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compensation job openings

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  • 3 Jun 2022 11:00 AM | Gabriela Calderon
    • Please make sure to attach both a resume and cover letter to complete your application.


      As an integral part of the People Team, the Compensation Analyst will be responsible for providing technical, analytical, and general administrative support to the Compensation function on the People Team. This person will obtain and analyze competitive market data and partner with leaders across the organization to generate salary offers, promotional increases, and other compensation adjustments while ensuring internal equity across all organizational pay levels.

      The Compensation Analyst, working alongside the Senior Director, Compensation and two Compensation Team colleagues, will be responsible for salary benchmark analyses, position evaluations, compliance reporting, compensation and time tracking administration in Workday, compensation training materials and salary survey participation – projects which play a critical role in supporting our competitive and equitable compensation and rewards system. This is an ideal role for someone who excels at both analytical and interpersonal work and feels motivated to help the ASPCA realize its vision of animals living good lives: where animals are valued by society, protected by its laws, and free from cruelty, pain and suffering. The Compensation Analyst reports directly to the Senior Director, Compensation and will be based either remotely or out of our NYC 8th Avenue office. 


      The starting salary for this role is contingent on the employee’s primary location of residence and its respective cost of labor. As a point of reference, we’ve included our ASPCA locations broken down by geographic zone to illustrate what the hiring salary range would be in each of the following areas:

      • Zone 1 (Asheville, NC; Columbus, OH; Miami, FL; Weaverville, NC): Starting at $55,000 
      • Zone 2 (Washington D.C.; Los Angeles, CA): Starting at $61,000 
      • Zone 3 (New York, NY): Starting at $67,000


      Responsibilities include, but are not limited to:

      Compensation Analysis (50%)

      • Recommend new hire salary offers and pay rate changes for promotions/transfers/salary adjustments through our position evaluation process, based on internal peer positioning and market analysis, for staff and when needed, contingent workforce
      • Collaborate on internal and external research and analysis (e.g. position evaluations, reclassification evaluations, and exempt and non-exempt determinations) and advise management on pay decisions, job evaluations/classifications and all compensation guidelines, policies and procedures
      • Work collaboratively with Hiring Managers, Talent Acquisition and People Partners on identified role(s) in need of a compensation analysis
      • Lead in the participation of external compensation/salary surveys
      • Research and analyze published compensation surveys and sources to gather data and determine organization’s competitive position 
      • Benchmark jobs against survey data and other market research to determine competitive compensation ranges for identified positions, in alignment with our organization's compensation philosophy.
      • Deliver timely and quality customer service to employee and managerial compensation inquiries
      • Support preparation for union negotiations and execute on collective bargaining agreement’s compensation and rewards practices as needed
      • Participate in overall People Team projects as a compensation subject matter expert (e.g. revamp of job descriptions) as needed  

      Compensation Compliance and Administration (25%)

      • Lead all compensation-related compliance efforts related to managing federal, state and local minimum wage increases, timely collection of Wage Theft Protection Act (WTPA) forms at onboarding, regulatory reporting requirements, and any other ongoing compliance efforts as needed 
      • Identify and record FLSA classification for reviewed roles
      • Maintain geographic home locations tracker for staff and candidate requests and ensure staff are assigned correct geographic zone
      • Audit and follow-up with staff and managers to ensure timely merit increase processing that occurs outside of Advanced Compensation    
      • Provide back-up time tracking administration support 
      • Support in identifying and correcting payroll discrepancies due to compensation or time tracking errors
      • Assist with calculating, administering, and processing union-related raises and one-off merit increases occurring outside of the Performance Review cycle
      • Provide support in the implementation and ongoing administration of compensation systems including the compensation structure, maintenance of complete compensation history, job description library, developing and maintaining job profiles and new positions in Workday, as needed
      • Coordinate and provide general administrative support to the Compensation team as needed
      • Support Compensation Team and Vice President, People Operations and Partnership on special compliance-related projects and ad-hoc reporting as needed

