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Directs the planning, development, and implementation of the pay practice area of compensation, usually defined as direct pay including wage, salary, incentive, and executive compensation. Plans, designs, implements, maintains, and administers compensation programs. Typically reports to Human Resources Top Officer and supervises Compensation Manager.: Supervises staff of analysts. Prepares reports for management. Prepares and approves incentives and incentive plan formats. Works with management to achieve corporate goals. Ensures compliance with all legal requirements.

Global Network Manager

Manages the voice and data global network applications and infrastructures supporting the business of the organization, as the technical leader and subject matter expert, providing leadership, vision, and direction in order to support the organization’s business objectives. Leads, designs, implements, and supports all deliverables for the critical global voice and data network infrastructure, managing teams over multiple global geographies.: Interfaces with Global IT Directors and Managers on the strategic direction of the applications and infrastructures. Provides tactical information technology advice to staff, and examines the ramifications of new and existing technologies. Proposes strategic initiatives to senior IT management. Works proactively in satisfying the development and implementation of tools and technologies to improve efficiency and provide costs reductions to the program while supporting annual growth for the business. Leads production network development and implementation of new sites and customer additions as well as requested changes to the network including network monitoring, network modeling, network analysis, firewall rules, routing changes, Domain Name System/Active Directory (DNS/AD) environment, etc. Leads role in collaboration with organization partners to achieve required end state including adherence to hardware, software, and security standards. Collaborates with multiple project teams to ensure adherence to and consistency with the organization’s architecture principals. Performs capacity planning and manages follow-up implementation of increasing/decreasing capacities. Submits budgetary requests, sets performance standards, conducts employee performance appraisals, and participates in hiring, firing, and disciplinary actions.

Director Compensation & Benefits

Directs both the compensation and benefits functions for larger organizations, including participating in the design of plans and the hiring and termination of key employees. Typically reports to Human Resource Top Officer and Compensation & Benefits Manager reports to this position.: Provides annual salary action plans. Oversees qualified retirement plan participation. Supplements qualified plan benefits with non-qualified and administers those programs. Assists in the accounting for insurance funded plans. Administers stock option plans. Administers long-term incentive plans with equity characteristics such as long-term bonuses, restricted stock, stock appreciation plans, etc. Participates in the relocation of key personnel.

Manager Compensation & Benefits

Manages and evaluates both the compensation and benefits functions for organizations, including participating in the design of plans, hiring, salary and incentive, job evaluation, performance appraisal, life and health insurance, disability, and pension and profit sharing programs. Provides annual salary action plans. Typically reports to a director and may have supervisors reporting to this position.: Oversees qualified retirement plan participation. Supplements qualified plan benefits with non-qualified and administers those programs. Assists in the accounting for insurance funded plans. Administers stock option plans. Administers long-term incentive plans with equity characteristics such as long-term bonuses, restricted stock, stock appreciation plans, and the like. Participates in the relocation of key personnel. Reviews current programs and develops and executes needed new programs.

Supervisor Compensation

Supervises the pay practice area of compensation, usually defined as direct pay including wage, salary, incentive, and executive compensation. Analyzes wage and salary practices, and recommends changes to the current program to maintain competitiveness in the marketplace. Typically reports to manager level and supervises professional staff of analysts.: Prepares reports for management. Prepares and approves incentives and incentive plan formats. Participates in creation and implementation of variable pay, promotion, and merit rating programs. Ensures adherence to established organization policies and makes recommendations for change as appropriate. Ensures programs and policies are in compliance with all State and Federal laws and regulations. May assist manager in developing, implementing, and maintaining a job evaluation and merit program. May oversee wage and salary survey data collection and recommend changes based on analysis. May assist in conducting performance reviews. May also participate in employee benefits program.

Disability Work Compensation Claims Specialist

Reviews, analyzes, investigates, makes liability decisions and approves the release of benefit payments up to authorized levels on initial, continued and reopened claims.: Independently reviews simple to complex claims for adjudication purposes. Evaluates new and ongoing claims to determine liability according to contract provisions, medical evidence, and vocational evidence and duration contract guidelines. Performs periodic follow-up to determine continuing existence of a disabling condition. Analyzes documentation and summarizes data gathered from a variety of sources. Responds to telephone and written inquiries from claimants, attorneys, physicians and policy holders. Updates and maintains accurate records. This position typically requires knowledge of case law and state worker’s compensation laws. A minimum of three years of claims adjudication experience is typically required.

Analyst Compensation

Collects, analyzes, and prepares wage and salary data to facilitate compensation and management functions of organization. Consults with management to determine type, scope, and purpose of analyses. Evaluates executive and non-executive positions. Responsibilities are of a professional level, typically requiring a four-year degree and an understanding of both compensation theory and practice. Excludes paraprofessional positions.: Works with computer or other analytic tools. Prepares reports and analyses. Works with other analysts and supervisors to complete assigned project work. Studies current organizational wage and salary data, and compiles reports, organization and flowcharts, and other information. Collects and analyzes occupational data, such as physical, mental, and training requirements of jobs and workers and develops written summaries, such as job descriptions, job specifications, and lines of career movement. Audits and recommends changes to salary structures and position classifications. Utilizes developed occupational data to evaluate or improve methods and techniques for recruiting, selecting, promoting, evaluating, and training workers, and administration of related personnel programs. Reviews wage and salary adjustments for conformance to policy. May observe jobs and interview workers and supervisory personnel to determine job and worker requirements.

Compensation Consultant

Provides consultation and technical and analytical support to organization or client management on all compensation related issues including market reviews, surveys, evaluations, and structure design. Creates compensation and rewards strategies and programs that support the organization's business, address concerns, and meet requirements. Manages projects on a broad spectrum of compensation issues, including rewards strategy, base pay, variable pay, short- and long-term incentives, market data analysis, and executive compensation. Performs competitive pay analyses, benchmarking pay against the competitive market using regression analysis, market survey data, and proxy disclosures.: Interfaces with management on broad human resource and reward issues, identifying current and future needs while pursuing new or expanded work with them. Understands market trends in relation to total compensation and rewards issues and contributes to shaping the direction of the organization. Maintains fluency in various forms of incentive compensation vehicles including an understanding of option pricing models, tax and accounting treatments, plan documents, and dilution calculations. Understands and interprets financial statements, various business performance metrics, and tax codes. Interprets complex information such as SEC regulations, proxy disclosures, FAS 123R, 10k annual report analysis, etc. Creates models to analyze the cost and financial impact of proposed plan designs. Prepares exhibits, charts, graphs and tables for requested reports and other deliverables.

Compensation Director

Compensation Manager

Manages compensation program, which may include incentive and executive compensation. Directs development and application of techniques of job analysis, job descriptions, evaluations, grading, and pricing in order to determine and convert relative job worth into monetary values to be administered according to pay-scale guidelines and policy. May report to Director of Compensation and Compensation Supervisor may report to this position.: Prepares and approves incentives and incentive plan formats. Works with management to achieve corporate goals. Analyzes company compensation policies, government regulations concerning payment of minimum wages and overtime pay, prevailing rates in similar organizations and industries, and agreements with labor unions, in order to comply with legal requirements and to establish competitive rates designed to attract, retain, and motivate employees. Recommends compensation adjustments according to findings, utilizing knowledge of prevailing rates of straight-time pay, types of wage incentive systems, and special compensation programs for professional, technical, sales, supervisory, managerial, and executive personnel. Approves merit increases permitted within budgetary limits and according to pay policies.

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