Hris manager work from home jobs - 170 jobs

Senior HR Consultant, EOR (Fixed Term Contract) Rippling gives businesses one place to run HR, IT, and Finance. It brings together all of the workforce systems that are normally scattered across a company, like payroll, expenses, benefits, and computers. For the first time ever, you can manage and automate every part of the employee lifecycle in a single system. Take onboarding, for example. With Rippling, you can hire a new employee anywhere in the world and set up their payroll, corporate card, computer, benefits, and even third-party apps like Slack and Microsoft 365-all within 90 seconds. Based in San Francisco, CA, Rippling has raised $1.2B from the world's top investors-including Kleiner Perkins, Founders Fund, Sequoia, Greenoaks, and Bedrock-and was named one of America's best startup employers by Forbes. We prioritize candidate safety. Please be aware that all official communication will only be sent ******************* addresses. What is an Employer of Record (EOR)? An Employer of Record (EOR) is a service provider that allows companies to legally hire and work with employees in foreign countries without establishing their own legal entity in that country. This is made possible through a legal arrangement where the EOR establishes its own legal entity in the country and hires employees on behalf of the client company. This arrangement offers a viable solution for companies that wish to expand their global reach without investing in setting up a legal entity in every country where they operate. As a Senior HR Consultant, you will play a critical role in launching our Employer of Record (EOR) services in Serbia. This temporary position is designed to support our team during the critical pre- and post-launch phases, ensuring a smooth setup of HR processes, compliance, and knowledge transfer to an existing HR Advisor. You will oversee HR operations for Serbia, develop compliance-driven policies and workflows, and act as the subject matter expert on local employment regulations. A key aspect of this role is training the HR Advisor who will take over responsibilities after your contract ends, ensuring long-term success for our EOR services in Serbia. This is an exciting opportunity to be at the forefront of our expansion into Serbia, directly influencing the success of our EOR service offering! Key Responsibilities Policy and Procedure Development : Draft and implement compliance-driven policies and detailed standard operating procedures (SOPs) for leave management, performance management, investigations, claims, terminations, unemployment benefits, workers' compensation, and grievance investigations. Employee Relations and Risk Mitigation : Handle complex employee relations issues, including leave management, terminations, and other matters posing regulatory risks. Workflow and System Setup : Collaborate with product, engineering, and compliance teams to configure and test workflows for hiring, onboarding, transitions, terminations, and statutory benefits. Client- and Employee-Focused Support : Respond to client and employee inquiries, develop programs and resources (e.g., help center articles, HR policies, etc.), and ensure the delivery of accurate, efficient HR services. Knowledge Transfer and Training : Train and coach internal HR Advisors on country-specific requirements to ensure continuity and compliance. Process Optimization : Design scalable, efficient processes that enhance the professionalization and delivery of HR services. Knowledge Transfer : Train and coach an HR Advisor on country-specific requirements to ensure a seamless handoff at the end of the contract. Required Skills and Qualifications 8+ years of experience in Serbia HR advisory or consulting services, or an internal HR role in a fast-paced organization. 8+ years of experience managing payroll administration in Serbia. Deep knowledge of local labor laws, employment regulations, and cultural nuances in Serbia. Expertise in managing employee claims related to unemployment benefits, disability/leave benefits, workers' compensation, and grievances. Demonstrated proficiency as a super-user of HRIS platforms. Strong project management and organizational skills, with exceptional attention to detail and time management. Excellent verbal and written communication skills, with a client-focused approach. Professional working proficiency in Serbian and English. Experience with benefits and pension administration is a plus. Experience providing HR support or managing HR processes across multiple countries is highly desirable. Rippling is an equal opportunity employer. We are committed to building a diverse and inclusive workforce and do not discriminate based on race, religion, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, veteran or military status, or any other legally protected characteristics, Rippling is committed to providing reasonable accommodations for candidates with disabilities who need assistance during the hiring process. To request a reasonable accommodation, please email **************************. #J-18808-Ljbffr

A consulting firm for social impact organizations is seeking a Principal HR Consultant to serve as a trusted advisor for nonprofit clients. You will lead employee relations, performance management, and compliance. The ideal candidate has over 8 years of HR experience, strong knowledge of employment law, and a passion for equity-focused practices. This is a remote position available to candidates in the US, requiring Eastern Time Zone availability. #J-18808-Ljbffr

Vantage Data Centers powers, cools, protects and connects the technology of the world's well-known hyperscalers, cloud providers and large enterprises. Developing and operating across North America, EMEA and Asia Pacific, Vantage has evolved data center design in innovative ways to deliver dramatic gains in reliability, efficiency and sustainability in flexible environments that can scale as quickly as the market demands. People & Culture Department The People & Culture (P&C) team at Vantage is a high-performing trusted partner to the business, committed to delivering exceptional employee experience from application through alumni. Our team is known for its strategic thinking and practical solutions, working closely with leaders across the organization to support the development and growth of our people. Every member of the P&C team plays a meaningful role in shaping our culture and enabling our global expansion. Grounded in our core values of Trust, Agility, Respect, and Accountability, we strive to live these principles every day as we innovate and make Vantage a premier employer in our industry. Position Overview This role is remote and can be based anywhere in the US. This department oversees the implementation and optimization of all P&C systems, ensuring they meet organizational needs and project goals. As the HRIS Project Manager, you will be a key driver in optimizing and scaling our global P&C technology ecosystem. Reporting to the Senior Director of People Operations, you will collaborate with technical experts, product owners, and functional teammates by owning the project's lifecycle management. Essential Job Functions Project Leadership: Lead the planning, execution, and delivery of People systems projects, including system upgrades, implementations, optimizations, and integrations with internal and external stakeholders. Define project scope, timelines and milestones, risks, dependencies, and success measures for projects. Identify, analyze, and resolve issues such as (scope creep, resource constraints, or technical bugs) that arise during the project lifecycle. Optimization: Partner with Workday module owners and the broader P&C team to identify workflow inefficiencies and lead automated solutions. Develop the project management function within our team by creating standard procedures and project guidelines that can be used broadly across a variety of projects. Implement best practices of project management through leading activities such as Lessons Learned Sessions. Stakeholder Management: Act as the primary liaison between the people systems team and the internal or external stakeholders, providing updates and managing expectations throughout the project lifecycle. Lead internal project team calls. Be able to identify, prioritize, and escalate as needed across multiple workstreams. Change Management: Develop training materials and communication plans to drive user adoption of new system features and processes. Provide status updates, project documentation, and post project knowledge transfer sessions. Establish and maintain People systems project governance frameworks, including documentation standards, decision logs, and risk management processes. Lead road mapping activities and planning for the People systems team. Additional duties assigned by Management. Job Requirements 3+ years of project management experience specifically within HR Information Systems (Workday experience highly preferred). Certification in a project management field of study is preferred. Proven experience of managing projects from initiation through completion. Strong analytical and problem-solving skills to ensure project success and identify opportunities for process improvement. Strong ability to manage timelines, stakeholders, risks, and deliverables. Working knowledge of People system platforms and core IT concepts, with the ability to collaborate effectively with P&C, IT, and business stakeholders. Understanding of P&C data structures, system architecture, and reporting analytics. Experience with a project management tool. Ability to translate complex business needs into technical requirements. Exceptional ability to communicate technical concepts to non-technical stakeholders. Travel required is expected to be up to 10% but may increase over time as the business evolves Physical Demands and Special Requirements The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to handle or feel objects; reach with hands and arms; climb stairs; balance; stoop or kneel; talk and hear. The employee must occasionally lift and/or move up to 25 pounds. Additional Details Salary Range: $110,000 - $130,000 Base + Bonus (this range is based on Colorado market data and may vary in other locations) This position is eligible for company benefits including but not limited to medical, dental, and vision coverage, life and AD&D, short and long-term disability coverage, paid time off, employee assistance, participation in a 401k program that includes company match, and many other additional voluntary benefits. Compensation for the role will depend on a number of factors, including your qualifications, skills, competencies, and experience and may fall outside of the range shown. #LI-Remote #LI-AP2 We operate with No Ego and No Arrogance. We work to build each other up and support one another, appreciating each other's strengths and respecting each other's weaknesses. We find joy in our work and each other, actively seeking opportunities to inject fun into what we do. Our hard and efficient work is rewarded with an above market total compensation package. We offer a comprehensive suite of health and welfare, retirement, and paid leave benefits exceeding local expectations. Throughout the year, the advantage of being part of the Vantage team is evident with an array of benefits, recognition, training and development, and the knowledge that your contribution adds value to the company and our community. Don't meet all the requirements? Please still apply if you think you are the right person for the position. We are always keen to speak to people who connect with our mission and values. Vantage Data Centers is an Equal Opportunity Employer Vantage Data Centers does not accept unsolicited resumes from search firm agencies. Fees will not be paid in the event a candidate submitted by a recruiter without an agreement in place is hired; such resumes will be deemed the sole property of Vantage Data Centers. We'll be accepting applications for at least one week from the date this role is posted. If you're interested, we encourage you to apply soon-we're excited to find the right person and will keep the role open until we do!

Robert Half HR Solutions is currently sourcing for a contract HRIS Manager to support our client based in Atlanta, Georgia. Our client is only considering candidates who have extensive experience utilizing Ellucian Banner HRIS modules. This long-term contract position offers the opportunity to oversee and enhance human resource information systems, ensuring efficient processes and data integrity. The ideal candidate will bring expertise in system implementation, analysis, and management while driving process improvements and supporting HR operations. Our client is looking to have someone start in February 2026; the ideal candidate will reside in the state of Georgia, but it is not mandatory. However, experience with Ellucian Banner is a requirement. No candidate without Ellucian Banner will be considered for this opportunity. Responsibilities: - Manage and oversee the administration of Banner HR programs, ensuring smooth processing from onboarding to termination. - Analyze HR processes and data, identifying issues and proposing solutions to maintain accuracy and integrity. - Lead initiatives to optimize Banner HR technology, including Self-Service Banner and Electronic Personnel Action Forms (EPAFs). - Develop and maintain system documentation, online references, and training materials for HR systems. - Coordinate updates and modifications to the Banner HR module, collaborating with IT for upgrades, testing, and implementation. - Manage user permissions, system personalization, and access settings for HR personnel. - Provide daily support to users while serving as a resource for Banner HR module knowledge and participating in committees to maintain data standards. - Develop and maintain the Banner Document Management System for HR operations. - Assist with implementing and managing an online employee applicant system for HR. - Recommend innovative solutions and process improvements, coordinating with leadership for approval and implementation. Requirements - Minimum of 7 years of experience in HRIS management or related roles. - Proficiency in HRIS systems, including Banner. - Strong expertise in HRIS implementation, analysis, and system optimization. - Knowledge of Ellucian Banner HR module and related functionalities. - Proven ability to create and maintain system documentation and training resources. - Experience collaborating with IT teams for system updates and enhancements. - Excellent project management skills, with the ability to oversee HR initiatives and improvements. - Familiarity with data security protocols and legal compliance requirements for HR systems. Robert Half is the world's first and largest specialized talent solutions firm that connects highly qualified job seekers to opportunities at great companies. We offer contract, temporary and permanent placement solutions for finance and accounting, technology, marketing and creative, legal, and administrative and customer support roles. Robert Half works to put you in the best position to succeed. We provide access to top jobs, competitive compensation and benefits, and free online training. Stay on top of every opportunity - whenever you choose - even on the go. Download the Robert Half app (https://www.roberthalf.com/us/en/mobile-app) and get 1-tap apply, notifications of AI-matched jobs, and much more. All applicants applying for U.S. job openings must be legally authorized to work in the United States. Benefits are available to contract/temporary professionals, including medical, vision, dental, and life and disability insurance. Hired contract/temporary professionals are also eligible to enroll in our company 401(k) plan. Visit roberthalf.gobenefits.net for more information. © 2025 Robert Half. An Equal Opportunity Employer. M/F/Disability/Veterans. By clicking "Apply Now," you're agreeing to Robert Half's Terms of Use (https://www.roberthalf.com/us/en/terms) and Privacy Notice (https://www.roberthalf.com/us/en/privacy) .

