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Top 50 Compensation Manager Skills

Below we've compiled a list of the most important skills for a Compensation Manager. We ranked the top skills based on the percentage of Compensation Manager resumes they appeared on. For example, 8.9% of Compensation Manager resumes contained Salary Surveys as a skill. Let's find out what skills a Compensation Manager actually needs in order to be successful in the workplace.

These Are The Most Important Skills For A Compensation Manager

1. Salary Surveys
demand arrow
high Demand
Here's how Salary Surveys is used in Compensation Manager jobs:
  • Assisted in the development of a region-wide compensation program by building salary structures and conducting and participating in salary surveys.
  • Prepare benchmark salary surveys and conduct analysis of compensation survey results to ensure that our total compensation vehicles remain competitive.
  • Manage market research strategy including participation in salary surveys ensuring company remains competitive with current market trends.
  • Gathered valuable information via participation in salary surveys including specific oil and gas industry focus.
  • Reduced job description database 35% capturing current positions in industry salary surveys eliminating redundancy.
  • Conducted periodic salary surveys, making recommendations and implementing changes to established rates.
  • Participated in salary surveys to ensure company's compensation plan was competitive.
  • Managed and administered the participation process of 10 salary surveys.
  • Participate in salary surveys to facilitate market analysis.
  • Conducted salary surveys, forecasting and data analyses.
  • Conducted wage and salary surveys to obtain data to support changes in policy, practice, and rates of pay.
  • Determined which salary surveys were appropriate for each group and developed a budget to support each group's needs.
  • Conducted annual salary surveys; developed and recommended pay structure changes, and administered the annual salary budget.
  • Evaluated job descriptions and conducted salary surveys for over 2,600 staff employees encompassing a nine-campus system.
  • Conduct area salary surveys in order to collect current salary for position excluded from Market Surveys.
  • Participated in various salary surveys to ensure MONY's salaries were competitive across the board.
  • Conducted wage and salary surveys and researched on compensation trends.
  • Provide policy and pay practices data for Salary Surveys.
  • Conducted salary surveys to validate financial services competitive pay and propose equity adjustment to management .
  • stock options, Highly Compensated Employees (HCE) program, salary surveys, job evaluations, merit and bonus administration.

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2 Salary Surveys Jobs

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2. Compensation Plans
demand arrow
high Demand
Here's how Compensation Plans is used in Compensation Manager jobs:
  • Audited Sales incentive compensation plans working with Finance and Sales departments to ensure paid incentives reflected individual and regional performance.
  • Developed and implemented compensation plans, programs and processes in support of division strategic objectives.
  • Directed and participated in the research, development, implementation and monitoring of compensation plans.
  • Work cohesively with upper management and executive team to define compensation plans and structure.
  • Managed all compensation plans and initiatives for renowned door manufacturer.
  • Work with Data Analysts and Technology Department to review and test changes to compensation plans prior to moving into production.
  • Result was increased confidence by employees in the systems used, compensation plans, and support level received.
  • Implemented new sales compensation plans which resulted in an increase of 18% in total sales revenue.
  • Implemented forty different sales and marketing compensation plans covering four sales centers for Holiday Inn Club Vacations.
  • Designed, communicated, and administered the quarterly sales incentive compensation plans and sales contests.
  • Trained all newly hired sales representatives and managers concerning the sales incentive compensation plans.
  • Developed and presented changes in compensation plans to executive board on a monthly basis.
  • Design and develop a variety of compensation plans both for revenue and corporate functions.
  • Communicated all incentive compensation plans and changes to those plans to field sales personnel.
  • Highlight the need for education and communication regarding the Incentive Compensation Plans.
  • Recommend and assist in the development of new and revised compensation plans.
  • Selected Achievements: Developed and implemented compensation plans and programs to support business objectives ensuring internal and external equity.
  • Researched the competitive market and performed analytical studies of trends in incentive compensation plans.
  • Provide analytical support for the development and evaluation of all aspects of the Company's executive compensation plans and programs.
  • Programmed legacy system to implement & modify the compensation plans as needed through out the fiscal year.

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3. Incentive Plans
demand arrow
high Demand
Here's how Incentive Plans is used in Compensation Manager jobs:
  • Developed and/or redesigned multiple salaried incentive plans for Sales and Logistics workforce as well as broad-based plans for management and executive personnel
  • Key participant in ongoing evaluation and modification of several sales incentive plans.
  • Designed targeted incentive plans for manufacturing and distribution operations.
  • Developed, with in-house Counsel, new incentive plan template as documentation for all short and long-term incentive plans.
  • Designed customized incentive plans for President - International Group and VP - Canada & Specialty Manufacturing.
  • Manage and administer salary, merit, performance, long-term/short-term incentive plans and expatriate program.
  • Manage design and payout of incentives for various corporate and business unit incentive plans.
  • Produce, analyze, and distribute the Global monthly accruals for both incentive plans.
  • Managed the investment officer's incentive plans and the university's bonus payout process.
  • Managed the calculation, communication, and payment of thirty-five various incentive plans.
  • Partner with various department heads to develop new sales and bonus incentive plans.
  • Designed and implemented new incentive plans for Sales team and Recruitment team.
  • Manage 200+ client funded bonus and incentive plans and corporate bonus program.
  • Lead the design, development and communication of enterprise-wide field incentive plans.
  • Oversee the support maintenance of both of the company's incentive plans.
  • Designed and managed the global sales and non-sales incentive plans.
  • Designed new sales incentive plans to drive business results.
  • Created & documented various incentive plans.
  • Implemented new sales incentive plans.
  • Designed incentive plans for international and domestic sales, and marketing using ramped models -- linked to improved top-line sales.

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1 Incentive Plans Jobs

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4. Base Pay
demand arrow
high Demand
Here's how Base Pay is used in Compensation Manager jobs:
  • Managed analyst team supporting base pay, executive compensation, and compensation consulting.
  • Review reconciliation of home office payroll for all W&R companies identifying all changes in base pay twice per month.
  • Reviewed and implemented sales compensation, base pay, job evaluation, global incentive programs and non-exempt gain sharing.
  • Led development of base pay, incentive as well as additional pay-for-performance programs for U.S.-based union and non-union personnel.
  • Design and administration of Base Pay plans - merit process, market matching, structure adjustment, merit matrix.
  • Program elements include market and competency base pay, quarterly incentives, performance management, and recognition systems.
  • Developed job offers and worked with outside consultants to develop base pay and total compensation packages for executives.
  • Recommended appropriate base pay and variable pay mix for all levels of sales and support organizations.
  • Managed all compensation programs including base pay, short term incentive and long term incentive plans.
  • Analyzed base pay, compression and internal equity matters, and made recommendations to senior leadership.
  • Managed six cycles for year-end performance, base pay and bonus processes for 1,500 employees.
  • Design, Implement and communicate base pay and variable compensation programs.
  • Focus on base pay, cash incentive, and long-term awards.
  • Administered base pay and incentive programs for the corporate office.
  • Conducted management training on base pay and wealth management.
  • Designed competitive base pay plan for corporate headquarters.
  • Advised freeze in base pay for these positions.
  • Managed base pay and incentive compensation programs.
  • Major accomplishments: Managed corporate-wide base pay and incentive compensation programs in support of corporate objectives.
  • base pay, variable pay), to ensure programs meet corporate strategies and business objectives.