      Compensation Communications and Resources (25%)

      • Outline and draft select compensation-related communications
      • Participate in the maintenance of the Compensation Team’s Workplace Resource and Knowledge Library pages
      • Contribute to the development of new tools (e.g. job aids, training decks), approaches, and improved processes pertaining to compensation, position evaluation and related topics
      • Keep the Compensation Policy Guidelines up to date and easily accessible to staff
      • Maintain any comp-related Standard Operating Procedures (SOPs) for the Compensation team
      • Create and facilitate live and recorded compensation trainings for our staff


      • At least 4 years of professional work experience.
      • At least 2 years’ experience working in a compensation-analyst function
      • Experience with Workday or other HRIS database systems preferred

      Training Requirements:

      • Membership with World at Work, Society for Human Resource Management (SHRM) or Professional in Human Resources (PHR/SPHR) preferred
      • CCP certification a plus

      Knowledge Requirements:

      • General compensation knowledge including compliance with state and or federal laws as well as the administration of our compensation program, including union and non-union employees
      • Basic knowledge of payroll processes


      Ability to maintain strict confidentiality when dealing with sensitive information, Ability to prioritize and complete multiple task, Collaborate well with others, Effective communication skills including a welcoming and patient demeanor; must possess an assertive yet tactful and respectful manner, Excellent time management and prioritization skills are necessary, Must be proficient with Microsoft Office suite of programs, including advanced Excel skills (e.g. creating pivot tables, VLOOKUP formulas, IF statements), Strong attention to detail, process orientation, and accuracy, Strong critical thinking, problem solving, and decision-making skills




      Education and Work Experience:

      High School Diploma (Required)


      COVID Statement:
      The ASPCA strives to maintain a COVID-free workplace. To that end, being fully vaccinated is a condition of employment for all ASPCA employees, including new hires, except where prohibited by applicable state or local law. The ASPCA makes reasonable accommodations for qualified applicants with disabilities or sincerely held religious beliefs that prohibit a person from being vaccinated.

      Our EEO Policy:

      The ASPCA is an Equal Employment Opportunity employer.  All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, national origin, ancestry, gender, gender identity or expression, age, marital or domestic partner status, citizenship status, sexual orientation, disability, genetic information, military or veteran status, or any other characteristic protected by applicable federal, state or local laws, regulations or ordinances.

      Applicants with disabilities may be entitled to a reasonable accommodation under the terms of the Americans with Disabilities Act and certain state or local laws.  A reasonable accommodation is a change in the ASPCA’s standard application process, which will ensure an equal employment opportunity without imposing undue hardship on the ASPCA.  Please inform the ASPCA’s People Team if you need an accommodation in order to complete any forms or to otherwise participate in the application process.

      Individuals seeking employment are considered without regards to race, color, creed, religion, sex, national origin, ancestry, gender, gender identity or expression, age, marital or domestic partner status, citizenship status, sexual orientation, disability, genetic information, military or veteran status,  or any other characteristic protected by applicable federal, state or local laws, regulations or ordinances.

      ASPCA is an Equal Opportunity Employer (M/F/D/V).

      Please don’t forget to attach your resume to complete your application.

      About Us:
      The ASPCA was founded in 1866 on the belief that animals are entitled to kind and respectful treatment by humans and must be protected under the law. As a 501(c)(3) not-for-profit corporation with more than two million supporters nationwide, the ASPCA is committed to preventing cruelty to dogs, cats, equines, and farm animals throughout the United States.

      The ASPCA is headquartered in New York City, where we maintain a full-service animal hospital, spay/neuter clinic, mobile spay/neuter and primary pet care clinics, a rehabilitation center for canine victims of cruelty, kitten nursery, adoption center, and two community veterinary centers.

