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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

  • April 18, 2016 1:08 PM | Deleted user

    Neenah is a publicly traded leading global specialty materials company, focused on premium niche markets that value performance and image.  Key products and markets include advanced filtration media, specialized performance substrates used for tapes, labels and other products, and premium printing and packaging papers.  The company is headquartered in Alpharetta, Georgia and its products are sold in over 80 countries worldwide from manufacturing operations in the United States, Germany and the United Kingdom.

     

    ROLE:  Compensation Manager – Opportunity to be a leader in the design, development and communication of Neenah’s total rewards strategy.  A key member of the team who will provide compensation expertise to the company’s senior leaders.  Along with the compensation design, the responsibilities of this role also include: administration of annual and variable incentive plans, equity compensation, annual compensation cycle, salary administration, job analysis and evaluation, as well as management of compensation data, tools and completion of compensation surveys.

     

    The incumbent will also work in conjunction with the benefits manager on administration and delivery for all Neenah compensation and benefit programs.

     

    RESPONSIBILITIES:

    1. Leader in the Design and Implementation of Compensation Programs – Be a leader in compensation design and implementation of base, incentive and executive pay programs.

       

    2. Management of Employee Compensation – Lead in the selection and evaluation of equity and incentive compensation vendors to provide best in class service. Provide accurate management and administration of employee compensation plans/programs including, but not limited to, the salaried incentive plan, equity plan, job evaluation/slotting, and the effective implementation of changes to these benefits.

       

    3. Provide Clear, Effective and Timely Compensation Communications to all Participants – Provide leadership to ensure communication programs and materials assist employees in appreciating the value of the Company’s compensation and benefit programs.

       

    4. Actively Support Mission to Provide a Competitive Compensation & Benefits Package – Provide delivery of employee compensation and benefits that are competitive in our comparator group and help attract, develop and retain the best people and foster an environment which motivates a diverse team to fully use its capabilities in achieving desired business results.

       

    5. Support all Human Resource and Employee Compensation Functional Needs in an Open, Effective and Collaborative Manner – Contribute as a team member to the Human Resources function to assure a consistent message to customers, unity of purpose, professionalism, openness, effective listening skills and timely delivery of services to assist in the accomplishment of all established HR objectives.

       

      Qualifications

      Bachelor's Degree in Finance, Mathematics, Business Administration, Human Resource, or related area plus at least 5 -10 years of increasing employee compensation management experience.

        

      Technical Skills Required

    • Certified Compensation Professional (CCP) designation preferred. 

    • Excellent analytical, organizational, problem resolution, verbal and written communication skills

    • Ability to work effectively in a team environment

    • Strong interpersonal, organizational, problem resolution, presentation, verbal and written communication skills

    • Ability to work effectively in a rapid-paced environment

    • A high degree of confidentiality and organizational sensitivity

    • Assertiveness in dealing with sensitive employee issues and outside vendors

    • Working knowledge of, or aptitude to quickly learn FLSA, base salary analysis, incentive plans, equity plans, deferred compensation plans

    To apply for this position, please submit your resume to human.resources@neenah.com.


    Neenah Paper, Inc. is an Equal Employment Opportunity (EEO) employer, It is the policy of the Company to provide equal employment opportunities to all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran or disabled status, or genetic information.


  • April 13, 2016 2:08 PM | Anonymous

    Aon Is Looking For A Broad Based Compensation Director/Team Leader

    As part of an industry-leading team, you will help empower results for our clients by delivering innovative and effective solutions as part of our Talent, Reward & Performance business group within Aon Hewitt in Atlanta, Georgia.  As a Director and Team Leader, you will report directly to the Co-Sourcing Partner and have entry and mid-level direct reports.


    Your Impact As A Director/Team Leader

    We currently have an opening for a Director level Team Leader in our Broad Based Compensation Consulting Practice supporting Aon Hewitt's Compensation Co-Sourcing delivery solution. This practice provides ongoing compensation support to our clients including annual compensation cycle planning and execution, as well as market data management technology using MarketPay. In this role you will manage a team of consultants who are responsible for client relationships and corresponding service delivery. You will also serve as an Engagement Manager for large scale, annuity client relationships offering ongoing consulting support delivering compensation planning services for a portfolio of clients.