Why Choose Us? Novolex is a leading manufacturer of food, beverage, and specialty packaging that supports multiple industries including foodservice, restaurant delivery and carryout, food processing, grocery and retail, and industrial sectors. Novolex manufacturing and sourcing expertise spans a diverse range of substrates including resin, paper, molded fiber, aluminum and more. We provide customers a broad array of stock and customized solutions with 120 product categories, 250 brands and over 39,000 SKUs. * $90-115,000 base salary + annual bonus * Medical, dental and vision options * Wellness rewards to fund your HRA or HSA * Paid holidays, time off, parental and other leaves * Financial protection benefits such as life, AD&D and disability insurance, and 401(k) Plan with employer matching contributions * Education Support (for example, tuition reimbursement, Chairman's Scholarship, 529 College Savings Plan) * Broad Based Employee Award Program-value sharing plan for all employees with one year of service * Employee Assistance Program and much more! Our Sustainability Commitment The Novolex sustainability vision is built upon three pillars: our products, our operations and our people. Each is critically important to our growth and future as a business. These pillars form the foundation of our company-wide commitment to sustainability, helping us achieve our ambitious goals through our wide-ranging initiatives. Job Description Summary: The Compensation Manager is responsible for supporting the design, implementation, and administration of Novolex's compensation programs. The Compensation Manager partners with HR Business Partners, Talent Acquisition, and internal stakeholders to deliver data-driven, consistent, and equitable compensation recommendations. This role is remote-based, with a preference for candidates located near our Lake Forest, IL or Charlotte, NC offices. Essential Functions & Key Responsibilities: Compensation Strategy & Program Management * Partner in the development, delivery, and ongoing maintenance of base pay structures, salary ranges, and job architecture frameworks. * Conduct market analysis using industry salary surveys; benchmark roles to ensure competitive and equitable pay practices. * Support the design and administration of annual compensation cycles (merit, promotions, market adjustments, and incentive programs). * Lead compensation program updates, including communication, process improvements, and system enhancements. * Present compensation recommendations and insights to leadership in a clear, data-driven manner. Job Evaluation * Conduct job evaluations for professional and management level roles and determine appropriate job levels and salary grades. * Ensure consistency and compliance with compensation policies, job leveling guidelines, and organizational frameworks. * Partner with HR and business leaders to review role changes, reorganizations, and workforce planning needs. Analytics & Compliance * Perform complex compensation analysis using internal data and market insights to identify trends, risks, and opportunities. * Ensure compliance with applicable federal, state, and local wage and hour laws, including FLSA classification. * Maintain data integrity across HRIS and compensation systems; partner with HRIS to support compensation-related system updates. Process Leadership & Continuous Improvement * Lead compensation-related projects (e.g., market studies, job architecture refresh). * Develop compensation tools, guides, and communication materials for HR and business leaders. * Recommend process improvements to enhance efficiency, accuracy, and employee experience. Candidate Requirements: * Bachelor's degree in Human Resources, Business, Finance, or related field (preferred) * 5+ years of progressive compensation experience, including experience with job evaluation, salary surveys, market pricing, and compensation program administration. * Strong analytical skills with demonstrated proficiency in compensation modeling and data analysis. * Experience administering annual merit cycles and compensation programs. * Proficiency in Excel and HRIS/compensation systems (e.g., Workday, SuccessFactors, AON/Radford). * Strong understanding of FLSA regulations, compensation compliance requirements, and market pricing methodology. Preferred * Experience with Workday-Advanced Compensation Module * CCP certification (or progress toward CCP). * Experience supporting multi-state or global compensation programs. Company Benefits What You'll Get From Us Benefits With safety as our top priority and a commitment to employee well-being an important focus, we offer comprehensive and competitive benefits that include medical, dental and vision insurance as well as a variety of other well-being resources focused on mental, physical and financial health. Specific benefits and well-being programs may vary depending on where you work. Community Engagement At Novolex, giving back to the local communities that support us is important. Our Focused Giving Program prioritizes support for organizations whose missions promote sustainability initiatives or address food and hunger needs. We also encourage facility level support of activities in the communities where our employees live and work. Training and Development We offer constant opportunities for advancement. From skills development to advanced education programs, training and development programs and courses are available through MyLearning. Programs include company and industry training curricula, support for formal education through the Tuition Reimbursement Program, and a Learning Management System that supports and enhances employee skills at all levels of the organization. Novolex is committed to providing equal employment opportunity in all employment practices, including but not limited to selection, hiring, promotion, transfer, and compensation to all qualified applicants and employees without regard to age, race, color, national origin, sex, pregnancy, sexual orientation, gender identity, religion, handicap or disability, genetics, citizenship status, service member or veteran status, or any other category protected by federal, state, or local law. Any individual who, because of his or her disability, needs an accommodation in connection with an aspect of the Company's application process should contact my **********************. #LI-TM1 Responsibilities Summary: The Compensation Manager is responsible for supporting the design, implementation, and administration of Novolex's compensation programs. The Compensation Manager partners with HR Business Partners, Talent Acquisition, and internal stakeholders to deliver data-driven, consistent, and equitable compensation recommendations. This role is remote-based, with a preference for candidates located near our Lake Forest, IL or Charlotte, NC offices. Essential Functions & Key Responsibilities: Compensation Strategy & Program Management - Partner in the development, delivery, and ongoing maintenance of base pay structures, salary ranges, and job architecture frameworks. - Conduct market analysis using industry salary surveys; benchmark roles to ensure competitive and equitable pay practices. - Support the design and administration of annual compensation cycles (merit, promotions, market adjustments, and incentive programs). - Lead compensation program updates, including communication, process improvements, and system enhancements. - Present compensation recommendations and insights to leadership in a clear, data-driven manner. Job Evaluation - Conduct job evaluations for professional and management level roles and determine appropriate job levels and salary grades. - Ensure consistency and compliance with compensation policies, job leveling guidelines, and organizational frameworks. - Partner with HR and business leaders to review role changes, reorganizations, and workforce planning needs. Analytics & Compliance - Perform complex compensation analysis using internal data and market insights to identify trends, risks, and opportunities. - Ensure compliance with applicable federal, state, and local wage and hour laws, including FLSA classification. - Maintain data integrity across HRIS and compensation systems; partner with HRIS to support compensation-related system updates. Process Leadership & Continuous Improvement - Lead compensation-related projects (e.g., market studies, job architecture refresh). - Develop compensation tools, guides, and communication materials for HR and business leaders. - Recommend process improvements to enhance efficiency, accuracy, and employee experience. Candidate Requirements: - Bachelor's degree in Human Resources, Business, Finance, or related field (preferred) - 5+ years of progressive compensation experience, including experience with job evaluation, salary surveys, market pricing, and compensation program administration. - Strong analytical skills with demonstrated proficiency in compensation modeling and data analysis. - Experience administering annual merit cycles and compensation programs. - Proficiency in Excel and HRIS/compensation systems (e.g., Workday, SuccessFactors, AON/Radford). - Strong understanding of FLSA regulations, compensation compliance requirements, and market pricing methodology. Preferred - Experience with Workday-Advanced Compensation Module - CCP certification (or progress toward CCP). - Experience supporting multi-state or global compensation programs.