      The ASPCA also operates programs and services that extend nationwide. We assist animals in need through on-the-ground disaster and cruelty interventions, behavioral rehabilitation, animal placement, legal and legislative advocacy, and the advancement of the sheltering and veterinary community through research, training, and resources.

      At the ASPCA, we are committed to fostering a collaborative and compassionate culture and we welcome all voices to contribute to our lifesaving mission. Our staff represent a vast array of backgrounds and diversity dimensions, bringing with them valuable experiences and perspectives. They join the ASPCA to learn, grow, and continually do their best work on behalf of animals. We are inspired by our staff, partners, and the communities we support across the country who work to improve animal lives. We are committed to diversity, equity, and inclusion at the ASPCA because it elevates our organizational culture, aligns with our Core Values, and enables us to move further and faster toward the ASPCA’s vision – that all animals live good lives; valued by society, protected by its laws, and free from cruelty, pain and suffering.

  • 2 Jun 2022 5:10 PM | David Ridley-Parris

    BlackRock is seeking qualified candidates to join their compensation team, either based in our Wilmington, DE or New York, NY offices.

    This role provides an excellent opportunity to learn about the firm, its businesses and how the HR compensation team drives BlackRock’s pay for performance culture while providing a candidate an opportunity to build relationships with senior business leaders. The role will be varied and include extensive analytics and modelling, partnering with colleagues across the firm, and working with senior management to ensure all employees at BlackRock in line with the firm’s compensation philosophy.

    See below for more details and information on how to apply:

  • 17 May 2022 10:28 AM | Arti Shah

    Weil seeks the best and brightest talent to join our Administrative Staff team. Our employees are the future of Weil so we invest in their training and development. Our environment embraces and encourages positive-minded professionals who seek to be challenged and acquire knowledge and skills in an atmosphere built on teamwork. Highly skilled and knowledgeable Administrative Staff assist our attorneys in successfully meeting and exceeding client needs and are vital to the overall success of the Firm.

    Job Description

    Support the compensation department in the administration of attorney and administrative staff performance review processes, salary increase and bonus programs. Participate in compensation surveys and the analysis of published survey data. Strong analytical and data management abilities required.

    Primary Responsibilities and/or Essential functions: 

    • Participate in the day-to-day administration of attorney and administrative staff compensation and performance programs.
    • Provide analytical and technical support for attorney and administrative staff salary increase and bonus programs. 
    • Participate in and analyze compensation surveys to ensure external competitiveness of salary ranges, accurate salary increase budgets, and market driven pay levels.
    • Administer the performance evaluation programs for attorneys and staff.
    • Participate in the development of salary increase budgets, forecasting, analysis, and reporting to senior management.
    • Support Compensation team on salary determination for new hires, promotions, transfers and other compensation actions.
    • Assist with the annual EEO-1 report.
    • Assist in the development and implementation of new compensation programs.
    • Additional responsibilities as delegated by management.

    Knowledge, Skills & Abilities:

    • Minimum of two years of compensation or related experience.
    • Strong excel skills required.
    • Prior Human Resources and/or HRIS experience preferred.
    • Excellent written and verbal communication and presentation skills.
    • Ability to handle multiple tasks in a fast-paced environment while using sound judgment to make accurate, efficient decisions.


    • Bachelors degree required. 

  • 25 Apr 2022 11:52 AM | Camille Adamson

    The Team

    The People Team at Harry's is here to make Harry’s a better place to do great work, grow our people, and build an innovative business. We are looking for enthusiastic, humble, and curious people-loving-people to join us! 

    The Role

    As the Compensation Analyst, you will become the second member of the Harry’s Compensation team, focused on administering and enhancing the compelling compensation programs that we offer. This role is tailor made for someone who understands that compensation isn’t one-size fits all, cares deeply about how their work impacts the team, and is dedicated to ensuring our compensation programs strengthen the employee experience. Harry’s is also embarking on a multi-year journey towards greater compensation transparency, so if you get excited about creating and managing processes and practices that enable us to share deeper insights and data with our team, then this role is for you!  