    Job Responsibilities:

    Your primary responsibilities will include engaged and effective people management, program support, client relationship management and project management for the efficient and timely delivery of services including: 

    • Compensation survey submission and portfolio management
    • Survey submission completion
    • Competitive market analysis
    • Pay program modeling and costing
    • Job evaluation
    • Strategic input on broad based compensation issues
    • Technology management activities in support of MarketPay, our preferred market data management software vendor, including implementation oversight

    This role has direct client and budgeting responsibility with the expectation of delivering high quality client work. The Team Lead will help generate revenue through extend and expand opportunities, as well as new sales pursuits and professional networking.  You will apply compensation content knowledge and technical skills in the above areas by working with clients and assisting direct reports with project and client management.


    Qualifications:

    You Bring Knowledge and Expertise

    • ·       7 – 10 years of compensation experience in a corporate or professional services environment
    • ·       Experience coaching, mentoring and managing a high performing team
    • ·       Previous experience in client-facing roles (internal or external) or in a business compensation role 
    • ·       The ability to influence and persuade outcomes through client communication and the effective presentation of thoughts or ideas
    • ·       Strong data management skills, process orientation and attention to detail are essential. 
    • ·       Experience in using Compensation Management software for survey management, market pricing, and competitive analysis is strongly beneficial. 
    • ·       Experience managing and executing project plans. 
    • ·       Knowledgeable about day-to-day operations of the Compensation function and how compensation programs and information integrates with other areas of HR and the organization 
    • ·       Demonstrated analytical capabilities 
    • ·       Financial acumen proficient in managing budgets and tracking business outcomes
    • ·       Proficient with Excel, Word, PowerPoint and Access 
    • ·       Strong communication skills with proficiency in drafting business correspondence, reports and presentations 

    Education:

    Bachelor’s degree in business, human resources or equivalent years of industry experience. MBA preferred.


    We offer you

    A competitive total rewards package, continuing education & training, and tremendous potential with a growing worldwide organization.


    Our Colleague Experience:

    From helping clients gain access to capital after natural disasters, to creating access to health care and retirement for millions, Aon colleagues empower results for our clients, communities, and each other every day.  They make a difference, work with the best, own their potential, and value one another.  This is the Aon Colleague Experience, defining what it means to work at Aon and realizing our vision of empowering human and economic possibility. To learn more visit Aon Colleague Experience.


    About Aon:

    Aon plc (NYSE:AON) is the leading global provider of risk management, insurance and reinsurance brokerage, and human resources solutions and outsourcing services. Our more than 72,000 colleagues worldwide empower results for clients in over 120 countries with innovative and effective risk and people solutions and through industry-leading global resources and technical expertise.  To learn more visit aon.com.

    By applying for a position with Aon, you understand that, should you be made an offer, it will be contingent on your undergoing and successfully completing a background check consistent with Aon's employment policies. Background checks may include some or all of the following based on the nature of the position: SSN/SIN validation, education verification, employment verification, and criminal check, search against global sanctions and government watch lists, fingerprint verification, credit check, and/or drug test.  You will be notified during the hiring process which checks are required by the position.

    Aon provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, veteran, marital, or domestic partner status.  Aon is committed to a diverse workforce and is an affirmative action employer.

    DISCLAIMER: 
    Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time.


    Job number: 2414976
    Category: Consulting Group
    Location: United States, GA, Atlanta

  • April 13, 2016 11:23 AM | Anonymous member

    ANNOUNCEMENT #:

    2016            position 00092296

    JOB TITLE:

    HR Specialist 2 -Compensation   (HRP021)

    LOCATION:

    200 Piedmont Avenue, West Tower; Atlanta, GA 30334

    APPLICATION DEADLINE:

    until filled

    WHO MAY APPLY:

    All Applicants

    PAY GRADE

    K

    HIRING SALARY RANGE:

    44,200 – 56,992


     

    (Hiring salary will be based on experience, credentials, pay equity, and statewide rules)

    GENERAL DESCRIPTION:

    The Human Resources Administration Division of the Department of Administrative Services seeks a working level Compensation Analyst who will provide analysis, research and technical expertise in the Benefits & Compensation Unit for enterprise job classification and compensation programs.

