JOB TITLE: Manager, Compensation

JOB ID: 10533

SALARY RANGE: $112,000- $122,000

HAY POINTS: 677

DEPT/DIV: People/Compensation Administration

SUPERVISOR: Director, Compensation

LOCATION: 300 Cadman Plaza West, Brooklyn, NY, 11201

HOURS OF WORK: 9:00 am - 5:30 pm (7 1/2 hours/day)

DEADLINE: Until Filled

This position is eligible for telework which is currently one day per week. New hires are eligible to apply 30 days after their effective date of hire.

SUMMARY:

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.

RESPONSIBILITIES:

• Manage the implementation of compensation programs for the MTA. Establish and manage goals and priorities. Keep abreast of competitive trends in compensation and make recommendations for changes to salary policy and administrative procedures. Monitor the effectiveness of such programs and recommend modifications as required.
• Provide subject matter expertise to agencies and departments with respect to organizational structure design, analyzing where the position(s) resides in the organization, and make recommendations consistent with and ensure alignment across and within an agency. Direct the evaluation of non-represented positions. Review and research of department organization structures and requests for organization changes/developments/re-organizations.
• Perform job analysis. Recommend/establish appropriate position worth via job evaluation process and appropriate salary ranges/rates of pay. Responsible for standardizing job description development across the MTA. Ensure consistent application of best practices including compliance with applicable federal, statutory, and local statutes. 
• Perform detailed compensation analysis. Create and maintain compensation reports and queries.

• Partner with various departments to ensure PeopleSoft data and other related compensation systems are up to date and accurate. Assist with various system designs, implementations, and upgrades which could include additional collaborations with IT, HRIS, and HRBP groups that may require system testing and review.
• Audit and correct compensation and related employment records in accordance with MTA compensation structures, civil service law and legal mandate.
• With departmental oversight, review and approve all represented staff wage adjustments across all MTA agencies including but not limited to; negotiated wage increases, special payments, and wage progressions. Manage the research, analysis, and wage rate recommendations for represented employees at all agencies. Work directly with Labor Relations and the HRIS to develop rate charts after a new union contract is negotiated.
• With departmental oversight, administer the salary survey budget, survey participation, and survey library to ensure that these tools support salary decisions and recommendations and are aligned with the MTA’s goals to attract and retain talent. Conduct benchmarking research as needed. Administer and determine salaries and/or hourly rates of new hires and internal promotions.
• Perform special projects (i.e., NYS Public Data Requests, Agency Salary Requests, etc.).
• Participate in the development of compensation policy. Develops and administers special compensation plans and procedures as required.
• Manage compensation activity and provide consultative services to managers on individual salary treatment, policies and procedures ensuring agency-wide consistency and efficiency. When necessary, provide and facilitate training sessions on compensation policy and activities.
• Manage short and long-term projects in a variety of capacities, including the administration of compensation programs. Accountable for overseeing and evaluating contractor performance including the following:

1.  Observing the work performed by the contractor;
2.  Reviewing invoices and approving them if the work has contractual standards;
3.  Addressing performance issues with the contractor when possible; and
4.  Escalating issues to other parties as needed.

• Monitor compensation trends and issues and develop appropriate programs to address issues or potential issues.
• Update, attend, and facilitate the compensation portion of new hire orientation when necessary.
• Assist with the selection, development, and motivation of personnel within the department. Provide career development for subordinates. Provide prompt and effective coaching and counseling. Responsible for discipline/termination of employees when necessary. Review performance of staff. Create a professional environment that respects individual differences and enables all employees to develop and contribute to their full potential. Ensure the environment fosters a positive employee relations climate that is aligned with MTA principles, policies and programs consistently.
• Attend meetings in place of Deputy Chief, Compensation Administration, or Senior Director, Compensation, or Director, Compensation; act as backup.
• Other duties as assigned.