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5. Job Evaluation
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high Demand
Here's how Job Evaluation is used in Compensation Manager jobs:
  • Created and maintained job descriptions and determined job classifications through application of job evaluation systems and techniques.
  • Received Innovation Award for the successful design and implementation of a quantitative job evaluation system.
  • Conducted job evaluation for appropriate placement of new and existing positions in salary structure.
  • Managed job evaluation projects within the Fabrication Units that ensured all positions remained competitive.
  • Performed job evaluations to ensure positions were properly classified.
  • Conducted comprehensive job evaluation study for corporate jobs.
  • Managed the classification, job evaluation and compensation program for the City system of over 600 job classes and 4500 employees.
  • Managed internal peer equity, job evaluations, metrics analysis, annual pay plan reviews, and market analysis.
  • Advised all levels of leadership on pay decisions, policy and guideline interpretation and job evaluation.
  • Created pay structures & job evaluation system including the documentation & cataloging of job descriptions.
  • Managed the job evaluation process for all non-unionized positions (exempt & non-exempt).
  • Oversee work of Compensation Analysts for job evaluation, market pricing and data analysis.
  • Managed the annual pay planning and Job evaluation process for retail operations.
  • Implemented a standardized process for job evaluations, market and equity reviews.
  • Change Management - incentive plan design, job evaluation process.
  • Trained in Hay Job Evaluation system.
  • Job evaluations - Market pricing.
  • Delivered expert consulting, incentive design, job evaluations and compensation information.
  • Partnered w/Regional HRDs to assist w/job evaluations and ensure they were using the correct job title for job transfers/changes.
  • Train and develop the Compensation Administrator on methodologies of job evaluation, report writing, and system maintenance.

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6. Compensation Policies
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high Demand
Here's how Compensation Policies is used in Compensation Manager jobs:
  • Direct preparation and distribution of written and verbal information to inform employees of compensation policies.
  • Recommended compensation policies, procedures, and practices for maintaining external competitiveness and internal equity.
  • Developed compensation policies and procedures and provided management training on compensation topics.
  • Trained line management on performance appraisal program and compensation policies.
  • Developed and managed compensation policies, procedures and programs.
  • Developed corporate compensation policies and objectives.
  • Survey and determine recommendations to Exec Compensation Committee, chair monthly Comp Committee meetings and develop first Corporate Compensation Policies Book.
  • Audited compensation policies and processes, with special focus on non-base salary payouts, over the prior 10 years.
  • Created communication tools for managers and HR professionals to increase standardization of, and transparency with, compensation policies.
  • Develop & provide tools that will effectively assist business around the globe to administer compensation policies and procedures.
  • Established compensation program and functions for 3,600 employees, developed compensation policies, and led high-impact compensation initiatives.
  • Managed new compensation policies throughout all County departments during the merger process.
  • Developed and provided guidance on sales compensation policies and practices.
  • Revised compensation policies and procedures, and documented pay processes.
  • Major accomplishments: Developed and designed global compensation policies and procedures to support the organization's goals and competitive practices.
  • Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.
  • Develop and implement corporate workers compensation policies and procedures.
  • Established compensation policies, standard operating procedures, base pay administration guidelines and a compensation philosophy/strategy for RAND .
  • Implemented structured workers' compensation policies and procedures, including reserve policies in compliance with Sarbane's Oxley regulations.

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7. Hris
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high Demand
Here's how Hris is used in Compensation Manager jobs:
  • Analyzed and selected Compensation/HRIS platforms for implementation.
  • Created routine audits and analysis to verify accuracy of data and reconcile information between the HRIS system and other software packages.
  • Worked with HRIS team to ensure that all systems met compensation needs and were updated according to compensation changes.
  • Administer, direct, and review employee compensation, including the integration of these programs into new HRIS.
  • Conducted HRIS and payroll needs analysis, vendor evaluation involving mainframe, client-server systems and service bureau systems.
  • Managed HRIS, compensation and equity programs in support of a high-tech IP based telecommunications company.
  • Managed corporate HRIS, payroll and compensation efforts for 2,500-employee regional financial services holding company.
  • Managed the implementation of a Lawson HRIS module to track vacation and personal time.
  • Managed Employee Change Records unit responsible for employee data, HRIS and personnel files.
  • Maintained accurate records within HRIS to ensure that appropriate future payments were timely.
  • Provide HRIS support, running queries and analyzing data, including turnover metrics.
  • Design of new HRIS tools for implementation of Pay Administration and Incentive Programs.
  • Managed a large scale scanning project to create a paperless HRIS system.
  • Managed the Human Resource Information System (HRIS) function.
  • Managed vendor relations and executive review of HRIS platforms.
  • Lead compensation team and provided guidance to HRIS.
  • Supervised and directed compensation and HRIS staff.
  • Led the HRIS and Compensation Teams.
  • Function lead for the ADP HRIS conversion.
  • Resolved compensation/HRIS issues in the Humana/Galen split and Columbia/HCA mergers.

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8. Performance Management
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high Demand
Here's how Performance Management is used in Compensation Manager jobs:
  • Led the selection & implementation of compensation & performance management systems which increased organization effectiveness & focus on pay for performance.
  • Administer direct compensation annual performance management merit, short-term incentive, bonus, and sales/commissions for domestic and global compensation plans.
  • Oversee the development and administration of manager training for recently hired or promoted managers, performance management and other various topics.
  • Provide leadership and direct support for performance management and annual compensation planning process which led to increased morale and productivity.
  • Sourced, selected and implemented SuccessFactors for Compensation and Performance Management planning tool across the enterprise.
  • Partner with Performance Management to develop success criteria for field and internal store leadership associates.
  • Served as liaison for managers on Human Resource functions including policy interpretation and performance management.
  • Designed and developed a worldwide focal review process and performance management system.
  • Develop and administer salary, incentive and performance management processes and procedures.
  • Implemented web-based performance management and compensation administration program (SuccessFactors).
  • Developed and implemented a Performance Management system that measured productivity.
  • Manage Compensation Analyst through goal setting and performance management.
  • Coordinated annual faculty and staff performance management appraisals.
  • Manage the compensation/classification and performance management areas.
  • Manage the Performance Management and Annual Merit Program ensuring compliance with established guidelines and processes.
  • Managed the Compensation, Performance Management and HRIS functions for the hospital.
  • Served as a subject matter expert on the performance management committee.
  • Design, implement and administer the driver performance management program.
  • Base pay, performance management and incentive compensation design.
  • Designed & implemented a performance management system including multi-level performance appraisals & accompanying merit reward matrix.

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43 Performance Management Jobs

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9. Job Descriptions
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high Demand
Here's how Job Descriptions is used in Compensation Manager jobs:
  • Coordinate and develop new positions including drafting job descriptions, market pricing and position classification.
  • Designed and implemented job descriptions for subsidiary organization.
  • Created job descriptions and conducted market analysis.
  • Reviewed all new jobs for accuracy, job descriptions, annual compensation level, and total compensation for the position.
  • Open new hospital and met strategic needs by developing job descriptions and offering competitive pay based on new community needs.
  • Completed global grading for 120 positions and top executives in different regions based on standard global benchmark job descriptions.
  • Developed and implemented global compensation programs including salary grade structures, job families, and job descriptions.
  • Assured all job descriptions were written in adherence to ADA, EEO and Joint Commission guidelines.
  • Developed, composed and maintained all job descriptions ensuring compliance with federal and state legal guidelines.
  • Maintained proper classifications and appropriate job descriptions through the use of job audits conducted on site.
  • Reviewed and approved position profiles, job descriptions, and classification assignments, where needed.
  • Review job descriptions for accurate match to hospital same of similar positions.
  • Performed job analyses; developed and maintained over 300 job descriptions.
  • Guided managers to develop new job descriptions and update old ones.
  • Evaluated job descriptions for new positions to determine appropriate salary grade.
  • Develop salary structures, salary grades, and job descriptions.
  • Created job descriptions using a competency model and pay banding.
  • Created first version of job descriptions for the company.
  • Created repository of Job Descriptions for Online database.
  • Review job descriptions, work with consulting firm regarding salary grades and redesign of compensation program.

