Job Listings

  • 18 Mar 2019 2:58 PM | Jerel Atkinson

    Job Description

    Are you a compensation professional who lives and breathes data and the story it tells? Do you want to take your skills and passions to the next level at an organization at the forefront of compensation design? Do you have a deep interest in analyzing compensation data and can see beyond the numbers to drive sound decision-making? Are you someone who understands compensation salary surveys and how to utilize them effectively to ensure your organization is paying fairly and effectively? Are you someone who can help others understand compensation concepts?

    The Compensation and Benefits group at Intel is seeking a compensation analyst to help us ensure that we attract and retain the best talent by paying fairly and maximizing the value of our compensation spend. In this role you will be responsible for applying your expertise in compensation analysis and design to develop pay structures across multiple countries throughout the world. You will analyze market data to identify trends, market movement and alignment with Intel jobs. You will work closely with Compensation & Benefits Analysts/Consultants to tell the stories of our insights, develop benchmarking peer lists and strategies to support business needs and provide education related to market data, compensation surveys, and the structure development processes. You will also assist in helping Intel maintain strong relationships with key compensation survey vendors, prepare data submissions for annual and ad-hoc surveys and answer inquiries related to submissions.

    Qualifications

    Minimum requirements

    • A Bachelor’s degree from an accredited institution.
    • 3+ years of professional experience in Human Resources, Mathematics, Finance, Statistics, Economics or other related fields.
    • 2+ years of experience in compensation processes and practices, particularly working with compensation survey data, market pricing, and salary structure development.
    • Strong analytical skills and experience using Excel.
    • Strong written and verbal interpersonal skills.
    • Strong business and consultative skills including initiating, conducting, and facilitating discussions with multiple stakeholders.

    Preferred Qualifications

    • A Master’s degree from an accredited institution.
    • Professional certification in compensation (CCP, GRP or ACCP).
    • Experience with Tableau, Power BI, JMP or other data analysis software.

    This position is open to U.S. Workers Only. A U.S. Worker is someone who is either a U.S. Citizen, U.S. National, U.S. Lawful Permanent Resident, or a person granted Refugee or Asylum status by the U.S. Government. Intel will not sponsor a foreign national for this position.

    Inside this Business Group

    Intel's Human Resources group is responsible for hiring, developing and retaining the best and brightest employees while continuing to strengthen the company's culture and values. Intel Human Resources provides first-rate, cost-effective services and support to employees worldwide and is dedicated to advancing Intel's business goals.

    Posting Statement

    All qualified applicants will receive consideration for employment without regard to race, color, religion, religious creed, sex, national origin, ancestry, age, physical or mental disability, medical condition, genetic information, military and veteran status, marital status, pregnancy, gender, gender expression, gender identity, sexual orientation, or any other characteristic protected by local law, regulation, or ordinance.

    To Apply go to the job posting on our website at 

    https://jobs.intel.com/ShowJob/Id/1985158/Compensation-Analyst/


  • 07 Mar 2019 3:52 PM | Anonymous

    One of Central Oregon’s top private employers is seeking an experienced Benefits Administrator to join their team!

    To Apply: For confidential consideration, please submit resume to: karen.turner@expresspros.com

    What You Get to Do!  - The Benefits Administrator is responsible for a wide variety of administrative tasks to support the human resources team and company. Duties include benefits administration and reconciliation, detailed data entry into multiple vendor sites and excel, new hire and benefit orientation, and being a resource for employees and supervisors throughout the day. 

    • Entering and maintaining employee records and high-volume data in multiple systems
    • Educating employees on benefit options, enrolling employees in plans, calculating their premium portion and entering the accurate amount in to our payroll software
    • Maintaining relationships and compliance with multiple vendors including benefits, pre-employment drug screening, 401k and financial advisors, flex spending and health savings accounts, Department of Motor Vehicles, Employment Department, etc
    • Conducting background screening for job candidates, while adhering to the Department of Transportation regulations for driver screening and file maintenance
    • Processing 401k enrollment, changes, loans and distributions; coordinating employee enrollment and/or educational meetings on 401k
    • Preparing and processing Benefit Open Enrollment materials, as well as provider and employee changes
    • Performing back-up to Payroll when needed 
    • Responding to Employment Department and employment verification inquiries
    • Completing Oregon Employment, BOLI, DOL, IRS (1095c reporting) and other agency surveys and reports as needed
    • Assisting with recruitment activities
    • Supporting the HR team and company overall in a variety of administrative tasks