     

    Required Knowledge, Skills and Abilities:

    Ability to build and maintain trusting, collaborative relationships with HR professionals at all levels throughout the state

    A strong customer service focus

    Knowledge of applicable employment laws

    Strong business acumen accompanied by the ability to identify HR solutions to meet enterprise business needs

    Job Responsibilities:

    Develops strong knowledge of culture and mission of assigned state entities to facilitate decision-making that supports the organizations’ business needs

    Maintains enterprise-level focus on compensation management activities, while understanding unique characteristics of state entities with wide variety of missions

    Analyzes salary and related workforce data to develop sound compensation recommendations based on market and internal equity considerations, as well as business priorities

    Responds to third party salary and compensation practices surveys

    Analyzes salary survey data to guide salary recommendations

    Conducts job audits as necessary to collect information as part of job evaluation process

    Prepares reports/summaries and presentations

    Conducts ongoing research and participates in networking activities to develop and maintain awareness of best practices

    Provides guidance to agencies on non-base compensation programs (incentives and rewards)

    Conducts modeling and financial impact analyses

    This position requires occasional Statewide overnight travel and successful completion of a pre-employment background check.

    MINIMUM ENTRY QUALIFICATIONS: 

    PREFERRED QUALIFICATIONS:  Preference will be given to applicants who, in addition to meeting the minimum qualifications, possess one or more of the following items below.  PLEASE CLEARLY INDICATE YOUR KNOWLEDGE OF THESE QUALIFICATIONS ON YOUR RESUME.   

    Two years Professional level experience in compensation analysis and administration

    PeopleSoft HCM experience, to include using queries to generate reports

    CCP Certification

    PHR, CP, SPHR or SCP Certification

    Advanced Excel skills (look-ups, formulas, pivot tables, macros, regression analysis)

    Due to the volume of applications received, we are unable to provide information on application status by phone or email.  Only those applicants selected for an interview will be contacted by the hiring agency.

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

    DOAS is an equal opportunity employer

    When applying for this position, you will be asked if you meet the minimum qualifications for this position as stated below and may possibly be presented with additional questions to assess preferred qualifications.   Preference will be given to applicants who meet one or more of the preferred qualifications.

     


    Please apply, using the following link.

    https://ga.taleo.net/careersection/ga_external/jobdetail.ftl?job=HUM008G

  • March 10, 2016 12:03 PM | Deleted user

    Responsible for providing compensation program management, support and services to business units.  The incumbent will contribute by assisting in the design and delivery of compensation programs that support Neenah's total reward strategy.  The responsibilities of this role include:  administration of annual and variable incentive pans, equity compensation, annual compensation cycle, salary administration, job analysis and evaluation, as well as management of compensation data, tools and completion of compensation surveys.

    The incumbent will also provide support to the benefits manager with administration and delivery of programs and services that support employee and retiree benefit plans.

    Responsibilities:

    • Management of Employee Compensation - Provide detailed accurate management and administration of employee compensation plans/programs including, but not limited to, the management incentive plan, stock option grants, job evaluation/slotting, quarterly stock option grant dividend payments, and the effective implementation of changes to these benefits.
    • Validate Vender Service Agreement Compliance with Provisions - Assure that services included in all vendor service agreements are administered in an effective, timely and consistent manner, including satisfaction of service level commitments.
    • Actively Support Mission to Provide a Competitive Compensation and Benefits Package - Provide delivery of US Employee Benefits and compensation that are competitive in our comparator group and help attract, develop and retain the best people and foster an environment which motivates a diverse team to fully use its capabilities in achieving desired business results.  Manage benefit costs.
    • Manage Government Filings and Benefit Communications - Ensure required governmental filings and benefit communications are issued in compliance with federal and provincial requirements regarding accuracy, completeness, and timely filing and all employee communications are clear and effective.
    • Support all Human Resource and Employee Compensation Functional Needs in an Open, Effective and Collaborative Manner - Contribute as a team member to the Human Resources function in the US to assure a consistent message to customers, unity of purpose, professionalism, openness, effective listening skills and timely delivery of services to assist in the accomplishment of all established HR objectives.
    • Provide Clear, Effective and Timely Compensation Communications to all Participants - Provide leadership to ensure communication programs and materials assist employees in appreciating the value of the Company's compensation and benefit programs.

    Qualifications

    The incumbent will have a bachelor's degree or equivalent experience plus at least 4-7 years of increasing employee compensation management experience.