KNOWLEDGE, SKILLS, AND ABILITIES

Competencies:

• Working knowledge of HRIS, preferably PeopleSoft, or a comparable system.
• Proficiency in Excel to include Pivot tables, working with formulas, and VLOOKUP.
• 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 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.

EDUCATION AND EXPERIENCE:

REQUIRED:

• 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; and
• A minimum of five years of strong, broad-based compensation or Human Resources experience which includes, but is not limited to, experience in administering compensation programs including conducting salary surveys, job evaluation/classification, determining FLSA status, internal analysis, developing job descriptions and designing organizational structures, or managing HR implementations and HR Generalist responsibilities.

PREFERRED:

• Master’s degree in a related field.
• Familiarity with the MTA’s policies and procedures.
• Attainment of or in the process of attaining advanced HR certification such as WorldatWork’s Certified Compensation Professional (CCP), SPHR, or SHRM-SCP.

OTHER INFORMATION:

Pursuant to the New York State Public Officers Law & the MTA Code of Ethics, all employees who hold a policymaking position must file an Annual Statement of Financial Disclosure (FDS) with the NYS Commission on Ethics and Lobbying in Government (the “Commission”).

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.

To apply,  please click on this link: https://careers.mta.org/jobs/15583869-manager-compensation 

The Senior Manager, Reward provides leadership, advisory and support to LSEG's Sales and Account Management division and leads on the approach to Sales incentives and commissions across the Group. This role covers all areas of Reward policy and planning, including program development, implementation and communication within the context of the Total Reward Framework. This role is a key part of the Reward Partnering team, which drives the delivery of reward programs via data-led insights on all aspects of reward through both a divisional and a regional focus. We also ensure that the voice of the customer is heard and incorporated into the evolution of the Reward Framework.

Key Responsibilities

Strategy & Decision Making

• Develop and implement operational reward strategy within the SAM division and across all Sales incentives/commission programs.

• Guide and partner with HR, hiring managers and business leadership on LSEG reward strategy through data-driven insights and solution-led expertise.

• Contribute to the continued evolution of LSEG's Reward Framework.

• Present reward initiatives credibly by keeping appraised of market developments.

Customer Focus

• Work with senior stakeholders to understand business priorities and align to Reward solutions.

• Deliver core enterprise-wide reward processes ensuring effective planning, communication and implementation.

• Develop and deliver dashboards and key reward analytics to inform business processes and guide stakeholders on implications of decisions (e.g. program level changes).

• Understand specific union, works councils or similar agreements that may impact annual pay negotiations and other reward-related activities and programs.

• Drive excellent customer service for reward customers by focusing on efficiency, simplicity and communication.

• Deliver reward training and education programs for HR and the business, providing customer insight on the most appropriate delivery methods.

Key Experience and Skills

• Reward expertise with experience in developing and implementing Sales incentives and commissions, leading projects and delivering reward programs.

• A collaborative partner with the ability to work across multiple teams in HR and business leadership, with a proven track record to establish credibility and partnerships at pace.

• Contributes to broader project work within the Reward team, with a strong bias to deliver and problem-solve.

• Relevant Reward-related regulatory and compliance knowledge for the Americas.

• People management experience.

• Degree/Master’s degree preferably in Human Resources Management, Business or any related field.

Click link to apply:

Careers

Compensation/Benefits Information:

LSEG is committed to offering competitive Compensation and Benefits. The anticipated base salary for this position is $132,800 - $221,400. Please be aware base salary ranges may vary by geographic location, city and state. In addition to our offered base salary, this role is eligible for our Annual Incentive Plan (AIP/”bonus plan”). Target AIP rates will be commensurate with role level and posted career stage. Individual salary will be reflective of job related knowledge, skills and equivalent experience. LSEG roles (excluding internships and part-time roles of less than 20 hours per week) are typically eligible for inclusion in our LSEG Benefits program, which includes offerings of: Annual Wellness Allowance, Paid time-off, Medical, Dental, Vision, Flex Spending & Health Savings Options, Prescription Drug plan, 401(K) Savings Plan and Company match. LSEG’s Benefits plan also includes basic life insurance, disability benefits, emergency backup dependent care, adoption assistance commuter assistance etc.

