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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.

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  • 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%
  • October 07, 2015 3:35 PM | Anonymous member

    Description

    REPORTS TO:  Sr. Manager Compensation & Benefits

                                         

    SUPERVISES:  N/A

     

    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.

     


  • September 27, 2015 9:13 AM | Anonymous member

    DeKalb Medical is currently recruiting for a Manager, Compensation to join our team.


    Job Summary:

    Responsible for managing the compensation function for the organization.  Plans, develops and implements new and revised compensation programs, policies and procedures in order to be responsive to the organization's goals and competitive practices. Ensures e DeKalb Medical’s compensation program supports both short and long term business objectives and continues to be both competitive, cost effective and in compliance with human resources policies and government regulations. 


    Qualifications:

    • Bachelor's degree in business administration, human resources, or related field required.
    • Master’s degree is preferred. 
    • Five years of progressive Human Resources experience, with at least two years working in a leadership role with compensation
    • Advanced proficiency in Excel, data manipulation and analysis skills
    • Certified Compensation Professional (CCP) designation preferred

     

    Apply online

     http://careers.dekalbmedical.org/jobsearch/job-details/manager-compensation/13643/


  • August 17, 2015 11:31 AM | Anonymous

    Wayne Farms

    Contact: Christine Harris 

    Talent Acquisition Specialist

     Wayne Farms LLC l 4110 Continental Drive l Oakwood, Ga. 30566

     Office: 678-450-3084 l Fax: 770-538-2137 

     

    Job Title:                                  Senior Compensation/HRIS Analyst       

    PRIMARY FUNCTION:                     

    Primarily responsible for providing analytical, administrative, and business support in the development and administration of the HRIS, and coordinating and performing day to day operational activities of the compensation department. Will be responsible for maintaining, updating and providing solutions related to the data integrity and entry of the HRIS system.  

     

    RESPONSIBILITIES AND TASKS:      

    Compensation

    ·         Support on-going compensation administration, including review, analysis and recommendations for the compensation structure.  Evaluates status and determination of programs to ensure compensation program and practices are in compliance with all organization, state, federals and legislative statues.

    ·         Conduct the job evaluation process to determine appropriate title, salary, salary range, salary grade, FLSA status and career paths.  May request revisions or additional data to clarify or enhance the quality and consistency. Includes Market Pricing and re-pricing annually of all positions.

    ·         Evaluate and analyze salary data using published surveys. Analyze the position completely to determine its relationship to other positions within Wayne Farms and the Poultry Industry ensuring benchmarking and internal equity.  Prepare cost analysis and pay grade recommendations. Maintain reports and summaries of results.

    ·         Participate in 5-7salary surveys annually.  Analyze salary survey results to ensure current pay practices are cost effective and market competitive.

    ·         Serve as a resource to explain compensation policy and systems. Provide training on compensation related programs. Act as a subject matter expert in areas of compensation practices.

    • Perform day-to-day administration of compensation programs: Salary Adjustments, Promotions, Demotions and position transfers.
    • Coordinate the Annual Focal Point Planning program and associated activities.  Preparing projections for the annual merit salary budget. Analyzes current employee salary data to appropriately set metrics and guidelines for end users and managers.  Maintain the Focal Point Planning calendar and communications. Prepare analysis of results year over year for Sr Leader presentation and coordinates the payment process with the corporate payroll department.
    • Participant in the Annual Incentive Planning program, coordinating communications and other duties as directed by the Compensation Manager and Dir Comp/Benefits.  Manage new participant communication process throughout the year, as needed.  Coordinates payment process with the corporate payroll department.
    • Support Executive Compensation Program, supports management and administration of Equity Plan.
    • Participate in the Annual Compensation and Benefits Department fiscal year planning and compliance calendar.
    • Support day to day administration of external vendor relationships with various vendors.
    • Coordinate and/or participate in weekly, bi-weekly and monthly calls and meetings as necessary.
    • Develop, maintain and revise all Standard Operating Procedures (SOP’s) related to Compensation
    • First point of contact for all compensation related inquiries (emails or phone calls)

    ·         Maintain Compensation databases and files.

    • Adhere to facility and departmental confidentiality policies.
    • Perform all other duties as required.

