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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

  • 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.          

  • July 10, 2015 5:01 PM | Anonymous

    SUMMARY

    The Compensation Consultant at Children's Healthcare of Atlanta serves as compensation subject matter expert,  providing compensation consulting and solutions for assigned business lines.

    MINIMUM QUALIFICATIONS - EDUCATION / EXPERIENCE REQUIREMENTS

    ·       A bachelor's degree in human resources, business administration or related field required.

    ·       Five to seven years of senior level compensation experience required; experience in a healthcare setting preferred

    ·       Expert knowledge of state and federal compensation-related laws and regulations

    ·       High level proficiency in Microsoft Access, Word, and Excel

    FUNCTIONAL COMPETENCIES / JOB DUTIES

    1.    Manages annual and special projects for assigned business lines.

    2.    Partners with HR Business Partners to diagnose compensation issues and identify solutions for assigned business lines.

    3.    Partners with the Manager, Compensation Operations to develop, manage, and execute annual and special system-wide projects and to deliver other compensation solutions/services.

    4.    Coordinates benefits, payroll, and HRIS activities, as appropriate.

    5.     Assists Director, Compensation with Physician Compensation Committee, Compensation and Benefits Committee, and Board meetings, as appropriate.

    6.     Prepares monthly, annual, and ad hoc reports, presentations, and other material as appropriate.

    7.     Performs high-level, complex compensation analyses with little or no staff support.

    SYSTEM RESPONSIBILITIES

    1.     Demonstrates competence as described in the Children’s Leadership competencies.

    2.     Responsible for monitoring and ensuring compliance with all regulatory requirements, organizational standards, and policies and procedures related to area of responsibility.

    3.     Responsible for identifying potential risk areas within area of responsibility and for supporting the problem resolution process.

    4.     Responsible for maintaining records of compliance activities and reporting compliance activities to the Compliance Office.

    5.     Practices proper safety techniques in accordance with hospital and departmental policies and procedures. Immediately reports any mechanical or electrical equipment malfunctions, employee/patient/visitor injuries or accidents, or other safety issues to supervisor or Compliance Office.

    6.     Provides excellent service routinely in interactions with all customers, i.e. coworkers, patients, visitors, physicians, volunteers, etc.

    7.     Performs other duties and responsibilities as required.

    To be formally considered for the Sr Compensation Anlayst position, please complete our online application thru our website, www.choa.org/jointheteam and select the Staff portal in the right column or contact Meghan Thrift, Professional recruiter, meghan.thrift@choa.org.

  • July 10, 2015 4:57 PM | Anonymous

    The Sr. Compensation Analyst at Children's Healthcare of Atlanta works with limited supervision, assisting the Manager with the development, implementation, and administration of the Children’s Compensation Programs for assigned area(s) in support of organizational goals and objectives and to ensure compliance with applicable governmental rules and regulations. Identifies issues related to compensation programs and recommends effective, timely solutions. In addition, completes special projects as assigned.

    ESSENTIAL JOB DUTIES AND RESPONSIBILITIES:

    1. Participates in the development, implementation, and administration of Compensation Programs.
    2. Coordinates incentive plan/payout review and approval process.
    3. Coordinates and conducts compensation reviews as requested by leaders.
    4. Responsible for completing complex compensation projects with little or no supervision/guidance. Serves as a Project Lead and coordinates related activities of Compensation Analyst(s).
    5. Conducts research and analysis of compensation practices, programs, and trends. Works with Manager to identify and recommend program changes as necessary.
    6. Responsible for generating accurate and timely reports as requested by Compensation Manager, HR Centers of Excellence and System Leaders.
    7. Supports System Leaders and the HR Centers of Excellence by researching and responding to questions, interpreting policies, and otherwise assisting with compensation-related issues.
    8. May conduct internal training sessions on Compensation-related topics.

    Desired Skills and Experience

    MINIMUM QUALIFICATIONS:

    • Bachelor's degree in Human Resources, business administration or related field.
    • Minimum of Five (5) years experience as a Compensation Analyst
    • Experience completing Job Evaluations, Market Pricing/Analyses, and Salary Surveys required.
    • Must be detail-oriented and have excellent analytical, communication, and mathematical skills.
    • Must have excellent project management skills with the ability to effectively manage multiple, completing priorities with short timeframes.
    • Must have experience using Microsoft Office Products with specific experience using Excel, Access, and Word.