About Us dbt Labs is the pioneer of analytics engineering, helping data teams transform raw data into reliable, actionable insights. Since 2016, we've grown from an open source project into the leading analytics engineering platform, now used by over 50,000 teams every week. As of February 2025, we've surpassed $100 million in annual recurring revenue (ARR) and serve more than 5,400 dbt Cloud customers, including JetBlue, HubSpot, Vodafone New Zealand, and Dunelm. We're backed by top-tier investors including Andreessen Horowitz, Sequoia Capital, and Altimeter. At our core, we believe in empowering data practitioners: Code-based data transformations unlock transparency, flexibility, and collaboration Analysts should adopt software engineering best practices to build trusted data products Core analytics infrastructure should be open source and user-controlled Analytic code-not just tools-should be shared and community-driven dbt is now synonymous with analytics engineering, defining the modern data stack and serving as the data control plane for enterprise teams around the world. And we're just getting started. We're growing fast and building a team of passionate, curious people across the globe. Learn more about what makes us special by checking out our values. We're hiring a Senior Compensation Manager to serve as a senior individual contributor and trusted expert on our People team. This role is designed for someone who brings deep compensation expertise, exercises strong independent judgment, and thrives with high autonomy and broad ownership. This role needs an experienced practitioner who: operates as a SME, leads significant, enterprise-wide initiatives, and influences outcomes across our function. In this role, you will own and evolve our compensation programs end-to-end, partnering closely with our teams across: People Business Partners (PBPs), Talent Acquisition, Finance, and Legal. This is a high impact IC role that reports into our Senior Director of Total Rewards and People Operations, and it comes with high visibility, established trust, and the ability to shape how we attract, retain, and reward talent at a global scale. What you'll do Act as the company's compensation expert Serve as the primary subject matter expert for compensation at dbt Labs, applying deep knowledge to complex and high impact decisions Lead and contribute to the development of compensation principles, structures, and programs that support company goals Apply sound judgment to ambiguous, novel, or nuanced compensation challenges Own compensation strategy and execution Design, maintain, and evolve global compensation bands across functions, levels, and geographies Lead annual benchmarking efforts using Radford, Pave, and other market data sources as well as manage software tools and systems Ensure cash and equity programs are competitive, equitable, and aligned with our values Drive significant programs and projects Own the end to end planning and execution of company-wide merit and promotion cycles Build and maintain sophisticated models for salary planning, equity refresh strategy, burn-rate monitoring, and retention risk analysis Lead compensation diligence and modeling for new country expansion and organizational change Partner across the business You will be the senior compensation partner to our PBPs, Talent Acquisition, and functional leaders. Our bar for partnership is high and we expect our team to lead by example. Advise on complex compensation scenarios including new-hire offers, promotions, internal mobility, and exception cases Communicate advanced compensation concepts clearly to diverse audiences and influence decision-making Operate with rigor, integrity, and independence Partner closely with finance on planning, forecasting, and compensation assumptions Support TR leader in compensation committee and BOD materials as needed Own compensation governance and compliance as we scale globally, ensuring alignment with local regulations and local talent expectations Build for scale Maintain and evolve global Total Rewards documentation to ensure clarity and transparency Identify and implement improvements to compensation processes, tools, and policies Anticipate future needs and proactively design solutions that scale with our business What success looks like You are recognized internally as the compensation expert and go-to advisor for complex decisions Leaders rely on your judgment, consistency, and accuracy to navigate ambiguous or high-stakes compensation topics Compensation programs are principled, scalable, and well understood across the company and across audiences Your work has a measurable impact on retention, equity, and organizational effectiveness What we're looking for 8-12 years of progressive experience in compensation or total rewards Demonstrated ability to operate independently on significant, high-impact initiatives Deep expertise in job architecture, market pricing, pay equity analysis, and program design Strong analytical foundation with experience building and explaining complex models Proven ability to influence without authority and partner effectively across functions Clear, confident communicator who can tailor messaging to technical and non-technical audiences High judgment, discretion, and a strong sense of fairness Why dbt Labs True IC seniority: This is a role with meaningful scope, autonomy, and influence Strong foundations: You'll build on solid existing programs, not start from scratch Talented partners: You'll collaborate with thoughtful People, Finance, Legal, and business leaders Real impact: Your work directly shapes how we reward and retain our people Values-driven: Equity, transparency, and rigor are core to how we design compensation We're in growth mode: Currently more than 700 team members across almost 2 dozen countries and continuing to grow If you're excited to operate as a senior expert, lead critical compensation initiatives, and shape programs that scale with integrity, we'd love to meet you. Remote Hiring Process Interview with a Talent Acquisition Partner Interview with our Chief People Officer Team Interviews with stakeholders on the People, Finance and Total Rewards teams Benefits Unlimited vacation time with a culture that actively encourages time off 401k plan with 3% guaranteed company contribution Comprehensive healthcare coverage Generous paid parental leave Flexible stipends for: Health & Wellness Home Office Setup Cell Phone & Internet Learning & Development Office Space Compensation We offer competitive compensation packages commensurate with experience, including salary, equity, and where applicable, performance-based pay. Our Talent Acquisition Team can answer questions around dbt Lab's total rewards during your interview process. In select locations (including Boston, Chicago, Denver, Los Angeles, Philadelphia, New York City, San Francisco, Washington, DC, and Seattle), an alternate range may apply, as specified below. The typical starting salary range for this role is: $162,000 - $196,200 USD The typical starting salary range for this role in the select locations listed is: $180,000 - $218,000 USD dbt Labs is an equal opportunity employer, committed to building an inclusive team that welcomes diverse perspectives, backgrounds, and experiences. Even if your experience doesn't perfectly align with the job description, we encourage you to apply-we value potential just as much as a perfect resume. Want to learn more about our focus on Diversity, Equity and Inclusion at dbt Labs? Check out our DEI page. dbt Labs reserves the right to amend or withdraw the posting at any time. For employees outside the United States, dbt Labs offers a competitive benefits package. RSUs or comparable benefits may be offered depending on the legal or country limitations. Privacy Notice Supplement to Privacy Notice - Californians Supplement to Privacy Notice - EEA/UK

Joining Collibra's Total Rewards team We're looking for a Compensation Manager to join our global Total Rewards team and take a leading role in the design and delivery of our compensation programs and strategy. This position blends deep technical expertise with strong business acumen, and will be responsible for developing and administering compensation structures and strategies that support our global workforce, align with market practices, and help drive business outcomes. This role will contribute to high-visibility projects, including executive compensation analyses, Compensation Committee preparation, and the application of AI tools to compensation modeling and insights. This is a key role for a compensation professional who enjoys solving complex challenges, influencing across functions, and building scalable solutions in a fast-paced tech environment. Compensation Managers at Collibra are responsible for Designing and maintaining global compensation structures, including salary ranges, job architecture, and variable pay programs aligned with evolving market trends. Leading and supporting compensation cycles such as annual and mid-year salary reviews, bonus planning, and equity refreshes. Partnering with People, Finance, and business leaders to lead strategy and guide compensation decisions tied to hiring, promotions, and retention. Leading the analytics, strategy, forecasting, tracking, and evolution of compensation programs including base, variable, and equity (e.g. RSUs), including country-specific considerations and employee communications. Provide analytical and operational support for executive compensation programs, including base pay, equity, and performance-based incentives. Partner with Finance, Legal, and external advisors to develop materials and models for Compensation Committee meetings. Assist in preparing materials related to equity strategy, burn rate, dilution, and executive pay positioning for senior leadership and Board audiences. Leveraging AI and analytics tools to enhance compensation modeling, streamline benchmarking, and strengthen data-driven decision-making. Developing frameworks, tools, and messaging to help leaders understand and apply compensation principles effectively. Lead and collaborate on cross-functional projects spanning pay, performance, mobility, and systems, while driving global benchmarking, job evaluations, and accurate job architecture in partnership with HR and Talent Acquisition. Serve as a global subject matter expert on compensation, advising cross-functional teams while ensuring compliance, governance, and progress on pay equity initiatives. You have 6 - 10+ years of progressive compensation experience, ideally in global technology companies. Expertise in core compensation areas, including base pay structures, job leveling, equity compensation, and bonus plan design. Strong knowledge of market pricing methodologies and survey tools (e.g., Radford, Mercer, Option Impact). Experience supporting or directly contributing to executive compensation design and Compensation Committee deliverables. Demonstrated ability to develop and apply advanced compensation models and analytics to solve complex business challenges. Proficiency in Excel/Sheets A bachelor's degree or equivalent related working experience is required This position is not eligible for visa sponsorship Preferred experience: familiarity with Workday or similar HRIS, experience working with executive compensation or M&A or IPO initiatives, familiarity with compensation requirements across multiple countries/regions (e.g., US, EMEA, APAC), CCP certification or equivalent coursework in compensation You are A strategic thinker with strong operational rigor, able to zoom in and out as needed An excellent communicator (written and verbal), with a proven ability to influence across HR, Finance, and leadership teams Proactive and curious, with an interest in leveraging new technologies to modernize compensation practices Measures of success Within your first month, you will… Fully onboarded into HR systems, data sources, compensation tools (e.g., Radford, Workday, equity admin). Completed 1:1s with key stakeholders (e.g., People Partners, Finance, Talent Acquisition, Legal). Reviewed global compensation philosophy, salary structures, equity strategy, and historical comp cycles. Identified immediate upcoming deliverables (e.g., mid-year planning, board materials, TA support). Within your third month, you will… Become a strategic partner with annual compensation practices and processes Evaluated compensation survey and benchmarking approach; proposed adjustments if needed for coverage, regions, or roles. Participate in executive compensation analysis, cycle, and board meeting presentations Demonstrated strong cross-functional collaboration with People, Finance, and Legal teams. Taken ownership of compensation frameworks, strategies, and designs Within your sixth month, you will Take shared ownership of the compensation, equity, and board preparation. Lead and drive initiatives including the compensation cycles. Independently produced executive compensation analyses and contributed to Compensation Committee or Board deliverables. Identified and closed gaps in compensation compliance or transparency requirements across key countries. Compensation for this role The standard base salary range for this position is $128,000 - $160,000 per year. This position is not eligible for additional commission-based compensation. Salary offers are based on a combination of factors, including, but not limited to, experience, skills, and location. In addition to base salary, we offer equity ownership at every level, bonus potential, a Flex Fund monthly stipend, pension/401k plans, and more. Benefits at Collibra Collibra recognizes and values that everyone has different needs, interests, and life goals. We built our benefits program with flexibility in mind to support you and your loved ones through a diverse range of circumstances and life events. These flexible offerings sit on a foundation of competitive compensation, health coverage, and time off. Learn more about Collibra's benefits. We create inclusion and belonging through how we onboard, meet, connect, engage, and communicate. Learn more about diversity, equity, and inclusion at Collibra. At Collibra, we're proud to be an equal opportunity employer. We realize the key to creating a company with a world-class culture and employee experience comes from who we hire and creating a workplace that celebrates everyone. With this, we proudly consider qualified applicants without regard to race, color, religion, creed, gender, national origin, age, disability, veteran status, sexual orientation, pregnancy, sex, gender identity, gender expression, genetic information, physical or mental disability, HIV status, registered domestic partner status, caregiver status, marital status, veteran or military status, citizenship status or any other legally protected category. If you have a need that requires accommodation, let us know by completing our Accommodations for Applicants form.

