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Top 50 Compensation Consultant Skills

Below we've compiled a list of the most important skills for a Compensation Consultant. We ranked the top skills based on the percentage of Compensation Consultant resumes they appeared on. For example, 9.1% of Compensation Consultant resumes contained Salary Surveys as a skill. Let's find out what skills a Compensation Consultant actually needs in order to be successful in the workplace.

These are the most important skills for a Compensation Consultant:

1. Salary Surveys

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high Demand
Here's how Salary Surveys is used in Compensation Consultant jobs:
  • Analyzed comprehensive private salary surveys which included information on base salary, annual incentives, long-term incentives, benefits and perquisites.
  • Performed job evaluations, completed salary surveys, analyzed pay data, and communicating pay information to managers.
  • Analyzed industry salary surveys used to ensure internal equity while maintaining external competitiveness.
  • Managed executive, professional and nonexempt salary surveys for company.
  • Conducted market analysis and participated in annual salary surveys.
  • Conducted numerous salary surveys to ensure competitive strategy.
  • Completed and analyzed external salary surveys and results.
  • Tracked and maintained participation in salary surveys.
  • Selected salary surveys appropriate to industry.
  • Conducted market analysis of each job by using salary surveys and contacting other companies for pay/benefits data.
  • Participate in salary surveys for all professional staff, nursing positions, and physician positions.
  • Perform market salary surveys, analysis, and market pricing for jobs.
  • Completed 50+ salary surveys and implemented them into the market pricing tool.
  • Participated in various salary surveys and submitted data for EEO-1 Report.
  • Conduct salary surveys in a variety of industries.
  • Collect information needed to respond to salary surveys.
  • Complete Benchmark, Sales and International salary surveys.
  • Research, conduct, participate and analysis of salary surveys to evaluate effective changes that will insure the organizations competitiveness.
  • Gathered and submitted data for participation in salary surveys for general industry and healthcare related jobs.
  • Conduct, participate in, and analyze salary surveys, summarize results, present findings and prepare recommendations.

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4 Salary Surveys Jobs

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2. Job Evaluation

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high Demand
Here's how Job Evaluation is used in Compensation Consultant jobs:
  • Assist with reorganizations by analyzing and classifying new and existing positions using factor-based job evaluation methodologies and conducting job audits.
  • Designed, developed and implemented a new job evaluation system, base salary structure, and compensation administration guidelines.
  • Advised generalists of compensation procedures for Annual Review, salary recommendations and promotions, and job evaluations.
  • Completed overall job evaluation and market pricing analysis for all Regional Banking positions.
  • Conducted job evaluation studies, including job description development and exemption status recommendations.
  • Design, develop and administer position / job evaluation and analysis procedures.
  • Conducted job evaluation and analysis as requested/need for other functions.
  • Conduct periodic pay surveys; schedule and conduct job evaluations; prepare pay budgets; monitor and schedule individual pay actions.
  • Developed and implemented new corporate-wide job evaluation program for exempt and non-exempt employees; coordinated with HR leaders across the globe.
  • Managed the job evaluation process, evaluated jobs and made salary grade recommendations to management; conducted market pricing.
  • Communicate HR policies and practices related to recruitment, job evaluations, transfers/promotions, performance appraisals, and counseling.
  • Performed job evaluations, market reviews and adjustments, and internal equity reviews for positions throughout the system.
  • Performed job evaluations, developed a new annual pay increase program, and refined the performance review system.
  • Managed a major job evaluation project to ensure 450 employees were classified correctly according to FLSA guidelines.
  • Job evaluation and exemption status change based on FLSA guidelines in both the US and Canada
  • Conducted job evaluations and serves on job evaluation committees as well as performs position analyses.
  • Job evaluations and pay practice studies.
  • Managed projects for salary structures design, job evaluation, market pricing, competitive and pay analysis for multi- national organizations.
  • Key Achievements: * Oversaw implementation of companywide job evaluation methodology and base pay structures.
  • Performed job evaluations in a timely manner for 10,000+ employees using the Hay Methodology.

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133 Job Evaluation Jobs

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3. Job Descriptions

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high Demand
Here's how Job Descriptions is used in Compensation Consultant jobs:
  • Reviewed proposals/job descriptions for new or revised classifications to determine appropriate level assignments.
  • Update job descriptions for company-wide consistency; Job shadow incumbents
  • Develop and/or update job descriptions according to established format.
  • Developed and revised job descriptions.
  • Updated existing job descriptions to more clearly define transition from one position to the next within a given job family.
  • Assisted in the design and implementation of programs that produced job descriptions and the corresponding salary ranges for those jobs.
  • Conducted employee training sessions for all areas of the business regarding the compensation program development and writing job descriptions.
  • Created Job descriptions that contained: Job Summary, Principal Duties, Job Specifications, and a disclaimer.
  • Participated in compliance related 'job descriptions update' project, for all active positions throughout the company.
  • Create and maintain career paths and job descriptions and conduct FLSA reviews to ensure company compliance.
  • Job Analysis: Write effective job descriptions and teach HR professionals to write effective job descriptions.
  • Evaluate new and revised job descriptions utilizing Towers Watson Global Grading System (TALENT/REWARD).
  • Make recommendations to departments in the design of the jobs as documented in job descriptions.
  • Conducted job evaluation, wrote job descriptions and completed and analyzed market surveys.
  • Provided direction to internal clients in defining jobs and writing job descriptions.
  • Consulted with Management on pay issues, grades, and job descriptions.
  • Research best practices for job descriptions and educate leaders as needed.
  • Initiated job evaluation process and determined plan for writing job descriptions.
  • Review job descriptions for market analysis and benchmarking to remain highly competitive.
  • Conducted job analysis,revised and created job descriptions, and provided customized reports.

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3 Job Descriptions Jobs

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4. Flsa

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high Demand
Here's how Flsa is used in Compensation Consultant jobs:
  • Ensured firm-wide compliance with FLSA regulations by evaluating 1K+ jobs and developed unified relationships with in-house Legal Management.
  • Formulated recommendations regarding development of company salary structure, FLSA exemptions, job revisions and organizational structures.
  • Designed and conducted training and professional development programs for compensation and FLSA topics.
  • Identified and prepared a cost projection for U.S. exempt employees affected by the 2016 new FLSA proposal for salary requirements.
  • Interpreted and applied rules and regulations according to FLSA Wage and Hour Standards and other relevant pay legislation.
  • Conducted job studies, determined job levels, and ensured jobs were compliant relative to FLSA designations.
  • Participated in a company-wide audit of exempt and non-exempt positions to ensure compliance with FLSA regulations.
  • Conducted FLSA testing for jobs, which resulted in moving some employees to overtime eligible.
  • Partnered with Legal to perform FLSA interviews to determine overtime exemption status of critical jobs.
  • Conduct FLSA job audits and reviews to ensure compliance with Fair Labors Standard Act.
  • Interpreted FLSA regulation changes to be implemented on Stop & Shop job classifications.
  • Review and classify all jobs to assure compliance with the current FLSA regulations.
  • Collaborated in project to ensure company compliance with FLSA exemption criteria.
  • Evaluate positions to determine appropriate grade levels and FLSA status.
  • Determined FLSA status for jobs, and re-evaluated as needed.
  • Conducted an FLSA audit of all exempt Administrative Assistants.
  • Assisted in FLSA audit for corporate employees.
  • Managed FLSA White Collar exemption compliance project Presentation and preparation of all compensation related materials for Board of Directors approval.
  • Anayzed skills and responsibilities of existing and new positions to determine position level, FLSA status, and salary.
  • Oversee job classifications (titles, grades, FLSA, EEO, etc.

