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Job Posting Cost
Posting a job is Free to Current AACA Members and costs $65 for non-members or expired members. If you are not a current member you can Pay online with Credit Card (go to the Join page and select Membership Level titled Non-Member Job Posting)  or mail a check to:

Atlanta Area Compensation Association
P.O. Box 1641
Roswell, GA 30077-1641

The job will be posted to the AACA website for 90 days after confirmation of receiving the funds.

Job Posting Instructions

For instructions on posting a job, click here

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  • November 11, 2019 2:51 PM | Anonymous member

    To Apply: https://careers.vmware.com/job/austin/director-global-compensation-consulting/1567/13142745


    Business Summary
    VMware’s Compensation model focuses on empowering people managers to be self-sufficient with compensation analysis and decision making.  The Compensation Consulting team focuses on two primary areas:  1/Business Consulting – working on strategic initiatives to assess and develop strategies and programs to address new business needs and 2/Management Consulting where Comp consultants provide more traditional comp analysis and program support to HR Management Partners to assist them in supporting their client groups. 

    • Manage portfolio of compensation projects including pay and bonus program consulting support, balancing resources to ensure the highest priority strategic work is tackled first while compliance and other standard work is managed appropriately
    • Collaborate with Comp Programs and Operations to drive change management initiatives holistically from the executive staff, HR Business and Management Partners, Managers, and employees.This includes aligning roles and responsibilities of various HR teams to provide leadership support as one unified HR team.
    • Partner with Exec and Equity Comp team to provide input to program development, and consulting back-up support
    • Provide comp consulting advice to top leadership team members based on deep subject matter expertise.
    • Provide guidance and expertise on sales commission plan design and other sales comp areas

    Job Role and Responsibility

    As a key member of the Global Compensation Team, this role reports to the Sr Dir, Global Compensation.   The incumbent will manage a team of about 7 located in Palo Alto, Austin, the UK, China and India.  In addition to collaborating with the Sr Dir, they will influence and partner with the leaders of Compensation Programs and Exec & Equity Compensation to drive strategy and roll-out compensation programs.

    Team Management

    • Provide direction, counsel, and set goals for career growth and development. Ensure team is appropriately cross-trained, staffed, and supported. Provide clarity on roles and responsibilities.
    • Keep current and share knowledge on key compensation trends; network with other companies and professional organizations to stay abreast of best practices and hot topics

    Key Leadership Project Work

    • Drive consulting standardization to deliver consistent, high quality strategic consulting work to the business
    • Partner with the Comp Management team to align the global comp team around key compensation philosophies and approaches to drive one consistent methodology
    • Lead and support compensation plan design and manage strategic comp projects to meet specific business and talent needs
    • Develop framework and approach to address Comp Consulting for M&As. Provide support for some key M&A activities; manage team members to provide support for M&A activities
    • Provide key input and analysis (directly and through the team) for the design of global compensation programs (base salary, bonus, and spotlight award program)
    • Collaborate with Compensation and HR leadership to support the creation of compensation program and budget proposals for Finance leadership.
    • Support VMware’s equitable pay strategy via engaging and communicating with HR Management Partners and business leaders/ managers

    Required Skills

    • B.S. degree in Business or related area
    • 8+ yrs of progressive global compensation management as well as people management
    • Strong understanding of HR, Commissions, and Finance business processes
    • Track record of influencing at the executive level
    • Demonstrated ability to evaluate, design and recommend market competitive programs aligned to business strategy
    • Extensive experience with compensation survey and consulting firms
    • Outstanding analytical and solid financial and compensation modeling skills
    • Strong team orientation with collaborative style, which engages stakeholders and leads to good business decisions
    • Excellent listening and communication skills, with the ability to articulate and distill complex issues
    • Ability to manage change effectively always mindful of technology and business processes implications
    • Ability to motivate direct reports and others by providing an environment that promotes individual growth and reinforces company values and culture

    Preferred Skills

    • Masters or advanced degree
    • Experience with managing a global team

      This job requisition is not eligible for employment-based immigration sponsorship by VMware.
      This position is open to relocation, and will be based in Austin, TX

    VMware Company Overview: VMware, we believe that software has the power to unlock new opportunities for people and our planet. We look beyond the barriers of compromise to engineer new ways to make technologies work together seamlessly. Our cloud, mobility, and security software form a flexible, consistent digital foundation for securely delivering the apps, services and experiences that are transforming business innovation around the globe. At the core of what we do are our people who deeply value execution, passion, integrity, customers, and community. Shape what’s possible today at http://careers.vmware.com.