As Marqeta's Compensation Manager, you will serve as a strategic compensation business partner and design, plan, and implement compensation programs, policies, and processes for our teams. We envision this high impact role as a strong influencer with the business. You will work with leadership and cross-functional People Experience team members to create tailored solutions that meet our organizational needs while balancing market competitiveness and fiscal responsibility. This position sits on the Total Rewards team and will be one of three members on the Compensation team. We work Flexible First. This role can be performed remotely in the United States, only in one of our National locations, which you can review here. The Impact You'll Have Advisory - Act as the primary partner for assigned business function client groups and serve as a strategic advisor on complex compensation matters Design - Partner with People Business Partners (PBPs), business leaders, and managers to design compelling, scalable compensation solutions, by seeking to understand the desired outcome, sharing expertise, and proposing solutions Program Management - Collaborate with PBPs, Talent Acquisition, Finance, and other internal stakeholders to ensure seamless execution of compensation programs. Facilitate annual merit, bonus, and equity programs for assigned client groups. Market Intelligence - Partner across the compensation team to manage the job and compensation structure related to your client groups. Conduct quarterly and ad-hoc analyses ensuring external competitiveness, internal equity, and legal compliance. Monitor trends affecting compensation. Support pay transparency and other required reporting. Complete required survey participation. Stay abreast of industry best practices and changes in legislation related to compensation Analysis - Conduct modeling and analysis on all aspects of compensation which may include building analytical models that predict or identify compensation related issues. Evaluate existing roles and provide consultation on new roles using a combination of internal and external data Audit & Compliance - Lead the efforts to review global pay gap reporting, and compliance with emerging regulations such as the EU Pay Transparency Directive and CSRD. This role involves analyzing compensation data, preparing for pay transparency, and implementing strategies that promote fairness. In addition, this person will ensure our procedures are SOX compliant. Communication & Education - Develop and deliver efficient and effective presentations to influence decision making. Develop training and educational tools to communicate compensation philosophy, programs, fundamentals, and tool. Governance - Partner with Talent Acquisition and PBPs on new hire offers and internal mobility Administration - Partner with HRIS, Payroll, and Equity teams to ensure proper transmission of payment and award data Who You Are Significant experience in global compensation, including developing, recommending, implementing, and administering compensation programs Prior experience with high-growth tech companies scaling their business and workforce Flexible, growth mindset, comfort with ambiguity and change Demonstrated success balancing aiming for excellence versus a sense of urgency. Detail-oriented with a high level of accuracy and strong time management skills Exceptional results orientation with a high degree of personal initiative Collaborative team player with a customer centric approach and focus on doing what is best for the business Proven problem-solving skills as well as an ability to manage multiple tasks simultaneously to successful completion in a fast-paced environment Excellent verbal and written communication skills Strong ability to foster relationships Advanced Google Sheets expertise and ability to create, organize and manipulate large sets of data in complex spreadsheets. Or the same in Excel and a willingness to learn and work predominantly in Google Sheets Familiarity with Workday, including hands-on experience coaching managers through at least one compensation cycle in the system Nice-To-Haves Bachelor's or Master's degree in a field related to Finance, Business management/administration, or Human Resources Certified Compensation Professional (CCP) Your Manager Divya Gallo, Director, Compensation Typical Process Application Submission Recruiter video call Hiring manager video call Virtual “Onsite” consisting of 4, 45 min video calls Offer! Compensation and Benefits Marqeta is a Flex First company which allows you to choose your best working environment, whether that be from home or at a company office. To support Flex First, we calibrate pay to a competitive value according to working location. Compensation is aligned according to three tiers within the United States: National: A baseline tier that applies to most of the geographic territory of the United States. Premium: Slightly elevated from the National tier, and oriented toward a narrower set of higher cost-of-living areas, such as Los Angeles CA and Seattle WA Premium Plus: A tier for the most expensive working areas, like the San Francisco Bay area and New York City. Visit this page or consult with a Recruiter to determine which tier would be applicable to you. When determining salaries, we consider several factors including, but not limited to, skills, prior experience, and work location. The new-hire base salary range for this position is: National: $126,300 - $157,900 Premium: $136,700 - $170,900 Premium Plus: $148,600 - $185,800 We also believe in recognizing the contributions of our people. That's why we award annual bonuses to eligible employees, rewarding both individual performance and the success of the entire company. Along with monetary compensation, Marqeta offers Multiple health insurance options Flexible time off - take what you need Retirement savings program with company contribution and after tax contributions Equity in a publicly-traded company and an Employee Stock Purchase Program Family-forming benefits, fertility support, and up to 20 weeks of Parental Leave Free therapy sessions, financial and professional coaching, and legal advice Monthly stipend to support our remote work model Annual “development dollars” to support our people growth and development Through Flex First, the freedom to live and work wherever you and your family About Marqeta Marqeta is on a mission to change the way money moves. We're one of the earliest enablers of embedded finance, a market opportunity sized up in the trillions. Our card issuing platform provides unprecedented flexibility and control for companies to issue cards, authorize transactions, and manage payment operations in real time. Marqeta is powering the most well known brands in the new economy (Block, Cash App, Affirm, Instacart, Doordash, Uber, Walmart, etc). You don't need to be a Payments expert to join the Marqeta Team, let us help you with that. This is the opportunity of a lifetime to work with innovators around the world and unlock equitable financial access for all. Marqeta's Values - Solve for the Customer: With a deep understanding of our customers' business and empathy for their needs, we deliver products and services that drive their success. Earning and keeping their trust guides everything we do. - Do What's Right: Knowing businesses and livelihoods depend on us, we pursue solutions that disrupt responsibly and deliver high-quality results that our customers count on. We own our work from start to finish. - Simplify and Innovate: We approach challenges with curiosity and take smart risks. Innovation comes from finding better, simpler ways to achieve extraordinary outcomes. - Win as a Team: We succeed together by embracing diverse perspectives and pushing each other to raise the bar. We lead with humility and set aside hierarchy to work as a team. - Make it Count: We drive forward with focus and agility. With a sense of urgency and purpose, we get the job done, and done right. Equal Employment Opportunity, Accommodations and Privacy Marqeta is an equal opportunity employer committed to an inclusive workplace that fosters belonging. We do not discriminate based on race, color, religion, sex (including pregnancy, lactation, childbirth, or related medical conditions), veteran status or uniformed service member status, age, national origin or ancestry, citizenship or immigration status, physical or mental disability, gender identity, gender expression, sexual orientation, genetic information (including testing or characteristics) or any other characteristic protected by applicable law. We also consider qualified applicants with criminal histories, consistent with legal requirements. Marqeta endeavors to make reasonable accommodations for applicants with disabilities. If you are an individual with a disability and require a reasonable accommodation to submit this application, complete any pre-employment testing, or otherwise participate in the employee selection process, please submit this form with your specific accommodation request. Personal data that is provided as part of the application and recruitment process is processed in accordance with the Applicant Privacy Notice. Additional information for California residents can be found here.

As Marqeta's Compensation Manager, you will serve as a strategic compensation business partner and design, plan, and implement compensation programs, policies, and processes for our teams. We envision this high impact role as a strong influencer with the business. You will work with leadership and cross-functional People Experience team members to create tailored solutions that meet our organizational needs while balancing market competitiveness and fiscal responsibility. This position sits on the Total Rewards team and will be one of three members on the Compensation team. We work Flexible First. This role can be performed remotely in the United States, only in one of our National locations, which you can review here. The Impact You'll Have Advisory - Act as the primary partner for assigned business function client groups and serve as a strategic advisor on complex compensation matters Design - Partner with People Business Partners (PBPs), business leaders, and managers to design compelling, scalable compensation solutions, by seeking to understand the desired outcome, sharing expertise, and proposing solutions Program Management - Collaborate with PBPs, Talent Acquisition, Finance, and other internal stakeholders to ensure seamless execution of compensation programs. Facilitate annual merit, bonus, and equity programs for assigned client groups. Market Intelligence - Partner across the compensation team to manage the job and compensation structure related to your client groups. Conduct quarterly and ad-hoc analyses ensuring external competitiveness, internal equity, and legal compliance. Monitor trends affecting compensation. Support pay transparency and other required reporting. Complete required survey participation. Stay abreast of industry best practices and changes in legislation related to compensation Analysis - Conduct modeling and analysis on all aspects of compensation which may include building analytical models that predict or identify compensation related issues. Evaluate existing roles and provide consultation on new roles using a combination of internal and external data Audit & Compliance - Lead the efforts to review global pay gap reporting, and compliance with emerging regulations such as the EU Pay Transparency Directive and CSRD. This role involves analyzing compensation data, preparing for pay transparency, and implementing strategies that promote fairness. In addition, this person will ensure our procedures are SOX compliant. Communication & Education - Develop and deliver efficient and effective presentations to influence decision making. Develop training and educational tools to communicate compensation philosophy, programs, fundamentals, and tools Governance - Partner with Talent Acquisition and PBPs on new hire offers and internal mobility Administration - Partner with HRIS, Payroll, and Equity teams to ensure proper transmission of payment and award data Who You Are Significant experience in global compensation, including developing, recommending, implementing, and administering compensation programs Prior experience with high-growth tech companies scaling their business and workforce Flexible, growth mindset, comfort with ambiguity and change Demonstrated success balancing aiming for excellence versus a sense of urgency. Detail-oriented with a high level of accuracy and strong time management skills Exceptional results orientation with a high degree of personal initiative Collaborative team player with a customer centric approach and focus on doing what is best for the business Proven problem-solving skills as well as an ability to manage multiple tasks simultaneously to successful completion in a fast-paced environment Excellent verbal and written communication skills Strong ability to foster relationships Advanced Google Sheets expertise and ability to create, organize and manipulate large sets of data in complex spreadsheets. Or the same in Excel and a willingness to learn and work predominantly in Google Sheets Familiarity with Workday, including hands-on experience coaching managers through at least one compensation cycle in the system Nice-To-Haves Bachelor's or Master's degree in a field related to Finance, Business management/administration, or Human Resources Certified Compensation Professional (CCP) Your Manager Divya Gallo, Director, Compensation Typical Process Application Submission Recruiter video call Hiring manager video call Virtual “Onsite” consisting of 4, 45 min video calls Offer! Compensation and Benefits Marqeta is a Flex First company which allows you to choose your best working environment, whether that be from home or at a company office. To support Flex First, we calibrate pay to a competitive value according to working location. Compensation is aligned according to three tiers within the United States: National: A baseline tier that applies to most of the geographic territory of the United States. Premium: Slightly elevated from the National tier, and oriented toward a narrower set of higher cost-of-living areas, such as Los Angeles CA and Seattle WA Premium Plus: A tier for the most expensive working areas, like the San Francisco Bay area and New York City. Visit this page or consult with a Recruiter to determine which tier would be applicable to you. When determining salaries, we consider several factors including, but not limited to, skills, prior experience, and work location. The new-hire base salary range for this position is: National: $126,300 - $157,900 Premium: $136,700 - $170,900 Premium Plus: $148,600 - $185,800 We also believe in recognizing the contributions of our people. That's why we award annual bonuses to eligible employees, rewarding both individual performance and the success of the entire company. Along with monetary compensation, Marqeta offers Multiple health insurance options Flexible time off - take what you need Retirement savings program with company contribution and after tax contributions Equity in a publicly-traded company and an Employee Stock Purchase Program Family-forming benefits, fertility support, and up to 20 weeks of Parental Leave Free therapy sessions, financial and professional coaching, and legal advice Monthly stipend to support our remote work model Annual “development dollars” to support our people growth and development Through Flex First, the freedom to live and work wherever you and your family