    Technical Skills Required

    • Intermediate level math and statistics
    • Advanced Excel skills
    • Ability to influence others through written and oral communication skills
    • Project management
    • Detailed problem solving skills involving database information, mathematics, spreadsheets and communications
    • Positive interpersonal skills with multiple levels of the organization
    • A high degree of confidentiality and organizational sensitivity
    • Assertiveness in dealing with sensitive employee issues and outside vendors
    • Working knowledge of, or aptitude to quickly learn FLSA, base salary analysis, incentive plans, equity plans, deferred compensation plans

    To apply for this position, please submit your resume to human.resources@neenah.com.


    Neenah Paper, Inc. is an Equal Employment Opportunity (EEO) employer, It is the policy of the Company to provide equal employment opportunities to all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran or disabled status, or genetic information.

  • March 09, 2016 3:41 PM | Anonymous member

    Every day, the people of TSYS® improve lives and businesses around the globe through payments. We make it possible for millions of people to move money between buyers and sellers using our payments solutions including credit, debit, prepaid and merchant services. We are "People-Centered Payments", and our team has the unique opportunity to help create a world in which payments make people's lives easier and better. This is both a tremendous honor and an important responsibility for those who accept the challenge. If you are looking to make a valuable difference for people everywhere — and for yourself — TSYS may be the right place for you.

    Role Summary

    Provides compensation consulting services to several business lines/areas of the company. Responsible for day-to-day design, administration and management of global compensation programs and systems. Develops, analyzes, implements and manages team member, company, and industry data for the compensation function. Participates and manages special projects requiring interface with vendors, consultants and company personnel at all levels.

    Essential Functions

    Key Focus: Works with our Merchant Processing division in the design and review of multiple sales and incentive programs in a high visibility role.

    Develops, administers and recommends industry/profession best practices regarding compensation practices/ programs to include competitive salary structures, bonus programs, sales compensation plans, compensation systems, and compensation procedures/policies/regulations.  Ensures recommendations and resulting programs are fiscally responsible and aligned with the company's varied compensation needs.

    Analyzes and interprets data, salary survey results data and other available competitor information sources to market price jobs that ensures an internally equitable and externally competitive compensation structure.  Uses experience to make insightful and logical decisions.

    Provides expertise and advice to all levels of management and Team Members on interpretation/ development/ revision of policies and procedures, fixed/ variable compensation programs, and compensation systems.

    Reviews submitted job descriptions for quality and availability of comparable roles in the marketplace and provide best practices advice to HR/Management.  Maintains job description database for modifications, additions and deletions as submitted by HR/Management.  Provide additional in-depth determination or recommendation to requests for further development of additional job titles/descriptions.

    Under guidance from legal counsel, interprets existing and proposed statutory requirements governing the company's compensation administration and identify statutory changes that impact the organizations effectiveness; assists in the development of proactive strategies.  Implements processes to ensure continued compliance with all regulatory requirements.

    Develops ad-hoc analysis, reports, and forecasts from Human Resources Information Systems and business applications; interpret results that assist management with decision making.

    Assists the Head of Compensation and Benefits with the execution of established and/or non-routine Executive Compensation projects and programs.

    Reports to the Director of Compensation

    Job Specific KSAs –

    Skill Level - Description

    Computer Knowledge – Advanced - Advanced Excel; intermediate Word, PowerPoint, and Access

    HRIS Systems – Advanced - Ability to learn software applications and HR Systems and utilize their report writing tools to develop ad-hoc reports

    Compensation Acumen – Advanced - Fundamental compensation concepts; business operations; HR practices; comprehensive understanding of the FLSA; in-depth knowledge of compensation theories and practical applications; basic statistical techniques

    Min Qualifications

    Typically Minimum 6 Years Relevant Experience – Specialized compensation analysis/administration experience or general HR experience with a focus in compensation

    Bachelor’s Degree – Typically, Human Resources Management or Finance; a major which emphasizes analytical skills

    Preferred Qualifications

    Typically Minimum 8 Years Relevant Experience – Specialized compensation analysis/administration experience or general HR experience with a focus in compensation; has acted in an advisory role

    Master’s Degree – Typically, Masters in Business Administration (MBA) with a concentration in Human Resources Management or Finance

    Any one of the following: Certified Compensation Professional (CCP); Global Remuneration Professional (GRP); Certified Sales Compensation Professional (CSCP); Certified Executive Compensation Professional (CECP)

    Experienced user of Workday HRIS, preferably with Workday implementation experience.

    Location: Columbus, GA; Alpharetta/Kennesaw, GA

    www.tsys.com

    Contact Bridget Rizzo at BRizzo@tsys.com for additional information.