    Equal Employment Opportunity Statement: VMware is an Equal Opportunity Employer and Prohibits Discrimination and Harassment of Any Kind: VMware is committed to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment. All employment decisions at VMware are based on business needs, job requirements and individual qualifications, without regard to race, color, religion or belief, national, social or ethnic origin, sex (including pregnancy), age, physical, mental or sensory disability, HIV Status, sexual orientation, gender identity and/or expression, marital, civil union or domestic partnership status, past or present military service, family medical history or genetic information, family or parental status, or any other status protected by the laws or regulations in the locations where we operate. VMware will not tolerate discrimination or harassment based on any of these characteristics. VMware encourages applicants of all ages. Vmware will provide reasonable accommodation to employees who have protected disabilities consistent with local law.


  • October 18, 2019 8:47 AM | Anonymous member

    JOB DESCRIPTION: Serves as the front-line consultant to Emory Healthcare operating units, providing technical guidance / support for compensation practices, including, but not limited to base pay and job design. Responds to internal client inquiries, including, but not limited to: ad-hoc market pricing requests, analysis of compensation issues, classification requests, special analyses, etc. Collaborates with operating/business unit leadership and HR management to assess and understand unique business needs; formulates appropriate alternatives and solutions that meet Emory Healthcare policy and unit need. Assists in developing and implementing compensation strategies. Designs and delivers requisite information pertaining to salary administration including internal equity analysis, market analyses, etc. May price jobs in the external labor market, based on job content. Builds financial and costing models. Independently manages small and mid-sized projects Designs and implements a communication strategy designed to maximize compensation knowledge of business unit needs. Benchmarks compensation practices to peer institutions as needed. May monitor macro and microeconomic trends related to human resource management, the labor market, and pay practice trends. Performs related responsibilities as required.

    MINIMUM QUALIFICATIONS: Bachelor's degree in Business Administration, Finance, Accounting, Human Resources Management, or a related field. Three years of professional HR experience, with one years in compensation administration or HR consulting.


    Email Resumes to: caryn.cole@emoryhealthcare.org

  • October 14, 2019 5:22 PM | Anonymous member

    NAPA is looking for a wonderful talent to join our NAPA (Automotive Parts Group) team as a Senior Compensation Analyst to support not only our Headquarters Teams, but also all our NAPA field locations.

    The Role:

    Do you like to provide compensation analysis and support for employees? How about planning, developing, and implementing new and revised compensation programs to attract, retain, and motivate employees? If your answer is yes, then this is the perfect role for you! You will develop and analyze reports related to all forms of employee compensation, demographics, turnover, and other HR related areas and then use this data to recommend a course of action. You will provide support for headquarters and in NAPA field locations for base pay, short term incentives, the performance management process, and the administration of the annual merit increases.

    This is the right opportunity for you if:

    Enjoy a culture where “No 2 days are the Same”

    Love all things compensation and data/solutions are exciting to you

    Building and analyzing reports are easy for you

    Are able to work across many departments (field locations & headquarters team)

    Enjoy finding a better way to do things and awesome solutions!

    What you’ll be doing:

    Ensure the Automotive Parts Group programs are consistently administered in compliance with company policies, internal controls and government regulations.

    Manages all market pricing activities using Market Pay, develops recommended salary ranges for new hires and promotions, and communicates the recommendation with the hiring manager and/or HR Managers.

    Interprets, researches, resolves compensation issues and advises HR Managers/Directors on compensation policies.

    Responsible for modeling and cost analysis related to updates to pay ranges including hourly pay progressions scales. Analyzes competitiveness of pay ranges/rates to market data and local conditions. Provides recommendations related to minimum wage increases.

    Manages and provides support for the annual salary planning, performance management, and goal-setting processes within the TalentQuest tool. Collaborates with systems administration to ensure data feeds are accurate, trains employees and field administrators on system functionality, and participates in future functionality development efforts as needed.

    Serves as administrator for the automated pay progressions in PeopleSoft. Monitors for rates that are outside of the standard and partners with local HR to resolve. Troubleshoots system issues and works with the ESC and Payroll teams when necessary to resolve issues.

    Partner in the design, development and implementation of automated solutions around compensation processes. Serve as subject matter expert for the compensation function.