    PREFERRED QUALIFICATIONS - EDUCATION / EXPERIENCE

    • CCP Certification
    • Healthcare experience
    • Lawson experience
    • ePrism experience

    To be formally considered for the Sr Compensation Anlayst position, please complete our online application thru our website, www.choa.org/jointheteam and select the Staff portal in the right column or contact Meghan Thrift, Professional recruiter, meghan.thrift@choa.org.  

  • June 23, 2015 2:40 PM | Anonymous member

    Position Summary

    Participate in the design, vendor selection and implementation of a competitive Benefits programs for MBUSA and covered affiliates. This includes Health and welfare (medical, dental, vision), retirement planning (401k, retiree medical and pension), and disabilities (STD, LTD, Worker's comp). Ensure the benefits programs meet the needs of our employees in order to attract and retain the best employees in the industry. Ensure the proper administration and interpretation of the Company’s Benefit and Health Management Programs directly or through third-party administrators for active employees and retirees. Supervisory duties include:

    • Supervision of the Benefits Coordinators and external vendors and/or agencies, etc.
    • Benefit Plans and research changes to Plans based on needs of company, needs of associates and regulatory requirements. Manage proposal and approval process for MBUSA Benefit Plan Committee.
    • Wellness program for MBUSA and covered affiliates to contain the rise of future healthcare costs.
    • MBUSA disabilities programs and comply with governmental regulations/requirements.
    • Benefits communications to MBUSA employees and affiliates including: Summary Plan Descriptions, disseminating legally required notices, production and audit of annual Benefits Statement, Open Enrollment materials, Wellness program communications, MBUSA HR Benefits webpage and vendor change information.
    • Assist with benefits budgeting process and cost management initiatives. Authorize release of monthly premium and administrative expense payments to insurance companies, third party administrators and other institutions and professionals involved in MBUSA benefits plans’ administration. Oversee billing and reporting for affiliate and subsidiary companies that participate in MBUSA’s programs. Establish and monitor performance results of third party providers and initiate corrective action as necessary. Prepare monthly as well as ad-hoc reports of plan activity for management information and analysis. Maintain HRIS benefits database to ensure integrity of employee and company records. Design system modifications and enhancements as needed.
    • Partner with Legal to ensure proper administration of all benefit programs. Work to clarify plan language as needed. Manage relationships and compliance with affiliate companies covered under MBUSA Plans. Work closely with various internal and external agencies including Payroll, Tax, Treasury, General Counsel, and Budget, to ensure proper administration and required reporting to Federal, State and Local Governmental Agencies of plan activity.

    MB Education

    (accredited school) or equivalent work experience with emphasis in: Business Administration, Business Management, Human Resource Management

    Knowledge, Skills & Abilities

    Must have 5 - 7 years (total) of experience in the following:
    Administration Knowledge of administrative procedures, process/project development, and system procedures.
    Business - General Knowledge of fundamental business practices and concepts that impact the success and profitability of the organization.
    Business Management Knowledge of business and management principles involved in strategic planning, resource allocation, leadership technique, human resource management and efficiency and process methods.
    Human Resources Knowledge of principles and procedures for Compensation and Benefits, Employee Relations, Recruitment and Selection, and HRIS.
    Processing Knowledge of processes, quality control, costs, and other techniques in order to achieve maximum efficiency.
    Vendor Management Knowledge of Agency/Vendor management and budget management.

    Interested parties must apply online at www.mbusa.com/careers or contact Annette Dunlap, MBUSA Recruiter at pinnacle.dunlap@mbusa.com


  • June 16, 2015 5:33 PM | Deleted user


    Veritiv is a North American leader in business to business distribution solutions.  Our packaging, print, facility, publishing and print management solutions span the entire lifecycle of business operations, helping our customers achieve greater efficiency and sustainability. 

    Veritiv is one team, shaping success through exceptional service, innovative people, and consistent values. This is our vision, and our people are the cornerstone. We are seeking individuals who share our customer focus, who revel in the challenge of exploring every creative possibility, and who are inspired to live our values. 



