Posted on behalf of Green Key Resources:

Prominent environmental action organization is looking for a Compensation Manager.  If you are interested in hearing more, please email a copy of your resume to knakagawa@greenkeyllc.com.

Kayla Nakagawa, Executive Recruiter, Green Key Resources

DIRECT: 646-927-0044, www.greenkeyllc.com

Job Description:

• Develop short- and long-range objectives for a Total Compensation strategy and ensure success through analysis and insights of programs, staff, and market trends. • Ensure that compensation programs are aligned with the overall organizational goals and objectives, directly manage the design, implementation and administration of compensation programs including job evaluation, salary structure development and administration, and recognition programs. • Develop and manage annual compensation programs, including salary and merit increases, equity and benchmarking reviews, and promotions. • Develop total compensation budget during annual process and maintain throughout the year, including • Evaluate, level, and determine the market value for new and existing jobs • Conduct ad hoc compensation analyses and projects as well as compensation benchmark assessments; actively seek market intelligence and industry-specific data to make informed decisions. • Participate in external salary surveys, including salary survey submission and analysis of data. • Develop compensation proposals for newly promoted and newly hired employees (both executive and non-executive). • Work with Benefits Manager to ensure all integrated total rewards programs (compensation and benefits) meet the needs of the employees and are aligned with the market. • Work with the Benefits Manager and external broker on annual renewal negotiations and present proposed changes and costs in a total rewards framework,

Full Title: Specialist, Global Compensation Intelligence & Advisory

Context

McKinsey & Company is a global management consulting firm that helps leading corporations and organizations make distinctive, lasting, and substantial improvements in their performance. Over more than nine decades, the firm’s primary objective has remained constant: to serve senior leaders as their most trusted external advisor on critical issues facing their organizations.

With approximately 9,000 consultants deployed from 106 locations in more than 60 countries, McKinsey advises companies, governments, and non-profit organizations on a full spectrum of challenges and opportunities. The firm’s clients reflect the global nature of the organization. Around 40% are in Europe, 35% in the Americas, 15% in Asia Pacific and 10% in the Middle East and Africa.

In recent years, McKinsey has expanded into a variety of professional services models to innovate the firm and consulting profession. For instance, New Ventures is a recently created group within McKinsey focused on fostering innovations and integrating them into client work. It provides a foundation for—and deepens the investment in—the culture of entrepreneurialism, which has long been a hallmark of the firm. McKinsey has expanded the talent model to attract people with diverse backgrounds: mathematicians, data scientists, designers, software engineers, implementation experts, and entrepreneurs.

Despite the global reach, McKinsey is designed to operate as one firm with a single global partnership united by a strong set of values, focused on client impact.  Most recently, we have created and rapidly grown our Global Compensation Function (GCF) to help shape global compensation approaches and provide expertise on compensation design and delivery.

Role overview

The Global Compensation Intelligence and Advisory Specialist will have the opportunity to help engage on a range of initiatives within the broader GCF.  Some example activities may include:

·         Leading market benchmarking projects to assess our pay positioning for a set of roles or geographies and to ensure we have a pulse of market compensation across our talent profiles

·         Building relationships with leading global compensation consulting firms in support of high-impact projects

·         Collaborating with talent management and HR colleagues to assess local compensation structures and determine whether ranges should be modified

·         Monitoring external market compensation trends so that our compensation practices are relevant and attract and retain top talent

·         Developing incentive designs grounded with best practice approaches

·         Assisting in the annual year-end compensation decision-making process

·         Conducting planned and ad hoc analyses in support of high-level compensation initiatives for the Firm’s Compensation Policy Committee

The Ideal Candidate

The ideal candidate is an analytical problem solver who strives for continuous improvement. He or she has a background in compensation and has supported external clients or internal compensation teams. Experience working on projects covering some of the following is desired: pay philosophy review, benchmarking analyses, range development, job architecture, incentive design, performance management linkage to compensation, comp due diligence in M&A, Comp Committee materials prep, market pricing, and proxy analyses.

To be effective in this role, the individual should have strong communication skills, confidence, maturity, and the ability to interact as a peer to Firm partners. Outstanding organizational skills and attention to detail, along with a collaborative working style and approach are necessary. Stellar analytical capability and Microsoft Excel dexterity are a must.

The candidate should be able to influence across McKinsey’s global, decentralized professional environment. He or she should be bright, intellectually curious, and have an engaging and personable style. The ability to gain credibility quickly and build relationships across the firm will be important in contributing to this function.

The candidate should be entrepreneurial and self-directed with the initiative to build, create, and innovate capability-building programs. He or she should demonstrate a record of high-impact problem-solving and strong sense of ownership with the ability to create structure in ambiguous situations. He or she should be resourceful, able to analyze a situation, distill the true need, formulate recommendations, and create a fact-based case to support findings by thinking creatively about how to get the job done and work around obstacles.