  • March 09, 2016 11:29 AM | Anonymous member

    TSYS - Senior Compensation Analyst (or above)

    Every day, the people of TSYS® improve lives and businesses around the globe through payments. We make it possible for millions of people to move money between buyers and sellers using our payments solutions including credit, debit, prepaid and merchant services. We are "People-Centered Payments", and our team has the unique opportunity to help create a world in which payments make people's lives easier and better. This is both a tremendous honor and an important responsibility for those who accept the challenge. If you are looking to make a valuable difference for people everywhere — and for yourself — TSYS may be the right place for you.


    Role Summary

    Provides compensation consulting services to several business lines/areas of the company. Responsible for day-to-day design, administration and management of global compensation programs and systems. Develops, analyzes, implements and manages team member, company, and industry data for the compensation function. Participates and manages special projects requiring interface with vendors, consultants and company personnel at all levels.

    Essential Functions

    Key Focus: Supports our International Processing segment in the design and review of multiple country base and incentive programs in a high visibility role, to include, but not limited to: the United Kingdom, Netherlands, Cyprus, Russia, United Arab Emirates, India, and Brazil.

    Develops, administers and recommends industry/profession best practices regarding compensation practices/ programs to include competitive salary structures, bonus programs, sales compensation plans, compensation systems, and compensation procedures/policies/regulations.  Ensures recommendations and resulting programs are fiscally responsible and aligned with the company's varied compensation needs.

    Analyzes and interprets data, salary survey results data and other available competitor information sources to market price jobs that ensures an internally equitable and externally competitive compensation structure.  Uses experience to make insightful and logical decisions.

    Provides expertise and advice to all levels of management and Team Members on interpretation/ development/ revision of policies and procedures, fixed/ variable compensation programs, and compensation systems.

    Reviews submitted job descriptions for quality and availability of comparable roles in the marketplace and provide best practices advice to HR/Management.  Maintains job description database for modifications, additions and deletions as submitted by HR/Management.  Provide additional in-depth determination or recommendation to requests for further development of additional job titles/descriptions.

    Under guidance from legal counsel, interprets existing and proposed statutory requirements governing the company's compensation administration and identify statutory changes that impact the organizations effectiveness; assists in the development of proactive strategies.  Implements processes to ensure continued compliance with all regulatory requirements.

    Develops ad-hoc analysis, reports, and forecasts from Human Resources Information Systems and business applications; interpret results that assist management with decision making.

    Assists the Head of Compensation and Benefits with the execution of established and/or non-routine Executive Compensation projects and programs.

    Reports to the Director of Compensation

    Job Specific KSAs – Skill Level - Description

    Computer Knowledge – Advanced - Advanced Excel; intermediate Word, PowerPoint, and Access

    HRIS Systems – Advanced - Ability to learn software applications and HR Systems and utilize their report writing tools to develop ad-hoc reports

    Compensation Acumen – Advanced - Fundamental compensation concepts; business operations; HR practices; comprehensive understanding of the FLSA; in-depth knowledge of compensation theories and practical applications; basic statistical techniques

    Min Qualifications

    Typically Minimum 6 Years Relevant Experience – Specialized compensation analysis/administration experience or general HR experience with a focus in compensation

    Bachelor’s Degree – Typically, Human Resources Management or Finance; a major which emphasizes analytical skills

    Preferred Qualifications

    Typically Minimum 8 Years Relevant Experience – Specialized compensation analysis/administration experience or general HR experience with a focus in compensation; has acted in an advisory role.  International Compensation experience.

    Master’s Degree – Typically, Masters in Business Administration (MBA) with a concentration in Human Resources Management or Finance

    Any one of the following: Certified Compensation Professional (CCP); Global Remuneration Professional (GRP); Certified Sales Compensation Professional (CSCP); Certified Executive Compensation Professional (CECP)

    Experienced user of Workday HRIS, preferably with Workday implementation experience.

    Location: Columbus, GA; Alpharetta/Kennesaw, GA

    www.tsys.com

    Contact Bridget Rizzo - BRizzo@tsys.com for additional information. 
  • March 02, 2016 9:00 AM | Crystal Hodges (Administrator)

    Senior Compensation Analyst

    *Job Requirements

     Job Summary

    Administer compensation programs and activities while ensuring internal equity and external competitiveness.  Monitor and maintain compliance with all legal and regulatory aspects of the compensation function and with organizational policies and practices.  Responsible for the annual salary administration process.  Executes performance management system through all phases of the performance management process.  Collaborates across the company and with Leadership to provide knowledgeable and experienced consultative, analytical support.  Ensure compensation programs and practices are competitive and aligned to the business and Colonial’s compensation philosophy. Serve as SME on compensation program management and administration, handle issues with typically large scope and higher levels of complexity, sensitivity and/or visibility with the organization. 