LSEG is a leading global financial markets infrastructure and data provider. Our purpose is driving financial stability, empowering economies and enabling customers to create sustainable growth.

Our purpose is the foundation on which our culture is built. Our values of Integrity, Partnership, Excellence and Change underpin our purpose and set the standard for everything we do, every day. They go to the heart of who we are and guide our decision making and everyday actions.

Working with us means that you will be part of a dynamic organisation of 25,000 people across 65 countries. However, we will value your individuality and enable you to bring your true self to work so you can help enrich our diverse workforce. You will be part of a collaborative and creative culture where we encourage new ideas and are committed to sustainability across our global business. You will experience the critical role we have in helping to re-engineer the financial ecosystem to support and drive sustainable economic growth. Together, we are aiming to achieve this growth by accelerating the just transition to net zero, enabling growth of the green economy and creating inclusive economic opportunity.

LSEG offers a range of tailored benefits and support, including healthcare, retirement planning, paid volunteering days and wellbeing initiatives.

We are proud to be an equal opportunities employer. This means that we do not discriminate on the basis of anyone’s race, religion, colour, national origin, gender, sexual orientation, gender identity, gender expression, age, marital status, veteran status, pregnancy or disability, or any other basis protected under applicable law. Conforming with applicable law, we can reasonably accommodate applicants' and employees' religious practices and beliefs, as well as mental health or physical disability needs.

Please take a moment to read this privacy notice carefully, as it describes what personal information London Stock Exchange Group (LSEG) (we) may hold about you, what it’s used for, and how it’s obtained, your rights and how to contact us as a data subject.

If you are submitting as a Recruitment Agency Partner, it is essential and your responsibility to ensure that candidates applying to LSEG are aware of this privacy notice.

The Position

It is the Head of Total Rewards and depending on the individual’s experience we will provide a hiring title of either Director or Senior Director.

Today, the chosen professional could be a step-up candidate as in being a Senior Manager, or is currently a Director, Senior Director or Head of Total Rewards for their current organization.

Reporting Relationship will report directly to the CHRO, a very talented professional, possessing what is considered academy company HR experience.

Company  

A privately owned consumer products company located in the tri-state, metro NYC area. More specifically located just north of the Bergen/Rockland County border, very accessible from NYC, Bronx, New Jersey, Rockland-Orange-Putnam-Westchester counties. US population, 1,000+. Overseas/Europe approximately 500+.

 

The Opportunity

This professional will have the opportunity to make an impact and a difference for a very successful consumer products manufacturing organization. Develop and execute an annual C&B plan, Ultimately, this professional will be building capability that doesn’t exist for the company today.

It will be responsible for the U.S. employee population for both Compensation and Benefits and down the road, further opportunity for growth and expansion would be available in role.

It is transformational in nature, an opportunity to build capability for both C&B. Initially it will require more attention and more heavy lifting on the Compensation side, but 2026 will be a critical year for the benefits side of this work.

 

QUALIFICATIONS

10+ years of progressive experience working in compensation and benefits.

Someone who would thrive in a situation to build and develop vs maintain.

Experience in annual planning as well as the execution. Hands on. Detail oriented.

Additional experience working with executive compensation, incentive compensation and recognition.  

Has experience managing transformational initiative(s). Experience working with change management.

Is considered a strong builder of relationships across many different levels and functions.

A self-starter who will thrive in an entrepreneurial setting.

 

Salary Range: $191,000(min) - $267,000(max).

This is an abbreviated version of a more detailed Job Description - if this opportunity is in line with your professional experience, then it would be provided by the Search Consultant.