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3 Flsa Jobs

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5. Compensation Plans

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Here's how Compensation Plans is used in Compensation Consultant jobs:
  • Design and implement divisional compensation plans for engineering, manufacturing, customer service, and external consulting.
  • Prepared proposal with recommendations for aligning compensation plans with business and human capital strategies and process-oriented management.
  • Provided recommendations on the development and implementation of compensation plans.
  • Prepare and validate monthly commission calculations against compensation plans.
  • Created Compensation plans that specify compensation elements.
  • Developed and/or administered executive compensation plans.
  • Involved in the development, administration and analysis of incentive compensation plans; responsible for ensuring compliance to policies and procedures.
  • Designed, developed and administered Incentive Compensation plans for mid to large size Mutual Fund and Life Insurance companies.
  • Assessed compensation plans of diverse clientele, including Fortune 1000 corporations, government entities, and not-for-profit organizations.
  • Designed, implemented, administered, and maintained compensation plans, communications, and program management.
  • Developed a job code database to provide a foundation for all of Safeway resulting compensation plans.
  • Managed Executive Compensation plans, including implementation of annual and long-term variable pay plans.
  • Assist in the analysis, design, and administration of all incentive compensation plans.
  • Design compensation plans including variable pay, Sales bonus plans, and incentives.
  • Consulted on the design of the Brazilian and Argentine incentive compensation plans.
  • Created and maintained Long term Incentive and Deferred Compensation plans.
  • Designed US and non-US business unit specific compensation plans.
  • Formed Eligibility rules to define each employees association with the different compensation plans.
  • Designed compensation plans for healthcare systems in Chicago and New Mexico.
  • Administered portfolio of nonqualified deferred compensation plans including benefit restoration plans and deferred compensation arrangements.

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10 Compensation Plans Jobs

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6. Executive Compensation Programs

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high Demand
Here's how Executive Compensation Programs is used in Compensation Consultant jobs:
  • Designed and developed new executive compensation programs to facilitate the organization's transition to a public company.

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2 Executive Compensation Programs Jobs

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7. Market Research

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high Demand
Here's how Market Research is used in Compensation Consultant jobs:
  • Present salary structure/grades and total pay recommendations based on market research and internal analysis.
  • Updated internal compensation market research and program audit procedures.
  • Lead the company's market research and analysis effort to ensure the competitiveness of the organizations pay practices.
  • Provided quarterly market research reports to Executive President for all benchmark positions (5,500 + employees).
  • Conducted market research, analyses, and benchmarking ensure competitive market position.

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8. Market Data

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high Demand
Here's how Market Data is used in Compensation Consultant jobs:
  • Developed annual salary structure recommendations for employees at ten domestic locations, utilizing available market data and developing market-specific salary surveys.
  • Translated market data, internal pay analysis, and business goals into specific incentive pay design recommendations.
  • Reviewed market data and research practices on compensation related issues to formulate recommendations.
  • Counseled management and recommended application of market data for various business units.
  • Maintained internal and external market data.
  • Updated survey job matches in the fall once market data is provided for new hires or employees who have changed roles.
  • Completed various market data surveys for the North American Region of CIT including McLagan, Towers Watson, and Hewitt.
  • Worked with the owner to determine Compensation for the top ten employees based on job duties and market data.
  • Analyze salary surveys and obtain market data to market price the positions and compare internally to established company positions.
  • Prepared market data analyses and reports to review base pay, incentive pay and other cash compensation initiatives.
  • Gather market data and conduct market analysis for sales, technical, professional and sales positions.
  • Generate market data reports upon client request and aid in data interpretation of results.
  • Created first compensation structure for US operations based on internal and external market data.
  • Created reports using pay histories, market data, performance ratings, etc.
  • Utilize market data to recommend changes in salary structures or job family re-leveling.
  • Designed new pay structure for 275-bed hospital based on market data.
  • Analyzed global market data and develops market composites for external client.
  • Analyzed external market data and internal comparables to prepare appropriate offer packages for executives and other employees.
  • Provided updated international market data for all regions using Radford survey results by sales position.
  • Contract Assignment Compiled and analyzed market data for United Rental's 2012 annual salary planning process.

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9. Business Units

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high Demand
Here's how Business Units is used in Compensation Consultant jobs:
  • Design, administration, and project management of compensation programs for the organization and assigned business units.
  • Delivered compensation services to sales and marketing business units of health insurance organization.
  • Review pay for internal equity and make salary-planning recommendations to business units.
  • Provided sales, executive and broad-based compensation analysis for all business units.
  • Trained members of internal and external business units on International Compensation topics.
  • Partnered with all levels of management providing compensation consulting across business units.
  • Project owner of annual salary planning processes for ancillary business units.
  • Collaborated with HR management and business units on compensation changes.
  • Implemented and administered compensation programs, policies and procedures for five large business units, two of which were newly developed.
  • Created positions to enable business units to meet current needs and respond to changing market conditions.
  • Provided Compensation training and guidance to HR management and business units across all regions.
  • Provided merit and term incentive support across business units.
  • Reviewed and approved payout of competitive market increases and bonuses Proactively surfaced and resolved organizational design inconsistencies across business units.
  • Served as Compensation Advisor to major Business Units.

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1 Business Units Jobs

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10. Business Partners

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high Demand
Here's how Business Partners is used in Compensation Consultant jobs:
  • Work with business partners and recruiters on compensation matters, including job evaluations and providing recommendations for various compensation actions.
  • Provided consultative services to HR Business Partners and Recruiting Partners pertaining to offers for internal and external candidates.
  • Provided advice, training and counsel to management and HR Business Partners regarding compensation administration issues.
  • Aligned strategically with senior HR business partners to facilitate best practice compensation processes and salary administration.
  • Provided consultation and analysis to senior business partners in support of annual performance reviews.
  • Performed base pay analysis and executive compensation summaries as requested by business partners.
  • Collaborate with Business Partners to conduct job evaluations/market pricing and pay decisions.
  • Conducted meetings with Business Partners/Managers: gathered job information and communicated decisions.
  • Collaborate with HR Business Partners on compensation related projects.
  • Consulted with Senior Management and HR Business Partners worldwide regarding the impact of reorganizations on job duties and employee compensation.
  • Worked with business partners to revise job descriptions to match jobs at the intended level when needed.
  • Collaborate with local and remote managers, executives, and HR business partners to solve problems.
  • Consult with managers, associates and Human Resource Business Partners in preparation of job descriptions.
  • Work closely with HR Business Partners on all aspects of job evaluation and compensation.
  • Partner with HR Business Partners and Leaders to diagnose and resolve complex compensation issues.
  • Communicated with global human resources business partners and with global LTI plan participants.
  • Supported HR Business Partners and Recruiters in various broadband compensation related issues.
  • Partnered with HRIS and HR business partners to ensure cohesive transition.
  • Provided broad knowledge and understanding of system capabilities and interdependencies to business partners.
  • Partnered with HR Business Partners, controllers and line management to resolve compensation issues.