    Conducts daily work in compliance with Colonial’s safety policies and procedures. Demonstrates Colonial’s core values of Safety, Personal Integrity, Respect, Innovation and Teamwork in completing work assignments.


     

    Essential Functions and Responsibilities

    The responsibilities included represent typical responsibilities for this job and is not a comprehensive listing of all functions and tasks performed.  Management reserves the discretion to assign additional duties and/or to change job requirements.

    General Responsibilities: 20%

    • ·       Diagnoses and works to resolve pervasive or unique HR issues specifically pertaining to Compensation, workforce metrics.  Analyzes data to drive compensation decisions as well as looking at data such as level of participation, financial impact, and competitiveness to drive and measure total rewards decisions.
    • ·       Counsels Talent Management and/or managers regarding the development of job summaries and/or descriptions.  Reviews and approves all job descriptions for content and consistency, and request revisions to clarify or enhance the quality and consistency, if needed. 

    Salary Administration 20%

    • ·       Leads the annual process for the administration of merit &incentive programs; manages annual compensation planning processes, including salary structure update, geographic pay analysis, merit increase budget, incentive awards. Prepares analysis in support of recommending merit budgets, STI pool, salary structure management, and geographic differentials.  Recommends process, procedure and timelines for the salary administration process.

    Compensation & System Administration 20%:

    • ·       Makes recommendations on compensation practice, procedure and guidelines that maintain the integrity of the compensation program.
    • ·       Respond to daily requests from internal partners related to compensation
    • ·       Participates in compensation surveys; Prepare and analyze salary survey data submission.
    • ·       Administers the tuition assistance program.
    • ·       Administers reward and recognition programs (CPC Cares spot awards).
    • ·       Utilizing Workday, maintains job attributes, positions, salary ranges and other system stored data. 
    • ·       Develops and maintains compensation, job and position reports in Workday.
    • ·       Administers position management data integrity and created position reports. 
    • ·       Serves as SME as requested on pay actions, including promotions and salary equity adjustments

    Compensation Planning and Program Management 20%

    • ·       Leads the annual benchmark job review.  Performs comprehensive annual competitive analysis.  Recommends changes to compensation programs to maintain the company’s competitive position in the marketplace.  
    • ·       Assist with the preparation of the annual executive compensation review.
    • ·       Develop communication materials and training materials for existing or new compensation programs.
    • ·       Formulates recommendations regarding development and maintenance of compensation guidelines.
    • ·       Complete job analysis and documentation for new and revised jobs.   Collaborate with stakeholders to evaluate jobs.  Prepare market analysis and reviews internal comparisons to ensure external competitiveness and internal equity.  Identifies trends and prepares impact analyses as appropriate. 
    • ·       Monitors compensation practices for compliance with laws and regulations and advises management of regulatory changes.

    Performance Management 10%

    • ·       Leads the management of the goal setting, mid-year and year end performance appraisal process within the performance management system (Halogen).
    • ·       Designs performance management forms, recommends process, timelines. Prepares summaries and reports on performance management data.

    Budget Administration 10%:

    • ·       Prepare analytics and variance analysis as necessary for budgeting and forecasting. 


    Location

    Alpharetta, GA


    Please apply on Company Website

  • January 25, 2016 8:52 AM | Anonymous member

    Emory Healthcare is looking for an experienced Compensation Consultant to come join our high performing Compensation team!


    If you or someone you know is interested please go to emoryhealthcare.org/careers and apply online.  Job ID is 58616BR.  Or feel free to contact me directly at caryn.cole@emoryhealthcare.org


    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. May monitor macro and microeconomic trends related to human resource management, the labor market, and pay practice trends. Benchmarks compensation practices to peer institutions as needed. 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.


  • November 18, 2015 12:26 PM | Anonymous member

    AUTHORITIES / RESPONSIBILITIES:

    Responsible for implementing and support total compensation programs, practices, and policies to attract and retain top talent.  Activities include analyzing, evaluating, and prepare recommendations to ensure the company maintains a competitive and cost effective position in the markets in which we operate.  Assures thorough audits, reports and personal contact that company compensation programs are consistently administered in compliance with company policies and government regulations.