    What You Will Need - The Benefits Administrator will be highly motivated and extremely organized with exceptional detail orientation. They will build trust with employees by being responsive, friendly, consistent, and confidential. The Benefits Administrator will enjoy contributing to all aspects of the business.  The successful candidate will possess:

    • 2+ years performing Benefits Administration including direct work with health benefits, 401k, and Health Savings Account preferred; other relevant experience such as payroll, bookkeeping, and insurance administration considered
    • Excellent communication, adherence to deadlines, task-orientation, and advanced Microsoft Office Skills
    • Experience in the construction industry and/or with DOT driver regulations a plus
    • Ability to work proficiently in the Microsoft Office environment
    • An Associates or Bachelor’s degree in Accounting, Human Resources, Business Administration or other related field preferred.
  • 07 Mar 2019 3:44 PM | Anonymous

    One of Oregon’s leading employers is seeking an experienced Senior Compensation & Benefits Specialist for their Bend team!

    To Apply: For confidential consideration, please submit resume to: karen.turner@expresspros.com

    What You Get to Do! - The Senior Comp & Benefits Specialist is responsible for developing, administering, and maintaining compensation programs which support our compensation philosophy. Evaluate requests to establish equitable and appropriate titles, salary ranges, pay rates, exemption assignments and benefit levels. Manages projects related to compensation strategic initiatives. Partner with HR Generalist with the administration of employee benefits.  Effectively collaborate with other members of the HR team, and serve as a consultant to supervisors and staff across all locations.

    • Manage the administration of direct compensation including the processing, recording and reporting of compensation-related actions related to both salaried and hourly paid employees.
    • Create a consistent compensation guideline that matches our compensation philosophy and organizational culture.
    • Create and analyze job descriptions and wage grade classifications
    • Provide advice to management on pay decisions, policy and guideline interpretation, and job evaluation, including the design of creative solutions to specific compensation-related matters.
    • Participate in, and conduct salary surveys, including the analysis of survey data and maintenance of salary survey database.
    • Ensure that compensation practices are in compliance with current federal, state and local compensation laws and regulation
    • Assist Human Resources Team and other business partners throughout the organization with compensation-related issues.
    • Assist management with research on competitive benefit plan offerings, evaluate trends, analyze benefit plan
    • Assist with determining benefit plan designs and renewals.
    • Coordinate and attend meetings with benefit vendors.
    • Use advanced knowledge and expertise to provide guidance to the HR Generalist Benefit Administrator through the day-to-day administration of benefit plans including medical, dental, life, long term disability, 401k, etc.
    • Serve as a resource for hiring managers’ questions related to compensation and benefits.
    • Responsible for providing and maintaining compensation and benefit-related data in HRIS system, ensuring the HRIS system is updated with appropriate information.
    • Keep abreast with trends and best practices in the field of compensation.
    • Provide backup to other HR staff members as needed.

    What You Will Need:  

    • BS/BA in Business Administration, Human Resources or related field
    • SHRM or HRCI certification preferred
    • A minimum of 3 years’ experience in Human Resources
    • Experience with job analysis/evaluation/wage grade structure design
    • Experience with compensation research and data analysis as they relate to compliance requirements
    • Benefits Administration experience
    • Ability to work well under changing priorities and deadlines with frequent interruptions required. 
    • Thorough knowledge and practical understanding of human resources functions and state and federal employment regulations, and a broad understanding of the business and the role each functional area plays. 
    • Ability to: read and interpret company policies and procedures; analyze market survey data and identify trends; present information clearly and concisely; exercise tact and diplomacy and maintain confidentiality.  
    • Proficient in the use of software applications to conduct daily business functions required, super-user capability preferred. 
    • Must have a passion for customer service (internal and external) and strong influencing skills.
  • 07 Mar 2019 3:36 PM | Anonymous

    One of Central Oregon’s top organizations is adding a Director of Total Rewards to their team!

    To Apply: For confidential consideration, please submit resume to: karen.turner@expresspros.com

    What You Get to Do! - This critical role is responsible for driving the organizations total rewards strategies, ensuring that they align to and support business goals and objectives. Provides vision, leadership, planning, project coordination and management for the HR Information Systems and Data Analytics. Reporting directly to the Vice President People & Culture, will serve as a member of the People Leadership Team, and have a broad sphere of influence throughout the organization.