 

We recognize the time of year and would like to begin consideration now and into early next year to start this process.  

 

All inquiries and resumes can be forwarded to:

Jeffrey Cahn, Managing Director, HR Search Practice, Resource Management Group, jeffrey@rmgfinance.com

https://fticonsult.referrals.selectminds.com/fticareers/jobs/manager-global-compensation-18560?et=1RnUmueMP

Application: https://careers.bloomberg.com/job/detail/123143?lc=New+York&fd=Finance+%26+Administration

The energy of a newsroom, the pace of a trading floor, the buzz of a recent tech breakthrough; we work hard, and we work fast - while keeping up the quality and accuracy we're known for. It's what keeps us inventing and reinventing, all the time. Our culture is wide open, just like our spaces. We bring out the best in each other through collaboration. Through our countless volunteer projects, we also help network with the communities around us, too. You can do outstanding work here. Work you couldn't do anywhere else. It's up to you to make it happen.

What’s the role?

At Bloomberg Finance we are committed to providing world-class support to our business partners by providing insight on business performance, financial oversight and thought leadership.

The Global Compensation Team is responsible for all aspects of compensation including program design, strategy, funding, metrics, compliance, analysis, reporting and tools which provides an outstanding opportunity to advise senior leaders company-wide and globally while collaborating with partners throughout the organization.

We’ll trust you to:

• Analyze compensation data and work closely with management to ensure organization’s compensation plan is competitive and optimized
• Regularly present analyses and findings to business managers and senior leadership to support decision making regarding compensation spend, policy and communication
• Provide advisory services regarding compensation (e.g., year-end compensation review process, pay for performance, benchmarking)
• Partner with other team members in a collaborative environment that requires effective communication, project planning, hitting deliverables and handling expectations
• Develop and strengthen relationships with cross-functional partners and senior leaders
• Work with Engineering, HRIS and Payroll to ensure systems meet needs of compensation
• Understand current and upcoming laws and regulations globally to ensure company compliance (including reporting requirements)
• Work with large data sets from various systems and data sources while ensuring data integrity
• Keep up to date on external market trends and practices with ability to relate them to what we do

You’ll need to have:

• 4+ years of relevant experience in Finance and/or Compensation
• Bachelor’s degree required
• Superior Microsoft Excel and financial modeling skills
• Strong attention to detail to ensure accuracy while dealing with complex data, reports and spreadsheets
• Strong analytical and problem-solving skills with the ability to develop solutions that address the issue while being innovative and creative
• Proven track record of being a subject matter expert, leading initiatives and influencing stakeholders
• Demonstrated ability to work autonomously, be a thought leader and use good judgment
• Strong PowerPoint skills with the ability to create a story
• Excellent verbal and written communication skills with the ability to present and explain your decisions to others
• Strong project management experience with the capability of handling expectations that result in action items

We’d love to see:

• Systems Experience: SQL databases, Python, Data Visualization Tools (such as Qlik or Tableau), and Workday
• HCM Data and Analysis Experience

Does this sound like you?

Apply if you think we're a good match. We'll get in touch to let you know that the next steps are, but in the meantime feel free to have a look at: https://www.bloomberg.com/company/what-we-do/ 

Bloomberg is an equal opportunity employer and we value diversity at our company. We do not discriminate on the basis of age, ancestry, color, gender identity or expression, genetic predisposition or carrier status, marital status, national or ethnic origin, race, religion or belief, sex, sexual orientation, sexual and other reproductive health decisions, parental or caring status, physical or mental disability, pregnancy or maternity/parental leave, protected veteran status, status as a victim of domestic violence, or any other classification protected by applicable law.

Bloomberg provides reasonable adjustment/accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable adjustment/accommodation to apply for a job or to perform your job. Examples of reasonable adjustment/accommodation include but are not limited to making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment. If you would prefer to discuss this confidentially, please email AMER_recruit@bloomberg.net (Americas), EMEA_recruit@bloomberg.net (Europe, the Middle East and Africa), or APAC_recruit@bloomberg.net (Asia-Pacific), based on the region you are submitting an application for.