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3 Job Descriptions Jobs

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10. Executive Compensation Programs
demand arrow
high Demand
Here's how Executive Compensation Programs is used in Compensation Manager jobs:
  • Assist in the design, development, implementation and communication resulting in market competitive executive compensation programs.
  • Developed and implemented executive compensation programs to attract and retain top industry executives in a competitive market.
  • Designed, implemented and managed executive compensation programs including long and short-term incentives.
  • Managed staff of three to administer domestic and global executive compensation programs.
  • Managed executive compensation programs for officers and key executives.
  • Develop and administer U.S and Global Executive Compensation programs including market pricing, salary increases and bonus recommendations.

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11. Merit Increases
demand arrow
high Demand
Here's how Merit Increases is used in Compensation Manager jobs:
  • Achieved implementation of common anniversary date merit increases across organization, including Executives.
  • Developed and implemented compensation strategy to link merit increases with new appraisal form.
  • Implemented divisional merit increase planning program to ensure that total merit increases did not exceed the corporation's annual merit budget.
  • Ensured compliance with company policies by writing, implementing, and managing auditing procedures for consistent merit increases.
  • Approved all salary changes stemming from merit increases, promotions, bonuses and pay adjustments.
  • Set standards for merit increases, promotions and headcount authorization on an annual basis.
  • Install process, calculation and upload of merit increases across corporate and facility.
  • Developed and priced proposal introducing merit increases into State's pay program.
  • Led annual review of corporate and subsidiaries pay for merit increases.
  • Managed annual processing of bonus payments and merit increases.
  • Oversee competitive analysis, merit increases and salary structure.
  • Reviewed and approved all merit increases and promotions.
  • Advise senior management on merit increases and other compensation program actions.

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12. Business Units
demand arrow
high Demand
Here's how Business Units is used in Compensation Manager jobs:
  • Developed, published, and implemented compensation philosophy across multiple business units that ensures salary competitiveness and sustainability.
  • Implemented 2014 compensation program for 400 sales representatives across six different business units at SunGard Availability Services.
  • Worked with business units regarding compensation policy interpretation, offers, and market analysis evaluation.
  • Analyze and evaluate existing variable incentive programs across all business units.
  • Assisted business units in understanding and/or quantifying operational risks.
  • Authored the document and developed effective complex financial models for the purposes of paying diverse sales commissions for eleven business units.
  • Partnered with retail and merchandising business units on the design of over 20 annual incentive plans aligned with corporate strategies.
  • Direct the initiative to redesign the variable incentive programs for the Sales and Production roles across all business units.
  • Set up market based pay structures within business units to insure internal and external equity and competitive pay practices.
  • Maintained an 85% Six Sigma rating for customer satisfaction from sales managers and representatives in all business units.
  • Developed and implemented compensation strategies and programs for start-up business units (Latin America and Europe).
  • Perform special projects and analyses as they are requested from supervisor, business units or sales representatives
  • Executed BP's compensation strategy within the Oil America and Gas & Power business units.
  • Work with Business Units and supervisor to determine annual budget amounts for each fiscal year.
  • Led the biannual sales plan conferences for all business units to share knowledge.
  • Drive and facilitate the annual review program for assigned business units.
  • Developed sales incentive plans for multiple business units.
  • Consulted on sales incentive plans for AT&T business units utilizing surveys, benchmarking, and job evaluations.
  • Managed pay for performance budgets in ensuring the business units ability to achieve sales objective.
  • Develop and expand collaboration across business units to enhance customer service, deliverables, reporting, and compliance.

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10 Business Units Jobs

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13. Sales Compensation
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high Demand
Here's how Sales Compensation is used in Compensation Manager jobs:
  • Model alternatives and recommendations for improvements to 2014 sales compensation plans.
  • Created and designed system requirements for in-house sales compensation system.
  • Improved and re-engineered processes related to sales compensation.
  • Managed corporate-wide sales compensation programs.
  • Managed planning and execution of sales compensation program for sales and field operations force of approximately 1,000 employees.
  • Managed the sales compensation process for all business market segments from small business to national and global accounts.
  • Managed development of sales compensation plans on a global basis with sales leadership and sales operations team.
  • Led a team of 20 individuals to automate the sales compensation process using Business Objects Enterprise.
  • Directed, motivated and evaluated a staff of five responsible for $15M Sales Compensation Plan.
  • Developed annual sales compensation architecture, driving increased revenue and profit for the business unit.
  • Instituted new sales compensation system for 800 sales representatives, from design through implementation.
  • Directed the sales compensation of the retail organization including salaries, bonuses and incentives.
  • Lead the development, design and execution of sales compensation programs and applications.
  • Managed Team of four analysts on Sales Compensation Team in the Finance Organization.
  • Design, document and govern the sales compensation terms and conditions policy.
  • Worked with senior sales management in development of sales compensation plan.
  • Supported the sales compensation process management team as subject matter expert.
  • Created and implemented GTE South's computer-driven sales compensation system.
  • Provide Sales Compensation leadership support to largest division I this diverse organization.
  • Managed all aspects of sales rep mapping and position builds, adjustments and dispute resolution for World Wide Sales compensation.

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14. Flsa
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high Demand
Here's how Flsa is used in Compensation Manager jobs:
  • Managed extensive Job Description/FLSA/Market Analysis Company-wide project involving the completion of over 800 job evaluations.
  • Developed and trained personnel specialists on FLSA regulations and Position Description Writing.
  • Performed job evaluation and FLSA classification.
  • Created job postings on web sites; conducted reference checks for potential employees; researched and recommended solutions on FLSA employee issues
  • Create and update job descriptions to accurately describe job content, and ensure that they all meet FLSA requirements.
  • Assured JHHS was in accordance with all wage and hour laws including FLSA and state issues.
  • Created positions, grades GL codes, FLSA statuses and position hierarchy in Oracle HRIS System.
  • Worked with Provost and Deans to communicate new FLSA regulations impacting teaching ability of non-exempt employees.
  • Served as key individual on projects and programs on FLSA legal support and compensation programs.
  • Created FLSA cost projections for the proposed new minimum salary level for current exempt positions.
  • Perform job analyses to determine FLSA classification, market value, salary and level.
  • Developed FLSA audit checklist utilized to conduct FLSA audits for all positions college-wide.
  • Create training and communication materials for managers to enhance their knowledge of FLSA.
  • Developed an audit process for FLSA exemptions to ensure compliance with DOL/WHD regulations.
  • Developed job families for IT consulting positions to ensure compliance with FLSA.
  • Perform salary survey's as well as continued review of FLSA standards.
  • Conduct university wide training on FLSA, classification and related topics.
  • Led review of FLSA employee status.
  • Conducted job audits ensuring FLSA compliance.
  • pay structures, pay rates, flsa status, etc.)

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15. Market Research
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average Demand
Here's how Market Research is used in Compensation Manager jobs:
  • Manage compensation programs, outlining salary structures based on market research and salary survey data.

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5 Market Research Jobs

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16. Market Data
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average Demand
Here's how Market Data is used in Compensation Manager jobs:
  • Aligned compensation market data to Ally jobs to ensure that total rewards aligned with Corporate Compensation Philosophy.
  • Conduct competitive practices and market data research and complete internal equity reviews ensuring executive compensation remains competitive.
  • Collected and analyzed industry market data to remain competitive in attracting and retaining top talent.
  • Analyzed market data to determine competitive position and modeled recommended changes to salary structure.
  • Developed the annual salary budget plan using extensive market data and analysis.
  • Assessed market data to drive optimal compensation decisions.
  • Assisted in the implementation of a market survey compensation tool utilized to facilitate the matching of market data to Ally positions.
  • Advised HR Directors and Partners on market trends, market data analysis and compensation decisions as well as communications strategies.
  • Analyze market data to determine appropriate pay adjustments for market-sensitive positions (Physicians, Radiology, Nursing, Pharmacy).
  • Led design of Global Rewards Strategy, bringing external market data and structure to global employee population.
  • Compiled, created, and summarized/analyzed data (including survey results, market data, etc.)
  • Developed profiles for officers to show them market data as well as their own historical information.
  • Analyzed market data, evaluated pay positioning and recommended annual pay program changes.
  • Analyzed market data & made new position recommendation based on Hay conversion results.
  • Developed global market data management strategies for gathering of non-U.S. employee data.
  • Develop salary structures based on market data from salary surveys.
  • Managed the market data survey and market analysis process.
  • Analyze and evaluate jobs based on competitive market data.
  • Coordinated market data for salary studies.
  • Transferred BabyCenter.com to J&J Compensation system (job codes, market data, etc.

