Job Listings

  • 22 May 2019 4:26 PM | Anonymous

    Position Title:              HR Compensation Analyst

    Department:               Human Resources

    Title of Manager:        Human Resources Manager

    Supervises:                  Non-supervisory position

    Exemption Status:       Exempt

    Requisition:                  12590

    APPLY HERE

    General Statement of Duties

    This position is responsible for administering and maintaining compensation policies and programs for CareOregon and affiliated organizations as a core component in attracting, rewarding, and retaining talented employees.  Primary responsibilities include job consulting and evaluation, base pay and incentive pay administration, data analysis, reporting, compliance, and education.

    Essential Position Functions

    Job Consulting and Evaluation

    • Coach managers in the creation and revision of position descriptions, ensuring content is clear and complete.
    • Evaluate new and revised positions in relation to external and internal comparators.
    • Classify positions to the organization’s job structure, and appropriately update HR systems.
    • Maintain the organization’s position description library, including periodic audits.
    • Work closely with Recruitment staff, enabling seamless integration between job evaluation and recruitment.

    Base Pay and Incentive Pay Administration

    • Recommend starting pay rates for new hires and internal job changes, utilizing a consistent and equitable system.
    • Review pay on an ad-hoc basis as needs arise throughout the year.
    • Administer the organization’s spot award program, ensuring awards are administered fairly and effectively.
    • Calculate new salaries in conjunction with annual increases.
    • Review bonus calculations for the organization’s annual incentive bonus plan.
    • Ensure effective relations with compensation vendors and consultants.

    Data Analysis, Reporting, and Compliance

    • Participate in salary survey job matching and data submission.
    • Participate in the organization’s annual, comprehensive pay review, utilizing salary survey results and trends; identify areas where internal adjustments may be needed.
    • Assist in pay equity reviews, including research and documentation.
    • Utilize internal and external HR systems and tools to house job and pay data.
    • Develop standard and ad-hoc reports to help inform business decisions.
    • Partner with HR and Payroll staff to facilitate and monitor job and pay data integrity.
    • Audit job and pay data to ensure pay compliance with regulatory requirements and internal policies and procedures.
    • Identify system and process improvements, including automation, workflows, and department integration to minimize redundancies and enhance data integrity.
    • Protect employee pay data; exercise a high degree of confidentiality and discretion.

     Education/Documentation

    • Provide communication and education regarding the organization’s pay programs.
    • Coordinate program content updates in accessible locations, including the Intranet and HR systems, in alignment with internal branding standards where appropriate.
    • Collaborate with Benefits staff on the creation and distribution of total compensation statements.
    • Provide personalized information to employees relating to their own pay as questions arise, as well as though annual pay and bonus memos.
    • Meet with employees in group and individual settings to help educate and inform on the organization’s pay practices.
    • Discuss starting pay with external candidates as needed.
    • Pursue professional development opportunities to ensure current knowledge of legislation and best practices.

     Essential Department and Organizational Functions

    • Propose and implement process improvements.
    • Meet deadlines for completion of workload.
    • Maintain agreed upon work schedule.
    • Demonstrate cooperation and teamwork.
    • Provide cross-training on specific job responsibilities.
    • Meet identified business goals that contribute to departmental goals.
    • Perform other duties as needed.

    Knowledge, Skills and Abilities Required

    Technical

    • Working knowledge of relevant labor laws and the growing ability to translate laws into daily work (e.g., Equal Pay Act, Fair Labor Standards Act, Americans with Disabilities Act, etc.)
    • Knowledge of compensation principles, practices, standards and methods
    • Proficient research and mathematical skills, including the ability to gather and synthesize data
    • Analytical and problem-solving skills; growing ability to interpret data, assess for reasonability, and provide meaningful guidance
    • Critical thinking skills; developing ability to provide recommendations that blend creative solutions with data
    • Strong Microsoft Word and Excel skills, including the ability to calculate, organize, and summarize data electronically
    • Comfort with or ability to learn compensation software