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3 Business Partners Jobs

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11. Performance Management

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high Demand
Here's how Performance Management is used in Compensation Consultant jobs:
  • Audit impacted data for performance management, merit increases, executive bonuses, incentive metric assignments and salary survey participation.
  • Evaluate the effectiveness of Pay for Performance philosophy and recommend modifications to performance management and compensation program design.
  • Delivered training and coordinated the implementation of the annual performance management and salary increase planning process.
  • Designed program communications and trained managers on salary administration, performance management and career development strategies.
  • Consult with Recruitment and HR Managers regarding salary guidelines and employee relations issues regarding performance management.
  • Developed and led training in performance management, job description writing and salary administration.
  • Integrated performance management and compensation training for managers, resulting in improved award differentiation.
  • Leveraged success of SharePoint site to facilitate non-US performance management and merit increase process.
  • Designed performance management tools to complement clients' compensation and cultural philosophies.
  • Provide guidance to associates and managers regarding SuccessFactors Performance Management policies and procedures
  • Developed job description and performance management intranet library facilitating management self-service.
  • Facilitated training classes on performance management and career licensing tools.
  • Created project plan for implementation of electronic performance management tool.
  • Coached international leaders on performance management and merit pay process.
  • Administered Success Factors Performance Management & Compensation System.
  • Participated in developing on-line performance management program.
  • Partnered with the HRIS team and serve as the division compensation expert on system-related teams on the annual performance management system.
  • Implemented Employee Self Service, Manager Self Service, Salary Planning Budgeting Tool, Performance Management & Recruitment modules.
  • Led functional and technical HR processes and initiatives; annual performance management, compensation and benefits processes.
  • Redesigned the Performance Management tool and process for 2015.

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1 Performance Management Jobs

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12. Hris

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high Demand
Here's how Hris is used in Compensation Consultant jobs:
  • Supported compensation administration and HRIS implementation
  • Standardized existing HRIS/mainframe process and procedures to improve programs.
  • Worked on setting up an interface between the HRIS System and Success Factors to eliminate manual data update.
  • Managed HRIS input process and interface with payroll for all Phoenix divisions, encompassing 8,000 employees.
  • Develop and deliver standard HRIS data processes, training documents, and basic training as needed.
  • Assist HR Managers and employees by answering benefits and HRIS inquiries and directing issues appropriately.
  • Served as subject matter expert for compensation configuration issues when company changed HRIS systems.
  • Subject matter expert for all US locations on benefits administration and HRIS data entry/reporting.
  • Led internal IT/HRIS team to improve data security, integrity and usefulness.
  • Worked with HRIS consultants in the design and development of compensation systems.
  • Worked on extracting data for a new HRIS System Implementation.
  • Selected HRIS system and maintained HR system tables.
  • Participate in User Acceptance Training for new HRIS system
  • Created procedures for HR/HRIS where none existed.
  • Received recognition award from HRIS Director.
  • Input data in Lawson HRIS.
  • Aligned employees with new job classifications in Endo's HRIS system.
  • Created ad-hoc HRIS reports for HR & Finance department.
  • Create custom HRIS queries for ad-hoc and scheduled reporting.
  • Design and automate processes for increased efficiencies in compensation/benefits/Payroll/HRIS Develop and implement qualitative and quantitative measurements for cost effective vendor management.

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3 Hris Jobs

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13. Merit Increases

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high Demand
Here's how Merit Increases is used in Compensation Consultant jobs:
  • Participate in implementing designated compensation programs/projects such as special market adjustments, merit increases, annual incentive payout.
  • Designed and implemented common review merit program resulting in merit increases for majority of associates.
  • Consulted with managers in determining appropriate salary increases, job titles, merit increases, bonus awards, etc.
  • Develop compensation administrative policies regarding annual merit increases, promotions, transfers, and new hire guidelines.
  • Coordinated the annual planning process for merit increases, incentive, and stock awards.
  • Assisted in the administration of annual compensation plans including merit increases, promotions, variable pay and spot bonus programs.

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14. Incentive Plans

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high Demand
Here's how Incentive Plans is used in Compensation Consultant jobs:
  • Provided guidance in implementing re-organization structures, incentive plans, and performance reviews.
  • Participated in design of Variable Pay philosophy; aligned incentive plans to philosophy.
  • Administered executive and middle management annual incentive plans for the corporation.
  • Developed communications and streamlined processes for annual incentive plans.
  • Revised existing incentive plans to support evolving business strategies.
  • Designed and administered annual, team and project-based incentive plans that supported the strategic and business goals of the company.
  • Designed, updated, reviewed and approved sales incentive plans, short term incentive programs and impact awards.
  • Developed broad based corporate programs including expansion of core corporate incentive plans and all employee stock option plans.
  • Partnered with Sr Leadership annually to design, develop, administer and payout 20+ separate incentive plans.
  • Manage North America Retail incentive plans and bonus calculations (monthly, quarterly and annually).
  • Developed, implemented, and maintained salary administration programs, including base and variable incentive plans.
  • Designed and implemented new sales incentive plans for 8 business units in the US and Canada.
  • Increased sales and employee motivation by evaluating, analyzing, and designing sales incentive plans.
  • Designed and developed long- and short-term incentive plans as well as sales incentive plans.
  • Designed and modeled incentive plans and patent reward procedures.
  • Developed management incentive plans for firms in various industries.
  • Administered incentive plans for eight sales offices.
  • Prepared all sales incentive plans for GFI.
  • Assisted in developing new incentive plans.
  • Partnered closely with various Country Managers and Business Leaders to develop and standardize Sales Incentive Plans across divisions and countries.

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4 Incentive Plans Jobs

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15. Compensation Issues

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Here's how Compensation Issues is used in Compensation Consultant jobs:
  • Performed customer service and problem resolution on a variety of compensation issues.
  • Partnered with executives and managers to identify and resolve compensation issues.
  • Educated managers on compensation issues and retention strategies.
  • Consulted with department managers regarding employee compensation issues.
  • Act as project manager for compensation issues related to acquisitions, business growth, and new business development.
  • Consult with clients nationwide on Compensation issues and provide proposal and results presentations to Management.
  • Supported wireless units on compensation issues, including base, variable, and recognition pay.
  • Partnered with the companies' management team to develop solutions for their compensation issues.
  • Provided advice, guidance and education to management on various compensation issues and concerns.
  • Provided guidance and consultation to managers and HR staff on compensation issues.
  • Consult with management regarding compensation issues, policies, practices and trends.
  • Provide consulting advice and create tailored solutions to compensation issues.
  • Serve as a consultant to customer groups regarding compensation issues.
  • Developed training program on compensation issues for new managers.
  • Consulted with Business Leaders on complex compensation issues.
  • Resolved many complex compensation issues including system Adjustments and producer inquiries.
  • Advised senior management on compensation issues Key player for organizational design and structure changes Gained approval for two new compensation systems.