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2 Market Data Jobs

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17. Compensation Strategy
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average Demand
Here's how Compensation Strategy is used in Compensation Manager jobs:
  • Coordinated design and installation of a market-based compensation strategy and system.
  • Worked closely with senior management on sales compensation strategy and design.
  • Monitor pay trending to ensure alignment with compensation strategy and objectives.
  • Analyzed competitive landscape to leverage company's compensation strategy.
  • Developed a defined Compensation strategy and design.
  • Developed global compensation strategy and philosophy.
  • Set compensation strategy for division.
  • Managed development of compensation strategy.
  • Advise & Influence executive level business leaders in global compensation strategy, programs and issues.
  • Created multi-year compensation strategy, aligning it with corporate objectives.

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18. Compensation Committee
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average Demand
Here's how Compensation Committee is used in Compensation Manager jobs:
  • Participate in the Compensation Committee package preparation, development of the Compensation Data and Analysis section including the proxy table calculations.
  • Completed total compensation analysis of top executives for presentation to compensation committee.
  • Provided analysis and reporting for Board of Directors and Compensation Committee meetings.
  • Provided executive pay recommendations to Board s Compensation Committee for approval.
  • Prepared and presented material for the quarterly Compensation Committee meetings.
  • Drafted incentive compensation risk review documentation for Compensation Committee.
  • Formulated all channel recommendations to the Corporate Compensation Committee.
  • Prepared materials for all Compensation Committee meetings.
  • Collaborate with, and support, the Compensation Committee and Business Unit leaders in designing, modifying and communicating compensation programs.
  • Assist with preparation of information and exhibits for Compensation Committee, Proxy and 10k filings.
  • Assured proxy compliance by preparing the annual compensation committee materials for the Board's review.
  • Prepare materials for presentations to senior management and/or the Board of Directors and Compensation Committee.
  • Provide compensation results and new program proposals to Senior Management and the Compensation Committee.
  • Assisted with the preparation of Compensation Committee and Board of Directors presentation materials.
  • Work with the Chief People Officer on the materials for the Compensation Committee.
  • Participate in compensation committee, presenting market needs to senior leaders monthly.
  • Received approval from the Compensation Committee to standardize stock option grants.
  • Core team member of division sales compensation committees.
  • Create various exhibits for Compensation Committee meetings.
  • Prepared materials for the Compensation Committee.

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19. Human Resources
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average Demand
Here's how Human Resources is used in Compensation Manager jobs:
  • Researched and made recommendations in regard to revision or creation of human resources policies and presented finalized documents to leadership.
  • Partner with business leaders and global Human Resources Associates on all compensation programs for this rapidly changing financial services organization.
  • Provided consultation on executive compensation matters to senior executive and human resources.
  • Identify and report key trends to multidisciplinary management teams and collaborate with Human Resources and Operations to respond to findings.
  • Developed, implemented and managed the Sales Total Target Compensation Plan, working jointly with Human Resources department.
  • Key member of the management team during $1B acquisition, providing Human Resources expertise in compensation.
  • Partner with management, Human Resources and others to develop and communicate programs that support the business.
  • Head of Compensation, working with Compensation Committee, Vice President, Human Resources and CFO.
  • Act as alternate in management meetings in the absence of the VP of Human Resources.
  • Drive the development of Human Resources and Operational best practices for unemployment.
  • Team member who works closely with human resources and safety departments.
  • Provide assistance to SVP, Human Resources with turnover strategy.
  • Participated as a member of the Human Resources Leadership Team.
  • Reported to the General Manager of Human Resources.
  • Reported to Vice President of Human Resources.
  • Reported to VP of Human Resources.
  • Designed, developed, and implemented effective and efficient human resources compensation processes.
  • Maintain knowledge of multi-state unemployment and human resources laws/regulations.
  • Advise Hospital management on human resources issues and serves as an advisor and assistant to the Director of Human Resources.
  • Assist in the management of the human resources department of Howard University Hospital.

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61 Human Resources Jobs

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20. Workers Compensation
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average Demand
Here's how Workers Compensation is used in Compensation Manager jobs:
  • Reconciled and analyzed general ledger expense and liability accounts for incentive compensation, workers compensation, and legal contingencies.
  • Managed a department handling New Jersey Workers Compensation claims including medical only as well as litigation.
  • Researched and enrolled in most cost-effective Workers Compensation premium plan.
  • Administered compensation, benefits, and workers compensation programs.
  • Developed process to integrate workers compensation, short-term/long-term disability and FMLA claims to ensure employees do not receive double benefits.
  • Adjusted small case load of high priority, high exposure Workers Compensation claims occurring in GA, SC and VA.
  • Managed workers compensation claims program for 150 locations over 18 states with some emphasis on auto and general liability claims.
  • Managed daily operations of Verizon's NY Workers Compensation Division and oversaw the work of the Third Party Administrator.
  • Developed and implemented Workers Compensation and Family Medical Leave, Paid Leave Time, Absence and Matching Gift Policies.
  • Led annual budgeting process for salaries & wages, pension, benefits & workers compensation.
  • Reduced Workers Compensation costs from over 1 million to just over $100,000 dollars.
  • Maintain and manage Workers Compensation with the support and communication to injured employees.
  • Managed all aspect of Workers Compensation Claims.
  • Risk / Workers Compensation manager.
  • Resolved workers compensation claims in conjunction with FMLA, short-term/long-term disability and employment claims by directing communications to all parties involved.
  • Oversee claim management, processing and settlement for workers compensation claims, managed the nationwide triage nurse program-Medcor, Inc.
  • Created training and presentations on workers compensation issues for all levels of management.
  • Trained new and current employees for the facilities on workers compensation guidelines and practices
  • Act as a resource for all workers compensation and claims inquiries.
  • Certify or deny all workers compensation claims.

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21. Osha
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average Demand
Here's how Osha is used in Compensation Manager jobs:
  • Participated in several OSHA inspections.
  • Enforced all OSHA regulations and managed the Safety Awareness Program which included conducting site audits.
  • Worked with insurer to implement OSHA/Safety Audits and implementation of action plans to correct deficiencies.
  • Developed safety training programs for field employees and tracked training records as required by OSHA.
  • Maintain database and process workers' compensation claims, accident reports and OSHA records.
  • Led safety operations and programs, as required by OSHA and compliance agencies.
  • Completed OSHA forms to report Workers Compensation injuries for the year.
  • Maintain OSHA log, incident reports and analysis.
  • Assisted in the maintenance of OSHA logs.
  • Conducted ongoing OSHA and DOT compliance auditing.
  • Managed the OSHA informal hearing process.
  • Assisted with adherence to OSHA guidelines.
  • Monitor regulatory compliance programs: HIPAA, OSHA, DOT, FMLA, & ADA.
  • Maintain OSHA recordkeeping and reporting requirements.
  • Conducted accident review calls with management to determine root cause and preventive measures Facilitated OSHA mandated training for all facilities.
  • Help safety and human resource personnel reduce claim cost, claim count, lost time rates and OSHA recordable.
  • Prepare workers compensation reports, OSHA reports, and minor medical duties for the facility.
  • Conducted safety walk-thru inspections and responded to OSHA complaints and/or violations.
  • Teamed with multi-locations for safety initiatives and reduction in OSHA recordables.
  • Conducted on-site investigations, made recommendations for sub rosa and participated in inspections by OSHA, DHS and other governmental agencies.