    HRIS

    • Serve as a consultant, trainer and expert for the HRIS database and other auxiliary databases in the HR Department.  This includes ensuring all employee information is accurate, designing and maintaining reports, disseminating information to appropriate sources, designing internal forms, making program changes to database, troubleshooting problems, documenting procedures, and continuously looking for new ways to automate processes.
    • Write, maintain and support ad hoc reports for the business, such as turnover, workforce metrics, performance and compensation trends, headcount, training and development and diversity.
    • Establish and/or recommend enhancements to systems and processes to optimize work flow and functionality of HR applications and reporting
    • Partner with internal and external entities to ensure appropriate upgrades, implementations, and process improvements of HRIS solutions and processes occur to ensure an integrated, strategic plan within the company.
    • Coordinate security and relative HR data base relationships in HRIS system.
    • Ensure employee information is accurate, meeting legal obligations, and assisting in HR management and planning.
    • Work with IT, Compensation Mgr and HRIS Business Systems Analyst in development and creation of regular HR Metrics, dashboards and other ad hoc HR reporting.
    • Back up HR Systems administrator to perform compensation and payroll related tasks.

    SUPERVISORY RESPONSIBILITIES:

    ·         None. This is an individual contributor position. Competencies required: Functional/Technical Skills, Action Oriented, Problem Solving, Learning on the Fly and Interpersonal Savvy.

     

    MINIMUM EDUCATION AND EXPERIENCE:

    ·         Bachelor’s Degree from an accredited institution OR equivalent experience.

    ·         Minimum 4 years’ experience in base and variable pay compensation focused on plan design and implementation.

    ·         Minimum 2 year HRIS implementation/utilization experience.

    • Experience in understanding and technical expertise of broad based compensation programs (Executive, Sales, Base and Variable Pay).
    • Direct experience managing multiple vendors and compensation administration outsourcing.

    PREFERRED EDUCATION AND EXPERIENCE:

    ·         Certified Compensation Professional (CCP) designation or progress towards CCP

    ·         PHR/SPHR certification.

    ·         Executive Comp experience

    ·         Stock Option plan administration experience

     

    REQUIRED TECHNICAL SKILLS:

    • Technologically adept and able to work with multiple Microsoft applications and HRIS, with advance knowledge of Excel (pivot tables, VLookUp, Concatenation and other functions).
    • Ability to partner with internal and external resources to ensure timely solutions.
    • High work capacity, dependable, results oriented and strong sense of urgency.
    • Expert proficiency in Microsoft Excel, Word and PowerPoint.
    • Direct and empathetic communication style.
    • Ability to work in fast paced environment with multiple priorities.
    • Excellent organizational skills, with precise attention to detail.
    • Appropriately operate with frequent access to confidential information.
    • Maintain and adhere to strict confidentiality standards.
    • Demonstrated sound work ethic, honesty and moral character.

    REQUIRED PROBLEM SOLVING SKILLS:

    ·         Demonstrated ability to effectively balance and manage corporate, business unit and employee considerations.

    ·         Highly developed interpersonal skills with ability to communication effectively.

    ·         Demonstrated strategic, management, analytical and organizational skills.

    ·         Strong work ethic, sense of responsibility and confidentiality.

    • Understand and interpret data while drawing logical conclusions based on available inputs.
    • Critical thinking skills in standardized situations as well as non-routine problems.
    • Manage multiple tasks and projects simultaneously and prioritize work accordingly.
  • July 15, 2015 1:43 PM | Anonymous member

    Is your career taking you where you want to go?

     When it began in 1924, Saia (NASDAQ: SAIA) covered a two-state area: Louisiana and Texas. Today, Saia is one of the most successful carriers in the United States, providing regional and interregional LTL, non-asset truckload service, and third-party logistics.  Much of Saia's growth has been accomplished through mergers and acquisitions.  Headquartered in Johns Creek, GA, Saia is a growing corporation offering the best-in-class benefits and opportunities to inspire every member of our team. With over 8,000 employees dedicated to their jobs and our customers, you may discover your own career path at Saia.

     The road to a great career starts with Saia!

    Today, Saia's network of 147 terminals covers 34 states in the U.S. as well as Canada. Through our network of partners, we serve the balance of the U.S. including Alaska and Hawaii, plus Puerto Rico and Mexico. Through our three operating service groups - Saia LTL, Saia Truckload Plus, and Saia Logistics Services - we provide complete transportation and logistics solutions.   For more information on Saia, visit the Saia website at http://www.saiacorp.com/ .