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18 Compensation Issues Jobs

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16. Human Resources

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Here's how Human Resources is used in Compensation Consultant jobs:
  • Educated Human Resources Leaders, HR Consultants, Staffing Representatives and managers on the utilization of competitive salary information.
  • Provided day-to-day advice to division human resources managers on individual compensation issues and created tailored solutions as needed.
  • Partnered with compensation, human resources and business managers to resolve compensation issues in a consultative capacity.
  • Coordinated and managed transition of newly acquired companies and their respective Human Resources departments.
  • Presented training for compensation related programs to human resources consultants and recruiters.
  • Developed effective relationships with human resources and system-wide clients.
  • Interpreted and administered Human Resources and Compensation policies.
  • Provided compensation support for the Information Technology, Operations, and Corporate functions in partnership with Human Resources and line management.
  • Designed and conducted user-friendly online surveys to stay on top of market trends and Human Resources practices.
  • Served on a select management committee charged with re-engineering the organization's Human Resources function.
  • Led a cross-functional team of Human Resources staff to design an automated merit increase system.
  • Delivered seminars on Wage and Hour Law for internal Human Resources professionals.
  • Provided compensation consulting to both top management and field human resources.
  • Worked with automated systems and taught classes for human resources staff.
  • Worked with Director of Human Resources.
  • Evaluated and provided compensation recommendations for manager and staff level positions, working collaboratively with department management and Human Resources colleagues.
  • Provided consultative services to operating unit human resources department for compensation related programs and policies.
  • Conducted compensation projects on behalf of general human resources consulting firms without compensation expertise.
  • Served as an internal consultant to human resources department in the design, development, administration and monitoring of compensation programs.
  • Serve as principle resource for analytics required by other Human Resources functional teams using non-integrated systems on multiple platforms (e.g.

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31 Human Resources Jobs

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17. Incentive Programs

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Here's how Incentive Programs is used in Compensation Consultant jobs:
  • Designed/Administered incentive programs including communication and implementation for all levels of organization including expatriates.
  • Modified sales incentive programs balancing corporate consistency with new business strategies and leadership.
  • Redesigned management training programs, compensation systems, incentive programs.
  • Administered compensation programs, including annual and sales incentive programs.
  • Facilitated merit processes and incentive programs.
  • Perform in-depth market studies and analysis to develop long and short term incentive programs to attract and retain key talent.
  • Designed and implemented sales incentive programs for Compaq's Global Services (CGS) Americas Sales organization.
  • Advised and consulted clients on compensation decisions, incentive programs, and performance vs. reward strategies.
  • Acted as adviser to sales incentive groups in development of sales incentive programs.
  • Develop dynamic MS Excel worksheets to manage merit, stock and incentive programs.
  • Lead in the analysis and design of incentive programs.
  • Administer base and variable pay/incentive programs.

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2 Incentive Programs Jobs

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18. Base Pay

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average Demand
Here's how Base Pay is used in Compensation Consultant jobs:
  • Support executive, board of directors and base pay compensation programs working collaboratively across all departments.
  • Evaluated and recommended changes to current compensation programs, such as base pay, short-term incentive, and long-term incentive plans.
  • Ensured consistency of the base pay system company wide by acting as a compensation business partner to managers across the corporation.
  • Implemented, administered, and monitored base pay and variable compensation programs and practices for 2,700 exempt and nonexempt employees.
  • Use published surveys, online databases, and proxy information to analyze base pay and incentives relative to the market.
  • Market priced new and existing jobs to develop recommendations on job family, grade assignment, and base pay recommendations.
  • Assess, develop, implements and administer internally equitable and externally competitive base pay and variable pay programs.
  • Assist in the design, development, implementation and administration of enhanced base pay and incentive plan.
  • Developed and administered all compensation programs including base pay, short and long term variable compensation plans.
  • Act as a subject matter expert for all aspects of base pay, variable and sales compensation.
  • Base Pay Guidelines: Develop guidelines for making base pay determinations based on performance and job proficiency.
  • Managed compensation programs for the organization including base pay, short term and long term incentive programs.
  • Design and implement new base pay, performance management, and incentive programs for multiple clients.
  • Designed and integrated base pay system across two hospitals and a physicians group.
  • Add and update compensation grades and grade profiles and initiate base pay change.
  • Reviewed base pay change requests based on internal equity and external market.
  • Review and analyze existing company base pay and incentive programs.
  • Designed a new base pay administration program for outlying facility.
  • Developed proposal of revisions to executive base pay to include broadbanding for senior executives.
  • Conducted market studies to ensure market competiveness of base pay programs.

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7 Base Pay Jobs

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19. Total Compensation

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Here's how Total Compensation is used in Compensation Consultant jobs:
  • Reduced turnover and improved recruitment of investment portfolio managers by creating clearly defined job levels and market competitive Total Compensation plans.
  • Support Integration Management Office by performing compensation analysis of distribution center and customer service base and total compensation.
  • Participated in the development of International total compensation and benefits program for a large insurance company.
  • Perform job evaluation and classification for multiple types of total compensation programs.
  • Created web-based total compensation planning tool.
  • Provide ongoing compensation consulting support to Recruiters and HR Business Partners to provide market total compensation analyses and resolve issues.
  • Managed the annual total compensation assessment of the top 150 executives at a $32 billion grocery retailer.
  • Managed year-end pay review process comprised of rankings, promotions and all elements of total compensation.
  • Served as project leader of a Total Compensation initiative for the company.
  • Evaluated jobs to determine appropriate grade for base and total compensation.
  • Collect Total Compensation data from clients participating within the survey.
  • Analyzed total compensation and benefits for the US workforce.
  • Managed analytical activities within client projects including the assessment of total compensation program competitiveness and statistical analysis of compensation levels.
  • Total Compensation: Conducted multi-dimensional studies of key positions and developed recommendations to achieve retention and talent management objectives.
  • Reviewed mobility programs for expatriate by analyzing total compensation and cost of living and standard of living index.

