Compensation Manager jobs at The Walt Disney Company

About the Business LexisNexis Risk Solutions is the essential partner in the assessment of risk. Within our Business Services vertical, we offer a multitude of solutions focused on helping businesses of all sizes drive higher revenue growth, maximize operational efficiencies, and improve customer experience. Our solutions help our customers solve difficult problems in the areas of Anti-Money Laundering/Counter Terrorist Financing, Identity Authentication & Verification, Fraud and Credit Risk mitigation and Customer Data Management. You can learn more about LexisNexis Risk at the link below, *************************** About the Role To support the RISK business unit Sales Teams in accurate calculation, reporting and distribution of monthly variable compensation payments. Works directly with the RISK Sales Leadership team and individual sales team members as required. This position can be hybrid or remote in the United States. Responsibilities Administration of the Xactly Variable Compensation System and all upstream and downstream systems required to support RISK Business Unit. CREP, EssBase, BI, Callidus, etc. Calculation of the monthly and YTD Variable Compensation for the various RISK Sales Team. Provides financial reporting to meet client expectations and deadlines. Supports both department level (Finance) and individual sales professional. Identifies problem areas when looking at information, seeing patterns, trends or missing pieces, noticing when a current situation is similar to a past situation and identifies the similarities. Questions inconsistency in financial data elements. Performs special projects as requested by manager Requirements College Degree in Finance or Accounting; Compensation and or Sales Operations experience preferred. 5+ years of experience preferred Experience with Xactly Familiar with Internal LexisNexis support systems a plus Strong personal computer skills including database and spreadsheets. Must be proficient using MS Office, especially MS Excel Primary Location Base Pay Range: Home based-Ohio $66,800 - $111,300. U.S. National Base Pay Range: $70,200 - $117,100. Geographic differentials may apply in some locations to better reflect local market rates. Base Pay Range for CO is $70,200 - $117,100. Base Pay Range for IL is $73,700 - $122,900. Base Pay Range for Chicago, IL is $77,300 - $128,900. Base Pay Range for MD is $73,700 - $122,900. Base Pay Range for NY is $77,300 - $128,900. Base Pay Range for New York City is $80,800 - $134,700. Base Pay Range for Rochester, NY is $66,800 - $111,300. Base Pay Range for OH is $66,800 - $111,300. Application deadline is 12/01/2025. We know that your wellbeing and happiness are key to a long and successful career. These are some of the benefits we are delighted to offer: ● Health Benefits: Comprehensive, multi-carrier program for medical, dental and vision benefits ● Retirement Benefits: 401(k) with match and an Employee Share Purchase Plan ● Wellbeing: Wellness platform with incentives, Headspace app subscription, Employee Assistance and Time-off Programs ● Short-and-Long Term Disability, Life and Accidental Death Insurance, Critical Illness, and Hospital Indemnity ● Family Benefits, including bonding and family care leaves, adoption and surrogacy benefits ● Health Savings, Health Care, Dependent Care and Commuter Spending Accounts ● In addition to annual Paid Time Off, we offer up to two days of paid leave each to participate in Employee Resource Groups and to volunteer with your charity of choice We are committed to providing a fair and accessible hiring process. If you have a disability or other need that requires accommodation or adjustment, please let us know by completing our Applicant Request Support Form or please contact **************. Criminals may pose as recruiters asking for money or personal information. We never request money or banking details from job applicants. Learn more about spotting and avoiding scams here. Please read our Candidate Privacy Policy. We are an equal opportunity employer: qualified applicants are considered for and treated during employment without regard to race, color, creed, religion, sex, national origin, citizenship status, disability status, protected veteran status, age, marital status, sexual orientation, gender identity, genetic information, or any other characteristic protected by law. USA Job Seekers: EEO Know Your Rights.

