IPG Health (www.ipghealth.com) is a recently formed operating company within Interpublic Group (www.interpublic.com).  With over 5,000 employees across 6 continents, IPG Health is the largest healthcare marketing services business in the world.  IPG Health sits at the nexus of creativity, digital channels, technology, and data, ready to help clients accelerate their business and impact on lives around the world. They are singularly focused on creating game-changing marketing solutions that accelerate progress in health for good and for all.

This newly created role will report to the Chief Talent Officer (CTO) for the IPG Health and be a member of the HR Leadership Group.  The role will hold a Vice President or Senior Vice President title, dependent upon the experience level of the selected candidate.  The role will be based in midtown Manhattan and offer a hybrid work model. 

The Director of Compensation will be a strategic partner to IPG Health executive leadership, utilizing business intelligence and a strong foundation in compensation fundamentals to craft and deliver the compensation strategy, programs and analysis that will attract, motivate and retain top talent. The role will oversee and direct benchmarking, salary range effectiveness, pay equity, incentive program management, annual compensation process, job grading, compensation data and analytics.

Primary Responsibilities

Compensation Strategy

• Leverage an innovative approach to ensure compensation programs and practices are competitive to attract and retain talent, drive business results, incent the right behaviors and enhance OpCo growth and a people-oriented culture.
• Evaluate competitive practices, assesses the company’s position to market, and make recommendations that are aligned with best practices and business objectives.
• Continually review, research and analyze compensation processes to identify and recommend changes to improve efficiency, effectiveness and overall quality. Develop tools and information presentation methods to deliver information in the appropriate context and format that best supports the organization.
• Provide advice, guidance and training to leaders, managers, employees, and HR colleagues in the interpretation and administration of the organization's compensation programs and policies with a focus on pay equity, market competitiveness and rewarding personal contribution to organizational goals.  

Pay Equity & Benchmarking

• Continue and manage the pay equity review process across the OpCo. Recommend strategies for achieving pay equity goals as required.
• Continue review of salary bands. Partner with Talent Acquisition to review market data to ahead of compensation trends. 
• Conduct job evaluations for new and existing positions to determine appropriate job level and salary grade. Evaluate and analyze market data, determine FLSA status, and maintain appropriate documentation regarding the review.
• Participate in salary surveys by gathering the data and submitting information to relevant parties; analyze information on the organizations position,

Executive Compensation

• Liaise with Interpublic Group Compensation & IPG Health leadership on executive compensation and executive stock programs, ensuring programs drive the behaviors aligned with core values and business plan.

Annual Compensation Process

• Lead the annual compensation and incentive planning process. 
• Advise leadership on salary budgets, recommended ranges and provide reporting and analytics to support decision making.
• Facilitate a formal process for reviewing submissions with a pay equity lens

Data & Analytics

• Create, maintain, and analyze analytics/metrics regarding compensation.
• Partner with HR Technology team on the systems related to compensation and reporting
• Lead creation of specialized reports and dashboards.
• Present relevant data and interpretation to leadership for review and decision-making purposes.

Other Responsibilities

• Determine strategy and facilitate global mobility, which includes managing related tax and immigration/visa events.
• Contribute to the completion of critical and significant projects within Compensation. May lead projects in specific areas, establishing and managing project plans for timely and effective program execution. Work closely with other members of HR team to solve problems and accomplish project initiatives. Maintain collaborative team relationships with peers and colleagues.
• Manage and develop a team of compensation professionals.
• Keep up with federal, state, and local laws and regulations and ensure compliance with regulatory requirements’
• Other duties as consistent with this role.

Qualifications

• Bachelor’s degree in business or related field.  Advanced degree is a plus, but not required.
• 15+ years of progressive leadership, management, and compensation experience.
• Strong verbal and written communication skills with multiple peer groups and levels of management.
• Experience with compensation plan design, benchmarking and survey data, incentive plan design and administration.  Experience with compensation and incentive plan design, benchmarking and survey data in markets outside of the United States is required.
• Excellent problem solving and analytical skills. Demonstrated ability to solve problems using best practices, knowledge of internal and external business issues to provide a new perspective on existing solutions or create new solutions
• Skilled at building trust and developing relationships with people internally and externally at all levels within a matrixed organization
• Must be comfortable and able to work in a fast-paced changing environment, able to prioritize and manage multiple tasks/projects at once with ambiguity and changing priorities.
• Excellent ability to handle information in a manner which protects its confidentiality.
• Strong working knowledge of general employment law and practices
• Excellent organizational, project and time management skills.
• Highly detail oriented with emphasis on accuracy, coupled with the ability to see the broader picture.
• Acts with integrity and demonstrated ability to maintain strict confidentiality
• Proficient in Microsoft Office products, HRIS systems, and compensation software
• Proven expertise in Excel including development of spreadsheets with formulas, functions, pivot tables, graphing as well as summarize data from multiple sources.
• Certified Compensation Professional (CCP) preferred but not required.