A strong understanding of current trends in compensation and interest in monitoring changes to the compensation landscape, coupled with a familiarity of compensation best practices and experience working on global initiatives is preferred. He or she should have strong experience contributing to initiatives from strategy to execution to results using a change-agent mindset.

Preferred locations: New York City, New York & Atlanta, Georgia

The 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.

Responsibilities:

• Assist with design and roll-out of new compensation programs, including communication and training.
• Participate in managing job architecture and pay banding
• Manage market survey system, 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.
• Assist with equity program administration
• Conduct FLSA analysis in partnership with Legal and HRBPs.
• Perform ad hoc analyses as requested and participate in other projects as necessary.

Qualifications:

• 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 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

VICE was launched in 1994 as a 'punk zine' and has since expanded into a leading global youth media company with bureaus in over 30 countries. VICE operates the world’s premier original online video destination, VICE.COM, an international network of digital channels, a television production studio, a magazine, a record label, an in-house creative services agency and a book publishing division.

Equal Employment Opportunities: VICE is proud to be an equal opportunity employer that strives to create and maintain a workplace that celebrates inclusion and diversity. At VICE, we understand that inclusion and diversity is a major benefit to our employees, our readers and viewers, and our company culture. We treat all applicants and employees fairly without regard to age, alienage or citizenship status, color, disability, gender, gender identity and expression, marital status and partnership status, national origin, pregnancy, race, religion/creed, sexual orientation, arrest or conviction record, caregiver status, credit history, unemployment status, salary history, status as a victim of domestic violence, stalking and sex offenses, status as a veteran or active military service member, or any other characteristic protected by applicable law.

VICE requires that all employees have proper authorization to work in the U.S. Should an applicant require employment sponsorship, VICE will determine, in its sole discretion, whether such sponsorship will be provided. Qualified applicants with criminal histories will be considered for employment in a manner consistent with the New York City Fair Chance Act or other applicable laws.

*Qualified candidates must be able to perform the essential functions of this position satisfactorily, with or without a reasonable accommodation. The requirements and essential functions described above are not an exhaustive list and instead are meant to describe the general nature and level of work required of the job. VICE reserves the right to modify the essential functions of this position where a legitimate business exists.

Click here to apply: https://boards.greenhouse.io/vice/jobs/1667675?gh_src=62746e6d1

POSITION OVERVIEW

• As part of a collaborative Global HR team, this position provides Corporate Compensation services to support strategic goals of the HR Department.
• This role will provide direct analytical support to the Sr. Manager, Compensation regarding the development and execution of various compensation programs and projects to ensure competitive, compliant, and motivating compensation for the Company. Assist in administration of annual salary planning programs.   Ensure flawless execution of the annual compensation planning process (merit, bonus, LTI).  Support organizations through job evaluation activities across multiple areas (i.e. Marketing, IT, Finance, etc.).  Under general direction from the Sr. Manager, Compensation.

Click here for full job description and to apply:  https://recruiting.ultipro.com/REV1000/JobBoard/417e03eb-b841-41ad-4a9a-8258fd438487/OpportunityDetail?opportunityId=ac4d6344-0e47-45a3-ba3c-0724be0bd802

Position Summary:

The Sr. Analyst, Compensation role reports to the Sr. Director of Total Rewards and helps manage the communication, design, implementation, and administration of A+E Network’s compensation programs, including job evaluations, salary surveys, merit planning and annual incentives. 

Responsibilities:

• Conduct job evaluations and provide recommendations to People Partners.
• Participate in annual salary surveys and review and update salary grades as necessary.
• Monitor and review executive contracts renewals, newly executed contracts, and execute payments accordingly.
• Update participant list and award amounts for the Long Term Incentive Plan, and create and distribute annual grant agreements.
• Set up configuration, conduct testing, and manage the administration of global year-end compensation processes on the Workday platform (merit and annual incentive awards).
• Manage the creation and distribution of year-end Rewards Statements.
• Maintain and audit business processes, incentive targets, incentive payout rules, and job profiles.
• Create ad-hoc reports, compensation modeling, and analysis as necessary.
• Work on miscellaneous compensation and People Team projects e.g. the rollout of Performance Management in Workday.
• Collaborate with HRIS Administrator and/or other People Team members to improve HR processes.

Qualifications/Requirements:

• Bachelor’s Degree
• Minimum of 4 years compensation experience preferably within a media environment
• Strong project management skills in order to proactively manage deadlines and organize and prioritize deliverables.
• Solutions oriented with the ability to interact on a consultative basis with People Partners, managers, and employees at all levels.
• Ability to work independently, and initiative to handle increasing responsibility over time
• Work well in a team environment and be willing to pitch in and help with HR projects
• Excellent interpersonal skills with a sensitivity to confidentiality
• Strong Excel skills
• Hands-on knowledge of Workday
• Knowledge of government regulations, FLSA, minimum wages etc.

Submit resumes to Gerri Potts at Geraldine.Potts@aenetworks.com .