    Design training and job aides to educate local HR on new compensation policies and procedures.

    Assists with the review of bonus plans and the development of recommended changes to plans which may include targets, metrics, etc. Provide support with the cost analysis of any recommended changes.

    Responsible for the creation and electronic distribution of bonus templates for headquarters employees. Tracks new hires, promotions, transfers, and terminations and sends updated plans as required.

    Completes the initial calculation of annual bonus payments based on financial results. Partners with Finance to obtain approval and with Payroll for processing of payments.

    Maintains official copies of all field bonus templates. Revises templates as necessary based on plan changes. Communicates with the field on all updates to the templates. Ensures latest templates are available on company intranet site.

    Partner with the Employee Service Center to request and modify job codes.

    What you’ll need:

    4 -7 years’ experience working as a Compensation Analyst

    Bachelor’s Degree, or equivalent experience, required.

    Demonstrated success in working with clients to define compensation need, generating result, and delivering solution.

    Previous experience with online market pricing tool.

    Excellent HRIS (preferably PeopleSoft) skills, particularly with queries

    Expert excel skills required and must be proficient with other MS Office Products: Word, PowerPoint, and Outlook.

    Direct experience with analyzing large, complex data sets and interacting with relational databases. Ability to develop recommendations to management levels.

    Adaptable, resourceful and able to work in fast moving environment.

    Excellent verbal, written communication skills and strong attention to details.

    Ability to deal with multiple issues simultaneously with a sense of urgency and to work effectively in ambiguous situations while maintaining a positive attitude

    Ability to work independently with minimal direction/supervision.

    Must maintain confidentiality, discretion, and integrity

    Work performed in a typical office environment and no travel is anticipated

    Next Steps:

    Please contact Michelle Pagano  (Michelle_pagano@genpt.com) if interested.

    We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.


  • October 10, 2019 7:30 PM | Anonymous member

    REMOTE OPPORTUNITY - or paid relocation to San Antonio, Texas

    Company:  USAA  www.usaa.com/careers (search "Compensation Advisor Senor - Variable Pay"

    contact:  andrea.marriott@usaa.com


    Senior Compensation Advisor – Variable Pay


    Purpose of Job
    Responsible for the design, assessment, implementation and/or administration of total compensation programs, practices and policies. Ensures alignment with the total rewards philosophy and HR strategy. Provides guidance and solutions (Executive and/or Non-Executive) covering a wide range of compensation areas including salary structure, base pay administration, short-term and long-term incentive pay administration, and salary guidance. Partners with HR Business Partners regarding administration and management of compensation programs.

    Job Requirements Provides advanced knowledge and guidance in the design, assessment, implementation and/or administration of compensation programs, practices and policies (Executive and/or Non-Executive).


    • Proactively identifies and analyzes organizational trends, market data, and industry practices to identify root causes and address compensation issues.

    • Advises senior leadership and HR Business Partners on compensation programs, practices and policies (Executive and/or Non-Executive) to ensure market competitiveness, strategic alignment and legal compliance.

    • Consults with HR and business stakeholders.

    • Provides guidance, oversight, and communication on compensation programs, practices and policies as well as the total rewards philosophy and strategy.

    • Serves as a coach to peers and team members and acts as a resource for escalated issues of an unusual nature.

    • Leads compensation projects and initiatives with an enterprise-wide impact.

    • Represents Compensation in cross-functional teams.

    • Coordinates with key stakeholders for the development and implementation of systems and processes which support compensation projects and initiatives.

    • Develops learning resources and conducts training to educate management and employees on compensation-related programs, practices and policies, ensuring compliance with legal standards and strategic alignment.

      Minimum Experience


    • Bachelor's degree required (OR 4 additional years of related experience beyond the minimum required may be substituted in lieu of a degree.)

    • 6 or more years of work experience in compensation discipline, or related experience in HR, Finance, or business sales operations to include general business consulting/analysis experience or business management experience, and developing knowledge of relevant compensation and/or HR laws.

    • Advanced knowledge of Microsoft Office products and other software to be used to develop analysis, charts, and/or supporting documentation.

      *Qualifications may warrant placement in a different job level*

      When you apply for this position, you will be required to answer some initial questions. This will take approximately 5 minutes. Once you begin the questions you will not be able to finish them at a later time and you will not able to change your responses.

      Preferred


    • Incentive compensation plan design and compensation consulting experience.