Full-time Description The Compensation & Benefits Manager is a strategic HR leader responsible for shaping and executing Summus's total rewards strategy. This role oversees all aspects of compensation, benefits, and payroll programs, ensuring they support organizational goals, drive engagement, and remain compliant with federal, state, and local regulations. As a people leader, this role manages a team of three direct reports, fostering professional growth, accountability, and collaboration while creating a high-performance culture. The Compensation & Benefits Manager serves as a trusted advisor to business leaders and HR Business Partners, providing guidance on complex compensation and benefits matters. They support a positive culture, build strong relationships, and provide ongoing feedback. They exemplify integrity, collaboration, and accountability. ESSENTIAL DUTIES and RESPONSIBILITIES: Lead a team of three HR professionals focused on compensation, benefits, and payroll, providing coaching, development, and performance management. Owns compensation and benefit operations including survey participation, job evaluation, salary structure development, base pay administration, incentive plan design and analysis for exempt and non-exempt associates, planning for health and welfare, retirement, and work life benefits. Manage payroll operations in partnership with Finance and Accounting, ensuring accuracy, timeliness, and compliance. Conduct market benchmarking and pay equity analyses to maintain internal fairness and external competitiveness. Lead the annual merit and incentive planning processes, including workflows, system updates, and executive communication. Direct the annual benefits enrollment process and manage relationships with third-party vendors. Ensure compliance with all federal, state, and local employment laws and benefits regulations (e.g., FLSA, ERISA, ACA, HIPAA, COBRA). Provide actionable insights and reporting to senior leadership to guide strategic workforce decisions. Partner with HR peers to drive cross-functional efficiency and consistent HR practices. Maintain awareness of HR trends, best practices, and emerging technologies to ensure programs remain competitive and innovative. Responsible for applicable annual reporting. Performs other duties as assigned. An individual in this position must be able to successfully perform the essential duties and responsibilities listed above. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position. COMPETENCIES: Excellent communication and presentation skills. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Strong time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Ability to prioritize tasks and to delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organization's HRIS. PHYSICAL AND MENTAL DEMANDS: The mental and physical requirements described here are representative of those that must be met by an individual to successfully perform the essential functions of this position. · Frequently required to sit at a desk/workstation for extended periods of time. · Must be able to lift 15 pounds at times. WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an individual encounters while performing the essential functions of this position. Working Conditions · Office hours average 40 per week. · Work typically performed in an indoor office setting. · Standard business hours are 8:00 a.m. to 5:00 p.m. and/or as aligned with manager and site needs. Remote work arrangements applicable as approved by manager. Travel · Up to 25% to designated sites. Requirements QUALIFICATIONS: Education/Experience Bachelor's degree in HR, Business, or related field (or equivalent experience). 5+ years of progressive HR experience in compensation, benefits, and payroll, with a minimum of 2 years in a leadership role managing direct reports. Experience in a manufacturing or multi-site environment; multi-state and Canadian experience. Strong analytical, communication, and presentation skills; able to influence at all levels of the organization. Proficiency in Microsoft Office Suite; experience with Paylocity or similar HRIS preferred. Licenses/Credentials/Certifications SHRM-CP or SHRM-SCP, SPHR/PHR and/or CCP preferred. Ongoing continuing education to be informed of industry trends and government regulations.

Compensation Manager Compensation: $145-155K plus 15% bonus, based on experience Reports to: Director of Compensation Background Required: 10+ years of hands-on compensation experience in a multi-state organization. Headline: Sun Auto Tire & Service is the fastest growing, top 10 independent tire dealer in the US with 525+ stores operating under multiple brands. We've been nominated as a "Best Place to Work" and are a leading provider of vehicle after-market tires and repair services. We are increasing our footprint rapidly through both organic growth and acquisitions and seek candidates who are looking for a long-term career path and capable of growing into roles of greater responsibility. Job Scope The Sun Auto Compensation Manager is responsible for designing, implementing, and managing compensation programs that support business objectives, ensure compliance, and foster a pay-for-performance culture across our growing multi-state organization. This role partners closely with HR, Finance, Operations, and senior leadership to develop and administer salary structures, short- and long-term incentive plans, and other compensation initiatives that attract, motivate, and retain talent. Key activities include overseeing compensation analyses, maintaining competitive pay practices, ensuring legal compliance, and leading the annual compensation cycle. Responsibilities: Manage the design, development, and implementation of compensation programs, policies, and practices that align with business strategies and market competitiveness. Partner with Finance and Operations to create and administer bonuses, commission, and incentive plans that drive business performance and support financial goals. Provide key compensation support for mergers and acquisitions. Maintain and update salary structures, pay ranges, and compensation guidelines to ensure internal equity and market alignment. Ensure proactive compliance with wage and hour laws, FLSA, minimum wage updates, and other federal, state, and local regulations. Provide expert consultation and data-driven recommendations to HR and business leaders on individual pay decisions, compensation offers and pay adjustments. Drive process improvements and automation initiatives for compensation workflows and reporting Lead and manage the annual merit increase, bonus planning, and compensation review processes. Prepare and deliver clear compensation communication and training for HR partners and business leaders Conduct regular market benchmarking and internal pay equity analyses to monitor competitiveness and fairness. Collaborate with HRIS and IT teams to ensure accurate compensation data and reporting integrity. Maintain confidentiality and uphold the highest standards of data security and professional ethics. Perform other compensation-related duties and projects as assigned. Skills/Qualifications: 10+ years' of hands-on compensation experience Ideally has at least 3 years of designing and managing complex incentive structures. Strong knowledge of compensation practices and relevant legal regulations Experience developing and managing compensation programs across a multi-unit organization. Strong analytical thinker with the ability to communicate and consult within the business. Demonstrated analytical experience with large data sets. High proficiency in Excel High personal standards of integrity, confidentiality, and professionalism Ability to multitask assignments, projects, and daily responsibilities with accuracy and a high level of comfort working with all levels of employees. Strong attention to detail and a bias towards accuracy Bachelor's degree (BA/BS) in Business, Finance, Accounting, or related field preferred Certified Compensation Professional Certificate preferred. Benefits At Sun Auto we recognize that benefits play a vital role in helping ensure the health and financial security of employees and their families. We offer a range of market-competitive total rewards that include merit increases, paid holidays, Paid Time Off, and incentive bonus programs as well as: Medical, Dental and Vision Insurance Health Savings Account with Company Contribution 401(k) Retirement Plan with Company Match Paid Vacation and Sick Days Employee Discounts Educational Assistance Company Paid Life Insurance Company Paid Short-Term Disability Long-Term Disability Insurance Sun Auto Tire & Service provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. #LI-PIN #LI-Remote

This individual contributor role is a critical, hands-on role responsible for ensuring the effectiveness and success of our global compensation programs, with focus on contributing to the development of and implementing regional programs for North America, US and Mexico operations. This individual will drive the implementation and administration of regional compensation initiatives and projects, serve as a key escalation point for all compensation matters in the region, and be the global technical lead for compensation systems. This role requires a blend of deep analytical skills, technical system expertise, and the ability to manage complex projects. Our ideal candidate thrives in a fast-paced, dynamic environment and combines project management expertise with subject matter expertise, allowing s/he to oversee, and facilitate medium and large-scale, complex projects within the Compensation function. About Center of Excellence: Centers of Excellence (COE) are teams whose primary goal is to provide expertise in a specific field. COEs will usually provide support through training, research, and skilled leaders. In the case of HealthEdge, our Centers of Excellence incorporate the Human Resources, IT, Legal and Financial fields, all of which provide support to our Product divisions and allows the enterprise to move forward and achieve its goals. Your Impact: Program Leadership & Project Management Program Ownership & Administration: Lead, drive, and manage the life cycle of the annual merit increase, bonus payout, and promotion processes, ensuring requirements, communications, training, budget roll-ups, salary planning, and other post-cycle activities are executed with excellence. Own equity process from end-to-end including establishing an equity administration process and serve as primary escalation point for day-to-day issues. Global Process Assurance: Partner with the India-based team to ensure effective Global Year-End (YE) processes, contributing to process design and system configuration Project Management: Lead medium-to-large-scale Compensation projects across teams, regionally or globally, focusing on continuous improvement in processes and tools for efficiency, effectiveness, and quality. Lead the administration of incentive programs, including data management, reports, bonus templates and calculations, and employee communications. Compensation Technology & Data Global Tool Management: Oversee the management, maintenance, and optimization of all compensation software tools used for market pricing and equity administration (e.g., Workday, Better Comp, Carta). Compensation Analytics: Assist in the development of sophisticated compensation analytics and models to inform decision-making. Consultative Operations, Support & Strategy Alignment Integration Support: Participate in merger discovery and integration efforts. Ownership of portions of Compensation integration workstream related to business changes, including supporting the harmonization of Job Architectures (JA). Consultative Partnership: Work with the Director, Compensation and business leadership to address business needs with a balanced approach while considering the Compensation philosophy, market data, and business condition. Day-to-day Compensation: Provide consultative support across HealthEdge in areas including day-to-day compensation evaluation, role leveling, market analysis/benchmarking, and communication. Offer & Retention Guidance: Provide expert guidance and consultation on offers, retention strategies, and counter-offers for critical talent. Executive Compensation: Support the VP & Director with executive compensation projects, as needed, ensuring high levels of confidentiality and accuracy. Process Improvement: Collaborate with stakeholders/partners/team members to continually improve compensation processes and tools with focus on efficiency, effectiveness, and quality Training & Market Expertise Market Trends: Identify emerging market trends and best practices (general and industry specific). Training/Coaching: Coach the broader People team to ensure they are up-to-date on compensation trends and compensation subject matter knowledge. What You Bring: 8+ years of progressive experience in Compensation, experience in a global or multi-regional role preferred. Experience in a high-growth technology or global organization is highly desirable. Prior experience with merger integration is a plus. Proven expertise in HRIS platforms, managing and administering compensation planning and equity administration software. Experience with Workday, UKG, Better Comp, Carta, compensation planning software, strongly preferred. Excellent MS Excel skills required. Prior experience providing business requirements and implementing compensation planning software is strongly preferred. Surveys: Familiar with Radford and Mercer Comptryx, as well as Radford job architecture, preferred Global Acumen: Solid understanding of compensation principles and compliance requirements in North America (US/Mexico) and familiarity with general global compensation practices. Education: Bachelor's degree in Human Resources, Business, or a related field. Certified Compensation Professional (CCP) designation is a plus. Comfortable working in a fast paced environment, with ability to shift priorities and be comfortable working in ambiguous, evolving situations. Strong organization and time management skills, as well as project management experience Ability to hold a high degree of accuracy, confidentiality, and timelines for completion of projects Ability to interact and communicate effectively with all levels of the organization including presenting information Collaborative, client focused approach, ability to work with a team and cross functionally Strong analytical skills Self-motivated individual with ability to take initiative General overall knowledge and experience within HR with demonstrated ability to apply technical solutions to solve business problems in an effective manner, preferred. HealthEdge commits to building an environment and culture that supports the diverse representation of our teams. We aspire to have an inclusive workplace. We aspire to be a place where all employees have the opportunity to belong, make an impact and deliver excellent software and services to our customers. Geographic Responsibility: While HealthEdge is located in Boston, MA you may live anywhere in the US Type of Employment: Full-time, permanent Work Environment: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job: The employee is occasionally required to move around the office. Specific vision abilities required by this job include close vision, color vision, peripheral vision, depth perception, and ability to adjust focus. Work across multiple time zones in a hybrid or remote work environment. Long periods of time sitting and/or standing in front of a computer using video technology. May require travel dependent on company needs. The above statements are intended to describe the general nature and level of the job being performed by the individual(s) assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required. HealthEdge reserves the right to modify, add, or remove duties and to assign other duties as necessary. In addition, reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position in compliance with the Americans with Disabilities Act of 1990. Candidates may be required to go through a pre-employment criminal background check. HealthEdge is an equal opportunity employer. We are committed to workforce diversity and actively encourage all qualified persons to seek employment with us, including, but not limited to, racial and ethnic minorities, women, veterans and persons with disabilities. #LI-Remote ** The annual US base salary range for this position is $107,000 to $148,000. This salary range may cover multiple career levels at HealthEdge. Final compensation will be determined during the interview process and is based on a combination of factors including, but not limited to, your skills, experience, qualifications and education.