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129 Total Compensation Jobs

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20. Compensation Policies

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average Demand
Here's how Compensation Policies is used in Compensation Consultant jobs:
  • Evaluated acquired companies' compensation policies and practices, and developed recommendations and plans to integrate with corporate methodologies.
  • Review and revise compensation policies and procedures to ensure company philosophy is competitive and adhered to.
  • Collaborated with sales operation teams to develop sales incentive compensation policies and practice manual.
  • Co-created improvements to existing compensation policies and procedures to ensure consistency across their organizations.
  • Developed strategies to effectively communicate compensation policies and procedures to all management and staff.
  • Provide guidance for compensation policies and leadership education of compensation laws and programs.
  • Administer compensation programs to ensure adherence to compensation policies, procedures and philosophy.
  • Support the development, implementation and administration of compensation policies and programs.
  • Developed, recommended and interpreted compensation policies and procedures.
  • Reviewed company compensation policies from a strategic perspective.
  • Maintained and administered compensation policies and programs.
  • Developed, implemented and administered compensation policies, practices and programs for Consumer Products, Medical Devices and Diabetes Care divisions.
  • Provide day to day compensation consultation, to include administration of compensation policies, procedures and practices to assigned client groups.
  • Provide advice, counsel, analysis and guidance on compensation policies and issues to senior management and HR generalists.
  • Plan, develop and implement employee compensation policies and programs for a global 9000 employee pharmaceutical firm.
  • Identify, analyze and resolve problems/inquiries related to compensation policies, practices and processes.
  • Interpreted and explained all compensation policies to HR Generalists for the client group.
  • Acted as center of excellence resource on Compensation policies and processes.
  • Coach and provide guidance to hiring managers regarding compensation policies.
  • Underwrite Workers Compensation policies and justify paperwork with evidence from employers.

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14 Compensation Policies Jobs

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21. Internal Equity

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Here's how Internal Equity is used in Compensation Consultant jobs:
  • Led organizational and position design efforts and appropriately classified positions to ensure internal equity.
  • Performed analysis for internal equity and external market comparability for salary and bonus.
  • Developed proposals/recommendations to maintain internal equity and retain employees as a result.
  • Reviewed internal equity and prepared proposals to management on pay adjustments.
  • Conduct compensation audits to ensure internal equity and OFCCP/regulatory compliance.
  • Prepared Salary Offer Worksheets for new hires based on position level, market price and internal equity and approved offers.
  • Partner with recruiters in recommending hiring packages that are able to attract talent as well as ensure internal equity.
  • Reviewed and evaluated job descriptions; assigned grade levels to ensure internal equity.
  • Analyzed internal equity; market price; propose new / update current grades.
  • Manage the Internal equity with the Commercial Lending Group Business Lines.
  • Approved starting salary request based on market and internal equity.
  • Work with clients to evaluate current benchmarking and leveling jobs to ensure internal equity and external competitiveness.
  • Performed competitive market benchmarking analysis; developed salary structure to preserve internal equity and external competitiveness.

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22. Compensation Strategy

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Here's how Compensation Strategy is used in Compensation Consultant jobs:
  • Make recommendations to EVP-HR on various Compensation and Executive compensation strategy issues and impact on organization from a financial standpoint.
  • Developed compensation strategy to align with the university's business strategy and create a market competitive organization.
  • Conduct executive compensation and BOD benchmark studies and develop overall executive compensation strategy/philosophy.
  • Collaborated with top management to create compensation strategy.
  • Partnered with Associate Relations on the overarching Hourly Compensation strategy for all hourly jobs at Corporate Headquarters.
  • Advise & influence executive level business partners in compensation strategy, programs and issues.
  • Project team member leading change in compensation strategy and philosophy.
  • Recruited into new rapidly growing internation business to ensure full alignment of Compensation strategy within a specific segment.
  • Strategized with HR professionals and C-suite execs to determine relevant market and compensation strategy.

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14 Compensation Strategy Jobs

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23. Compensation Surveys

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Here's how Compensation Surveys is used in Compensation Consultant jobs:
  • Administered performance appraisals and participated in compensation surveys * Provided technical, programmatic, consultative and day-to-day expertise to compensation.
  • Participate in market based compensation surveys and analyze results and market trends to determine organization's market relationship.
  • Participated in executive, professional, industry-specific and non-exempt compensation surveys and reported on resulting market information.
  • Participated in market and industry compensation surveys; analyzed data and applied to company compensation structure.
  • Participated in compensation surveys, coordinated job documentation/analysis, and prepared and analyzed survey data.
  • Participate in compensation surveys and required state and federal reporting.
  • Conducted and analyzed management practices and compensation surveys.
  • Performed annual compensation analysis of several compensation surveys.
  • Participated in compensation surveys with outside vendors.
  • Conducted job evaluation, compensation surveys.
  • Conducted and participated in compensation surveys.
  • Conduct and participate in compensation surveys to ensure US Airways is compensating employees in accordance with the market.
  • Trained analysts on Mercer methodologies for compensation surveys, market pricing, and Black-Scholes option valuation.
  • Conduct compensation surveys and compliance audits (FLSA, Pension, I-9).
  • Manage over 100 hundred High Technology industry companies with participation in the SIRS Benchmark and Executive compensation surveys.

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24. Peoplesoft

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Here's how Peoplesoft is used in Compensation Consultant jobs:
  • Provided guidance and made recommendations to line managers and generalists on all compensation issues and updated PeopleSoft data base information.
  • Led development of automated total compensation planning system in PeopleSoft environment to focus management control and communications.
  • Developed courses on Position Management with PeopleSoft oriented information; classification and FLSA compensation issues.
  • Developed business requirements and partnered with HRIS to design, test, and implement PeopleSoft on-line Total Rewards Statement.
  • Partnered with Human Resource Information Systems (HRIS) in the conversion to PeopleSoft.
  • Participated in systems implementation, such as PeopleSoft and Manager Access Tool.
  • Provide daily HRIS support for all PeopleSoft transactions within Financial Services Center.
  • Assisted in Ceridian transition to PeopleSoft by auditing and maintaining parallel system.
  • Project manage the implementation of PeopleSoft Variable Compensation and Merit module.
  • Coordinated data integrity projects with HRIS team (Access, Peoplesoft, Northgate, and internal systems).

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25. Compensation Data

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Here's how Compensation Data is used in Compensation Consultant jobs:
  • Conducted reviews of internal compensation data to ensure internal alignment and equity as well as external competitiveness.
  • Analyze and evaluate compensation data and information to develop recommendations to guide and support business needs.
  • Conduct market analysis, prepare reports and perform extensive analysis of compensation data.
  • Created Access database to consolidate and organize compensation data.
  • Provided data input and analysis for all compensation data.
  • Produced reports and analyzed compensation data.
  • Provided compensation data, solutions for pay issues, data on trends for analysis and quality assurance testing for data accuracy.
  • Collected and analyzed compensation data to evaluate client's pay practices and provided support to client teams in developing solutions.
  • Developed and tracked salaried, hourly, and management survey budgets and maintained the compensation database at 99% accuracy.
  • Evaluate and analyze compensation data, prepares statistical reports, and evaluates jobs to determine pay grades and salaries.
  • Provided compensation data, solutions for pay issues, and data on trends for analysis purposes.
  • Continue to provide compensation data support.
  • Reconcile annual compensation data to W2.
  • Provided international compensation data for 45 multi-national clients for this HR Consulting Firm.