    • Financial Services / Banking Industry

    • Experience modeling and analyzing potential changes to compensation & processes that provide insight into the impact on business objectives & alignment of metrics.

    • Ability to synthesize data from different sources and provide insightful analysis and recommendations to Executive Leadership.

    • Risk, compliance and/or audit governance experience.

    • Program/Project management experience within large, complex organizations.

    • Communications/change management experience.

    • Financial Services Industry experience to include banking, investment or insurance.

    • CCP (Certified Compensation Professional) designation

      The above description reflects the details considered necessary to describe the principal functions of the job and should not be construed as a detailed description of all the work requirements that may be performed in the job.

      At USAA our employees enjoy one of the best benefits package in the business, including a flexible business casual or casual dress environment, comprehensive medical, dental and vision plans, along with wellness and wealth building programs. Additionally, our career path planning and continuing education will assist you with your professional goals.

      Relocation assistance is available for this position.



  • October 09, 2019 8:52 AM | Anonymous member

    Email Resumes to: Eric.Jahnke@invesco.com


    Job Purpose   


    This role will be responsible for providing support to the design and development of compensation programs and initiatives that advance the business strategy across the organization.  This role conducts advanced analysis and modeling of investment and commission plans, as well as executive compensation analysis.  This role is responsible for implementing best practices in analytics and compensation processes. 

     

    Key Responsibilities / Duties

    1) Lead the Compensation team’s survey submission process, working with our market data vendors

    2) Lead or contribute to survey submissions and ongoing market-pricing efforts 

    3) Provide consultation to HR Business Partners on compensation related maters 

    4) Create presentations suitable for executive level review 

    5) Create and update financial models to support incentive plan modeling, budgeting and executive compensation 

    6) Recommend solutions to more complex compensation issues with senior team members 

    7) Implement best practices in analytics and compensation processes 

    8) Act as a valuable team member during the annual compensation cycle review, remaining flexible and taking on additional responsibilities as needed.  Possess ability to model compensation outcomes during in-person meetings with senior leaders. 

    9) Conduct analysis for compensation and related topics across multiple businesses globally 

    10) Own or become a proficient user of compensation technology including systems for compensation planning, market pricing and employee data management 

    11) Lead ongoing and ad hoc compensation-related initiatives/projects 

     

    Work Experience / Knowledge

    1) 3-5+ years of experience as compensation analyst or similar analytical role 

    2) Experience in advanced analytics, technology and/or project management a plus 

    3) Experience in roles where you must work quickly and accurately under tight deadlines 

    4) Experience in creating financial analysis and modeling 

    5) Experience in creating presentations and presenting to colleagues or management 

    6) Experience in a global environment a plus 

    7) Compensation/HR subject matter knowledge

    8) Advanced Excel and PowerPoint skills 

    9) Experience using data visualization tools a plus (Tableau/Power BI)

     

    Skills / Other Personal Attributes

    1) Ability to work quickly and accurately under tight deadlines 

    2) Strong communication and interpersonal skills 

    3) Analytical mind-set and excellent attention to detail 

    4) Strong project planning and execution skills 

    5) Comfortable with ambiguity and the ability to adapt to change 

    6) Able to successfully work on a matrix, global HR team 

    7) Able to balance a varied workload, deal with conflicting priorities and demonstrate flexibility where required 

     

    Formal Education

    1) Bachelor’s degree or equivalent work experience required 

     

    License Registration/Certification

    1) CCP or similar certifications preferred 

     

     Working Conditions

    1) Normal office environment with little exposure to noise, dust and temperatures. 

    2) Hours may include evenings and/or weekends during year-end process 


    Email Resumes to: Eric.Jahnke@invesco.com

  • October 08, 2019 10:16 PM | Gregory Laney

    About IHG

    Bringing True Hospitality to the world.

    We want to welcome you to a world of bringing True Hospitality to everyone. When you join us at IHG®, you become part of our global family. A welcoming culture of warmth, honesty and a passion for providing True Hospitality.

    We pride ourselves on letting your personality and passions shine, recognizing the individual contribution you make and supporting your ambition to learn and create your own career path. In making a difference to our guests and owners, colleagues and communities, every day is a chance to create great and unique experiences, in your own way.

    With over 370,000 colleagues in nearly 100 countries sharing our values, there’s countless opportunities at your fingertips.

    We’re growing; grow with us.