Interested candidates should contact Joan Colten at joan.colten@fcb.com.

Please see below for the link to apply.  Interested candidates can contact me at jennifer_mayer@condenast.com

https://condenast.wd5.myworkdayjobs.com/en-US/CondeCareers/job/1-World-Trade-Center-New-York-NY/Compensation-Manager_R-05237

Apply here for a Compensation and Recognition Partner role at the Federal Reserve Bank of NY: https://www.linkedin.com/jobs/view/2457140961

https://www.linkedin.com/jobs/view/2407648144/

The Senior Compensation Analyst will support our Global Total Rewards team and help manage the communication, design, implementation and administration of Endeavor’s compensation programs, including job evaluations, salary surveys, annual salary planning, annual incentives and sales plans. The Senior Analyst will also be a critical resource towards the administration of the Company’s HRIS system, Workday, as well as provide support and analysis for company reorganizations, cost initiatives and corporate transactions.

Based in NYC

Summary:

The People Team at the ASPCA guides the organization with consistent processes, policies and leadership that value our people and support our mission.  We realize offering competitive and equitable compensation and rewards packages is a critical step towards achieving strong staff engagement. With engaged and committed staff, we can move towards our overall goals and vision that animals live good lives: where they are valued by society, protected by its laws, and free from cruelty, pain and suffering.

As an integral part of the People Team, the Senior Compensation Analyst will be responsible for ensuring effective operations of the ASPCA’s compensation and rewards program across our distributed workforce of approximately 1,000 employees. 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. Additionally, this role will play a critical part in driving other special projects related to the ASPCA’s total reward systems, wage and hour compliance, merit increases, time tracking policies and the development of subsequent training resources. This person will build a strong understanding of all ASPCA operations and structures in order to properly assess job descriptions for compensation recommendations. This is an ideal role for someone who excels at both analytical and interpersonal work, is a strong communicator, and feels motivated to help the ASPCA realize its vision. The Senior Compensation Analyst reports directly to the Senior Director, Compensation and will be based either remotely or out of our NY 8th Avenue office. 

FULL DESCRIPTION: Link

Canon Business Process Services has an excellent opportunity for a Compensation Analyst. This role will be based out of our Corporate HQ in Manhattan (10 min walk from Grand Central Station). We are looking for an innovative team player and results oriented individual, who thrives in a fast-paced environment. This is a great opportunity for someone who is looking to grow their career with a stable company.

Responsibilities

• Administers the annual performance and salary review process
• Collects, analyzes, and prepares wage and salary data
• Tracks key compensation measures through analyses and report preparation
• Administers current compensation programs and new programs including bonus plans, commission plans, and sales plans
• Develops job descriptions through observation and interview of employees and supervisory personnel
• Maintains a job description database
• Participates in compensation surveys
• Assists in the management of the company’s annual review process and analysis of results
• Works with our Time and Attendance system, WorkForce, on the opening and testing of tickets for PTO and other requested issues
• Assists in the creation & ongoing management of compensation policies & procedures & make recommendations for improvement
• Develops and documents procedures to streamline processes and ensure compliance with regulatory requirements and works with HR to educate managers
• Works closely with HRIS team to establish new systems to support future corporate compensation objectives and strategies, as well as compensation related analyses and presentations
• Prepares customized compensation reports to meet the requirements of company management
• Assists HR Department in resolving compensation-related issues
• Participates in special projects that are identified by HR management
• Maintain records of employee incentive plan eligibility
• Keeps abreast of legislation as it relates to compensation
• May perform other related duties or ad hoc projects within the scope of responsibilities

Requirements

• CCP Certification highly preferred
• Bachelor’s degree or equivalent knowledge required
• Master’s Degree preferred
• Possesses understanding of both compensation theory and practice
• 3+ years’ experience with compensation methodology and analysis, including performance appraisals
• Advanced knowledge of all office equipment
• Experience with SuccessFactors a plus
• Proficient with PowerPoint
• Proficiency with database, report writing and spreadsheet software
• Advanced knowledge and proficiency using Word and Excel
• Knowledge of Infinium/AS400 or similar HR system
• Excellent written and oral communication skills
• Excellent organizational skills
• Strong analytical and problem solving skills required
• Superior attention to detail and accuracy
• Ability to interpret data and translate into written word
• Ability to prioritize, meet deadlines and be confidential
• Ability to work independently and with others
• Advanced organizational and administrative skills
• Ability to work on several projects simultaneously
• Must be able to adapt to shifting demands
• Knowledgeable in all laws pertaining to the area of Compensation
• Familiar with a variety of the field’s concepts, practices, and procedures as related to Compensation

We offer excellent benefits, training, and the opportunity for career advancement.