     

    JOB DESCRIPTION

    • Work with Department Managers, HR Managers, and/ or Consultants on a variety of projects including program design, analysis, budgeting, and implementation of new programs
    • Analyzes new and existing positions and assigns to existing salary grade structures by interpreting published market data and makes sound recommendations by interpreting current pay practices to resolve compensation/grade classification concerns.
    • Maintains maintaining Job Value Management (JVM) System (i.e. recommends appropriate job titles, job codes, FLSA status, pay grade, incentive target, etc. for new job codes and submits to HRIS Compliance Coordinator for input into HR system.
    • Counsels Recruitment staff on appropriate job offers and promotional salary increases within guidelines established by JVM.
    • Performs special compensation, market and internal equity studies by analyzing salary data and work experience of existing employees.
    •  Works with managers to develops business case for any proposed out-of-cycle pay adjustments. 
    • Collaborates with HRIS Compliance Coordinator and Payroll Manager to ensure accurate processing of merit increases and incentive program payments. 
    • Assists in developing salary budget recommendations.
    • Supports merit review activities including annual, bi-annual and quarterly compensation review cycles
    • Conducts job evaluation activities to support pricing and administration of exempt and non-exempt pay decisions and develops creative solutions to specific compensation-related programs.  Edits, creates or assists in creating new job descriptions or updating existing job descriptions. 
    • Participates in and conducts exempt and nonexempt salary surveys to ensure corporate compensation objectives are achieved.
    • Conducts internal audits to ensure compliance with Federal, State, and local laws and regulations, including but not limited to, Fair Labor Standards Act, Department of Labor, Wage and Hour Division, ERISA, DCAA, and IRS.
    • Develops and maintains compensation data, tables, and overall set-up in all HRIS systems.  Work with HRIS Coordinator and IT staff to maximize system capabilities to administer all compensation programs effectively and efficiently.
    • Develop and document procedures to streamline processes and ensure compliance with regulatory requirements and work with HR Managers to educate Managers
    • Communicate salary and bonus programs in New Hire Orientation
    •  Assist HR Managers and Managers with compensation related issues
    • Helps to identify trends related to industry and geographic best practices.
    • Monitors, interprets, and provides recommendations based upon new and changing legislation.
    • Coordinates applicable adjustments to pay and benefits with the Company’s Payroll department.  
    • Develops techniques for compiling, preparing and presenting data.
    • Tracks trends and provides metrics related to compensation activities at the aggregate and business unit level.

     

     

     

    QUALIFICATIONS / KNOWLEDGE / EXPERIENCE:

    • 4-6 years’ experience in the analysis, design, and/or administration of compensation programs. A Bachelor’s Degree and/ or a CCP certification are preferred.
    • General compensation knowledge required including compliance with the state and federal laws that apply to the plans.
    • Strong mathematical aptitude and analytical skills. Ability to analyze issues and suggest solutions; Ability to collect, organize, and analyze data for various projects
    • Excellent service orientation service skill set, ability to build strong relationships with HR generalists in field location, strong written and verbal communication skills to effectively communicate leave process and address questions with all employees.
    •  Must work with a sense of urgency and have the ability to handle confidential information in a professional manner. Can handle demands from multiple customers and has the ability to prioritize.
    •  Ability to work collaboratively with multiple teams/organizations with attention to detail and strong organizational skills.
    •  Flexible and has the capability to deliver results in a fast paced, and high volume environment.
    • Strong computer proficiency and technical aptitude to utilize MS Word, Excel, and PowerPoint.
    • Proficiency with HRIS data management and possess systems aptitude. 
    • Ability to communicate effectively orally and in writing. Strong interpersonal skills in dealing with top management.

     

    TOOLS: Not applicable

     

    DIRECTION EXERCISED: May direct the work of a cross-functional project team. Works independently to deliver work products against aggressive deadlines.  Escalates complex issues to Sr. Manager Compensation & Benefits as appropriate.

     

    DISCRETION EXERCISED:  A degree of creativity and latitude is expected.  Relies on experience and judgment to plan and accomplish goals.

     

    LIAISES WITH:

    Employees, Department Managers, HR / Benefit  Staff and external consultants as assigned.