    Your day to day

    Job Summary

    Manage and develop key Incentive and Planning systems and processes  to ensure KPO achievement. Analyze and identify trends in performance and implement necessary action plans to maximize processes and efficiency for stakeholders. Position is responsible for design, implementation, administration, data integrity, communication, and training oversight to ensure uninterrupted and accurate operations. 

    Essential Duties and Responsibilities

    • Oversees all aspects of Global Sales incentives and annual planning process (aka target setting, aka goal setting). Review current global sales processes, examine operational reports and develops and implements specific action plans to improve operational performance from areas of shortfall identified. Direct processing, tracking and resolution of customer queries.
    • Ensure the improvement of targets for key drivers supporting overall activities whilst supporting Quality Assurance standards and procedures and Audit compensation processes.
    • Responsible for the development and enforcement of standards and procedures necessary to properly control and manage sales incentives and sales planning.
    • Responsible for the data integrity and migration of data from associated systems to the Global Sales data-mart as relates to sales incentives and sales planning.
    • Responsible for coordinating access and use of system data and assuring consistent compliance with access security standards across all sources of systems data.
    • Define process change scope to match needs and assess opportunity areas, impacts and issues associated with process change.
    • Participate in the development and implementation of the Global Sales incentive plans, Global Sales Incentive Trip, Annual Sales Planning and related strategies & systems as a member of the Team in order to contribute to the achievement of Global Sales’ short and long -term goals.
    • Ensure the optimization of processes through ongoing analysis of relevant metrics, shrinkage and implementing specific action plans in all areas of shortfall.
    • Proactively seek new ways to improve existing processes collaborating with regional sales operations counterparts in other regions, Sales and Marketing, Compensation & Benefits, Legal and HR contacts in order to evaluate and introduce best operational practices.

     What we need from you

    Education 

    Bachelors Degree in Business Administration, Organizational Development or an equivalent combination of education and work related experience.

    Experience 

    6 to 10 years progressive work-related experience with demonstrated proficiency in multiple disciplines/processes related to the position including 3-5 years managing sales incentive and annual sales performance planning.

    Technical Skills and Knowledge 

    • Sales Incentive certification through a recognized institution or association
    • Demonstrated proficiency in analyzing business trends and performance
    • Demonstrated knowledge of sales incentive plan design
    • Demonstrated knowledge of the sales incentive and planning tools (Xactly and Anaplan preferred)
    • Demonstrated operational expertise in organizing, planning and executing systems and processes.
    • Demonstrated knowledge of Quality Control and Assurance guidelines.
    • Demonstrates effective verbal and written communication skills for the purpose of providing information to clients, vendors and/or staff.

     

    What we offer

    We’ll reward all your hard work with a great salary and benefits – including great room discount and superb training.

    Join us and you’ll become part of the global IHG family – and like all families, all our individual team members share some winning characteristics. As a team, we work better together – we trust and support each other, we do the right thing and we welcome different perspectives. You need to show us you care, that you notice the little things that make a difference to guests as well as always looking for ways to improve - click here to find out more about us.

    Apply on our site:  https://careersearch.ihg.com/en/all/all/job-details-page?jobNumber=R174127&locale=en-US

    IHG is an equal opportunity employer: Minorities / Females / Disabled / Veterans

  • September 19, 2019 9:19 PM | Anonymous member

    Job Purpose: Analyze and resolve business issues related to compensation program development and administration. Confer with client groups proactively across campus in identification of issues and development of recommendations for resolution. Provide support in development or redesign of compensation processes and lead small or portions of large compensation projects.

     

    Major Responsibilities:

    • Provide compensation consulting to client business units for staff job evaluations, salary changes, re-organizations, job descriptions, independent contractor reviews, working titles, large scale market studies, and other staff classification and compensation issues. Identify core issues, collect and analyze any pertinent data, identify policy, compliance, and business issues and make recommendations on addressing those issues.
    • Build and maintain relationships with client HR and management contacts and learn the business needs of each client area.
    • Maintain sound practices in pricing jobs and developing a pay for performance culture.
    • Consult with leaders and managers to help solve workforce issues. Present the tools and training to key constituents of the Institute, enabling the leaders to own more of the process and decisions. Research and resolve unique situations related to staff, temporary, student, and/or faculty pay.
    • Develop and lead Compensation projects across the Institute. These projects may not be limited to the client base and may not be limited to staff positions Participate and provide analysis for data audits as needed.
    • Recommend changes to processes and policies. Provide analyses and supporting documentation for proposals to top management including merit increases and structure adjustments. Implement policy and practice decisions, including facilitating the merit increase process with client groups. Keep salary administration software up to date which may include participating in salary surveys.
    • Remain aware of larger market trends in the industry as well as the compensation field.
    • Partner with other areas of Human Resources to meet client needs.
    • Perform other related duties as assigned.