Please contact Adrienne Reese (adreese@cbps.canon.com) for more information.

LinkedIn posting: https://www.linkedin.com/jobs/view/1704654571/

Qualifications:

• Bachelor’s degree required; master’s degree preferred
• 5-7 years human resources and compensation experience required
• External consulting experience desired
• Background in compensation and has supported external clients or internal compensation teams
• Has experience working on projects covering some of the following: 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.Strong analytical capability and Microsoft Excel dexterity are a must
• Strong communication skills, confidence, maturity, and the ability to interact as a peer to firm partners
  

Who You'll Work With:

You'll join our New York office as part of our Compensation Intelligence & Advisory (CIA) team within the Global Compensation Function (GCF).

This recently formed and rapidly growing group shapes global compensation approaches for the firm and provides expertise on compensation design and delivery.

Priority initiatives in the Compensation Intelligence & Advisory team that you will be at the forefront include reviewing and developing compensation structures in multiple geographies, and conducting market benchmarking exercises to ensure appropriate pay levels and practices across all populations firm-wide.

You will collaborate closely with a variety of internal and external stakeholders, applying strong analytical capability and communication skills to deliver market-based perspectives and well-grounded recommendations that produce real impact.
What You'll Do

You will lead 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 and build relationships with leading global compensation consulting firms in support of high-impact projects.

You will also be responsible for collaborating with talent management and HR colleagues to assess local compensation structures and determine whether ranges should be modified.

Additionally, you will take the lead in monitoring external market compensation trends so that our compensation practices are relevant and attract and retain top talent, and you'll develop incentive designs grounded with best practice approaches. You'll assist in the annual year-end compensation decision-making process and conducting planned and ad hoc analyses in support of high-level compensation initiatives for our firm's Compensation Policy Committee.

Lastly, you will be able to influence across McKinsey’s global, decentralized professional environment, gaining credibility quickly and building relationships across the firm.

At OnDeck, we make small business a big deal. We’re improving the world’s economic landscape by changing the way small businesses access capital. We care intensely about each other, our company and the customers we serve, and are committed to making every day count.

The Senior Analyst of Sales Compensation will work closely with business leaders in Sales and other areas of the company to create incentive plans aligned with the business strategy. You will own the execution of incentive programs, including calculation of monthly commission payments. You will ensure proper governance and analyze results to ensure plans are delivering desired results.

As a Senior Analyst, Sales Compensation on the OnDeck Total Rewards team, you will:

• Consult with Sales and other business leaders to determine requirements and key drivers.
• Design incentive plans and complete back test analyses to ensure desired outcomes and determine cost impact.
• Evaluate market data and recommend base salary and targeted on-track earnings.
• Create new plans or modify existing plans in Performio system. Update system with changes, quotas and adjustments as necessary.
• Extract data from SalesForce and coordinate with Revenue Operations, sales management and SalesForce team as necessary.
• Process commission payments and coordinates with Payroll to ensure timely and accurate payments.
• Provide input into quota setting process and stays connected with changes in sales organization, finance targets and product changes.
• Analyze results of plan and provide reports back to management on plan effectiveness. Proactively recommend changes to align with business objectives and/or correct issues.
• Calculate accruals for accounting and maintains SOX controls and documentation.

Necessary qualifications for success:

• Experience – 3+ years developing and administering incentive plans, using a sales commission platform (Performio, Xactly, etc.), extracting reports from SalesForce or other CRM.
• Analytical – strong analytical skills, attention to detail and an ability to connect business strategy to results.
• Technical master – advanced excel skills including experience with functions, pivot tables, modeling, etc.
• Strong communicator – communicate effectively with managers and explain commission plans to team members. Ability to present to and influence business leaders. 
• Self-starter – organized, committed to meeting deadlines, and able to work independently.