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22. Business Partners
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Here's how Business Partners is used in Compensation Manager jobs:
  • Collaborated with human resource business partners, managing employment claims and issues related to optimal resolution of workers compensation claims.
  • Developed and facilitated comprehensive compensation training for managers; familiarized HR business partners with key elements of compensation programs.
  • Provided consultancy and strategic advice to business partners to proactively identify and remedy compensation issues with innovative solutions.
  • Provided guidance/ counsel to HR generalist and business partners with respect to pay decisions and policy interpretation.
  • Maximized business partnerships with clients by providing compensation and salary administration support.
  • Consult and work with leadership team and HR business partners on total rewards programs related to merger & acquisition projects.
  • Act as a consultant to global business partners on compensation matters, and keep them informed of compensation-related topics.
  • Provide advice and consultation on compensation matters to HR Business Partners and business unit managers as subject matter expert.
  • Implemented reward programs through network of 25+ Human Resources Managers; advised business partners and HR on compensation issues.
  • Act as trusted compensation consultant for Field Operations leadership, HR Business Partners, and corporate function leaders.
  • Provide guidance to HR Business Partners for compensation recommendations, FLSA compliance issues and internal equity decisions.
  • Consulted with HR Business Partners and Functional Leads on the latest trends and leading practices in compensation.
  • Work with business partners to develop programs to enhance competitive position in the marketplace.
  • Advised the senior managers and HR Business Partners on compensation issues and trends.
  • Consulted with HR Business Partners and line management on compensation related issues.
  • Provide consultative services to Human Resources Business Partners within the division.
  • Educate HR business partners on all compensation matters.
  • Managed the implementation and administration of Sales Compensation for the General Business Service/Business Partnership Center (BPC) sales channel.
  • Develop open and clear lines of communication with business partners (i.e.
  • Engaged Business Partners / HR Advisors on compensation options regarding trends.

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40 Business Partners Jobs

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23. Stock Options
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Here's how Stock Options is used in Compensation Manager jobs:
  • Administered short-term management incentive compensation program, including stock options, and long-term incentive plan.
  • Administered executive compensation and stock options program.
  • Grant types include Restricted Stock Awards, Restricted Stock Units, Stock Options, and Performance Units for executives.
  • Managed all aspects of TCG's incentive stock options, performance bonus and sales incentive programs.

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24. Plan Design
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Here's how Plan Design is used in Compensation Manager jobs:
  • Developed and introduced first plan document for management incentive plan to improve consistency and understanding of plan design and administration.
  • Developed corporate wide profit sharing plan designed to reward outstanding performance on a divisional level.
  • Organized and executed compensation plan design and financial modeling for senior leadership.
  • Manage equity plan design and administration.
  • Advised senior management on the development of compensation budgets, strategic plan design and salary administration headcounts and costs.
  • Increased employee enrollment 20% in Employee Stock Purchase Plan designing effective, innovative web-based application and documents.
  • Composed incentive plan brochures that were clear and concise and eliminated confusion and misunderstanding of plan designs.
  • Worked closely with Executives on elements of the plan designed to increase sales and employee effectiveness.
  • Oversee the administration of the Executive Deferred Compensation Plan including plan design, enrollment and funding.
  • Managed a team of seven responsible for compensation plan design, national incentives and recognition.
  • Managed short term incentive program for 2005 and presented new plan design for 2006.
  • Managed the stock option plan design and administration.
  • Provided analytical support and recommendations on equity plan design and administration.

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25. Compensation Issues
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Here's how Compensation Issues is used in Compensation Manager jobs:
  • Partnered with business leaders and human resources professionals to effectively resolve compensation issues.
  • Increased client satisfaction by successfully addressing complex tax and compensation issues.
  • Consulted with senior management on Executive Compensation issues and organizational re-design.
  • Subject matter expert on compensation issues for acquisitions including labor market analysis, incumbent wage reviews, and job mapping.
  • Researched and reported market and company pay trends; coached managers on ways to proactively handle compensation issues with staff.
  • Advise management and staff on compensation issues, principles, practices, theories, laws, procedures and terminology.
  • Chaired the Division Compensation Review Board which heard and resolved compensation issues, and made recommendations for compensation adjustments.
  • Functioned as a resource for the HRIS Coordinator and Human Resources Managers regarding policies and compensation issues.
  • Coached executive, senior, middle and entry level Management on best practices on Compensation issues.
  • Reported to Director of Compensation and act as point person for all compensation issues and projects.
  • Settled escalated union compensation issues caused by systems, processes, policies and end users.
  • Managed or lead multiple special projects and assignments on a variety of compensation issues.
  • Provided advice, guidance and training to management on various compensation issues and concerns.
  • Provided counsel to managers and HR on tactical and strategic compensation issues.
  • Advised Senior Management on total compensation issues and best practices.
  • Acted as consultant to the organization on all compensation issues.
  • Investigated and resolved employee compensation issues and complaints.
  • Worked with HR to resolve compensation issues.
  • Research, design and develop compensation solutions Represent compensation issues to matrix HR organizations.
  • Collaborated with Regional Sales VPs to rectify incentive plan and compensation issues.

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26. Internal Equity
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Here's how Internal Equity is used in Compensation Manager jobs:
  • Prepare compensation analysis (internal equity and market analysis), compensation alignment analysis and gather compensation market trends.
  • Partnered with clients to evaluate internal equity concerns and develop programs to alleviate specific salary compression issues.
  • Led major initiative implementing Salary.com's CompAnalyzer Market Pricing System to ensure internal equity and external competitiveness.
  • Designed rate ranges by geographic locations to assure internal equity and external competitiveness.
  • Calculate work experience as needed to ensure proper accreditation for internal equity purposes.
  • Classified and set compensation levels of positions based upon external market, internal equity, budget, and value-added principle.
  • Implemented Executive Pay Study impacting over 500 senior managers - shifted from internal equity to market-based pay.
  • Provided internal equity analysis to determine Sales position pay equity vs market and peers.
  • Designed point factor plan based on competencies to ensure internal equity.
  • Performed annual market survey and recommended pay structureadjustments based on survey data and internal equity considerations.
  • Develop salary structures for critical positions to address internal equity and to ensure market competiveness.
  • Coached HR on how to select appropriate peer-comparables to maintain the integrity of internal equity while using the Geographic Salary Model.

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27. Company Policies
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Here's how Company Policies is used in Compensation Manager jobs:
  • Monitor Federal and State regulations; ensure national compliance with company policies; develop and enforce all related policies and procedures.

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651 Company Policies Jobs

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28. Compensation Function
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Here's how Compensation Function is used in Compensation Manager jobs:
  • Participated in the design and transformation of the compensation function for an integrated organization resulting from the Allied Waste/Republic Services merger.
  • Managed work of compensation employee and facilitated interaction of compensation function with other human resource groups and business units.
  • Performed all compensation functions for organization, including market analysis, job slotting and salary banding.
  • Managed Compensation Functions for 2,800 domestic and international employees for a major entertainment company.
  • Managed compensation function for organization of 14,000+ employees nationwide.
  • Managed the classification and compensation functions for the University.
  • Redesigned the compensation function and grew department to five employees, supporting 24,000 North American employees and approximately 50 expatriates.
  • Manage all aspects of the compensation function for Bank of America's 3500 person securities brokerage division.
  • Manage Compensation Analyst to ensure their success at the company and in the compensation function.
  • Managed and administered various programs in the Company's compensation function.
  • Lead the Global Compensation function for the Corporation.
  • Led the Compensation function for Hill's globally.
  • Managed the Compensation function for the company.
  • Managed the legacy Rinker Materials employees compensation function with responsibility for the administration and planning of a combined compensation system.
  • Performed various compensation duties to rebuild the local compensation function and relationship with the corporate office in Chicago.