    Basic Qualifications:

    • Education: Bachelor's degree or equivalent combination of education and experience
    • Work Experience: Three to five years of  Compensation experience
    • Certifications: N/A
    • Skills: This position requires advanced knowledge of compensation program administration. This includes skills in compensation data acquisition, analysis, and data management. Additionally, skills in consulting practices and processes; problem solving; and, policy review, development and interpretation are required as is use of office and spreadsheet computer applications, human resources management system tools and maintenance of various databases. Strong skills in intermediate Excel including creating formulas, charts, and reports. Knowledge of applicable regulations including DOL and IRS rules.

    Qualifications

     

    Preferred Qualifications:

    • Preferred Education: Master's Degree in Human Resources or Business or related field
    • Preferred Work Experience: Three or more years in roles dedicated to compensation analysis or consulting for broad based base pay plans
    • Preferred Certifications: Certified Compensation Professional (CCP) or other compensation development/certification
    • Preferred Skills: Advanced Excel skills including pivot tables and Vlookup functions. Experience in compensation in a large complex organization. Experience in a consulting environment for compensation and/or general HR. Experience with PeopleSoft HCM and Payfactors or other survey management software.

    Additional Information: N/A


    Impact & Influence: This position will interact on a consistent basis with: management and staff in Compensation, Total Compensation team, internal HR divisions, HR Representatives, hiring managers, other Institute leaders. This position typically will advise and counsel: management and staff in Compensation, internal HR divisions, HR Representatives, hiring managers, other Institute leaders. This position will supervise: N/A.

     


    Job

    Administration

    Primary Location

    Georgia-Atlanta

    Organization

    Human Resources

    Job Posting

    Sep 4, 2019, 1:46:18 PM

    Hiring Range

     $60,000.00 - $70,000.00

    Schedule

    Full-time


  • September 17, 2019 9:21 PM | Anonymous member

    Emory University seeks a Compensation Analyst to support compensation practices associated with base pay and job design. 

    • Classifies jobs using market data and internal benchmarks. 
    • Writes and updates job descriptions.  
    • Assists in the preparation of market analyses to recommend market adjustments for specific jobs. 
    • Designs and analyzes reports to support compensation administration.  
    • Compiles data to recommend appropriate course of action relative to compensation policies and practices.  
    • Assists in determining appropriate sources of salary survey data. 
    • Participates in special projects related to effective salary administration.  

    MINIMUM QUALIFICATIONS: 

    • Bachelor's degree in business administration or a related field.
    • Two years of business, human resources, data analysis or related experience. 
    • Experience as a Compensation Analyst strongly preferred. 
    • Excellent verbal and written communication skills. 

     Use the link below to view the details and apply:

    https://staff-emory.icims.com/jobs/43414/compensation-analyst/job


  • August 30, 2019 1:02 PM | Anonymous member

    GBA Overview:  In addition to a competitive salary and career growth opportunities, the Georgia Building Authority (GBA) offers a generous benefits package, which includes employee retirement plan (including a 401(k) plan with up to 3% employer matching); paid holidays annually; vacation and sick leave; health, dental, vision, legal, disability, accidental death and dismemberment insurance, healthcare and child care flexible spending accounts.

     

    Position Description:  Under general supervision, the HR Specialist (Classification & Compliance), will conduct research related to federal law, state law, and State Personnel Board Rules to assist with revisions to internal policies and standard operating procedures, to include editing and formatting. The HR Specialist will also be responsible for managing job analysis and making position classification recommendations. The incumbent will maintain positive working relationships with GBA/GSFIC/SPC leadership by assisting with the alignment of HR policies with business objectives by helping to anticipate, assess, and address HR-related needs with strategic and/or innovative solutions. This position also performs other related duties as assigned.

     

    Minimum Qualifications (Agency Specific):  Bachelor's degree from an accredited college or university AND Two years of related experience in human resources OR One year of experience required at the lower level HR Spec 1 (HRP020) or position equivalent.  Note: An equivalent combination of education and job specific experience that provided the knowledge, experience and competencies required to successfully perform the job at the level listed may be substituted on a year-over-year basis.