    What you will accomplish

    • Serve as a key player in the day-to-day operations by managing compensation data requests from cross-functional partners, overseeing the new hire offer approval process, and providing support for compensation and short and long terms incentive programs and projects
    • Manage external benchmarking process by submitting data to compensation survey submissions. Manage relationships with third-party vendors for survey submissions.
    • Keep a pulse on the compensation landscape by reviewing and analyzing the benchmark data, and making recommendations to our compensation ranges and equity guidelines to ensure market competitiveness
    • Partner with the Senior Compensation Manager on a seamless administration of the annual merit cycle and mid-year promotion compensation cycle
    • Collaborate with the Senior Compensation Manager to research and develop new compensation program initiatives and improve current processes.  Assist drive the change management and communication efforts associated with implementation

    This should describe you

    • Demonstrated experience in multiple areas of compensation - job matching and market pricing, incentive compensation, etc.
    • Intermediate Google Sheets or Excel knowledge including sorting/filtering, pivot tables, complex functions and strong quantitative skills 
    • You have excellent judgment and the ability to think critically. You operate with a high level of autonomy and are solution-oriented, with a track record of solid decision making.
    • You are highly organized and great at multitasking. You sweat the small stuff. You have systems and processes in place to ensure nothing falls through the cracks. You don't get stressed with a lot thrown at you, and can execute quickly but with a high degree of accuracy.
    • You work well with fast-changing priorities. You can juggle (not literally but that skill is welcome too!) multiple projects and tasks at the same time without losing focus. You know how to persevere through all challenges and will find a solution, even when an obvious one doesn’t exist. 
    • You get excited about improving programs and processes, and finding efficiencies
    • You are endlessly reliable, trustworthy, and responsive. Everyone counts on you all of the time, and you always come through. You communicate proactively and empathetically. You can handle sensitive information, maintain confidentiality, and address sensitive situations in a constructive and compassionate manner
    • You love all things related to data. You have an ability to see data and numbers and know how to translate this into something meaningful. You’re willing to get deep into the data when the situation calls for it. You bring an analytical approach to problem solving.

    Here’s who you’ll work with

    • Reporting to the Senior Compensation Manager
    • Working on the People Team
    • Working cross-functionally with and becoming a trusted-go-to-resource on compensation for Recruiting, People Business Partners, and Finance

     Please apply via this link:

  • 11 Mar 2022 3:48 PM | David Kennedy (Administrator)

    Pay Equity Analyst Consultant – Temporary contract role

    HRSoft builds the solutions that make HR Tech work better. We are searching for experienced pay equity analysts and audit professionals to help us develop our new pay equity software.

    This project-based work will involve using the software to run pay equity analysis and audit simulations. This will help us to finish developing our beta product for enterprise organizations.

    The ideal consultant will have experience in conducting pay equity analysis audits offline in Excel or through automated means. We are excited about the new product. If you’d like to work with us, please contact

    Initial Project: 40 to 60 hours with potential ongoing services

    Start Date: As soon as possible

  • 21 Feb 2022 4:52 PM | Susan Mathew (Administrator)

    The Manager of Compensation is accountable for assisting with managing compensation and salary administration programs at the MTA. This would include planning, designing, implementing and maintaining a full range of compensation services following established and newly created guidelines
    and procedures.

    - Manage the implementation of compensation programs for the MTA.

    - Establishing and managing goals and priorities.

    - Perform job analysis. Make recommendations and establish appropriate position evaluation via Hay point analysis process and appropriate salary ranges/rates of pay.

    - Responsible for job description development, evaluations, and related compensation issues and data.

    - Perform detailed compensation analysis and create and maintain compensation reports and queries.

    - Audit and correct compensation and related employment records in accordance with the MTA compensation structures, civil service law and legal mandate.