    Communication

    • Effective communication skills, including written, verbal, listening, and presenting
    • Ability to educate and provide concise information
    • Relational skills; growing ability to negotiate favorable outcomes and reach consensus
    • Ability to effectively interact with employees and leaders at all levels in the organization

    Other

    • Exceptional attention to detail and accuracy
    • Results oriented; ability to take initiative, balance priorities, and meet deadlines
    • Ability to handle confidential information with sensitivity and discretion
    • Ability to work in an environment with diverse individuals and groups
  • 09 May 2019 3:10 PM | Beverley Menillo (Administrator)

    Providence St. Joseph Health is calling a Senior Compensation Consultant - PSJH to our location in Renton, WA, Seattle, WA, Portland, OR, or Irvine CA.

    We are seeking a Senior Compensation Consultant - PSJH to be instrumental in the development and ongoing administration, design, analysis and implementation of various Providence St. Joseph Health compensation programs. This role is on the Systems\Infrastructure\Programs team within Compensation and as such has a heavy focus on project and systems related work. This role may work on projects like internal minimum wages, merit, systems upgrades or enhancements (market pricing tool, ERP, etc.), new compensation systems and/or tools, as well as other compensation process improvements.

    If you get excited about using your compensation knowledge to do process improvements, support systems and manage compensation related projects please apply!

    In this position you will have the following responsibilities:

    Consults with core leaders and Human Resources on issues pertaining to all areas of compensation management. Handles issues with typically large scope, higher levels of complexity, sensitivity and/or visibility with the organization. Encourages others to take a strategic approach to solving compensation issues as opposed to simply responding to the current situation. Serves as a resource to explain compensation policy and systems. Provides training on compensation related programs.

    Acts as a subject matter expert in areas of compensation practices.

    Works collaboratively with HR and operations leaders on projects.

    Lead team or represent Compensation on system wide initiatives. Serves on committees as necessary as the compensation subject matter expert.

    Works in collaboration with leadership to develop and implement uniform compensation practices (such as policies, procedures and guidelines), and in the design and implementation of training programs for core leaders and staff to help them understand the pay programs

    QUALIFICATIONS:

    Required qualifications for this position include:

    • Bachelor’s Degree in Human Resources, Business, Social Science or related field Or equivalent education / experience.
    • 5 years Related compensation experience including data collection and analysis, working knowledge of compensation systems, wage & hour laws, exempt classifications, job evaluation methodology, and principals of wage/salary administration. May also consider a combination of compensation and general HR experience that includes data collection and analysis, working knowledge of compensation systems, wage & hour laws and exempt classifications.
    • Healthcare experience.
    • Union environment experience.
    • Demonstrated knowledge of federal, state, and/or local regulations, standards, practices and requirements related to compensation management and salary administration.
    • Knowledge of compensation methodology, principles, standards and practices.
    • Knowledge of human resources policies and procedures.
    • Working knowledge of information systems, especially hardware/software applications, and their application to human resources systems. Knowledge of and proficiency in computer skills and applications such as; Microsoft Office Word, Excel, Access and PowerPoint.
    • Demonstrated skills in working collaboratively, courteously and tactfully with difficult situations and/or people to identify issues and solve problems.
    • Demonstrated interpersonal skills and the ability to communicate and convey information effectively in verbal, written and electronic communication.
    • Ability to independently prioritize work assignments and meet deadlines with complete, accurate information and complete analysis of issues.
    • Ability to manage multiple activities at once to accomplish a goal; anticipating and adjusting for problems and roadblocks.
    • Ability to present recommendations and/or decisions and persuade others, as necessary, with tact and diplomacy.
    • Demonstrated knowledge of math and statistics to calculate figures, percentages and algebraic equations.
    • Demonstrated ability to interpret market survey data and abstract pertinent information and reach sound conclusions from a variety of data.
    • Demonstrated ability to deliver effective presentations to managers and staff.
    • Demonstrated ability to apply methods for audit compliance with compensation policies and pay practices.