     

    Preferred Qualifications:

    • HRCI and/or SHRM certifications or other relevant certifications

    • One or more years of experience with PeopleSoft HRIS

    • One or more years of experience working in the public sector in an HR role

    • One or more years of experience working in the private sector in an HR role

    • One or more years of experience supporting multiple business clients in a Human Resources capacity

    • One or more years of experience conducting research and compiling data to produce reports

    Hiring Salary Range:  $40,000.00 - $50,000.00 


    To Apply:  

    Email resume in Microsoft Word or PDF format to:  spohr-email@spo.ga.gov with the following in the subject line of your email:  HR Specialist (Classification & Compliance)


    This position is subject to close at any time once a satisfactory applicant pool has been identified.




  • August 28, 2019 10:12 AM | Crystal Hodges (Administrator)

    Hiring Salary: $51,314.00

    STATE PROFILE SUMMARY: Under limited supervision, performs various human resources services in support of the agency.

    JOB RESPONSIBILITIES:

    • ·        Job & Staffing Analysis
    • ·        Interview Selection Process (Posting job vacancies, pre-screening, interviewing, selection, and job offers) for multiple assigned offices.
    • ·        Compensation studies for individual jobs or job families.
    • ·        FLSA Reviews and other special projects
    • ·        Provides HR-SME support to the assigned districts.
    • ·        Develops and presents reports on specific job classification and compensation,
    • ·        Assists the assigned offices with their staffing needs; facilitates at interviews ensuring that all human resources compliances and best practices are followed.
    • ·        Collects market data for specific job families providing support for classification and compensation decisions.
    • ·        Develops, reviews and upgrades job descriptions.
    • ·        Attends and/or presents at meetings with hiring managers and other leadership personnel in various offices as it pertains to workforce planning, classification, compensation and other related HR issues.

    MINIMUM QUALIFICATIONS

    The selected candidate must meet the advertised minimum qualifications to include State Entry Qualifications as well as Agency Specific Minimum Qualifications.

    STATE ENTRY QUALIFICATIONS:

    • ·        Bachelor’s degree from an accredited college or university AND Two years of related experience in human resources.
    • ·        OR…One year of experience at the lower level (HRP020) or position equivalent.

    NOTE: Only the State Entry Qualifications allow for an equivalent combination of education and job specific experience that provided the knowledge, experience, and competencies required to successfully perform the job at the level listed, maybe be substituted on a year for year basis.

    AGENCY SPECIFIC QUALIFICATIONS:

    • ·        Bachelor’s degree from an accredited college or university in Human Resources or a Public  Administration Degree with emphasis on HRM or HRD, AND Two years of professional-level human resources experience
    • ·        OR Six years of professional level human resources experience. NOTE: This Six years of “experience” option, must include: market data collection, classification and compensation job studies, workforce planning, job analysis, and working knowledge of FLSA exempt/nonexempt regulations and making presentations of such reports to leadership.
    • ·        Two years of experience interpreting human resources policies, processes, and practices
    • ·        Intermediate – Expert Proficiency in using Microsoft Office, specifically with Excel spreadsheets

    AGENCY REQUIRED COMPETENCIES (KSAs)

    • ·        Excellent communication and interpersonal skills
    • ·        Ability to successfully build relationships with peers to be viewed as a trusted resource for advice and guidance.
    • ·        Ability to make sound and well-informed decisions with strong analytical problem solving and critical thinking skills.
    • ·        Excellent facilitation skills and experience making presentations.
    • ·        Ability to act objectively while coaching employees and leaders through issues that are complex, difficult, or sensitive in nature.
    • ·        Excellent customer service skills coupled with the diplomacy and professionalism
    • ·        Presents a professional image at all times.

    AGENCY PREFERRED QUALIFICATIONS:

    • ·        Bachelor’s degree in Human Resources and Three years human resources experience specifically in the area of the classification and compensation of jobs.
    • ·        W@W-CCP Certification or SHRM CP certification

    AGENCY PREFERRED COMPETENCIES (KSAs)

    • ·        Proficient in project management from idea to implementation thru evaluation.
    • ·        Proficiency in using PeopleSoft HRMS or equivalent employee management software.
    • ·        Proficiency in using TGC (Team Georgia Careers) or equivalent electronic job posting board
    • ·        Ability to adapt to changing priorities in a goal based and/or deadline driven work environment.


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