Salary Range: 105,000 - 140,000 USD Annually + Benefits + Bonus

The referenced salary range is based on the Company's good faith belief at the time of posting. Actual compensation may vary based on factors such as geographic location, work experience, market conditions, education/training and skill level. We offer one of the most comprehensive and generous benefits plans available and offer a range of total rewards that may include merit increases, incentive compensation [Exempt roles only], paid holidays, paid time off, medical, dental, vision, short and long term disability benefits, 401(k) +match, life insurance, and various wellness programs, among others. The Company does not provide benefits directly to contingent workers/contractors and interns.

Condé Nast is a global media company producing the highest quality content with a footprint of more than 1 billion consumers in 32 territories through print, digital, video and social platforms. The company’s portfolio includes many of the world’s most respected and influential media properties including Vogue, Vanity Fair, Glamour, Self, GQ, The New Yorker, Condé Nast Traveler/Traveller, Allure, AD, Bon Appétit and Wired, among others. Condé Nast Entertainment was launched in 2011 to develop film, television and premium digital video programming.

Job Description

Location: New York, NY

Application: https://condenast.wd5.myworkdayjobs.com/en-US/CondeCareers/details/Manager--Compensation_R-14894-1?q=compensation

POSITION OVERVIEW:

Reporting to the Vice President, Compensation, this Manager role is a partner to People Business Partners, People Operations, finance leads and external consultants on all compensation related matters including job architecture, base salary, pay programs and related projects. This role will understand key business drivers in order to identify opportunities for improvement and recommend solutions.

KEY RESPONSIBILITIES:

• Support various compensation projects from planning and implementation to execution. Projects include, but are not limited to, job architecture, salary analysis, creation of salary structure and reorganizations.

• Partner with internal teams (People Business Partners, People Operations, finance leads and clients) and external consultants to develop a deep understanding of job responsibilities for evaluation of pay level, external market benchmarks and internal equity to influence pay decisions on offers, pay adjustments and promotions. Streamline the job evaluation process and ensure consistent approach.

• Conduct and manage compensation benchmarking and survey participation in conjunction with senior compensation analyst to support competitive analysis of compensation programs within the industry.

• Support the People Business Partners and People Operations in performing the annual merit review process and pay equity analysis

• Support the implementation and communication of a global compensation philosophy.  Ensuring the People Business Partners, Talent Acquisition and Finance are aware and understand it.

• Serve as the primary point person to Finance Leads, People Business Partners and Talent Acquisition for compensation inquiries on specific brands and/or divisions and other compensation-related matters.

• Approve compensation Workday transaction items (promotions, transfers, compensation changes and employee data edits). Support implementation of Workday Advanced Compensation model.

• Run reports from Workday to support the Benefits team and other ad hoc requests.

DESIRED SKILLS & QUALIFICATIONS:

• Preferably a degree in a related discipline or equivalent

• 5 - 7+ years of experience in compensation and/or human resources

• Professionalism and maturity a must, ability to deal with confidential data

• Advanced skills in MS Office applications (Excel, Word, and PowerPoint) or Google Suite

• Workday experience a plus

• Experience in job evaluation system (Mercer IPE) a plus

• Ability to produce detailed, accurate reports and insights that support sound decision-making

• Strong analytical, research, problem-solving and project management skills

• Strong interpersonal and relationship building skills a must

• Detail oriented; while keeping the big picture in mind

• Ability to thrive in a fast-paced environment and be comfortable in the “gray zone”

• Ability to manage competing priorities

• Positive, “can do” attitude, flexible,  team player and effective collaborator

The expected base salary range for this position is from $110,000 - $125,000.  Salary offers are based on a wide range of factors including but not limited to relevant skills, training, experience, and education.