    Ready to take your career to the next level?  Join one of the most successful LTL carriers in the U.S!  We have a network of 147 terminals, covering 34 U.S. states and Canada, extending to Puerto Rico and Mexico through our partners. Working for Saia means the opportunity to partner with a successful company and enjoy stability and security for you and your family. But don’t just take our word for it here’s what some of our employees have to say:

    “Saia is a company that truly knows how to achieve success. They care about the people and they care about their customers"

    “Great perks for the employees, the company grasps the concept of ‘take care of your employees and your business will succeed’"

    A great career is waiting for you! Apply Today!

     

    This position is located at Saia Corporate Headquarters in Johns Creek, GA and reports to the Vice President, Human Resources.

     

    Job Responsibilities

    Responsible for the design and administration of wage and salary programs to provide competitive, market-based compensation for hourly and salaried employees.  Evaluates and analyzes salary data, determines pay grades, and participates in compensation surveys.  Interacts with management to determine type, scope and purposes of positions and determines salary or pay levels.   Creates job descriptions and job codes for the HR/Payroll information system. And inputs wage and benefits data.  Collects, evaluates, and analyzes salary data and participates in internal and external market equity studies and company steering committee.  Analyzes the compensation and benefits results and provides to senior management.  Recommends annual wage increases, calculates the cost of the increases, and creates wage and salary proposals.  Implements the annual wage and salary increases in conjunction with Payroll.    Serves as primary technical lead and point of contact for HRIS operational reporting and solution delivery.   Maintains the HR portion of the company Human Resources/Payroll system and assists with testing upgrades.  Retrieves data through the HR/Payroll software system and provides information to senior staff.  Provides subject matter expertise on technical report development, automated reporting and data analysis tools used by the HR function.  Assist with planning and developing technology roadmaps for HRIS systems and tools, ensuring best practices are followed to meet the reporting and analytics needs of the HR function.    Collaborate with the IT organization, business process owners and functional subject matter experts to translate HR reporting requirements into automated reporting solutions.  Manage all aspects of the planning, testing, implementation, and data validation of all HR reporting initiatives spanning the employee lifecycle such as Recruiting, Compensation, Benefits, HRIS, Performance Management, and Turnover.  Participates in special projects which involve teaming with other departments and operating systems which impact the company’s HR and financial functions.  Performs other duties as required.

     

    We are proud to offer the following benefits:

    • Health Insurance with Medical, Dental, Rx & Vision (free health premiums paid after 10 years of employment!
    • Free Life Insurance
    • Free Disability
    • 401(k) with immediate vesting & company match
    • Immediate eligibility for Holiday Pay
    • Paid Vacation days and Personal/Sick Day
    • Employee Stock Purchase plan
    • Credit Union


    Our Mission

    At Saia Inc., success comes down to taking care of the people who matter most – our customers, our employees and our shareholders. The rest will take care of itself.

    "Provide best-in-class service – as defined by our customers – through quality processes in an environment that respects employees, advocates safety, recognizes excellence, and builds shareholder value."


    Preferred Qualifications
    Bachelor’s degree in HR or equivalent experience
    Professional certification (CCP or CBP from World at Work)
    5 years of progressive compensation experience
    Experience delivering reporting solutions
    Proficiency in office software systems such as Microsoft Office Suite
    Strong analytical, communication and conflict resolution skills
    Ability to work independently with little direct supervision


    Apply Now:

    Please email your resume with salary requirements to asnyder@saia.com


  • July 14, 2015 7:34 AM | Deleted user

    Compensation Account Manager

    Position Overview:

    • Partners with key business leadership (Business Unit Heads/HR Directors) to understand the business needs and drivers, in line with overall Siemens business strategy

    • Applies the Siemens US or Global Compensation strategies and designs to the assigned organizations Divisions/Business units in consultation with the Compensation Account Director

    • Leads, participates and advises in the development, implementation, administration and communication of compensation plans, programs or policies for the assigned organizations.

    • Directs members of the Siemens US Compensation team towards solutions/analysis/results for the assigned organizations. Ensures consistent execution and quality of the efforts of the US Compensation group and own personal developed analysis/recommendations.