     Preferred qualifications for this position include:

    • Certified Compensation Professional (CCP) designation

     About the department you will serve.

    Providence Strategic and Management Services provides a variety of functional and system support services for all eight regions of Providence St. Joseph health from Alaska to California. We are focused on supporting our Mission by delivering a robust foundation of services and sharing of specialized expertise.

    We offer a full comprehensive range of benefits - see our website for details

    http://www.providenceiscalling.jobs/rewards-benefits/

    Our Mission

    As expressions of God’s healing love, witnessed through the ministry of Jesus, we are steadfast in serving all, especially those who are poor and vulnerable.

    Answer the call, apply here: https://www.providenceiscalling.jobs/seattle-wa/senior-compensation-consultant-psjh/7B1C4D1252584F278CEC91D74AE8154F/job/

    Job number 216938.
  • 28 Apr 2019 3:08 PM | Jennifer Warren

    Be visionary

    At FLIR, we have a simple but ambitious mission: to develop market-leading thermal and sensing technologies which enhance everyday life. From saving energy, to saving lives FLIR is making a real difference in our world.

    Our products are used in a wide array of situations to rescue people in danger, detect criminals, conserve energy, navigate safely, provide security around the globe, and protect our environment.

    We are looking for individuals who thrive on making an impact and want the excitement of being on a team that wins.

    APPLY HERE

    Job Description 

    Job Summary:

    This position will work closely with the VP of Total Rewards as well as the Sr. Compensation Analyst on the team in the design, ongoing management, administration and communication of FLIR’s compensation programs.  The role is the primary point of contact for day-to-day compensation administration for assigned FLIR business units.  Takes ownership of compensation data in the global HRIS system for assigned groups, working closely with HRIS Manager and will provide reporting as needed.  Participates in cross functional teams on compensation-related projects.

    Detailed Description:

    • Responsible for the administration of various global compensation programs, including focal merit review, short term incentive plans and equity compensation plans
    • Primary point of contact for day-to-day compensation issues / questions ranging from policy/procedures to recommendations on promotional increases, etc.
    • Support HR business partners, providing compensation analysis and recommendations
    • Provide input into annual merit budget and salary structure movement, etc.
    • Work closely with HRIS Manager to stay current on HRIS system’s features / updates pertaining to compensation
    • Continuously review and audit new/existing job descriptions and perform job evaluations  -- editing job descriptions, leveling, job profile assignment, salary grade assignment, title, FLSA status, etc. and ensure job data accuracy within HR system
    • Participate in the annual configuration of HR system for annual compensation and performance programs
    • Administer and provide support in the annual global focal grant process, from launching the process all the way through working with Fidelity to upload grant files
    • Deliver training and education to employees and managers on compensation programs, philosophy and administration
    • Participate in and manage compensation surveys
    • Assist in harmonizing compensation for acquired entities
    • Ad hoc projects, as requested

    Requirements:

    • Bachelor’s degree in applicable field or equivalent experience
    • Minimum of 8 years of progressive compensation experience
    • Proficiency in MS Office with a strong understanding of Excel (including charts, graphs, pivot tables and other advanced capabilities) with an ability to manipulate large sets of data in complex Excel spreadsheets
    • Attention to detail with a high degree of accuracy
    • Must be able to work with highly confidential data and maintain confidentiality at all times
    • Absolutely must be a team player and someone who can listen to the issues, dive deep and provide recommendations
    • Must be flexible in working with HR partners in all regions/ time zones globally
    • Certified Compensation Professional (CCP) designation preferred
    • Prior experience with Radford / Towers Watson strongly preferred
    • Experience with Workday preferred
    • Experience with expat / TCN compensation preferred

    FLIR and all of our employees are committed to conducting business with the highest ethical standards. We require all employees to comply with all applicable laws, regulations, rules and regulatory orders. Our reputation for honesty, integrity and high ethics is as important to us as our reputation for making innovative sensing solutions.

    FLIR is an equal opportunity employer.   

    APPLY HERE

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