    - Assist with the review, research, and HRIS data update implementations of organization structures and requests for organization changes/developments/re-organizations and Collective Bargaining implementations.

    - Prepare and respond to employee data requests and participate in surveys.
    Administer and determine salaries and/or hourly rates of new hires and internal promotions.

    - Determine exemption status to ensure compliance with legal regulations.
    Perform special projects, as needed.

    - Assist in the development of compensation policy and administer special compensation plans and procedures as required.

    - Manage compensation activity, providing consultative services to managers on individual salary treatment, policies and procedures ensuring agency-wide consistency and efficiency. When necessary, provide and facilitate training session on compensation policy and activities.

    - Manages short and long-term projects in a variety of capacities, including the administration of compensation programs.

    - Monitor compensation trends, issues and develop appropriate programs to address issues or potential issues, making recommendations and changes to salary policy and administrative procedures.

    - Assist with the selection, development and motivation of personnel within the department.

    - Provide career development and effective coaching for subordinates.
    Responsible for the performance management of staff. Create a professional environment that respects individual differences and enables all employees to develop and contribute to their full potential.

    - Must be able to foster a positive employee relations climate that is aligned with MTA principles, policies and programs consistently.

    - Other duties as assigned

    - Must have a strong ability to make judgments and take action according to established policies.

    - Will need to be able to evaluate and make recommendations for major changes in organization programs.

    - Must be a self-starter and pro-active in work assignments and workflow. The ability to work on multiple projects is essential as is the ability to prioritize such projects.

    - This position requires a complete and thorough understanding of Human Resources practices to assess the implications of various compensation policies on the business.

    - Partner with agency business units and People team members across agencies to streamline processes and facilitate change.

    - Determine appropriate compensation recommendations for newly hired/promoted employees.

    - Determine appropriate level of knowledge, skills, abilities, education and experience necessary for all positions and recommend appropriate job worth/hay point evaluations.

    - Analyze and develop recommendations for policy changes as needed. Review and propose recommendation for organization restructures and revisions.

    - Be able to be decisive regarding selection and performance evaluations.

    Education and Experience

    - Bachelor’s Degree in Human Resources, Business or related field or an equivalent combination of education from an accredited college and experience may be considered in lieu of a degree.

    - A minimum of five years of strong, broad-based compensation experience which includes, but is not limited to, experience in administering compensation programs including performing salary surveys, job evaluation/classification, determining FLSA status, internal analysis, developing job descriptions and designing organizational structures. Working knowledge of HRIS, preferably PeopleSoft, or a comparable system.

    - Proficiency in Excel; which includes Pivot tables, working with formulas, and VLOOKUP preferred.

    - Must possess knowledge of relevant federal and state wage and salary laws and regulations.

    - Must possess proven, effective leadership, management, problem solving, planning, organizing, decision making skills with a creative ability to identify and resolve related issues and find solutions as well as establishing preventative measures for future occurrence; analytical and
    judgment skills.

    - Must possess strong interpersonal skills and the ability to deal effectively in a team environment and with all levels of management.

    - Must possess the ability to work independently and in a fast-paced, challenging environment.

    - Effective communication, human relations, presentation, coordination and negotiating skills. Must be able to handle multiple, diverse activities simultaneously.

    - Proven ability to build effective partnership relationships with department heads and managers, establish strategic direction/change, and to effectively influence and mediate issues.

    - HRCI Certification and World at Work Compensation Certification, desirable.

    - Knowledge of the Hay job classification system, strongly preferred.

    Other Information
    As an employee of MTA Headquarters, you may be required to complete an annual financial disclosure statement with the State of New York, if your position earns more than $101,379 (this figure is subject to change) per year or if the position is designated as a policy maker.

    How To Apply
    Qualified employees can submit an online application by clicking on the 'APPLY NOW' button from either the CAREERS HOME page or the JOB DESCRIPTION page.