  • November 12, 2015 5:30 PM | Anonymous member

     

    Job Details

    Level:  Management

    Salary Range:  $90K - $100K (Incentive Eligibility, 401K Employer Match, Benefits

    Job Location:  USA-GA-Covington

    Travel Percentage: 

    Position Type:  Full Time

    Job Shift: Day

    Education Level: 4 Year Degree

    Job Category: Human Resources

    Description

    Lendmark Financial Services is a consumer finance company that specializes in providing direct and indirect personal loans, automobile loans, debt consolidation loans, and merchant retail sales financing services. Lendmark operates over 190 branch locations throughout Georgia, Tennessee, Virginia, Maryland, Florida, North Carolina, South Carolina, Kentucky, West Virginia, Pennsylvania, Alabama, Mississippi and Delaware.

    We are an Equal Opportunity and eVerify participating employer.

    GENERAL SUMMARY:

    Reporting to the AVP, Total Rewards, the Compensation Manager will be a key member of the Total Rewards team and will be responsible for the oversight, design, and management of the Company's compensation program to attract, retain and motivate talent. This role will present the opportunity to contribute analytically and to also utilize appropriate cross-functional skills to work across the organization and to devise compensation model that can fuel the growth of Lendmark Financial Services as well as run a smooth process to administer plans. 

    MAJOR DUTIES/RESPONSIBILITIES:

    • Responsible for the strategy, research, implementation, communication and overall management of the company’s Compensation programs
    • Oversees the planning, design, development, and implementation of the company-wide compensation programs (base, incentive and incentive compensation)
    • Operates as primary advisor and technical expert on compensation-related matters, including compensation philosophy, policies, programs and approaches, identifying needs, development of solutions and delivering solutions to the company
    • Develops an effective communication approach to ensure that the compensation programs are fully understood and appropriately valued by employees and management.
    • Provides expert advice on performance management processes to improve the link between compensation and performance, and to ultimately improve productivity
    • Leads in the creation of policies, procedures and reporting.
    • Provides comprehensive planning on compensation projects with the goal of integrating an appropriate and consistent compensation approach across the Company.
    • Complies with federal, state and local legal requirements by studying existing and new legislation, anticipating legislation, enforcing adherence to requirements and advising leadership on needed action.
    • Employs a proactive approach to the identification and implementation of trends and best practices. Recommends changes and new proposals for compensation programs based on the assessment of Company needs.
    • Performs compensation forecasting, planning and budgeting. Ensure partners have data required for budgeting, financial analysis, projections and preparation of funding related to compensation.
    • Identifies key metrics and uses data to advance understanding of compensation effectiveness
    • Collaborates with Accounting and Branch Operations to support the rollout of all incentive compensation plans
    • Presents compensation exception requests to the Chief Administrative Officer for consideration
    • Oversees incentive contests and promotions program design and implementation
    • Ensures that incentive compensation plans meet regulatory compliance and governance/audit requirements by consulting with legal resources and staying abreast of developing legislation and its potential impact
    • Under direction of  manager, creates effective compensation-related communications for managers and employees
    • Serves as the main point of contact for questions and interpretations of compensation plans
    • Maintains a central repository of all compensation plans
    • Manages issues that are raised by Plan participants which may require escalation to executive management
    • Manages Company risk relative to position

    Qualifications

    BASIC  REQUIREMENTS:

    • Bachelor’s Degree in a related field and/or equivalent experience
    • 7+ years’ experience in compensation
    • Deep knowledge and experience with compensation plan design, principles and best practices including sales incentive compensation
    • Intermediate/Advanced Microsoft Excel experience
    • Strong MS Word and PowerPoint skill proficiency
    • Strong attention to detail
    • Ability to build relationships, gain credibility, influence and partner with leaders at all levels
    • Demonstrated experience with cross functional group projects
    • Excellent analytical skills
    • Must possess strong communication, negotiation and listening skills to build solutions in a collaborative way
    • Excellent communication skills, both written and verbal, to all levels in the organization
    • Ability to work independently in a fast paced and dynamic environment
    • Ability to create complex ad-hoc reports 

    PREFERRED/DESIRED QUALIFICATIONS:

    • Master’s Degree
    • Financial services experience
    • Project management leadership experience
    • CCP – Certified Compensation Professional designation
        

    WORKING CONDITIONS:

    • Primarily located in office environment
    • Travel:  Less than 10%
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