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29. Compensation Philosophy
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Here's how Compensation Philosophy is used in Compensation Manager jobs:
  • Design, develop and manage competitive compensation programs in support of organization compensation philosophy.
  • Gained consensus among leadership to implement compensation philosophy to enhance competitive position.
  • Educated management and HR colleagues on compensation philosophy.
  • Develop and manage compensation practices which are in alignment with the Institute's compensation philosophy.
  • Harmonized the compensation philosophy between the two US businesses on base, bonus and LTI.
  • Train leaders and staff on Compensation philosophy and federal/state wage and hour compliance.
  • Worked with top management to develop a compensation philosophy for IHC.
  • Introduced a companywide compensation philosophy which successfully defined total rewards at MediaMath.
  • Implement and manage compensation practices which are in alignment with Hyatt's compensation philosophy.

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30. Peoplesoft
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low Demand
Here's how Peoplesoft is used in Compensation Manager jobs:
  • Directed the design, development and implementation of a global Compensation Management System using PeopleSoft technology.
  • Identified and implemented improvements in using PeopleSoft fields for better analysis and HR reporting.
  • Implemented global training and development tracking system using PeopleSoft's training management system.
  • Implemented benefits interface to payroll utilizing PeopleSoft Human Resources Management System.
  • Key member of team leading migration of compensation systems and databases to latest PeopleSoft modules.
  • Led a successful conversion from PERSON to PeopleSoft, assuming all aspects of the project.
  • Run audits of employee data to ensure accuracy of PeopleSoft data.
  • Managed $25M Sales and Marketing operating budget using PeopleSoft software.
  • Replaced a legacy release of PeopleSoft in favor of implementing SAP.
  • Approved merit increases, promotions, and market adjustments using PeopleSoft.
  • Consolidated job codes for PeopleSoft implementation project, selecting most appropriate methodology for project timeline and ensuring quality result.
  • Recommended job title, grade, FLSA status, and create job code within Peoplesoft.
  • Lead the Compensation Team for the Compensation Module for PeopleSoft 9.1 reimplementation project.
  • Project Manager Implemented PeopleSoft's Manager Self-Service to 2,000 managers.

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31. Benefits Administration
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low Demand
Here's how Benefits Administration is used in Compensation Manager jobs:
  • Managed compensation, HRIS, benefits administration and relocation for the North American operations of Carrier.

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32. Customer Service
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low Demand
Here's how Customer Service is used in Compensation Manager jobs:
  • Evaluate existing customer service replies to customers to improve communication and education of employees and customers.
  • Developed an incentive plan for project managers to focus on accountability and enhance customer service.
  • Maintained highly responsive call center delivering excellent customer service through quality assurance and productivity innovation.
  • Develop and document business processes for supporting payroll file submission and customer service inquiries.
  • Facilitated task force groups to improve customer service, productivity and quality assurance.
  • Improved Customer Service candidate quality by developing competency based assessment process.
  • Provide a high level of customer service to plan participants by providing answers to incentive plan questions and resolving pay issues.
  • Establish good working relationships with new and existing Clients by making marketing trips and providing superior customer service and coverage solutions.
  • Maintain strong Customer Service and Relations with both external and internal customers addressing concerns, questions, and issues.
  • Designed an incentive program for over 100,000 store hourly associates focusing on improved sales and customer service.
  • Led and coached several process improvement teams such as metrics team and customer service scripting team.
  • Led team of three compensation professionals to support a 10,000 employee customer services division.
  • Provided all internal clients with outstanding customer services and sales support.
  • Designed and administered sales incentive plans for Customer Service Agents.
  • Leveraged system functions to improve customer service and mitigate risk.
  • Provide excellent customer service to all clients.
  • Key Accomplishments * Partnered with organization development professionals to develop a career path for frontline customer services team members.
  • Ensured best customer service is delivered to the clients.
  • Ensured best customer service is delivered.

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20,552 Customer Service Jobs

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33. Compensation System
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low Demand
Here's how Compensation System is used in Compensation Manager jobs:
  • Managed and directed the design, development, implementation and administration of corporate compensation systems and programs.
  • Designed and implemented first market-based compensation system resulting in improved retention and employee morale.
  • Managed compensation system, ensuring contract specifications were followed and physicians received timely payment.
  • Managed and maintained sales compensation system, including designing and preparing database reports.
  • Managed integration of compensation systems through three major and several minor acquisitions.
  • Conducted state-wide classification and compensation system studies, and individual classification reviews.
  • Redesigned various aspects of the compensation system to increase efficiency and accuracy.
  • Developed and trained Compensation team on compensation systems; department oracle.
  • Trained sales representatives and managers on compensation systems.
  • Administrated compensation system and performance review system.
  • Reinforced understanding and support of the new compensation system and policies by designing and leading a training program for all managers.
  • Managed the design team responsible for selecting an outside vendor to design and implement a 2.3 million dollar comprehensive compensation system.
  • Re-designed base-pay pricing model and developed automated compensation systems and tools that house all related job detail and pay data.
  • Designed User Acceptance Testing (UAT) documentation and member of UAT panel to audit national compensation systems.
  • Serve as liaison for systems, product design and initiatives on issue relating to the compensation system.
  • Managed functions of Compensation System's, Compliance, Base and Variable Pay for 75,000 domestic employees.
  • Designed an automated compensation system (Oracle -Compensation Work Bench) for annual bonus and salary administration.
  • Administered and facilitated migration of legacy Rinker Materials employees' into the new compensation system.
  • Trained them on various compensation systems and processes to improve overall departmental efficiencies
  • Designed, created, updated and vastly improved partner compensation system for 400-500 partners in over 30 locations.

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34. Compensation Practices
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low Demand
Here's how Compensation Practices is used in Compensation Manager jobs:
  • Led integration of positions and compensation practices for North American division of global acquisition.
  • Led compensation team to ensure competitive compensation practices.
  • Partner with the Office of Affirmative Action to ensure compensation practices are fair and equitable across campus.
  • Spearheaded design and implementation of STOF s comprehensive compensation practices and processes.
  • Conducted research and analysis of compensation practices, programs, and trends.

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35. Job Analysis
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Here's how Job Analysis is used in Compensation Manager jobs:
  • Evaluated positions based on job analysis data in developing job specifications.
  • Conducted job analysis for exemption status and compensation.
  • Coordinated job analysis and evaluation activities.
  • Advised management regarding the Company's pay grade structure which included market pricing, job analysis and job evaluation.
  • Conducted job analysis and wrote job descriptions, formulated a pay structure with job grades and pay ranges.
  • Led salary survey resource selection, preparation and job analysis that saved thousands in survey costs.
  • Provided compensation analysis support for market, internal & job analysis; market surveys.
  • Job analysis, design and development of job descriptions.
  • Created and implemented a job analysis process.
  • Oversee job analysis and market pricing activities on project or ad-hoc basis.

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36. Base Salary
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low Demand
Here's how Base Salary is used in Compensation Manager jobs:
  • Developed and implemented compensation programs including salary structures and variable/incentive plan designs and base salary administration.
  • Recommend base salary increases and annual long/short term incentive awards for individual executives.
  • Recommend changes to total compensation opportunities, base salary levels, and hiring ranges to ensure internal and market equity.
  • Lead for the base salary business requirement gathering, administration in ADP Compensation planner and support of base salary inquiries.
  • Eliminated $5M in unprofitable sales guarantees, retaining top performers using current survey data highlighting accurate base salary information.
  • Re-designed base salary structures by moving away from outdated pay grades and implementing market-based, job specific structures.
  • Managed base salary, merit, bonus, and sales incentive plans and performance management process.
  • Establish new annual performance review process and base salary increase program.
  • Analyzed base salary and at-risk practices.
  • Led strategy from base salary administration to "total compensation" philosophy resulting in new reward and performance-based programs.