    • Develops, reviews, and monitors compensation reporting and metrics for assigned organizations. Advises appropriate stakeholders of business and industry trends and recommends and implements action plans accordingly.

    Responsibilities:

    • Serves as the primary link to HR community for the assigned organizations

    • Serves as the local content expert for the assigned organizations:
    - Executive Compensation – point person for Executive Review process and approvals, total compensation benchmarking, senior management compensation recommendations, equity plans.
    - Sales Compensation – leads sales design, plan development and communications, coordinates as needed with Corporate Compensation
    - Incentive Compensation – Identifies business needs, apply templates or identify new templates required, partner with business to apply structure, identify targets, define metrics and gain executive agreement
    - Salary Management –Merit budget decisions, timing and communications, reporting, off cycle actions, manage job family application, expert familiarity with all related systems, processes. Will also support any issues related to hourly compensation programs as needed.
    - Non-Cash rewards / recognition – Identifies and consults with assigned organizations regarding application of the Siemens Corporate reward/recognition programs

    • In addition, this position may manage or participate in several other key initiatives including projects and development of new programs, policies, and best practices.

    • Ensures that Compensation programs for the assigned organizations are administered consistent with all applicable programs, policies, procedures and state and federal law.

    Required Knowledge/Skills, Education and Experience:

    • Bachelor’s degree in Management or Human Resources.
    • Minimum of 5 years experience in a Compensation function, preferably within a large, complex and/or matrix organization. Experience with all facets of compensation (Executive, Variable Pay, Sales Incentive, Base Pay, recognition programs) is preferred.
    • Capable of working, communicating with multiple levels and functions (Finance, IT, HR, Business management) of an organization regarding complex compensation-related issues.
    • Excellent systems aptitude. Experience with PeopleSoft, Excel, Access, REWARD and/or SuccessFactors is beneficial
    • Working knowledge of business financial terms
    • Excellent analytical, organization and attention to detail skills.
    • Limited Travel 10 to 25%

    Preferred Skills and Experience:
    MBA and/or World of Work certification preferred

    Experience with all facets of compensation (Executive, Variable Pay, Sales incentives, Base pay, and recognition programs.)

    Specific hands-on knowledge of PeopleSoft, Reward, SuccessFactors

    *LI-JAT

    General Requirements
    Job Family Responsibilities:

    Leads the most complex research and analysis on projects in assigned specialty area. Leads communication of the most complex HR services, initiatives, and programs in assigned specialty area. Responds to the most complex inquiries related to HR and Company policies and procedures in assigned specialty area. Designs the ongoing maintenance, development, and implementation of the most complex HR and Company policies, procedures, and other guidelines in assigned specialty area. Leads employee and manager understanding and compliance with the most complex HR policies and guidelines in assigned specialty area.

    Education:

    BS/BA in related discipline, or advanced degree, where required, or equivalent combination of education and experience.  Certification may be required in some areas.

    Knowledge and Experience:

    Demonstrates extensive knowledge in field of specialization or multiple disciplines to the successful completion of complex assignments. Successfully serves as point of authority and/or source of technical/scientific knowledge for area of expertise. Demonstrates comprehensive knowledge of organization's business practices and issues faced and contributes to problem resolution of those issues.Typically 10+ years of successful experience in related field and successful demonstration of Key Responsibilities and Knowledge as presented above. Advanced degree MAY be substituted for experience, where applicable.

    Direction of Others:

    Develops team members through mentoring and coaching in complex subjects.

    Key Working Relationships:

    Acts as advisor to top management and business partners on advanced technical matters.  Represents the company as the primary external contact.


    Offer of employment with Siemens is conditioned upon the successful completion of a background check and drug screen, subject to applicable laws and regulations.

    Equal Employment Opportunity Statement
    Siemens is an Equal Opportunity and Affirmative Action Employer encouraging diversity in the workplace. All qualified applicants will receive consideration for employment without regard to their race, color, creed, religion, ancestry, national origin, sex, sexual orientation, gender identity, age, marital status, family responsibilities, pregnancy, genetic information, protected veteran or military status, other categories protected by federal, state, or local law, and regardless of whether the qualified applicants are individuals with disabilities.

    EEO is the Law:
    Applicants and employees are protected under Federal law from discrimination. Click here to learn more.          

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