About the organization A well-established, community-focused financial institution headquartered in the Bay Area, known for its personalized banking services and long-standing commitment to local communities. The organization offers a full range of financial products including personal and business banking, mortgage lending, and wealth management. It distinguishes itself through relationship-based service, local decision-making, and support for regional economic growth through philanthropic initiatives and community engagement. Position Overview The Sr. Manager, Compensation is responsible for the development, implementation, and management of compensation programs that support the organization's strategic objectives and talent management priorities. This role plays a key part in ensuring market competitiveness, pay equity, and compliance with relevant regulations. The Sr. Manager will partner closely with HR, Finance, and business leaders to analyze compensation data, develop insights, and support initiatives that attract, retain, and reward top talent. Role and Responsibilities: 1. Compensation Strategy & Program Management Support the development and refinement of compensation strategies in alignment with company goals and market practices. Manage the implementation and administration of base pay, short-term incentive plans, and other variable compensation programs. Partner with the SVP, HR and CHRO to assess the effectiveness of compensation programs and make recommendations for improvements. 2. Market Analysis & Benchmarking Lead benchmarking efforts using industry surveys and data to evaluate the competitiveness of the organization's pay structures. Perform compensation modeling and analytics to support decision-making and compensation design. Provide insights and recommendations based on market trends and internal data analysis. 3. Job Evaluation & Pay Structure Oversee job analysis and job evaluations to ensure appropriate leveling and internal equity. Maintain and update salary structures, job families, and career frameworks across departments. Evaluate and approve job offers and promotions to ensure alignment with compensation guidelines. 4. Compliance & Risk Management Ensure compensation practices comply with federal, state, and local laws and regulatory requirements (e.g., FLSA, Equal Pay Act). Assist in preparing data and documentation for pay equity audits, internal reviews, and external reporting. 5. Performance & Incentive Planning Collaborate with HR business partners and leadership in the planning and execution of annual compensation cycles (Merit, Bonus, Promotions, SERP, and ESOP). Provide analytics and recommendations on performance-based pay decisions. Assist with the design and administration of variable pay programs that support a performance-driven culture. 6. Stakeholder Partnership & Communication Serve as a trusted advisor to HR business partners and business leaders on compensation matters. Support employee communications and training on compensation philosophy and programs. Work closely with Finance and HRIS teams to ensure accurate reporting, budgeting, and system integration. Qualifications Bachelor's degree in Human Resources, Business Administration, Finance, or a related field (Master's or relevant certifications preferred). 6+ years of experience in compensation, with at least 2 years in a managerial or senior-level role. Strong understanding of compensation design, market pricing, salary surveys, and program implementation. Experience managing or supporting complex compensation cycles and job architecture frameworks. Solid analytical and problem-solving skills with a high attention to detail. Proficient in Excel (e.g., pivot tables, formulas, data modeling) and compensation tools/systems (e.g., PayScale. Mercer, ADP, Cornerstone, Workday, etc.). Strong interpersonal and communication skills, with the ability to influence stakeholders at all levels. Ability to manage multiple priorities in a fast-paced, dynamic environment. Certified Compensation Professional (CCP) or similar industry-recognized certifications preferred.