    For instructions on completing the online application, go to the MTA intranet site and click on the PeopleSoft Information hyperlink. From there select the User Guides hyperlink to gain access to the "Viewing/Applying for Jobs Online" guide under the Recruiting section of the page.

    Equal Employment Opportunity
    MTA and its subsidiary and affiliated agencies are Equal Opportunity Employers, including with respect to veteran status and individuals with disabilities. The MTA encourages qualified applicants from diverse backgrounds, experiences, and abilities, including military service members, to apply.

  • 3 Feb 2022 1:05 PM | Maryann DeRusso

    Position Description: Assist in administration, analysis, and internal and external data communications of various aspects of company compensation programs for U.S., Canada, and International.

    Essential Duties & Key Responsibilities:

    • Promote company culture, values, and diversity and inclusion (D&I) across company. Active participation in anti-racism learning, and advocate for equity.
    • Participate in defining goals and decisions for headquarters’ Compensation department and collaborate on variety of compensation projects, including program design, analysis, budgeting, and administration of programs with Senior Director and Manager, Compensation.
    • Assist in administration of North American base pay and bonus programs, annual merit review and bonus cycles, and annual salary structural review and update.
    • Engage in compensation analysis of exempt and nonexempt salary surveys to meet company compensation objectives.
    • Collaborate with Senior Director, Compensation to run ad hoc analysis for Business Units and Senior Management.
    • Provide analysis for various aspects of officer compensation, including base salary, annual Short-term Incentive Plan (STIP) bonus program, and periodic Long-term Incentive Plan (LTIP) awards.
    • Assist in administration of Phantom Stock Plan pricing.
    • Assist in administration of Deferred Compensation Program.
    • Assist in administration of Trade Employee compensation.
    • Conduct various daily, weekly, biweekly, and quarterly audits to ensure integrity of SAP HCM (Human Capital Management) and payroll data in support of various benefit providers and auditors.
    • Work with Senior Director and Manager Compensation to develop and document procedures to streamline processes and ensure compliance with regulatory requirements.
    • Work with IS staff to ensure SAP HCM system meets compensation and benefits needs and updated to reflect changes to salary structures and bonus programs.
    • Assist with relocation program administration.
    • Other activities, duties, and responsibilities as assigned.

    • Qualifications:      

      • Bachelor’s Degree from accredited degree program and minimum of 3 years of progressive Compensation experience, or equivalent combination of education and experience
      • Certified Compensation Professional (CCP) and/or Professional in Human Resources (HRCI PHR) certifications, preferred
      • Construction or construction-related industries or experience in large-size (10,000+ employees) organization, preferred
      • Good understanding of business and construction operations
      • High degree of integrity, maintain confidential information, and exercise discretion
      • Professional verbal and written business communication skills
      • Effective active listening skills and follow-up practices
      • Analytical acumen with ability to translate complex data analysis and research principles into terms that can be understood by broader audience
      • Exceptional attention to detail
      • High degree of integrity, maintain confidential information, and exercise discretion
      • Professional verbal and written business communication skills
      • Effective active listening skills and follow-up practices
      • Display intellectual curiosity, lifelong learner
      • Familiar with lean culture and concepts, continuous improvement principles, methods, and tools
      • Proficient in MS Office, MS Outlook, and human resources related applications, HRIS, SAP HCM preferred
      • Extensive knowledge and experience with MS Excel and MS Access paired with strong analytical and numerical aptitude
      • Limited travel to other business units or regions

      Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to sit, use hands to finger, handle, or feel objects, tools, or controls; and reach with hands, talk, and hear. The employee frequently views a computer monitor and frequently uses a computer keyboard. Specific vision abilities required by this job include close vision, peripheral vision, depth perception, and the ability to adjust focus. The employee is regularly required to be mobile and the employee occasionally travels both short and long distances via a variety of conveyances. The employee occasionally performs work on-site at construction work sites, office locations, and/or off-site venues. The employee must regularly lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds.

      Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee regularly works in an office or remote setting. The noise in the work environment is usually quiet to moderate in an office setting. While performing the duties of this job, the employee may occasionally work at construction work sites where the employee is exposed to moving mechanical parts, high precarious places, fumes, or airborne particles, outside weather conditions, and risk of electrical shock. The noise in the work environment is usually moderate to loud. The employee is required to work in compliance with company safety policies, procedures, and applicable laws.

  • 13 Dec 2021 3:31 PM | Henny Maddox

    Senior Compensation Analyst role will work in a fast paced environment that touches on many aspects of compensation. The role will interact and support  HR Business Partners in the US and internationally.


    • Assist with the design, roll-out, and maintenance of new pay, bonus and equity programs , including communication and training
    • Participate in managing job architecture and pay banding

    • Advise HRBPs and business leaders to understand business and partner to solve compensation related problems

    • Manage market survey database, participate in market surveys and analyze the results to assist with ongoing competitive analyses

    • Perform market data analysis for hiring and promotion decisions

    • Partner with HRBPs and HRIS team to administer the annual review process

    • Manage the equity program and system administration

    • Assist with the system administration of the bonus program

    • Conduct FLSA analysis in partnership with Legal and HRBPs

    • Perform ad hoc analyses as requested and may lead or participate in other projects as necessary


    •  2-3 years of experience in a relevant/related HR position

    • Ability to proactively manage deadlines, and organize and prioritize deliverables

    • Flexibility to juggle multiple tasks and shifting priorities

    • Ability to work independently, and initiative to handle increasing  responsibility over time

    • Excellent interpersonal skills with a sensitivity to confidentiality

    • Advanced Excel skills preferred; MarketPay and/or Workday experience a plus

    • Knowledge of government regulations, FLSA, minimum wages etc.

    • Have natural curiosity to understand the business and the broader rewards philosophy

    • Combine analytic skills with an ability to think creatively and “outside the box” on compensation

    • Must have high attention to detail

    Working at VICE:

    We want to find people who believe in our mission andg oals and feel inspired to grow while they’re here, rather than someone who checks the boxes but isn’t invested. We encourage you to apply and show us what you’ve got. 

    VICE Media Group prioritizes the voices, ideas and people that other media companies miss. We believe that innovation is a direct result of diverse, inclusive cultures so we don’t just “tolerate” differences, we celebrate it and see it as essential to our staff, culture, and business.

    Agencies: VICE Media Group is not partnering with agencies nor accepts unsolicited resumes and will not be responsible for any fees or expenses related to such unsolicited resumes and/or applicants.

    Equal Opportunity Employer:

    VICE Media (, VICE Studios, VICE TV, Virtue, VICE News, Refinery29, PULSE Films, i-D) is an equal opportunity employer. We view everyone as an individual, and we understand that inclusion is more than just diversity – it’s about belonging. We celebrate the fact that everyone is unique, and that’s what makes us so good at what we do. We pride ourselves on being a company that embraces difference and truly represents the global clients we work with.

  • 11 Dec 2021 10:03 PM | Susan Mathew (Administrator)

    Metropolitan Transportation Authority

    Human Resources Career Fair December 16, 2021


    Are you a passionate Human Resources Professional?  If the answer is yes, please customize your resume for the position that matches your qualifications and submit it to the appropriate mailbox by December 14th. A hiring manager will review your resume to determine your eligibility to attend the Career Fair. If selected, you will receive an invitation to attend this in-person career event.

    Human Resource Titles:

    §  Human Resources Generalist (Talent Acquisition) – JOBID 99001

    §  Director, Compensation – JOBID 98717

    §  Sr. Compensation Specialist – JOBID 99436

    §  Compensation Analyst – JOBID 99437


    Please scan the QR Code below to visit our Careers page or visit our website at to view the roles above to determine your qualification.