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37. Compensation Structure
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low Demand
Here's how Compensation Structure is used in Compensation Manager jobs:
  • Directed job evaluation and market pricing processes to maintain competitive and internally equitable compensation structures.
  • Managed annual review of compensation structures and development of annual salary increase budgets.
  • Create a compensation structure and salary increase matrix, thus streamlining compensation organization-wide.
  • Participated in communication plan for implementation of new compensation structure.
  • Design and implement corporate compensation structure.
  • Developed Sales Bonus Compensation Structure.
  • Oversee survey submission, design & develop competitive compensation structure for both Corporate headquarters and 65 countries globally.
  • Review and update salary and compensation structures based on external market data.
  • Developed broad-based compensation structures for UK and APAC operations and campuses.
  • Coordinated a complete review of the Executive Level compensation structure.
  • Administered the compensation structure, including job level assignments.
  • Presented recommendations to senior management on integration of Promus compensation plans into Hilton compensation structure and philosophy.
  • Leveraged Hay System method to design and implement new job classification program and compensation structure.
  • Manage Compensation Structure and grading of new/existing positons.
  • Benchmarked all ITS positions and redesigned the compensation structures for IT Services.

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38. Compensation Processes
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low Demand
Here's how Compensation Processes is used in Compensation Manager jobs:
  • Developed, documented and streamlined compensation processes, job classifications/descriptions, market pricing and job structure administration.
  • Documented and redesigned compensation processes.
  • Implement key sales compensation processes in North America and Latin America to improve tactical compensation knowledge in the field.
  • Implement compensation processes, policies, and programs in alignment with business and HR strategy.
  • Managed compensation processes on a global basis for sales, direct and executive compensation.
  • Hired and developed 4 employees to a level of independence with new Compensation processes.
  • Manage all compensation processes for large segment business.
  • Utilized Lean Six Sigma methodologies and best practices to establish and document national Local Dealer compensation processes and procedures.
  • Developed several procedures to tighten up the accountability and auditability of numerous sales compensation processes.
  • Developed compensation strategies, market pricing, employee incentive plan communications; manage core compensation processes (i.e.
  • Manage the creation and maintenance of all compensation processes through Standardized SOPs.

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39. Executive Management
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low Demand
Here's how Executive Management is used in Compensation Manager jobs:
  • Provided executive management with strategic and tactical advice on bonuses, promotions and market adjustments as needed.
  • Collaborated extensively with cross-functional team members and presented business plans to executive management.
  • Consulted with executive management relative to compensation strategies, issues and resolutions.
  • Designed and administered annual bonus matrix for 3200 employees including Executive Management.
  • Developed and presented educational classification packets to Executive Management.
  • Provide global compensation support to executive management.
  • Prepare and make presentations to executive management.
  • Worked with Executive Management to create compensation programs and a sense of ownership among New Employees and Freshmen Managers.
  • Presented to small executive management groups, as well as diverse groups of 1000 or more.
  • Advise company executive management, line management and human resources staff on employee compensation issues.
  • Serve as subject matter expert (SME) to executive management on all compensation programs.
  • Negotiated with the Executive Management Team the criteria of a Policies and Procedures manual.
  • Worked closely with Board of Directors, executive management, and Compensation Committee.
  • Conducted classification studies and advised executive management of recommendations (e.g.

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10 Executive Management Jobs

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40. Market Competitiveness
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low Demand
Here's how Market Competitiveness is used in Compensation Manager jobs:
  • Monitor market competitiveness, participate in various total rewards surveys to anticipate changing needs and trends related to compensation.
  • Align external market competitiveness through labor market analysis and pay structure development to attract and retain key talent.
  • Participate in compensation surveys, reviewing benchmarks to ensure market competitiveness and prepare and analyze survey data.
  • Managed AutoZone's market competitiveness at a district level impacting 60,000+ exempt and nonexempt positions.
  • Determine new hire salary recommendations for recruiting staff, assuring market competitiveness and internal equity.
  • Presented analyses of executive compensation market competitiveness to Board of Trustees.
  • Performed extensive analysis of survey results to determine market competitiveness.
  • Conduct periodic reviews of market data to ensure market competitiveness.
  • Complete Salary Surveys and analyze results for market competitiveness.
  • Analyzed surveys to determine market competitiveness.

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41. Compensation Department
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low Demand
Here's how Compensation Department is used in Compensation Manager jobs:
  • Developed cohesive computer technology and working relationships between managed care and workers' compensation departments.
  • Implemented Sarbanes-Oxley compliant processes for the Incentive Compensation department.
  • Ensured efficient operation of the Compensation Department staff.
  • Developed, analyzed and managed all activities within the scope of the compensation department including programs, policies and procedures.
  • Led the daily activities and high-level project management of the Compensation Department that supports the needs of 15,000 employees.
  • Acted as a liaison between Branch Network Sales Managers and the compensation department for asset tracking and compensation questions.
  • Develop a compensation department including policies, practices and training for a company of ~325 employees.
  • Directed all aspects of the Compensation Department including, base, incentive and equity compensation.
  • Managed compensation department serving 9,000 employees at the University, Medical School and Law School.
  • Managed the daily business of the Compensation Department at the University Hospital.
  • Started the Compensation Department at Green Tree.
  • Head of the Compensation Department for Bellagio's employee base of approximately 9,000.

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42. Business Leaders
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low Demand
Here's how Business Leaders is used in Compensation Manager jobs:
  • Leveraged models determine options and presented them to business leaders.
  • Prepare management reports for presentation to Business Leaders.
  • Consulted with business leaders to identify the needs of their particular business segments.

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15 Business Leaders Jobs

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43. Training Programs
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low Demand
Here's how Training Programs is used in Compensation Manager jobs:
  • Coordinated and managed the development and implementation of compensation and training programs for government contractor.
  • Develop training programs, communications and presentations to educate managers and employees on compensation administration.
  • Planned and developed curricula and materials for training programs and conducted training.
  • Developed HR training programs and delivered training to supervisors and managers.
  • Developed and provide or arrange for training programs relating to workers' compensation laws, benefits, policies and loss control.
  • Developed training programs and facilitated classes on new compensation plans each year to all levels of management and employees.
  • Managed educational and just-in-time training programs for over 100 employees.
  • Tracked and reported compliance with all mandated training programs.
  • Developed training programs and audit procedures for the team.
  • Identified and collaboratively developed training programs and communication for the various components of workers compensation, human resources and safety.

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58 Training Programs Jobs

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44. Compensation Matters
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low Demand
Here's how Compensation Matters is used in Compensation Manager jobs:
  • Provide consultation to Department Managers regarding compensation matters including merit and promotion increase recommendations.
  • Directed multifaceted compensation programs across the organization and advised on employee compensation matters.
  • Research and communicate market trends related to Compensation matters.
  • Developed all existing policies and practices related to Compensation matters at Allied Building Products.
  • Provide coaching, counsel and guidance to the HR staff related to compensation matters.
  • Served as subject matter expert to ensure regulatory compliance in all compensation matters.
  • Managed all compensation matters at corporate headquarters for a $1 billion multi-national company with 8,000 employees and 17 operating companies.
  • Act as a consultant to other HR professionals, Executives and Managers in regards to all compensation matters.

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45. Party Administrators
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low Demand
Here's how Party Administrators is used in Compensation Manager jobs:
  • Organized quarterly workers' compensation file reviews and worked alongside legal counsel and third party administrators on strategic resolutions of files.
  • Reviewed and provided technical oversight on claims administered by Third Party Administrators utilizing internal guidelines and Industry Claims Best Practices.
  • Conduct monthly claims review with each market and corresponding third party administrators to strategize and direct our adjusters on claims management.