Interested candidates should apply here: https://boards.greenhouse.io/ondeck/jobs/1889612

About OnDeck:

As the largest online small business lender in the U.S. and a leading online lender in Canada serving more than 700 different industries, we have been trusted by approximately 100,000 small businesses by providing them with financing to help them build growing and thriving enterprises. Since 2007, we’ve issued over $10 billion in capital.

Join us as we enable small businesses to achieve their goals.  At OnDeck, we’re reinventing small business financing. We care intensely about each other, our company and the customers we serve, and are committed to making every day count. We are small enough to be nimble and strong enough to make a big impact.

ROLE SUMMARY The Compensation and Benefits Manager is an integral part of the organization and is responsible for ensuring our compensation policies and benefit offerings are competitive with the market and meet the needs of current and future Emerald Expositions employees.
 
The Compensation and Benefits Manager serves as a trusted advisor to our People & Culture partners and business leaders to inform and execute our Total Rewards strategy. Utilizing data analytics, expert-level knowledge of the market and trends, and internal partnerships with Finance, Human Resources, and the CSuite, you will mature our benefits and compensation strategy to ensure our rewards remain equitable, competitive, and aligned with Emerald’s strategy and business goals. In addition to informing our overall reward strategy, this role owns the day-to-day administration of benefits and compensation plans, and will support ongoing reward and recognition projects to ensure Emerald continues to attract, retain, and motivate the best people. 
 
This position provides an opportunity for a strategic, hands-on, data-driven professional to influence significant change within our dynamic organization.
 
RESPONSIBILITIES Benefits
• Serve as administrator for benefit programs including medical, dental, vision, life, disability and other leaves of absence, flexible spending, commuter benefits, 401k, COBRA, and wellness programs • Lead annual plan renewal in conjunction with benefit vendors and broker, including integrating feedback from internal stakeholders, market research, and cost analysis into recommendations • Maintain expert level knowledge of trends and legal changes in the compensation and benefits, world with specific knowledge of regulations in the locations in which Emerald has employees (including California and New York City) to ensure plan and policy compliance • Serve as the main point of contact for employee inquiries related to compensation and benefits, including communication of relevant information and policies through trainings, intranet resources, and other means of internal communication  • Maintain accurate and current records in all relevant systems • Compile data to satisfy all mandatory state and federal benefits reporting 
Compensation
• Develop, administer, and maintain compensation and incentive programs including base pay, short and long-term incentives, sales compensation, executive compensation, and other forms of variable compensation
• Leverage analysis of internal metrics and external market survey data to inform annual budgeting, career planning, new hire offers, and merit rewards • Conduct job analysis to create and maintain job classifications and associated compensation ranges, including supporting diligence required to integrate acquired companies into existing pay structure • Compile reports to satisfy requests for compensation related data from C-Suite, Finance, HR, and other business leaders • Manage special projects related to compensation
 
REQUIREMENTS 
• 7+ years of compensation and benefits plan administration, with at least two years of functional ownership • Specific experience in the design and administration of sales incentive and executive compensation plans, with a strong understanding of the needs of a public organization • Research and analysis capabilities that support the creation of data-driven strategic recommendations • Clear, concise written and verbal communication skills that can flex to meet the needs of C-level executives, People & Culture team, Finance, and general staff • A diplomatic, professional approach to internal partnerships with an understanding of the interdependencies and data flow between relevant departments   • Working knowledge of ADP, Salesforce, and/or related HRIS and reporting tools
 
Interested candidates should submit a resume here:  https://emeraldexpo.applicantstack.com/x/detail/a226zsolvfkc. Please indicate where you heard about this role in your application. 
 
ABOUT EMERALD EXPOSITIONS At Emerald Expositions, we create experiences and events that delight and inspire. Emerald is a leading operator of business-to-business trade shows in the United States with a presence in multiple diversified industry sectors including sports, jewelry, photography, general merchandise, food, and hospitality & retail design. Our trade shows are complemented by industry analysis and market intelligence from our awardwinning publications and websites. Last year Emerald’s events connected over 500,000 executives, professionals, creatives, and entrepreneurs at more than 55 trade shows, as well as numerous other face-toface events.
 
Our team is comprised of over 500 innovators, creators, and influencers. We offer competitive rewards including a full suite of health and wellness benefits, flexible time off, and a generous parental leave policy. In addition, we have created an engaging, collaborative, and empowering work environment in each of our offices throughout the US. If you want to be challenged in an invigorating and dynamic environment where you can have a direct impact on the audience you support, you belong at Emerald.  

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