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26. Sales Compensation

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Here's how Sales Compensation is used in Compensation Consultant jobs:
  • Designed unique segment-specific sales compensation plans that drove desired behaviors towards goals including increased revenue, product cross-sales and/or account growth.
  • Collaborated with internal project team and client to successfully deliver both functional and sales compensation design documents.
  • Developed/delivered staff consultant training programs on sales compensation, FLSA, and executive compensation regulations.
  • Performed sales compensation plan analysis and designed new plans focusing on performance-to-corporate plan model.
  • Designed a new sales compensation system for a greeting card company; re-designed the incentive architecture for a food processing operation.
  • Designed, developed and automated the sales compensation system comprised of Excel macros and sales reports for 6 sales divisions.
  • Participated in the development of a sales compensation philosophy and sales governance board for Sprint sales organizations.
  • Assist with design and development of Sales Compensation Plans annually for various Business Groups within Arrow.
  • Develop models to accurately determine impact of proposed changes to the Annual Sales Compensation Plans.
  • Partnered with Business Groups to determine improved sales compensation process, systems and controls.
  • Administer the Sales Compensation Plans and calculate the Sales Commission and Bonuses.
  • Enhanced the sales compensation system comprised of Excel VBA macros.
  • Provided quantitative analysis using Microsoft Access and FOCUS Reports to model sales compensation plans for over 3,000 employees.

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3 Sales Compensation Jobs

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27. Job Analysis

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Here's how Job Analysis is used in Compensation Consultant jobs:
  • Provided compensation & market analysis; internal/external analysis; job code/title conversions; job analysis; surveys.
  • Conducted job analysis on departmental basis via questionnaires and interviews.
  • Performed job analysis and evaluation and compared against market data.
  • Performed job evaluations to include on-site job analysis.
  • Conducted job evaluation, job analysis and job classification studies for clients in various industries.
  • Completed exempt vs. non-exempt job analysis.
  • Lead internal and external trainings on project management, coaching, job analysis and survey participation webinars for clients.

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28. Data Analysis

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Here's how Data Analysis is used in Compensation Consultant jobs:
  • Conducted presentations to interpret complex data analysis and detail how data requirements and documentation efforts support affirmative action.
  • Created several data models and did extensive data analysis using statistical tools.
  • Determined all job evaluations, job leveling, modeling, data analysis and span & layer changes for clients.
  • Perform in creating all aspects of the surveys from participation solicitation, data analysis and publication of data.
  • Go to for data analysis and SAP reporting for other consultants and directors within Human Resources.
  • Participated in salary surveys (job match meetings, survey design, data analysis).
  • Oversee work of Compensation Analysts for job evaluation, market pricing and data analysis.
  • Cleaned up the Success Factors database after doing thorough data analysis.
  • Prepare and provide data analysis reports for salary surveys.
  • Provided support for Empsight's Salary Survey business, including data analysis, auditing survey results and client requests.
  • Manage, design and fulfill all ad-hoc reporting requests, perform data analysis and recommend solutions as needed.
  • Managed sales survey participation, benchmarking, provided market data analysis and trending for the sales organization.

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29. Compensation Analysis

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Here's how Compensation Analysis is used in Compensation Consultant jobs:
  • Provided compensation analysis and guidance for executive, management, sales, and manufacturing employees in domestic and international operations.
  • Completed compensation analysis using benchmark data to ensure competitive compensation packages for new and transferring employees.
  • Assumed responsibility for previously outsourced executive compensation analysis and reporting for Compensation Committee.
  • Conducted OFCCP faculty compensation analysis for report to Cabinet and Faculty Senate.
  • Assist Compensation Director in compensation analysis and recommendations for union negotiations.
  • Provided compensation analysis in support of Marketing/Sales, R&D, Finance, IT, HR.
  • Analyzed funding/guidance for short-term and long-term compensation against actual spend Prepared compensation analysis for new hires and promotions
  • Provided compensation analysis for acquisitions as needed.
  • Provided on going compensation analysis.

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30. Market Competitiveness

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Here's how Market Competitiveness is used in Compensation Consultant jobs:
  • Perform wage and salary internal equity analysis for clinical and staff positions based on in-depth study to ensure market competitiveness.
  • Developed corporate-wide bonus analyses to determine market competitiveness throughout the U.S. and provided recommendations for change to Senior Management Team.
  • Perform wage and salary equity analysis for current United Rentals pay structure based on in-depth study to ensure market competitiveness.
  • Provided guidance and recommendations on pay in alignment with market competitiveness, internal equity, qualifications, and budget limits.
  • Provide professional services for conducting surveys and benchmark analysis to determine market competitiveness for all corporate and branch positions.
  • Ensured that internal equity and market competitiveness was achieved in a cost effective manner and within guidelines.
  • Design and implement compensation programs to meet objectives with regards to internal equity and external market competitiveness.
  • Participated in salary surveys and thoroughly analyzed benchmarks to ensure market competitiveness for all job levels.
  • Monitored application of adjustment guidance to ensure market competitiveness and cost-effectiveness.
  • Responded to all requests regarding incentive plan design and market competitiveness/intelligence.
  • Ensured compliance with statutory requirements and regulations and market competitiveness.
  • Analyze market competitiveness in each country to understand competitive position, address issues, and develop solutions.
  • Research and utilize market data to create and ensure market competitiveness of Owens & Minor compensation programs.
  • Measured current market competitiveness of base pay ranges and individual pay levels.
  • Administer executive relocation program to ensure market competitiveness, program consistency, and timely reimbursement Professional Achievement: Promoted from Sr.
  • Collaborated with Department Managers and Recruiting staff to determine market competitiveness for over 250 companywide positions.
  • Benchmarked over 600 positions externally for market competitiveness.
  • Conducted market competitiveness and benchmarking studies.

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31. Base Salary

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Here's how Base Salary is used in Compensation Consultant jobs:
  • Reviewed, analyzed, and designed competitive executive compensation programs including base salary, annual incentives, and long-term incentives.
  • Developed communication materials for all executive compensation programs including annual incentives, long term incentives and base salary.
  • Designed and implemented a base salary administration program for a national hotel chain.
  • Provided classification and base salary recommendation for all executive positions.
  • Implemented system-wide base salary program.
  • Provided base salary and commission guidance for over 90 sales positions representing 6,000 direct, indirect, and retail store employees.
  • Structure components: Base salary, multiple STI programs, Stock options including purchase program, RSU, and car allowances.
  • Guided line managers through $1.6 million adjustment process by developing analysis of base salary positioning.
  • Design and develop competitive base salary ranges.
  • Applied advanced ompensation expertise and analytical skills to evaluate executive compensation programs including long-term incentives and base salary structures.
  • base salary, STIs & LTIs.