    • Provides innovative vision and leadership to total rewards that focuses on the “whole” caregiver and supports physical, social and financial wellbeing.
    • Provides thought leadership and leads the design, build and scaling of Total Rewards (comp, benefits, and recognition programs) including compensation philosophy and structure, incentive plans, and benefits strategy focused on attracting and retaining key talent across an increasingly diverse business and workforce.
    • Keeps abreast of compensation and benefits trends in the competitive market, ensuring the programs are market competitive, address compression & internal equity and aligned with our culture and business goals and consistently administered and in compliance with company policies and government regulations.
    • Develops strategy, builds and manages an analytics model which enables data-driven decision making. Executes the delivery of information, working with key stakeholders to support the business with analytics by identifying workforce trends and opportunities.
    • Demonstrated knowledge and experience in Leave and Absence management. Ensure compliance with state and federal regulations and serve as a resource to business partners and team members regarding the requirements for all leave programs and policies.
    • Prepares qualitative and quantitative analytics in collaboration with Finance to support development of cost-effective benefit programs, including proposals for program changes, utilization, vendor performance, trends and program analysis.
    • Oversees the compensation administration process including the planning and implementation of annual salary reviews, merit increases, short/long term incentives.
    • Partners with HR leadership and communications team to develop, execute, and communicate key benefits, leave and compensation programs.
    • Establishes systems of accountability, performance standards, and measures of success against which the effectiveness of the function can be evaluated.
    • Builds strong partnerships with HR colleagues, the business, and external partners to help identify, develop and accomplish initiatives within the function.
    • Leads a team of direct and indirect reports; supports them through the various stages of the employee lifecycle, utilizes self-service tools as is appropriate.
    • Develops annual budget for areas of responsibility and works with department leaders and staff to implement the budget. Assures measures for staying within budgetary parameters. 
    • Maintain professional and technical knowledge by attending educational workshops; review professional publications; establish personal networks; participate in professional societies.
    • Perform other related duties as required and directed.
    • Supports the vision, mission and values of the organization in all respects.
    • Supports Value Improvement Practice (VIP- Lean) principles of continuous improvement with energy and enthusiasm, functioning as a champion of change.
    • Provides and maintains a safe environment for caregivers, patients and guests.
    • Conducts all activities with the highest standards of professionalism and confidentiality.  Complies with all applicable laws, regulations, policies and procedures, supporting the organization’s corporate integrity efforts by acting in an ethical and appropriate manner, reporting known or suspected violation of applicable rules, and cooperating fully with all organizational investigations and proceedings.
    • May perform additional duties of similar complexity within the organization, as required or assigned.

     What You Will Need:

    • Bachelor’s degree in Human Resources, Business Management, Accounting, Finance or related discipline.  MBA or advanced degree in human resources or related field preferred.
    • CCP (Certified Compensation Professional) certification or Professional HR Certification such as SHRM-CP®, SHRM-SCP®, PHR® and SPHR® preferred
    • Minimum of 10 years of relevant, increasingly responsible experience, including previous experience working in a strategic HR role.
    • Blend of hands-on operational and design/strategy experience.
    • Experience in benefits, leave and absence management, compensation, organization analytics and workforce planning. Ability to use data and systems to drive business and organizational decisions.
    • Demonstrated expertise in complex compensation program analysis, design and administration, trends & best practices.
    • Knowledge of survey administration and leveraging survey feedback along with multiple organization data points to inform organization decisions/initiative.
    • Highly analytical with the ability to evaluate complex data and make recommendations
    • Advanced MS Excel, Word, and PowerPoint skills.
    • Strong knowledge of EEOC regulations, ERISA, ACA, FSLA, and other relevant laws.
    • Effective communication skills and ability to influence and empower at all levels within the organization, from individual contributors through executive leadership teams.
    • Demonstrated ability to translate business needs into strategic initiatives and drive them to successful outcomes.
    • Demonstrated ability to achieve both individual and team results through a fact-based, collaborative, analytical approach.
    • Demonstrated ability to effectively coach and mentor talent at all levels.
    • Well-versed in total rewards [compensation & benefits], HRIS and data analytics subject matter.
    • Experience working within an HR shared services model.
    • Experience or knowledge in Lean
  • 03 Mar 2019 2:55 PM | Deleted user

    Want a partner for excellence in the workplace?  At Cascade, that’s what we’re all about and why great employers seek us out.  We have an opportunity to join our exceptional research and compensation professionals who give employers compensation guidance, tools, resources and (most important) the confidence their compensation programs are competitive and compliant.

    As our Director of Compensation, you’ll  provide professional-level compensation services, including overseeing comprehensive surveys of competitive market compensation practices in accordance with best practices and that are aligned with Company goals, strategies and objectives.  Your drive for change, innovation and focus on results allows you to work with a sense of urgency, manage multiple priorities and continue to grow this service area and its team of professionals.