    HR Generalist – Resume Mailbox:

    Compensation – Resume Mailbox:

    Date: December 16, 2021

    Time: 9:00am -3:00pm

    LocationTransit Museum

    99 Schermerhorn Street

    Brooklyn, NY 11201


    This event is by invitation only. Please submit your resume to our mailbox.

    If selected, you will receive an email confirmation to attend the event. To obtain access to the event, candidates will be required to either provide proof of full vaccination or partial vaccination (first of two doses).


    MTA and its subsidiary and affiliated agencies are Equal Opportunity Employers, including with respect to veteran status and individuals with disabilities. The MTA encourages qualified applicants from diverse backgrounds, experiences, and abilities, including military service members, to apply.









    Join the MTA and be an essential part of North America’s largest public transportation organization


    Employee Benefits: Paid holidays vacation & sick leave comprehensive medical plan pension plan & commuter pass


    What to Bring:

    Applicants should bring copies of their resume


    Metropolitan Transportation Authority

    Transit Museum

    99 Schermerhorn Street

    Brooklyn, NY 11201

    Web Address


  • 16 Nov 2021 11:36 AM | Ali Intres

    LOCATION: The Forbes office is currently remote. There is flexibility for the location of this position to be based in our office in Jersey City, NJ (when open) or for this role to be fully remote, within the U.S.

    Forbes believes in the power of entrepreneurial capitalism and uses it on various platforms to ignite the conversations that drive systemic change in business, culture, and society. We celebrate success and are committed to using our megaphone to drive diversity, equity, and inclusion.

    Forbes has recently announced plans to go public and to be listed on the NYSE via a special purpose acquisition company (or SPAC). This will enable Forbes to further capitalize on its successful digital transformation, using technology and data-driven insights to create more deeply engaged audiences, through editorial, product development and strategic investments.

    Forbes seeks a Head of Compensation to join our team at this exciting time in our company’s history. This individual will report to the Head of Human Resources and partner closely with our Executive leadership including Finance, Legal and Benefits as we prepare to go public. This is a highly visible role that will work across the organization, through all levels of the executive team, compensation committee and board of directors. We’re looking for an experienced compensation professional who can assess, create, and build programs and processes that will scale and align with our strong business growth. This person will be a critical driver for decisions that will deliver creative, competitive, and analytically driven compensation programs to align with our business strategy.


    • Manage and oversee the design, implementation, administration, maintenance, and reporting of executive and equity compensation programs and initiatives.
    • A subject matter expert who will lead practices for fair and equitable pay, create sustainable and competitive incentive compensation and suggest investment in resources and technology.
    • Benchmark our compensation across our peer-set to elevate our understanding of our compensation competitiveness and evolve it over time to meet the changing landscape.
    • Lead direction on market analysis and job profile insights for new and existing roles.
    • Partner closely with our Benefits & HRIS team.
    • Work closely with our recruiting team to build competitive and equitable compensation offers, while utilizing knowledge of the evolving talent landscape.
    • Partner closely with HRBP and executive leadership to develop promotion and retention strategies.
    • Leverage knowledge of market conditions and competitive talent landscape to design tailored strategies for compensation concerning key talent segments.
    • Extensive knowledge of quantitative and qualitative research methods and financial modeling.
    • Excellent written and verbal communication skills.
    • Strong influencer with a collaborative approach.


    • Bachelor’s degree with 15 years’ experience in Compensation, including Equity design, Sales Compensation, and Executive Compensation.
    • Must come from a public company and have experience working with a compensation committee to articulate and deliver compensation that aligns to the needs of a high-growth organization, including equity-based compensation.
    • Demonstrated ability of leading through change by being a hands-on, forward-thinking leader.
    • Track record of effectively partnering with internal senior leaders and executive team.
    • Deep analytical skills with the ability to translate data and trends into key insights and recommendations.
    • Proven track record of prioritizing and driving to success multiple projects with a strong operational background.

    Please apply through this link:

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