IDC is seeking a dynamic and experienced GTM Compensation Manager to be an integral part of our team and be responsible for continuously improving our existing Sales Incentive and Compensation strategy & process. This role will work to align Sales team incentives with company strategy, ensure efficiency and clarity in sales compensation processes, and support the Sales team through issue resolution. This role is pivotal in shaping the future of our sales team's success and directly influencing our company's growth trajectory. As a GTM Strategy Compensation Manager, you will have the unique opportunity to design and implement innovative compensation strategies that motivate and reward our sales force, driving exceptional performance and results. Your work will be at the intersection of data analytics, strategic planning, and cross-functional collaboration, allowing you to make a tangible impact on our business outcomes. Responsibilities Develop and execute comprehensive compensation plans that align with sales objectives and growth targets, collaborating with leadership to ensure strategies support overall business goals. Collaborate with Finance and other stakeholders on the administration of sales compensation plans, ensuring timely and accurate payouts, and establishing clear guidelines and policies for consistency and fairness. Utilize data-driven insights to refine compensation models, track and analyze metrics, and provide regular reports and insights to senior management on trends and outcomes. Communicate compensation plans and changes effectively to the sales team and stakeholders, serving as the primary point of contact for inquiries and providing guidance and support. Work with sales leadership to forecast, model, and plan for revenue and sales targets, ensuring compensation structures support sales goals Work closely with HR, Finance, Sales Operations, IT, and data teams to ensure alignment, integration, and leverage of compensation management and reporting technology. Qualifications Minimum of 4-6 years in a GTM Operations role: Sales Compensation, Financial Analysis, Sales Strategy and Territory Design BS degree in business or finance is preferred Proven experience in Sales Compensation design, execution, and process improvement Knowledge of sales compensation plan structures, including quotas, accelerators, pay mix, leverage, and other components Experience working with and implementing compensation tools like Xactly, Salesforce SPIFF, or other similar tools Demonstrable skills in project management Strong analytical skills and data-driven decision-making ability Strong Excel skills, SQL knowledge is a plus Strong understanding of Salesforce data structures and other GTM systems Experience working alongside Sales, Finance, and Legal teams Excellent communication and interpersonal skills, allowing you to build strong relationships and liaise effectively with key stakeholders The ability to operate independently and as part of a team contributes to the organization's success and growth Ability to work on multiple projects concurrently, showcasing your strong organizational and time management skills An impressive attention to detail, ensuring that all tasks are performed accurately and efficiently Why IDC? IDC is the most respected global technology market research firm. We are changing the way the world thinks about the impact of technology on business and society. Our people, data, and analytics create global technology insights that accelerate customer success. IDC has been recognized for five consecutive years (2020, 2021, 2022, 2023, 2024) by the IIAR as the Analyst Firm of the Year which is one of the highest accolades for the technology market research industry. Our collaborative, innovative and entrepreneurial culture is the perfect place for you to discover your future! Recruitment Fraud Notice: IDG/IDC/Foundry would like to inform you that we conduct our formal communications via corporate email, our Applicant Tracking System iCIMS, LinkedIn messaging, or directly by phone. We do not use any other platform (including Telegram, WhatsApp, Signal, text, instant message, etc.) to communicate with prospective candidates. If you receive any communication outside of our formal communications channels, please ignore it and block the sender or caller. In addition, we do not ask candidates to provide sensitive personally identifiable information such as bank account or social security numbers. If you have been contacted by someone claiming to represent a job offer, please report it as potential job fraud to law enforcement. IDC is an Equal Opportunity Employer. Applicants and employees are considered for positions and are evaluated without regard to mental or physical disability, handicap, race, color, religion, gender, gender identity and expression, ancestry, national origin, age, genetic information, military or veteran status, sexual orientation, marital status or other categories protected by law. (US ONLY) At IDC, we are committed to fair and equitable pay practices. We pay our employees equitably for their work, commensurate with their individual skills and experience. Salary range and additional compensation, including discretionary bonuses and incentive pay, are determined by a rigorous review process. This process considers the experience, education, certifications, and skills required for the specific role, equity with similarly situated employees, as well as employer-verified US region-specific market data provided by an independent 3rd party partner. The expected total annual compensation, depending on location and experience, is between $175,000 - $190,000 and is inclusive of base salary and commission.