    The Compensation Analyst provides analytical support and compensation consulting. This role will act as a compensation consultant for HR business partners, provide management with analysis and reports, administer compensation programs and processes, such as the annual merit and bonus review process. This key “hands-on” contributor will administer compensation and total rewards programs that help the Company attract, retain, motivate,
    and manage their talent. Projects can include base pay program design, ongoing market pricing/benchmarking, and other HR assignments. Building strong relationships, analysis and communications are critical components of this position


    Job Responsibilities:

    • Research, evaluate and monitor competitive market position in regards to various compensation practices and programs.
    • Ensure programs and practices are in compliance with all organizational policies, as well as, state and federal regulations.
    • Review requests for promotions and other pay adjustments. Make recommendations for and prepare offers, competitive market pay adjustments and promotions.
    • Facilitate the operations annual merit review process and equity plans. Participate in the development of salary increase budgets.
    • Provide project leadership (project plan and timelines, documentation, updates, track progress) for various projects.
    • Analyze the financial and employee impact and determine the cost of Total Reward
    • programs.
    • Administer various Total Reward programs.
    • Assist in the development and implementation of new Total Reward programs.
    • Respond to surveys of total rewards practices, including compensation, benefits and perquisites.
    • Benchmark compensation levels, programs and best practices against market.
    • Assesses competitiveness of pay and related programs relative to market practices.
    • Designs or updates market-aligned pay structures.
    • Models financial impact of compensation plans.
    • Limited travel (<5%)
    Required Skills
    • Strong analytical skills
    • Strong organizational and project management skills
    • Attention to detail and accuracy
    • Advanced Excel skills
    • Ability to complete multiple tasks within critical deadlines
    • Good planning/organization skills with the ability to manage multiple assignments
    • simultaneously with strong attention to detail and results.
    • Ability to handle sensitive information confidentially.
    • Excellent communication skills
    • A team player
    • Ability to adapt to changing priorities.
    Required Experience
    • 2+ years relevant experience
    • Bachelor’s degree required
    Job Location

    Sandy Springs, Georgia


    Position Type

    Full-Time/Regular


    Apply Online at www.veritivcorp.com


  • June 15, 2015 5:40 PM | Deleted user

    Cox Automotive is a leader in vehicle remarketing services, digital marketing and software solutions for automotive dealers, manufacturers and consumers. Cox Automotive includes AutoTrader.com, Kelley Blue Book, Manheim and a host of other global businesses and brands. Headquartered in Atlanta, Cox Automotive employs nearly 24,000 employees in over 150 locations worldwide. We partner with more than 40,000 dealers and touch more than 67 percent of all car buyers in the U.S. with the most recognized brands in the industry. We unite more than 20 brands in this space, providing an end-to-end solution to transform the way the world buys, sells and owns cars.

    Job Description

     

    The Compensation Analyst provides comprehensive compensation support to the Cox Automotive business. Partner with HR and line management in the development, design, and implementation of compensation programs, plans and policies to attract and retain our talent.

     

    Responsibilities

     

    • Conducts market pay analyses using published compensation surveys and consults with managers regarding the results

    • Reviews jobs content to determine of FLSA classifications and consults with managers regarding State and Federal Wage and Hour laws

    • Prepares and submits data for external salary surveys

    • Assists in the administration of annual merit increase and/or incentive bonus programs, and job description management

    • Conducts ad-hoc analyses to determine the effectiveness and current state of compensation practices

    • Educates HR, line managers and employees on compensation policies, philosophy and practices as needed

    • Leads and participates in special projects related to compensation programs and policies

       

      Minimum Qualifications

       

    • Bachelor’s degree in business or related field.

    • 3+ years’ experience in Compensation administration and analysis including market analysis

    • Knowledge of market pricing, job evaluation tools and techniques and salary administration

    • Excellent skills in both mathematical and comparative analysis are required.

    • Highly detailed driven with emphasis on accuracy, coupled with the ability to see the broader picture, provide insights and recommendations.

    • Ability to create dynamic tools and models to interpret and analyze data.

    • Strong analytical skills are necessary to effectively analyze data and create meaningful, understandable reports and metrics

    • A high attention to detail and strong sense of urgency

    • Proven ability to manage multiple priorities and meet deadlines

    • Knowledge of the Fair Labor Standards Act compliance requirements and other applicable laws

    • Proficiency in use of Microsoft Excel (complex formulas, pivot tables, v-lookups and other advanced functions). Solid knowledge of Microsoft Access, Word, and PowerPoint.

      Preferred Skills & Background

    • CCP or course work toward the CCP preferred

    • Experience with CompAnalyst, ePrism or Reward compensation software

    • Experience with PeopleSoft (including reporting/queries)

    • Project management

       

      Click on the link below to apply:

       

      https://cox.taleo.net/careersection/jobdetail.ftl?job=158560&lang=en


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