Bryant Park Consulting is a leading Oracle | NetSuite consulting firm dedicated to helping businesses achieve their goals through successful ERP implementations and optimizations. We are a team of experienced consultants passionate about delivering exceptional client service and driving digital transformation. At Bryant Park Consulting, we foster a collaborative and supportive environment where our employees can thrive and grow professionally. About Bryant Park Consulting: Bryant Park Consulting is a leading Oracle | NetSuite consulting firm dedicated to helping businesses achieve their goals through successful ERP implementations and optimizations. We are a team of experienced consultants passionate about delivering exceptional client service and driving digital transformation. At Bryant Park Consulting, we foster a collaborative and supportive environment where our employees can thrive and grow professionally. What you will do: Compensation Strategy & Program Management Develop and maintain global compensation philosophy, policies, and frameworks aligned with business strategy. Manage global salary structures, pay bands, job leveling, and market competitive analysis. Lead the bi-annual compensation cycle (merit, bonus, equity) across all regions, ensuring accuracy, consistency, and timely execution. Oversee global benchmarking efforts and evaluate competitive positioning using industry salary surveys. Conduct proactive pay equity reviews and support remediation plans. Commission & Sales Compensation Management Design, implement, and manage global commission and sales incentive programs for Sales, Customer Success, and other revenue-linked roles. Partner with Sales Leadership, Sales Operations, and Finance to ensure commission plans align with business goals and revenue strategy. Develop and maintain plan documentation, eligibility rules, quota structures, accelerators, caps, territory adjustments, and governance processes. Model cost impacts and forecast commission program expenses. Ensure commission calculations are accurate, timely, and compliant with global and regional regulations. Support implementation and optimization of commission systems/tools (e.g., Xactly, CaptivateIQ, Varicent). Provide training to managers and employees on understanding their commission plans. Incentive & Long-Term Compensation Design and manage short-term incentive plans (e.g., bi-annual bonus programs) and variable pay programs across countries. Support global long-term incentive (LTI) programs, including equity administration in partnership with legal/finance. Provide guidance to business leaders on incentive plan design, metrics, eligibility, and governance. Global Governance & Compliance Ensure compensation practices comply with global, regional, and local labor laws (e.g., pay transparency requirements, wage regulations). Maintain global governance standards and consistency across regions while adapting to local market requirements. Partner with regional HR teams to align compensation practices with global strategy. HR Systems, Processes & Analytics Own or support compensation systems within HRIS platforms (Gusto, Remote, Paylocity, etc.). Build compensation dashboards, analytics, and reporting to drive data-driven decisions. Use modeling and forecasting tools to assess program costs, budget impacts, and scenario planning. Business Partnership Advise TA Managers and leaders on compensation decisions, internal equity, and offer recommendations. Provide training and communication on compensation programs to HR/TA and people managers Research and validate overhead costs by country Qualifications Required Bachelor's degree in Human Resources, Business, Finance, or a related field 5-7+ years of experience in compensation, HR analytics, or related field Prior experience managing global or multi-country compensation programs Strong analytical, modeling, and Excel skills Experience with market data tools (e.g., Mercer, Radford, WTW, Culpepper) Familiarity with global labor regulations and compensation best practices Ability to manage multiple stakeholders across time zones and cultures Preferred CCP (Certified Compensation Professional) or GRP (Global Remuneration Professional) certification Familiarity with Netsuite Experience with incentive plan design and equity/stock compensation. HRIS proficiency (Gusto, Remote, Paylocity, or other) Strong communication, consulting, and project-management skills Salary Range: $125,000 to $140,000 In accordance with the Colorado Equal Pay for Equal Work Act, the approximate annual base compensation range is listed above. The actual offer, reflecting the total compensation package and benefits, will be determined by a number of factors including the applicant's experience, knowledge, skills, and abilities, as well as internal equity among our team. Putting Our People First From Day One From the founding of Bryant Park Consulting, we committed to putting people first and offering variety, fulfillment, and balance. You will have the opportunity to work with the world's top companies and business leaders, keep up with the latest technology, and flex your skills across industries and disciplines. You will also be encouraged to engage with your community and nature. We attract and retain the best in the business - people from industry, consulting, agencies, startups, nonprofits, and the public sector - all drawn to building a career that's both exciting and sustainable. Feed Your Curiosity - Foster technical and industry expertise, and grow as a leader. Knowledge management and professional development are held in highest regard, we offer and sponsor flexible learning options on topics from Project Management to Web Development, and we pay for certifications with top programs. Cultivate Well Being - Thrive holistically with a robust and personalized set of benefits and company resources to support your emotional, mental, financial, physical, and social well-being. Celebrate with your team or explore interests with other team members, from book clubs to speaking events and annual retreats. Choose Your Career - There is no pressure to go ‘up-or-out' and welcome you to build a career that gets you excited about coming to work every day - whether that's as an individual contributor or a team manager. Performance is evaluated fairly and regularly and as the organization grows we expect you and your career to grow with us. Comprehensive Benefits - We provide best-in-class benefits for employees including 401k with Company match up to 6%, United Health Plan, as well as Dental, Vision, Life Insurance and Accidental Death and Dismemberment, and more. We also encourage and reimburse for costs of approved training, continuing education, skills development, and professional certification programs and exams to help further your career development. --- Bryant Park Consulting is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, sexual orientation, gender identity or any other characteristic protected by law.

Job Description The Compensation Manager plays a critical role in managing and executing global compensation programs, including equity and international remuneration. This position combines strategic alignment with deep operational ownership-ensuring accuracy, compliance, and effectiveness in all compensation processes. You'll partner with HR leadership while being the go-to expert for data, analysis, and program execution. Key Deliverables · Design and administer Equity Compensation programs for a publicly traded company. · Lead the annual reviews of compensation processes, including planning, communication, and execution of changes or follow-on projects · Maintain and enhance global compensation programs to ensure competitiveness and compliance. Key Activities & Responsibilities · Conduct internal and external benchmarking to support pay decisions. · Review benefit programs annually for competitiveness and alignment. · Provide expert guidance on pay decisions, policy interpretation, and job evaluations. · Harmonize and streamline incentive programs across the organization. · Develop and maintain global reward inventories and benchmarking data. · Ensure compliance with domestic and international regulations for compensation changes and stock activity. · Own annual wage, range, and market competitiveness reviews. · Prepare Compensation Committee and Proxy materials with precision and confidentiality. · Deliver special projects and advanced analytics, leveraging expert-level Excel and modeling skills. To be successful in this role, your experience and competencies are: · Bachelor's degree required. · 10+ years of compensation experience, including equity programs in a publicly traded company (global and union experience preferred). · Expert-level Excel and modeling skills; proficiency in mail merges. · 7+ years managing grading programs and union-related compensation programs. · Strong attention to detail, analytical mindset, and ability to manage complex data sets. Supervisor and Leadership Expectations · No direct reports; works closely with a Rewards Analyst. · Ability to influence and collaborate across HR and business teams while owning operational execution. Our Culture and Values Employees that become part of Astec embody the values below throughout their work. · Continuous devotion to meeting the needs of our customers · Honesty and integrity in all aspects of business · Respect for all individuals · Preserving entrepreneurial spirit and innovation · Safety, quality and productivity as means to ensure success Travel Requirements: Limited travel required WORK ENVIRONMENT Office (may also be performed 100% remote) While performing the duties of this job, the employee is regularly exposed to risk of injury in an office environment and occasionally a manufacturing shop plant environment. Duties include a typical office setting including extensive computer work, sitting or standing. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EQUAL OPPORTUNITY EMPLOYER As an Equal Opportunity Employer, Astec does not discriminate on the basis of race, creed, color, religion, gender (sex), sexual orientation, gender identity, marital status, national origin, ancestry, age, disability, citizenship status, a person's veteran status or any other characteristic protected by law or executive order.

Description What We're Looking For:The Compensation Manager will design, implement, and maintain competitive compensation programs with specialized expertise in sales compensation, Radford market pricing, and pay transparency. You'll conduct analysis, provide strategic recommendations, and ensure programs remain competitive, equitable, and compliant.What You'll Do:Market Intelligence & Pricing Conduct job evaluations and market pricing using Radford surveys and other compensation databases Participate in compensation surveys including data submission and analysis Analyze salary trends and competitive positioning to inform pay structure recommendations Sales Compensation Design and administer sales compensation plans including commission structures, bonuses, and incentives Calculate and validate commission payments ensuring accuracy and alignment with plan rules Model payout scenarios to optimize plan effectiveness and cost Partner with Sales Leadership and Finance on quota-setting and crediting methodologies Resolve sales compensation disputes and ensure plan alignment with business objectives Compensation Programs & Cycles Support annual merit, bonus, and equity award cycles Develop and maintain base pay structures, salary ranges, and incentive frameworks Ensure accurate compensation data in HRIS and compensation management systems Pay Transparency & Equity Develop salary range disclosures for job postings compliant with state/local laws Support pay equity audits, analyze findings, and recommend remediation Partner with HR and Legal on fair pay practices and compliance Monitor pay transparency regulations and ensure organizational compliance Analysis & Stakeholder Partnership Create dashboards, reports, and presentations communicating compensation insights Provide compensation guidance to managers and HR Business Partners Collaborate with HR, Finance, Legal, and business leaders on compensation strategy Liaise with external vendors, consultants, and survey providers What You'll Bring: Bachelor's degree in HR, Business, Finance, or related field 3-5 years compensation experience Hands-on experience with commission plan administration and payment calculation Experience with pay transparency compliance and salary range development Advanced Excel skills (financial modeling, complex formulas, data analysis) Proficiency with HRIS/compensation systems (Workday, Salesforce SPIFF, Radford) Strong analytical and statistical analysis capabilities Job analysis, market pricing, and pay structure design Sales compensation methodologies, including variable and incentive pay design Compensation regulations (FLSA, equal pay laws) Attention to detail with high accuracy standards Clear communication across organizational levels Problem-solving with complex compensation challenges Confidentiality and discretion with sensitive data Business acumen to translate strategy into compensation solutions What We Offer: Enjoy flexible paid time off that allows you to have an enhanced work-life balance. Excellent medical, dental, and vision options 401(k) matching, life insurance, commuter benefits, and parental leave plans Complimentary CalmApp subscription for you and your loved ones, because mental wellness matters. Energetic work environment with a hybrid work style, providing the balance you need. Thrive within our inclusive community and seize ongoing professional development opportunities to elevate your career. Base Salary of $ 100,000 - $135,000 USD per year + 5% quarterly bonus [subject to the terms of the applicable bonus plan] Total compensation range for this position: $120,000 - $162,000 USD per year. Earnings are dependent on individual sales performance. Our StoryAt Meltwater, we believe that when you have the right people in the right environment, great things happen.Our best-in-class technology empowers our 27,000 customers around the world to make better business decisions through data. But we can't do that without our global team of developers, innovators, problem-solvers, and high-performers who embrace challenges and find new solutions for our customers.Our award-winning global culture drives everything we do and creates an environment where our employees can make an impact, learn every day, feel a sense of belonging, and celebrate each other's successes along the way.We are innovators at the core who see the potential in people, ideas and technologies. Together, we challenge ourselves to go big, be bold, and build best-in-class solutions for our customers.We're proud of our diverse team of 2,200+ employees in 50 locations across 25 countries around the world. No matter where you are, you'll work with people who care about your success and get the support you need to unlock new heights in your career.We are Meltwater. Inspired by innovation, powered by people. Equal Employment Opportunity StatementMeltwater is an Equal Opportunity Employer and Prohibits Discrimination and Harassment of Any Kind: At Meltwater, we are dedicated to fostering an inclusive and diverse workplace where every employee feels valued, respected, and empowered. We are committed to the principle of equal employment opportunity and strive to provide a work environment that is free from discrimination and harassment.All employment decisions at Meltwater are made based on business needs, job requirements, and individual qualifications, without regard to race, color, religion or belief, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, marital status, veteran status, or any other status protected by the applicable laws and regulations.Meltwater does not tolerate discrimination or harassment of any kind, and we actively promote a culture of respect, fairness, and inclusivity. We encourage applicants of all backgrounds, experiences, and abilities to apply and join us in our mission to drive innovation and make a positive impact in the world.