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32. Compensation Structure

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Here's how Compensation Structure is used in Compensation Consultant jobs:
  • Conducted competitive compensation assessment and recommended new compensation structures for two employee groups of a university located in the Midwest.
  • Provide compensation and performance management services ranging from building a compensation structure to maintaining existing structures and processes.
  • Established the compensation structure for a 300-employee software company that develops and markets software to educational institutions.
  • Collaborated with multiple units to institute better staff compensation structures and incentive solutions for executives.
  • Redesigned compensation structure and pay delivery for BellSouth Corporation.
  • Coordinated redesign of non-union compensation structure and policies.
  • Coached HR and business leaders on how to use compensation structure to enhance their human capital and business results.
  • Team member in development of student employment policy; established position and compensation structure; developed pay ranges.
  • Design and implement multiple North American compensation structures for 15 locations across the US and Canada.
  • Created compensation structures for Human Resources; Administrative / Coordinators, and Engineering groups.
  • Partner with Mergers & Acquisition team to align compensation structures during acquisitions.
  • Created compensation structure for HR; Administrative / Coordinator, and Engineering.
  • Develop compensation structure for a for-profit medical facility with 330 employees.
  • Implemented new compensation structure into HR systems.
  • Selected Accomplishments Participated in review and revision of entire compensation structure for Vice Presidents and below.
  • Developed and revised compensation and HR policies and procedures in alignment with Unified Compensation Structure rollout
  • Collaborate with HR Business Partners on planned and ad hoc projects to evaluate positions, market trends, and compensation structures.
  • Analyzed Modell's compensation structure by comparing it to competitors with similar size and geographic area.

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33. Job Families

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Here's how Job Families is used in Compensation Consultant jobs:
  • Reviewed different job families to propose market competitive compensation as needed.
  • Created market-based pay structures and constructed new job families for all client groups.
  • Reviewed and assisted with the development of job families and job profiles.
  • Organized jobs into job families, progressions, and salary structures.
  • Consolidated job titles and built job families.
  • Developed job matrices for various job families.

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34. Project Management

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Here's how Project Management is used in Compensation Consultant jobs:
  • Handled project management functions from inception through completion.
  • Created multiple project management and procedural guides and training materials that can be used to train new compensation professional or leaders.
  • Ensured the on-time delivery of two large and significant department projects through exercise of project management techniques.
  • Interacted with personnel in project management, data management, and compensation.
  • Provide analytical and project management support for compensation initiatives for all staff level compensation.

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120 Project Management Jobs

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35. Bonus Programs

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Here's how Bonus Programs is used in Compensation Consultant jobs:
  • Designed and reviewed domestic and international sales incentive and bonus programs and structure for international countries.
  • Managed executive job evaluation, base pay, and bonus programs globally, including executive salary survey process and pay analysis.
  • Project manager of the annual worldwide focal merit program; Management of the Executive, Management & Employee bonus programs
  • Designed, developed, and implemented hourly base compensation and hourly bonus programs.

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36. Compensation Committee

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Here's how Compensation Committee is used in Compensation Consultant jobs:
  • Consulted to financial services company to institute a Compensation Committee that delivered more timely and sophisticated executive compensation decision making.
  • Prepared various reports and analysis for the Compensation Committee including proxy analysis and SEC filings
  • Developed Compensation Committee materials and Board booklets.
  • Assisted in the development of meeting materials for the Compensation Committee of the Board of Directors.
  • Contribute to the Compensation Committee's submission by preparing reports and market pricing analyses.
  • Created Abbott Labs Compensation Committee books for Board of Director meetings.
  • Created quarterly Compensation Committee and Board of Director's presentations.

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4 Compensation Committee Jobs

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37. Compensation Projects

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Here's how Compensation Projects is used in Compensation Consultant jobs:
  • Managed complex compensation projects, determined and recommended salary offers for all management positions and administered quarterly bonus program.
  • Handled compensation projects including job evaluations, surveys, program development
  • Provide temporary support on special compensation projects.
  • Provide managerial and hands on support for all compensation projects and programs in partnership with departmental and divisional managers.
  • Delivered strategic compensation projects for diverse set of global clients.
  • Provided support of year-end compensation projects for approx.
  • Contract Assignment * Worked on various Executive Compensation projects including special executive reports and assistance with the annual Proxy.
  • Contracted to manage total compensation projects for Albert Einstein Healthcare Network.

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38. Survey Data

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Here's how Survey Data is used in Compensation Consultant jobs:
  • Provided support for compensation consultant analyzing survey data and pricing jobs for non-profits.
  • Market-priced jobs: researched comparable positions in survey data and determined compensation.
  • Assigned IPAS job codes jobs, prepared and submitted IPAS Survey Data Input for all regions including USA.
  • Led the salary survey process of selection, participation and evaluation of survey data.
  • Managed on-site clients' work projects for survey data loading and database management.
  • Tracked, compiled and analyzed published survey data.
  • Act as vendor interface for salary survey data submissions, survey results and the upload on new software.
  • Prepared & submitted Radford Survey Data Input for Executive, Sales and Benchmark jobs for USA.
  • Conducted "synthetic market analysis" that yielded pay competitiveness information in the absence of survey data.

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39. Compensation System

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Here's how Compensation System is used in Compensation Consultant jobs:
  • Managed Executive Compensation systems for tracking of balance sheet liabilities related to Executive agreements including non-qualified retirement and deferred compensation elections/distributions.
  • Trained plan administrators on the sales incentive compensation system, set up metrics and payout curves, troubleshot systems issues.
  • Designed new compensation systems for Girl Scouts councils nationwide during the organization's restructuring from 300 to 100 field offices.
  • Key member of the Rapid Application Development team that developed an Access based compensation system distributed company wide.
  • Provided technical guidance to department in their transition to a cloud based compensation system.

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40. Compensation Philosophy

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Here's how Compensation Philosophy is used in Compensation Consultant jobs:
  • Developed and presented numerous change communications & training on the new compensation philosophy in support of corporate wide culture initiatives.
  • Collaborated with clients and HR partners to ensure alignment between compensation programs, compensation philosophy and business strategy.
  • Monitored pay practices and ensured compliance globally with company's compensation philosophy.
  • Developed new pay - for - performance compensation philosophy for SGS NA.
  • Educated mangers and staff on compensation philosophy and processes.

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41. Business Leaders

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Here's how Business Leaders is used in Compensation Consultant jobs:
  • Delivered salary reporting, analysis, and consulting to Business Leaders and aligned Human Resource Directors.
  • Partnered with business leaders and HR leadership team to develop creative solutions that addressed recruitment and retention matters.
  • Provide effective coaching to line of business leadership to ensure successful outcome of plan goal and opportunities.
  • Provide consultation and guidance to HR partners and business leaders on compensation program design and pay administration.
  • Advise, counsel and influence line of business leadership team in executing business plans.
  • Provided analytical support, and compensation consultation to business leaders and to the HR leadership team.
  • Collaborate with business leaders in the design and implementation of the 2013 SuccessFactors annual review form.

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42. Career Path

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Here's how Career Path is used in Compensation Consultant jobs:
  • Developed job structure and career path for newly created Enterprise Project Management Office in partnership with Organizational Development and Human Resources.
  • Reduced the number of titles from 13 to 8 and created a career path to for both digital and print professionals.
  • Conducted FLSA audit on the Event Marketing Coordinator Role and made appropriate recommendations for career paths for Event Marketing.
  • Worked closely with senior leaders to meet cost, internal equity and competitive considerations and create career paths.
  • Plan facilitated dual career paths and supported the reduction of multiple layers of supervision.
  • Redesigned roles, duties and career path, improving morale and organization effectiveness.
  • Reevaluated Engineering positions to create a career path.
  • Created & presented leadership presentations for IT and Marketing career pathing projects.
  • Managed the career pathing project for the IT group.