Condé Nast is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, age, familial status and other legally protected characteristics.

Sr. Compensation Analyst

Endeavor Group Holdings -  New York, NY (Hybrid) 

Contact Jeff Surgent jsurgent@endeavorco.com

Position Summary:

The Senior Compensation Analyst will be responsible for supporting the pay programs for the growing businesses of Endeavor Group Holdings, to ensure that the organization is providing compensation packages which are equitable and competitive within the marketplace. The Senior Analyst will collaborate with the Compensation team to develop, communicate, and implement all components of compensation including base pay and other incentives.

Essential Functions:

• Assist in the development and administration of global annual bonus, commission and merit programs.
• Act as a key consultative contact for HRBPs on compensation issues.
• Manage administration of the HRIS system (Workday), particularly as it relates to compensation functionality and annual pay processes.
• Participate in annual compensation benchmark surveys and seek ways to enhance our data sources, build industry networks, and keep up with market trends.
• Analyze internal and external sources and provide market data to determine competitive pay packages for candidates and existing individual employees.
• Assist design of incentive programs for multi-industry global organization. Manage development of plan document library to ensure easy access and legal compliance.
• Provide reporting and analysis as needed to partners, particularly HR, Finance and Legal.
• Conduct audits of human resources data to preserve system integrity and accuracy.
• Participate in system testing for updates and projects alongside HRIS team.

Knowledge, Skills, Abilities Required

• Bachelor’s degree in business, human resources, finance, accounting preferred.
• Minimum 3 years of compensation experience with knowledge of HR principles and practices.
• Strong quantitative and analytical skills.
• High-level proficiency with Microsoft Excel and PowerPoint.
• Must have solid experience with Workday.
• Excellent time management, organization, and planning skills. Ability to juggle multiple tasks and deadlines.
• Discretion and professionalism, especially concerning confidentiality of employee information.

About Endeavor Group Holdings

Endeavor, formerly WME | IMG, is a global leader in sports, entertainment and fashion operating in more than 30 countries. Named one of Fortune’s 25 Most Important Private Companies, Endeavor is the parent of a number of subsidiaries with leadership positions in their respective industries, including WME, IMG and UFC. Collectively, Endeavor specializes in talent representation and management; brand strategy, activation and licensing; media sales and distribution; and event management.

Endeavor unites and brings people together in our love of sport, culture, and entertainment. We understand this can only be accomplished when we harness the entirety of our company and lead with a lens of diversity, equity, and inclusion in everything we do. It means that we engage in anti-racism and allyship the way we do anything. Fiercely and Fearlessly. As a global company that drives culture we endeavor to reflect the world’s diverse voices both internally and externally to ensure success in our mission.

Endeavor is an equal opportunity employer committed to a diverse and inclusive work environment.

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 Manager, Compensation, 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 exception process, and providing support for compensation and short and long term 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. Update and maintain compensation ranges and equity guidelines.
• Independently manage mid-year promotion compensation cycle and partner with the Senior Compensation Manager on a seamless administration of the annual merit cycle
• Tracks YTD results for performance-based cash and equity incentive programs. Track utilization of equity budget and provide quarterly updates on usage and dilution to Harry’s Leadership and Compensation Committee
• Manage recurring equity processes, including monthly equity approvals and terminations and serve as the first point of contact for equity questions from current and former employees.
• 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 make sure to attach both a resume and cover letter to complete your application.  https://aspca.wd1.myworkdayjobs.com/en-US/ASPCAWebsite/job/Remote/Compensation-Analyst_2021-402

  Summary:

  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. 

  Compensation: 

  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:

  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

  Experience:

  • 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

  Qualifications:

  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

    

  Language:

  English

  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.

  
  

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: https://blackrock.wd1.myworkdayjobs.com/BlackRock_Professional/job/Wilmington-DE/Associate--Compensation-Consultant_R222696