentation software, etc.
• Experience employing job analysis methods, job auditing techniques and compensation analysis.

• Experience developing and maintaining salary structures.
• Well-organized and demonstrate excellent attention to detail.
• Customer service-minded with drive to deliver exceptional results.
• Strong understanding of applicable state and federal employment and wage and hour laws to ensure compliance.
• Able to maintain confidentiality and high-level of trust.

Physical Requirements (Office Environment)  

                                                                                      

Must be able to meet the following physical requirements, with or without reasonable accommodation:

• Sit, walk, stand, stoop, and use hands to manipulate, handle, feel, and control items or equipment.
• Reach with hands and arms.
• Talk and hear.
• See and be able to read, write, and interpret text.
• Occasionally lift and move objects weighing up to 10 pounds.
• The noise level in the work environment is moderate.

The above statements are intended to describe the 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 of staff members so classified.

Work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential function of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Sarnova is an Equal Opportunity Employer. We offer a competitive salary, commensurate with experience, along with a comprehensive benefits package, including 401(k) Plan. EEO/M/F/Veterans/Disabled.  Our mission is to be the best partner for those who save and improve patients’ lives.  Excellence in delivering upon our mission is dependent upon having a diverse team that is empowered to bring their full, authentic self to work each day.  We strive to create a workplace that reflects the communities we serve, and we are passionate about creating an inclusive workplace that promotes and values diversity.

Interested? Learn more here. 

Director Total Rewards - Ringside Talent

We are seeking a Director Total Rewards to stand up and lead differentiating compensation and benefits programs globally. In this role, the incumbent will build out corporate wide compensation and benefit programs, oversee HR operations, and lead our global HRIS implementation.

Position Responsibilities:

·Execute the compensation and benefits vision and strategy in support of goals.

·Oversee our global HRIS implementation across multiple countries.

· Ensure scalable, simplified design.

·Review and make recommendations for all compensation and benefit program

enhancements. Redesign incentive plans for growth initiatives.

·Manage, mentor, and develop a strong HR operations team. Support team to

develop the systems, processes, and frameworks that ensure an optimal experience for employees around benefit-related processes and events.

·Partner with country HR teams and third-party benefit administrators to

determine the appropriate approach to benefit plans globally; lead USA open enrollment including benefit offerings and plan costs; Evaluate and evolve the vendor landscape.

·  Design and drive an effective communications approach that ensures all

employees develop and maintain a clear understanding of offerings, policies, and features of our benefit plans and HRIS system.

·Maintain compliance with both federal and state regulations (ERISA, HIPAA,

FMLA, COBRA, ACA, CFRA, etc.) and international reporting requirements.

·Key role in any M&A due diligence.

Position Requirements:

· Degree in business, human resources, or related field required.

·Experience working in an industrial company preferred; previous experience

working with an hourly population strongly preferred.

·8+ years of progressive experience designing, implementing and providing

direction for compensation and benefits programs.

· Demonstrate a strong mastery of compensation and benefit plan design in the

USA and other countries.

·5+ years leading a team.

·Deep experience in an HRIS system. Experience with Oracle, WorkDay, or

Ceridian preferred.

Interested, contact Patrick Gardner, Managing Partner, pg@ringsidetalent.com

JOB SUMMARY & RESPONSIBILITIES:
Vertiv is hiring a Senior Compensation Analyst for our Compensation Center of Excellence supporting Vertiv’s North American business unit. The Compensation Analyst will provide strategic compensation consultation for assigned business operating units and lead and participate in a variety of compensation projects. As a client focused professional with demonstrated consulting capabilities, you will research, analyze, and recommend sound compensation solutions in support of our Human Resources strategy and other organizational objectives. You will also influence positive change and inform pay decisions at all levels of the organization. Join our collaborative Global Compensation team and play an integral role delivering strategic compensation solutions including being a key member of the team building a Career Architecture for the business. 

Responsibilities

·       Engage with HR business partners and business leaders to diagnose compensation issues and guide business leaders and managers on application of our compensation programs, policies, and guidelines in support of organization goals

·       Develop and present competitive assessments, market pricing, job evaluations and salary analysis to advise human resources and business leaders on pay management strategies and decisions.

·       Plays key role in development, installation and administration of salary structures, geographic differentials, incentive plans, merit, salary surveys, program communication/education and functional audits

·       Evaluates job content and formulates recommendations to business on grade, title, pay, and FLSA exemption status based on analyses of internal equity and market competitiveness

·       Conduct and interpret data analytics to deliver actionable and relevant insights in support of informed compensation planning

·       Creates communication plans and strategies to support all Compensation programs and initiatives

·       Provides education and training to Business Unit Management and Human Resources staff regarding compensation issues and practices

·       Lead or be a key team member on a variety of compensation projects (Job Architecture, Recognition, etc.)