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46. Executive Leadership
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low Demand
Here's how Executive Leadership is used in Compensation Manager jobs:
  • Developed a sales incentive forecasting model allowing for strategic planning and communication of payment forecasting to executive leadership.
  • Supported senior executive leadership with compensation expertise to set forth executive compensation post-merger objectives.
  • Developed and presented recommendations for base pay and incentive programs to executive leadership team.
  • Work closely with executive leadership to ensure compliance with stringent medical regulations.
  • Provided weekly cost analysis and participation updates to the Executive Leadership Team.
  • Advise executive leadership teams regarding compensation actions and performance metrics.
  • Prepared compensation program proposals and represented to executive leadership.
  • Designed and developed quarterly HR metrics reports for HR management team and Executive Leadership Team.
  • Provide compensation consultation, guidance and education to HR, managers and executive leadership.
  • Served in expert advisory role to executive leadership team for all compensation issues.
  • Presented and gained approval from the Executive Leadership Team.
  • Streamlined monthly reporting and communications to executive leadership allowing for a seven day accelerated delivery of information.
  • Created and presented monthly dashboards to executive leadership using Tableau reporting.
  • Prepare presentations of program proposals to key stakeholders, including Finance, Sales,Marketing, IT and executive leadership.

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18 Executive Leadership Jobs

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47. Compensation Training
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low Demand
Here's how Compensation Training is used in Compensation Manager jobs:
  • Developed & conducted compensation training for internal Management Development Program.
  • Provided compensation training and guidance to managers and senior executives.
  • Participated in and conducted compensation training to the sales organization.
  • Developed and delivered compensation training to new HR Managers.
  • Conducted compensation training for HR and recruiting professionals.
  • Co-designed and facilitated the firm's first broad compensation training initiative, for over 200 executives and HR Generalists.
  • Conduct workers compensation training for Hertz management throughout the country and travel as needed to complete tasks.
  • Led the process for compensation training classes for store managers.
  • Provided onsite injury compensation training to all levels of management.
  • Developed and presented compensation training programs.
  • Developed domestic workers' compensation training programs and worldwide webinar relating to commercial property programs (FM Global).

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48. Compensation Surveys
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low Demand
Here's how Compensation Surveys is used in Compensation Manager jobs:
  • Identify industry trends for compensation and incentive practices through industry specific compensation surveys and advise senior leadership on strategic direction.
  • Conduct compensation surveys, gather compensation data determine job matches, recommend compensation and administer/maintain agency compensation systems.
  • Lead and develop customized compensation surveys and participate in compensation surveys conducted by other companies.
  • Purchased compensation surveys, developed market pricing policies, evaluated positions.
  • Founded US-wide industry compensation surveys in Systems Integration, IT Consulting/Outsourcing.
  • Evaluated positions, participated in compensation surveys, and conducted benchmark analysis
  • Develop and participate in compensation surveys.
  • Conducted bench marking and compensation surveys to maintain current compensation system per market data.
  • Participated in compensation surveys (Hay, Hewitt).
  • Conduct & participate in compensation surveys.
  • Supervised Company's participation in compensation surveys analyzing survey results against Company's pay practices.

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49. TPA
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low Demand
Here's how TPA is used in Compensation Manager jobs:
  • Managed the outpatient accounting department.
  • Review various reports provided by the TPA to ensure benefits are initiated timely and electronic data interchange is submitted timely.
  • Functioned as part of a team of managers supervising Workers' Compensation Claims handled by TPA's.
  • Worked closely with the TPA in the direction and negotiations for reasonable claims evaluations and settlements.
  • Monitor client's incident reporting system to ensure proper classifications and reporting to TPA.
  • Act as a liaison between our TPA and various department contacts within Harris County.
  • Collaborate with TPA to set reserves and establish panel providers for various locations.
  • Assist in selection and management of TPA ensuring proper adjudication of claims.
  • Interview potential staff for the TPA and Harris County Tort Unit.
  • Handle employee performance issues and make recommendations within the TPA.
  • Hold monthly production meetings with the TPA to improve performance.
  • Monitor contract compliance for TPA and cost containment vendor.
  • Review and approve TPA's monthly invoices.
  • Review Third Party Administrator's performance and documents recommendations with respect to ncentive/disincentive criteria as defined in the TPA contract.
  • Maintained OHSA logs and communicated with workers compensation attorneys, case managers, and TPA as needed regarding cases.
  • Reduced IBNR, claim inventory, and claim costs through aggressive oversight of TPA.
  • Launched online market pricing tool, Marketpay for all positions worldwide.
  • Process all DWC Employer's reports to prepare for TPA assignment.
  • Participate in quarterly onsite file reviews with the TPA.
  • Direct and oversee TPAs, defense attorneys and vendors selected for the multi-faceted Fortune 1000 corporation's worker's compensation program.

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50. Data Integrity
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low Demand
Here's how Data Integrity is used in Compensation Manager jobs:
  • Research irregularities identified on audit reports, recommend business process solution and monitor solution to ensure data integrity.
  • Ensured HRIS data integrity within organization.
  • Ensured the data integrity, quality and accuracy of $500 thousand in monthly commission payments for a 1200-person sales force.
  • Enhanced data integrity by identifying issues through data audits and worked with IT to fix feeds.
  • Managed data integrity of an Oracle database for all sales employees.
  • Audit data to ensure data integrity in the HRIS applications.
  • Led process redesign and ensured data integrity and common processes amongst 11 sites.

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20 Most Common Skills For A Compensation Manager

Salary Surveys

12.9%

Compensation Plans

8.0%

Incentive Plans

8.0%

Base Pay

7.4%

Job Evaluation

6.8%

Compensation Policies

5.8%

Hris

5.7%

Performance Management

5.2%

Job Descriptions

4.9%

Executive Compensation Programs

4.7%

Merit Increases

3.9%

Business Units

3.7%

Sales Compensation

3.4%

Flsa

3.2%

Market Research

3.0%

Market Data

2.8%

Compensation Strategy

2.7%

Compensation Committee

2.7%

Human Resources

2.6%

Workers Compensation

2.6%
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Typical Skill-Sets Required For A Compensation Manager

Rank Skill
1 Salary Surveys 8.9%
2 Compensation Plans 5.5%
3 Incentive Plans 5.5%
4 Base Pay 5.1%
5 Job Evaluation 4.7%
6 Compensation Policies 4.0%
7 Hris 3.9%
8 Performance Management 3.5%
9 Job Descriptions 3.4%
10 Executive Compensation Programs 3.2%
11 Merit Increases 2.7%
12 Business Units 2.5%
13 Sales Compensation 2.3%
14 Flsa 2.2%
15 Market Research 2.0%
16 Market Data 1.9%
17 Compensation Strategy 1.9%
18 Compensation Committee 1.9%
19 Human Resources 1.8%
20 Workers Compensation 1.8%
21 Osha 1.6%
22 Business Partners 1.6%
23 Stock Options 1.5%
24 Plan Design 1.5%
25 Compensation Issues 1.4%
26 Internal Equity 1.4%
27 Company Policies 1.3%
28 Compensation Function 1.3%
29 Compensation Philosophy 1.2%
30 Peoplesoft 1.1%
31 Benefits Administration 1.1%
32 Customer Service 1.1%
33 Compensation System 1.1%
34 Compensation Practices 1.0%
35 Job Analysis 1.0%
36 Base Salary 1.0%
37 Compensation Structure 0.9%
38 Compensation Processes 0.9%
39 Executive Management 0.9%
40 Market Competitiveness 0.9%
41 Compensation Department 0.8%
42 Business Leaders 0.8%
43 Training Programs 0.8%
44 Compensation Matters 0.8%
45 Party Administrators 0.8%
46 Executive Leadership 0.7%
47 Compensation Training 0.7%
48 Compensation Surveys 0.7%
49 TPA 0.7%
50 Data Integrity 0.6%
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1,917 Compensation Manager Jobs

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