Apollo.io is the leading go-to-market solution for revenue teams, trusted by over 500,000 companies and millions of users globally, from rapidly growing startups to some of the world's largest enterprises. Founded in 2015, the company is one of the fastest growing companies in SaaS, raising approximately $250 million to date and valued at $1.6 billion. Apollo.io provides sales and marketing teams with easy access to verified contact data for over 210 million B2B contacts and 35 million companies worldwide, along with tools to engage and convert these contacts in one unified platform. By helping revenue professionals find the most accurate contact information and automating the outreach process, Apollo.io turns prospects into customers. Apollo raised a series D in 2023 and is backed by top-tier investors, including Sequoia Capital, Bain Capital Ventures, and more, and counts the former President and COO of Hubspot, JD Sherman, among its board members. About the Role We are looking for a Revenue Operations Compensation Manager to own and optimize the end-to-end variable compensation process across Apollo's Go-To-Market (GTM) organization. This role will ensure timely, accurate, and transparent compensation execution - driving a performance-based culture and operational excellence at scale. This role is ideal for a proactive, data-driven operations professional who thrives in high-growth environments and can balance execution with strategic planning. What You'll Do As the Senior Compensation Manager, you will: Own compensation tooling and systems - manage and optimize CaptivateIQ (or similar tools) to calculate, validate, and distribute commission and variable pay. Collaborate cross-functionally with Finance, People Operations, and Sales leadership to design, document, and operationalize annual and ad-hoc compensation plans (including SPIFs). Partner with data and analytics teams to source, validate, and reconcile compensation data, ensuring a single source of truth across systems. Work with implementation partners - define Statements of Work (SOWs), lead User Acceptance Testing (UAT), and coordinate enablement post-deployment. Drive continuous improvement - design efficient workflows, improve data visibility, and enhance reporting to enable real-time performance tracking. Lead root cause analysis (RCA) for any compensation-related issues and implement process improvements to prevent recurrence. Develop standardized processes for compensation inquiries, documentation, and approvals to ensure transparency and accountability. Key Outcomes Success in this role will be measured by your ability to: Deliver 100% on-time and accurate payments, ensuring clear documentation and fast inquiry resolution. Provide near-real-time performance analytics to drive visibility and performance accountability. Launch fully aligned annual compensation plans before the start of each fiscal year. Identify and eliminate sources of error through structured RCAs and system/process improvements. Standardize compensation operations, creating repeatable processes and scalable frameworks. Core Competencies: What we're looking for: 7-10 years of experience in a Compensation Operations focused role. Systems Expertise: Proficiency with CaptivateIQ or similar compensation management tools. Data Collaboration: Strong ability to work with analytics teams to verify and reconcile compensation data. Implementation Leadership: Experienced in defining SOWs, conducting UAT, and coordinating post-implementation enablement with external partners. Communication & Documentation: Exceptional written and verbal communication skills, with a knack for translating complex compensation models into clear documentation. Cross-functional Collaboration: Proven ability to align GTM, Finance, and People teams to design and execute compensation programs. We are AI Native Apollo.io is an AI-native company built on a culture of continuous improvement. We're on the front lines of driving productivity for our customers-and we expect the same mindset from our team. If you're energized by finding smarter, faster ways to get things done using AI and automation, you'll thrive here. Why You'll Love Working at Apollo At Apollo, we're driven by a shared mission: to help our customers unlock their full revenue potential. That's why we take extreme ownership of our work, move with focus and urgency, and learn voraciously to stay ahead. We invest deeply in your growth, ensuring you have the resources, support, and autonomy to own your role and make a real impact. Collaboration is at our core-we're all for one, meaning you'll have a team across departments ready to help you succeed. We encourage bold ideas and courageous action, giving you the freedom to experiment, take smart risks, and drive big wins. If you're looking for a place where your work matters, where you can push boundaries, and where your career can thrive-Apollo is the place for you. Learn more here!

We are the leading provider of professional services to the middle market globally, our purpose is to instill confidence in a world of change, empowering our clients and people to realize their full potential. Our exceptional people are the key to our unrivaled, culture and talent experience and our ability to be compelling to our clients. You'll find an environment that inspires and empowers you to thrive both personally and professionally. There's no one like you and that's why there's nowhere like RSM. Pharmacy Benefit Manager (PBM) Market Regulation Compliance Consultant Position is work from home (USA) Risk & Regulatory Consulting, LLC Specific Duties and Responsibilities: Assess PBM compliance with state and federal laws. Understanding of the PBM operations in relation to the pharmaceutical supply chain is essential. Evaluate PBM contracts with health plans and pharmacies to determine if they contain discriminatory or non-compliant provisions Perform comparative reviews of MAC pricing lists/contracts Conduct reimbursement methodology reviews, pharmacy audit reviews and network adequacy reviews Validate and analyze the quarterly and annual data reports Monitor PBM marketplace activities and trends Document in writing findings and reports of examinations, as needed Prepare and present training on such topics Participate in practice development activities with state and federal state agencies Requirements: Must have 5+ years of PBM operational and/or compliance/internal audit experience and prior consulting experience in healthcare, managed care, or PBM industries and working knowledge of Pharmacy Benefit Managed Care business or PBM experience Bachelor's Degree in Business, Risk Management, Accounting, Finance or applicable fields Ability to interact effectively across department lines and with all levels of management Must understand the fundamentals of the pharmaceutical supply chain, Maximum Allowable Cost (MAC) pricing, national average drug acquisition cost (NADAC) reimbursements, spread pricing, and pharmacy claims and balancing clinical, regulatory, pharmaceutical industry issues. Proficient at using Microsoft Office (Word, Excel, Access, PowerPoint, and Outlook) Effective written and oral communication skills Regulatory experience is a plus Strong analytical abilities and attention to detail Self-directed and the ability to problem solve in a positive, productive manner Strong communication skills, collaborative, adaptable to changing priorities and ability to execute on tight deadlines Strong team orientation and the ability to work with a variety of people Must be comfortable doing presentations and conducting phone calls with multiple clients and team members Travel as needed, minimal Preferred IRES Designation such as Certified Insurance Examiner, Accredited Insurance Examiner or Market Conduct Management or a certified PBM designation. Risk & Regulatory Consulting, LLC (RRC) was formerly a business segment of RSM US LLP (formerly McGladrey) until 2012 when the separate legal entity was formed. RRC is a strategic business partner with RSM providing actuarial and insurance industry consulting services to RSM clients. Risk & Regulatory Consulting, LLC (RRC) is a national, leading professional services firm dedicated to providing exceptional regulatory services to clients. With over 100 experienced insurance professionals located in 22 states, we believe RRC is uniquely positioned to serve state insurance departments. We offer services in the following regulatory areas: financial examinations, market conduct examinations, insolvency and receiverships, actuarial services and valuations, investment analysis, reinsurance expertise, market analysis and compliance, and special projects. We are a results oriented firm committed to success that builds long term relationships with our clients. RRC is managed by eight partners and our practice includes full time professionals dedicated to our regulatory clients. We are focused on listening to your needs and designing customized examination, consulting, and training solutions that address your needs. We bring multiple service lines together to provide superior and seamless service to our clients. We are committed to training our customers and our team. We have developed various comprehensive in house training programs that have been tailored to meet the needs of our regulatory clients. We offer competitive pricing, outstanding experience, credentials and references. RRC is an active participant in the NAIC, SOFE, and IRES. At RSM, we offer a competitive benefits and compensation package for all our people. We offer flexibility in your schedule, empowering you to balance life's demands, while also maintaining your ability to serve clients. Learn more about our total rewards at ************************************************** All applicants will receive consideration for employment as RSM does not tolerate discrimination and/or harassment based on race; color; creed; sincerely held religious beliefs, practices or observances; sex (including pregnancy or disabilities related to nursing); gender; sexual orientation; HIV Status; national origin; ancestry; familial or marital status; age; physical or mental disability; citizenship; political affiliation; medical condition (including family and medical leave); domestic violence victim status; past, current or prospective service in the US uniformed service; US Military/Veteran status; pre-disposing genetic characteristics or any other characteristic protected under applicable federal, state or local law. Accommodation for applicants with disabilities is available upon request in connection with the recruitment process and/or employment/partnership. RSM is committed to providing equal opportunity and reasonable accommodation for people with disabilities. If you require a reasonable accommodation to complete an application, interview, or otherwise participate in the recruiting process, please call us at ************ or send us an email at *****************. RSM does not intend to hire entry level candidates who will require sponsorship now OR in the future (i.e. F-1 visa holders). If you are a recent U.S. college / university graduate possessing 1-2 years of progressive and relevant work experience in a same or similar role to the one for which you are applying, excluding internships, you may be eligible for hire as an experienced associate. RSM will consider for employment qualified applicants with arrest or conviction records. For those living in California or applying to a position in California, please click here for additional information. At RSM, an employee's pay at any point in their career is intended to reflect their experiences, performance, and skills for their current role. The salary range (or starting rate for interns and associates) for this role represents numerous factors considered in the hiring decisions including, but not limited to, education, skills, work experience, certifications, location, etc. As such, pay for the successful candidate(s) could fall anywhere within the stated range. Compensation Range: $85,100 - $161,700 Individuals selected for this role will be eligible for a discretionary bonus based on firm and individual performance.