Qualifications

·       Bachelor’s degree from an accredited college or university with a Major in business administration, finance, human resource management preferred

·       A minimum of 2-5 years of experience with broad-based compensation programs

·       Excellent written, verbal, and interpersonal skills and the ability to interact, collaborate and influence others effectively within HR, at the executive level, and cross-functionally

·       Knowledge of building and maintaining compensation structures

·       Strong project management/organizational skills

·       Advanced Excel skills

·       Detail oriented with excellent analytical skills

·       Working knowledge of HR Information Systems and related reported (Oracle preferred)

·       Experience consulting on compensation programs, policies, and practices that support informed decision making.

·       Advanced understanding of compensation best practices and principles.

·       Experience developing and delivering compensation training for human resources and business leaders in support of organization goals.

·       Ability to compile, analyze, and interpret large amounts of information/data from multiple sources.

The successful candidate will embrace Vertiv’s Core Principals & Behaviors to help execute our Strategic Priorities.

OUR CORE PRINCIPALS: Safety . Integrity . Respect . Teamwork . Diversity & Inclusion.

OUR STRATEGIC PRIORITIES

• Customer Focus
• Operational Excellence
• High-Performance Culture
• Innovation
• Financial Strength

OUR BEHAVIORS

• Own It
• Act With Urgency

• Foster a Customer-First Mindset
• Think Big and Execute
• Lead by Example
• Drive Continuous Improvement
• Learn and Seek Out Development

Vertiv is an Equal Opportunity/Affirmative Action employer. We promote equal opportunities for all with respect to hiring, terms of employment, mobility, training, compensation, and occupational health, without discrimination as to age, race, color, religion, creed, sex, pregnancy status (including childbirth, breastfeeding, or related medical conditions), marital status, sexual orientation, gender identity / expression (including transgender status or sexual stereotypes), genetic information, citizenship status, national origin, protected veteran status, political affiliation, or disability. If you have a disability and are having difficulty accessing or using this website to apply for a position, you can request help by sending an email to help.join@vertivco.com

Work Authorization
No calls or agencies please. Vertiv will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1, H-1, H-2, L, B, J, or TN or who need sponsorship for work authorization now or in the future, are not eligible for hire. 

Interested? Apply here! 

This role may be hired at the consultant or specialist level depending on experience. Hello from a place where you can be something great! We are looking for an experience compensation professional to join our amazing Nationwide Comp team. This role is a hybrid role and can be located in our office locations in the following areas: Columbus OH, San Antonio, TX, Scottsdale AZ, or Des Moines, Iowa.

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.

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? Learn more here!

Overview:

This is a unique and exciting time to join Express. Since launching our EXPRESSway Forward strategy in 2020, we have been steadily advancing a transformation from being known as a store in the mall to a brand with a purpose, powered by a styling community. We believe that clothes can serve a higher purpose to make people look the way they want to look and feel the way they want to feel, and our Express brand purpose – We Create Confidence & Inspire Self-Expression – speaks to the role our brand can play in their lives. In 2021, we introduced our innovative Community Commerce program, inviting brand fans and style enthusiasts to take their passion for fashion to the next level by working with us.

Today, we are building, activating and amplifying the Express styling community, and we invite you to join us. Our culture is defined by three values – Express Yourself, Express Together, Express Success – and every associate at every level in every department is an important part of our transformation and our future.

For more information about Express, Inc. please visit www.express.com.

Responsibilities and Qualifications:

The Compensation Consultant drives company-wide compensation programs including base pay and incentive compensation. Consults with HR peers and business leaders to assess, design, influence and execute our compensation program. Takes ownership for maintaining and applying market data to meet the needs of the business.

• Uses competitive market data and knowledge of trends to consult with leadership, HR peers and cross functional groups to assist in the design, development, execution, and administration of compensation programs
• Acts in an advisory capacity on pay issues, classification of positions, hiring salaries and the proper application of policies
• Administers Annual Rewards Process and Incentive Compensation
• Prepares analyses, materials and recommendations to ensure that compensation programs are consistently administered in compliance with company policies and government regulations and maximize workforce productivity and efficiency
• Participates in compensations surveys, conducts benchmarking and best practices analyses and develops recommendations
• Monitors compensation trends, pending legislation/regulations, governance issues, and new requirements in order to keep senior leadership advised of any potential implications to company programs and policies
• Ensures compensation programs are designed and managed in a fiscally responsible way that supports business strategy/operations and complies with applicable laws and regulations
• Develop and deliver compensation-related education and training

Required Experience & Qualifications

• 5+ years HR experience with background in Compensation
• Bachelor’s degree in a related field or 4 years additional work experience in lieu of

Critical Skills & Attributes

• Exceptional organization and communication skills (both written and oral)
• Strong business acumen, problem solving skills, mathematical/analytical and technical skills
• High level of proficiency in Microsoft Office applications (Excel, PowerPoint, etc.)

Interested? Apply here!