    Here’s what we have:

    • Variety. We support over 450 organizations, in diverse industries and sectors. As the compensation needs of our members continue to grow and become more complex there is always something new or different requiring creativity and innovation.
    • Flexibility.  Our environment allows you to maximize the use of your time while making sure our members have our full support and attention.
    • Opportunity to grow a team.  Because of new laws and increased competition for talent, our members have an increasing need to develop or change their compensation philosophies and practices.  You will get the opportunity to take this service area to the next level.
    • Customer service oriented culture.  We work hard to make sure HR isn’t the thing keeping our members up at night and that work isn’t keeping you up at night.

    Here’s what you have:

    • A strong understanding of compensation analysis and a solid business acumen.  Our members look to you for your compensation expertise, but also to make sure they’re seen as a great place to work.  You’ll help them understand how great compensation programs and practices will help them meet their business goals. 
    • Hands-on expertise.  The job not only requires excellent project management skills and delegation, it also requires hands on accountability and getting in the weeds to get the job done, and done well.  The job exists in a fast-paced environment, requiring the skill to get things done quickly, handling a variety of activities and managing multiple priorities at a time. 
    • Focus and decision making. Because the nature of the work requires quick decision making, careful and critical analysis of new ideas or innovations is important to assure all decisions are based on knowledge and experience. While much of the work requires support to be done within established processes and practices, you’re also able to appropriately innovate to find practical ideas for dealing with changing conditions.
    • Careful with risk and details.  Although you have a strong sense of urgency and work at a pace faster than average, you also have a high sense of responsibility for making sure your work is of high quality, organized and has repeatable results.  The timeliness and quality of results is never compromised.
    • Engaging leadership.  You connect easily with your colleagues and direct reports. You are a natural leader who both inspires and challenges your teams and raises the bar for your organizations.

    Responsibilities of our Director of Research and Compensation include:

    • Manages and provides compensation philosophy/strategy development, and pay assessment design, development and analysis services to help employers determine the competitiveness of their pay practices and assure compliance with pay equity rules and alignment with organization mission and goals. Meets with employers of various sizes and industry groups to determine project requirements and costs; interviews managers and employees and otherwise gathers information related to jobs studied; compiles market data from multiple market survey sources; develops market-based pay structures; summarizes relationships between employer and market pay practices; and meets with employers to review findings, reconcile differences and finalize assessments. 
    • Works with employers to evaluate options and implement base and variable pay delivery systems that best support achievement of their compensation objectives; meets with employers to determine needs/interests; evaluates alternatives and recommend best practices; facilitates and provides guidance in the design and documentation of specific programs; and provides support to assure effective implementation and communication of programs.
    • Oversees comprehensive market surveys of both diversified and target industry pay and benefit practices in order to provide employers with the competitive pay information needed to support their employee recruitment and retention objectives; provides oversight to Survey Manager, including support with questionnaire development and report publication; and continuously seeks new and improved opportunities to optimize use of related resources, better meet employer needs, and increase survey revenues.
    • Conducts training workshops (e.g., pay assessments, pay delivery systems and compensation philosophy/strategy development) to strengthen employer understanding and enable them to become more effective in developing and administering related programs within their organizations; works with employers and other professional staff members to develop effective programs; and co-trains with other professional staff members. 
    • Participates with other professional staff members in planning, developing, implementing, assessing and/or promoting Member recruitment and retention programs, new and/or improved products and services, and cost containment initiatives to support achievement of Association financial objectives; participates in internal committees; contacts or follows-up with existing and prospective Member organizations regarding products and services; participates in external professional organizations and business groups; interacts with peers in similar associations (Employer Associations of America); manages department revenue and expense budgets; and provides feedback regarding actual results to the Association President.

    Minimum Qualifications:

    • Typically requires a degree in human resources, CCP designation and ten or more years of directly related work experience, including compensation management experience.  Compensation consulting experience, preferred.
    • Strong communication (both verbal and written) and leadership skills are required in order to work effectively with all levels in an organization and in a variety of industries.
    • Excellent customer service skills required. 
    • Attention to detail and ability to manage multiple on-going projects are required to assure service and product credibility and quality.
    • Proficiency in Microsoft Word, Excel and PowerPoint and ability to learn new software programs, such as presentation software.
    • Requires current Oregon Driver’s License and reliable transportation.
    • This position requires regular local travel.  Although infrequent, travel may include early mornings and late evenings.

    Please email a summary paragraph and resume to ggilham@cascadeemployers.com.   In your paragraph, please tell us why you think you are an ideal match for us and us for you.   

    Check out our website at cascadeemployers.com


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