The Benefits Manager, Americas will manage and administer Slalom's health, well-being, and support programs across the Americas, spanning the U.S., Canada, Mexico, and Colombia. This includes oversight of life, health, disability, leave, retirement, voluntary benefits, wellness, and related processes. The person in this role will partner with HR, finance, operations, legal, and external vendors to deliver, and evolve benefits programs that support our team members at work and at home, while ensuring compliance with local regulations, controlling costs, and driving a positive employee experience. What You'll Do Program Implementation & Operational Delivery * Lead the execution and implementation of health, well-being, leave, retirement, and voluntary benefit programs across the Americas region, ensuring alignment with global program designs and strategies. * Translate global and enterprise benefits strategies into regional execution plans, timelines, and deliverables. * Manage program launches, renewals, vendor transitions, and system integrations to deliver seamless employee experiences. * Partner closely with HR PBPs, HR Operations, Legal, Finance, and external vendors to ensure that regional program implementation meets local compliance, regulatory, and market requirements. * Develop implementation documentation, project plans, and process maps to ensure consistent delivery across all countries in scope. * Monitor and evaluate program effectiveness post-launch, recommending enhancements or operational adjustments based on data insights and feedback. Operations & Administration * Oversee day-to-day administration of benefits across the Americas: enrollments, eligibility changes, terminations, leave of absence management, disability, claims escalations, vendor liaison, etc. * Manage HRIS/BenAdmin system(s); ensure data integrity, process automation, and system enhancements. * Drive the benefits open enrollment cycle (planning, communications, renewal, implementation) across all markets. * Ensure operational consistency, and harmonize where feasible, while accommodating local requirements (currency, legal, tax, regulatory). * Oversee claims appeals and escalations, coordinate resolution, and monitor vendor performance. Compliance, Governance & Risk * Stay current with local, regional, and national laws/regulations affecting benefits, leave, wellness, retirement, and related domains in each country. * Lead the preparation and submission of required regulatory filings, disclosures, and compliance reporting (e.g., ACA in US, provincial requirements in Canada, local mandates in Mexico/Colombia). * Partner with legal and external counsel on regulatory change impacts, audits, and risk mitigation. * Ensure vendor agreements, SLAs, and contracts align with compliance and risk requirements. Stakeholder Engagement & Communication * Serve as the subject matter expert to HR business partners, executives, finance, legal, and managers on benefit programs, issues, and changes. * Design and deliver compelling communications (written, virtual/in-person workshops, FAQs, toolkits) to help employees understand and engage with their benefits. * Develop and deliver training for HR, managers, and other stakeholders about benefits, leave, compliance, and policy changes. * Monitor, measure, and report on benefits performance, utilization, satisfaction, cost trends, and key metrics (e.g. benefit uptake, claims ratios, leave usage, vendor performance). Team Leadership & Development * Supervise direct reports (e.g. Sr Benefits Analysts & Benefits Analysts), ensuring clarity in roles, performance expectations, and growth paths. * Coach and mentor team members, provide regular feedback, support their development, and align them to Slalom's core competency model. * Promote a culture of continuous improvement: identify process efficiencies, innovation, lessons learned and share best practices across regions. Culture, Growth & Impact * Embed Slalom's values and core competencies in the way benefits are designed, communicated, and delivered. * Participate actively in Slalom's internal events, learning initiatives, and cross-functional strategy. * Contribute to shaping the broader People strategy: support total rewards, retention, inclusion, engagement, and future-of-work decisions. * Lead pilot programs or new benefit experiments, gathering feedback and scaling successful initiatives. What You'll Bring Must-Haves: * 8-12+ years of progressive experience in benefits or total rewards, ideally across multiple countries. * Strong technical grasp of benefits, leave, well-being, and retirement administration. * Experience with compliance across multiple jurisdictions (Americas focus). * Expertise in HRIS/BenAdmin systems (Workday, ADP, etc.). * Strong analytical, problem-solving, and stakeholder management skills. Nice-to-Haves: * Prior experience in Latin America and/or Spanish/Portuguese fluency. * Experience in consulting, agile, or matrixed environments. * Familiarity with data visualization tools (Power BI, Tableau). * Certifications such as CEBS, PBP, or SHRM-SCP. * Background leading distributed or remote teams. About Us Slalom is a fiercely human business and technology consulting company that leads with outcomes to bring more value, in all ways, always. From strategy through delivery, our agile teams across 52 offices in 12 countries collaborate with clients to bring powerful customer experiences, innovative ways of working, and new products and services to life. We are trusted by leaders across the Global 1000, many successful enterprise and mid-market companies, and 500+ public sector organizations to improve operations, drive growth, and create value. At Slalom, we believe that together, we can move faster, dream bigger, and build better tomorrows for all. Compensation and Benefits Slalom prides itself on helping team members thrive in their work and life. As a result, Slalom is proud to invest in benefits that include meaningful time off and paid holidays, parental leave, 401(k) with a match, a range of choices for highly subsidized health, dental, & vision coverage, adoption and fertility assistance, and short/long-term disability. We also offer yearly $350 reimbursement account for any well-being-related expenses, as well as discounted home, auto, and pet insurance. Slalom is committed to fair and equitable compensation practices. For this position, the targeted base salary range is $113k-156K. In addition, individuals may be eligible for an annual discretionary bonus. Actual compensation will depend upon an individual's skills, experience, qualifications, location, and other relevant factors. The salary pay range is subject to change and may be modified at any time. We will accept applications until November 17th or until the position is filled. EEO and Accommodations Slalom is an equal opportunity employer and is committed to attracting, developing and retaining highly qualified talent who empower our innovative teams through unique perspectives and experiences. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veterans' status, or any other characteristic protected by federal, state, or local laws. Slalom will also consider qualified applications with criminal histories, consistent with legal requirements. Slalom welcomes and encourages applications from individuals with disabilities. Reasonable accommodations are available for candidates during all aspects of the selection process. Please advise the talent acquisition team or contact ****************************** if you require accommodations during the interview process.

Cerebral and Resilience Lab have joined forces to build a new standard in mental health care-one that emphasizes better outcomes through stronger clinical decision-making, rigorous training, and professional excellence. By combining Resilience Lab's Methodology & clinically-led training Institute with Cerebral's extensive reach, clinical network, and care capabilities, we are creating a national model for high-quality, integrated, and accessible behavioral health care. We believe quality mental health care starts with curiosity, professionalism, and mastery of clinical decision-making. Joining our team means committing to show up on your best foot every day where you'll be equipped with structured training, supportive supervision, and a methodology designed to guide you in making sound clinical decisions. The Role: Cerebral is seeking a dynamic and experienced 1099 contract Benefits Manager to join our People Team part-time, in a fully-remote environment. This independent contractor role will oversee the end-to-end execution and continuous improvement of employee benefits and leave of absence programs. Success in this role requires a proactive self-starter who thrives in a fast-paced environment, collaborates cross-functionally with ease, and brings a solution-focused, can-do attitude. You'll play a key part in shaping the employee experience while ensuring operational excellence and compliance. This is a 1099 independent contractor position working a minimum of 20 hours per week at a rate of $40 - 45 per hour. Who you are: 3+ years of experience in benefits administration and LOA programs, with 401(k) experience preferred. Proven ability to manage day-to-day operations, including vendor relationships, compliance, and employee engagement. Deep knowledge of benefits and leave-related compliance (ACA, FMLA, ADA, NDT, 401(k) audits, and Form 5500). Experience in account reconciliations between vendor statements and payroll systems to ensure accuracy of employee withdraws and vendor payments; collaboration with Accounting team to ensure appropriate GL balances Strong analytical and project management skills; capable of prioritizing and delivering across multiple initiatives. Clear, confident communicator able to explain complex benefit topics to diverse audiences. Data-driven decision-maker with strong problem-solving abilities. Nice to have: Experience driving process improvements in LOA programs. Skilled in managing benefits for variable-hour and piecework employees preferred. Proficient in HRIS platforms (UKG/UltiPro preferred) and Google Workspace (Docs, Sheets, Slides). Professional certifications (CEBS, SHRM-CP, SHRM-SCP, or similar). How your skills and passion will come to life at Cerebral: Strategy & Leadership Oversee the implementation of health, wellness, and retirement benefit programs. Drive annual renewals and vendor RFPs, analyzing proposed changes for cost and business impact. Conduct audits, surveys, and analysis on demographics, utilization, and program effectiveness to inform decisions. Operations & Compliance Oversee day-to-day administration of benefits programs, including enrollment, vendor management, employee inquiries and regulatory compliance. Manage LOA programs (FMLA, statutory leave), coordinating with payroll for accurate tracking and pay continuity. Ensure compliance with federal, state, and local laws, including ACA, COBRA, ERISA, and HIPAA. Collaboration & Integration Partner with HR, payroll, finance, and external vendors to deliver seamless benefits and LOA operations. Lead retirement plan administration and coordinate 401(k) audits and NDT testing. Education & Communication Develop and deliver benefits education strategies for new hires, open enrollment, and year-round engagement. Create clear, accessible employee communications that empower informed decision-making. Measurement & Reporting Identify key metrics and outcomes to measure program success; report insights to senior leadership. Who we are (our company values): We Deliver Client Impact: Relentlessly focusing on advancing personalized, high-quality, evidence-based care that improves people's lives We are One: Bringing our collective expertise together as a unified team, strengthened by collaboration, trust, diversity of thought and shared purpose We Aim Higher: Continuously curious to drive our learning, our innovation and our personal growth to reach our full potential We are Generous: Giving more than we take with compassion, empathy, support, openness and a willingness to help those in need We are Accountable: Acting with courage, conviction and integrity to achieve our goals and ambitions to improve the lives of our clients Cerebral is committed to bringing together humans from different backgrounds and perspectives, providing employees with a safe and welcoming work environment free of discrimination and harassment. As an equal opportunity employer, we prohibit any unlawful discrimination against a job applicant on the basis of their race, color, religion, gender, gender identity, gender expression, sexual orientation, national origin, family or parental status, disability, age, veteran status, or any other status protected by the laws or regulations in the locations where we operate. We respect the laws enforced by the EEOC and are dedicated to going above and beyond in fostering diversity across our workplace. ___________________ Cerebral, Inc. is a management services organization that provides health information technology, information management system, and non-clinical administrative support services for various medical practices, including Cerebral Medical Group, PA and its affiliated practices (CMG), who are solely responsible for providing and overseeing all clinical matters. Cerebral, Inc. does not provide healthcare services, employ any healthcare provider, own any medical practice (including CMG), or control or attempt to control any provider or the provision of any healthcare service. “Cerebral” is the brand name commonly used by Cerebral, Inc. and CMG.