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43. Compensation Training

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Here's how Compensation Training is used in Compensation Consultant jobs:
  • Established new partnership between Compensation and Recruiting and provided compensation training, support materials, and offer letter standardization.
  • Designed & implemented compensation training classes increasing managements' understanding and partnering.
  • Ensured divisional leaders and managers received compensation training, resources and knowledge.
  • Developed and provided compensation training for management and employees.
  • Designed and conducted compensation training sessions for Store Management.
  • Developed and delivered a worldwide Managing Compensation Training program.
  • Developed and implemented compensation training program for HR staff throughout the health system.
  • Conducted ongoing compensation training to managers and HR staff as needed.
  • Conducted ongoing compensation training for HR staff.
  • Developed compensation training for recruiters, HRBPs and general employee population, and deliver the program quarterly.

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44. Special Projects

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Here's how Special Projects is used in Compensation Consultant jobs:
  • Research and collect data for special projects, reports and management studies covering a range of compensation and classification matters.
  • Provided support services to other practice areas related to special projects with overlap of compensation issues.
  • Provided assistance to the administrative staff and performed special projects.
  • Complete special projects as needed.
  • Handled request for special projects, ad hoc reports, and support documentation and other analysis.

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45. Client Groups

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Here's how Client Groups is used in Compensation Consultant jobs:
  • Partnered with Human Resource generalists and their client groups to identify needs and opportunities, and to resolve issues.
  • Develop and deliver formal workshops to client groups on wide variety of compensation and classification topics.
  • Managed all year-end compensation planning for client groups, ensuring they stayed within budget guidelines.
  • Served as HR/Compensation subject matter expert for specific client groups.
  • Presented compensation research findings to industry and client groups.
  • Served client groups for all Compensation needs.
  • Contract) Provided broad based compensation consulting to a wide range of internal client groups.

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46. Stock Options

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Here's how Stock Options is used in Compensation Consultant jobs:
  • Documented and trained additional staff on valuation of stock options as company added product option to the benchmark survey for non-executives.
  • Administer day to day activities of global executive compensation delivered through stock options, performance shares and restricted stock.
  • Perform custom equity valuation for stock options, restricted stock, and performance shares/units, etc.
  • Created, maintained and administered annual Stock Options, merit award, and salary bonus databases.
  • Designed compensation program to transition from stock options to restricted stock and managed stock-option buyout program.
  • Administered company's LTI program (stock options and restricted stock).
  • Planned and facilitated grants of 6,000,000 stock options to 600 employees.
  • Designed stock-based incentives and stock options.

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120 Stock Options Jobs

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47. Business Objectives

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Here's how Business Objectives is used in Compensation Consultant jobs:
  • Optimized costs, improved compensation competitiveness, and enhanced internal equity; established solutions and processes that supported business objectives.
  • Facilitated transition of Manufacturing and Call Center Skill Based Pay Programs to Pay-For-Performance plans in support of business objectives.
  • Designed, developed and implemented nationwide compensation solutions in support of companies' strategic direction and business objectives.
  • Worked with sales management to develop quarterly bonus/spiff programs to achieve short-term business objectives.
  • Uphold formulated compensation guidelines that support the organization's business objectives.
  • Trusted advisor and internal compensation consultant to leadership and client teams in support of business objectives.

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48. Compensation Practices

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Here's how Compensation Practices is used in Compensation Consultant jobs:
  • Recommended revisions to pay ranges and variable compensation practices based on salary/industry trend analysis.
  • Developed and trained internal customers on compensation practices for application in business situations.
  • Project Manager on Siemens USA initiative to standardize compensation practices across operating companies.
  • Achieved organizational alignment and increased managerial understanding of compensation practices.
  • Conducted 4 due diligence audits of compensation practices and LTIP liabilities prior to acquisitions
  • Educated and trained all Human Resource's staff on compensation practices and programs.
  • Recognized the need for consistency and created global standards for compensation practices.

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49. Compensation Processes

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Here's how Compensation Processes is used in Compensation Consultant jobs:
  • Conduct presentations, analyze data and develop recommendations to client to improve compensation processes.
  • Partnered with HR staff and business leaders to implement compensation processes and procedures.
  • Consult with LOB Executives and HR Leadership to deliver E2E compensation processes.

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50. Compensation Support

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Here's how Compensation Support is used in Compensation Consultant jobs:
  • Provide Compensation support to Nursing Departments throughout the Johns Hopkins Health System.
  • Provided compensation support to Corporate and Consumer Divisions, i.e.
  • Provide compensation support for H1-B visa requests

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Compensation Consultant Jobs

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20 Most Common Skills For A Compensation Consultant

Salary Surveys

13.7%

Job Evaluation

9.3%

Job Descriptions

6.8%

Flsa

5.6%

Compensation Plans

5.5%

Executive Compensation Programs

5.2%

Market Research

4.8%

Market Data

4.7%

Business Units

4.6%

Business Partners

4.6%

Performance Management

4.3%

Hris

4.2%

Merit Increases

4.2%

Incentive Plans

3.9%

Compensation Issues

3.5%

Human Resources

3.4%

Incentive Programs

3.2%

Base Pay

3.1%

Total Compensation

2.8%

Compensation Policies

2.7%
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Typical Skill-Sets Required For A Compensation Consultant

Rank Skill
1 Salary Surveys 9.1%
2 Job Evaluation 6.2%
3 Job Descriptions 4.5%
4 Flsa 3.7%
5 Compensation Plans 3.7%
6 Executive Compensation Programs 3.5%
7 Market Research 3.2%
8 Market Data 3.1%
9 Business Units 3.1%
10 Business Partners 3.0%
11 Performance Management 2.9%
12 Hris 2.8%
13 Merit Increases 2.8%
14 Incentive Plans 2.6%
15 Compensation Issues 2.3%
16 Human Resources 2.2%
17 Incentive Programs 2.1%
18 Base Pay 2.1%
19 Total Compensation 1.9%
20 Compensation Policies 1.8%
21 Internal Equity 1.8%
22 Compensation Strategy 1.8%
23 Compensation Surveys 1.7%
24 Peoplesoft 1.6%
25 Compensation Data 1.6%
26 Sales Compensation 1.5%
27 Job Analysis 1.4%
28 Data Analysis 1.3%
29 Compensation Analysis 1.3%
30 Market Competitiveness 1.3%
31 Base Salary 1.3%
32 Compensation Structure 1.2%
33 Job Families 1.2%
34 Project Management 1.2%
35 Bonus Programs 1.1%
36 Compensation Committee 1.1%
37 Compensation Projects 1.0%
38 Survey Data 0.9%
39 Compensation System 0.9%
40 Compensation Philosophy 0.9%
41 Business Leaders 0.8%
42 Career Path 0.8%
43 Compensation Training 0.8%
44 Special Projects 0.8%
45 Client Groups 0.8%
46 Stock Options 0.7%
47 Business Objectives 0.7%
48 Compensation Practices 0.7%
49 Compensation Processes 0.7%
50 Compensation Support 0.6%
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4,443 Compensation Consultant Jobs

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