About the Role We are looking for a seasoned Compensation Manager to lead and contribute to the design, implementation, and administration of our global compensation programs. You will be both strategic and hands-on: you will be a player/coach, directly managing critical compensation processes while also mentoring and guiding more junior team members. Reporting to the Director of Compensation, you will act as a subject matter expert on compensation structures, policies, and processes. You'll partner closely with senior executives, HR Business Partners, and COEs, ensuring our pay programs remain competitive, equitable, and aligned with business strategy. Experience working with Compensation in unionized or Workers Council environments is strongly preferred. You will be based in our New York City office. You Will: + Lead the design, implementation, and administration of compensation programs across assigned regions and business units, with emphasis on newsroom functions. + Act as a player/coach: directly manage compensation processes while mentoring and supporting regional compensation staff. + Provide thoughtful recommendations for pay decisions (new hires, promotions, adjustments), ensuring consistency with internal policies, external competitiveness, and pay equity. + Conduct ongoing job evaluation, job architecture alignment, and market pricing for global positions, ensuring structure integrity in Workday. + Partner with business leaders and HRBPs to educate managers on compensation philosophy, programs, and decisions. + Deliver data-driven insights by analyzing global pay practices, identifying trends, and highlighting risks or opportunities. + Manage participation in market surveys and maintain external benchmarking capabilities. + Act as a trusted advisor on compensation matters for senior newsroom leaders, ensuring business needs are balanced with regulatory, equity, and market considerations. You Have: + 7+ years of relevant compensation experience with at least 2 years in a managerial or player/coach capacity. + Strong understanding of Total Rewards and how compensation integrates with Talent, HRBP, and Organizational Development functions. + Demonstrated success advising senior executives and influencing compensation outcomes in complex, nuanced environments. + Experience working with compensation in countries with Workers Councils or Collective Bargaining Agreements; familiarity with newsroom or media businesses is highly desirable. + In-depth knowledge of annual salary and bonus cycles, including corporate bonus structures and sales incentives. + Strong analytical and modeling skills with advanced Excel/Google Sheets capabilities. + Familiarity with compensation tools (e.g., MarketPay, Radford, Workday). + Knowledge of U.S. and international pay practices, including EU/UK pay transparency legislation. + Excellent judgment, ability to handle confidential data with integrity, and proven experience making balanced, risk-aware recommendations. Our Benefits + Comprehensive Healthcare Plans + Paid Time Off + Retirement Plans + Comprehensive Medical, Dental and Vision Insurance Plans + Education Benefits + Paid Maternity and Paternity Leave + Family Care Benefits + Commuter Transit Program + Subscription Discounts + Employee Referral Program Learn more about all our US benefits #LI-Hybrid Reasonable accommodation: Dow Jones, Making Careers Newsworthy - We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law. EEO/Disabled/Vets. Dow Jones is committed to providing reasonable accommodation for qualified individuals with disabilities, in our job application and/or interview process. If you need assistance or accommodation in completing your application, due to a disability, email us at *******************************. Please put "Reasonable Accommodation" in the subject line and provide a brief description of the type of assistance you need. This inbox will not be monitored for application status updates. Business Area: Dow Jones - People Job Category: Human Resources Union Status: Non-Union role Pay Range: $130,000 - $150,000 We recognize that attracting the best talent is key to our strategy and success as a company.As a result, we aim for flexibility in structuring competitive compensation offers to ensure we are able to attract the best candidates.The quoted salary range represents our good faith estimate as to what our ideal candidates are likely to expect, and we tailor our offers within the range based on the selected candidate's experience, industry knowledge, location, technical and communication skills, and other factors that may prove relevant during the interview process. Pay-for-performance is a key element in our strategy to attract, engage, and motivate talented people to do their best work. Similarly to salary, for bonus eligible roles, targets are set based on a variety of factors including competitive market practice. For benefits eligible roles, in addition to cash compensation, the company provides a comprehensive and highly competitive benefits package, with a variety of physical health, retirement and savings, caregiving, emotional wellbeing, transportation, and other benefits, including "elective" benefits employees may select to best fit the needs and personal situations of our diverse workforce.. Since 1882, Dow Jones has been finding new ways to bring information to the world's top business entities. Beginning as a niche news agency in an obscure Wall Street basement, Dow Jones has grown to be a worldwide news and information powerhouse, with prestigious brands including The Wall Street Journal, Dow Jones Newswires, Factiva, Barron's, MarketWatch and Financial News. This longevity and success is due to a relentless pursuit of accuracy, depth and innovation, enhanced by the wisdom of past experience and a solid grasp on the future ahead. More than its individual brands, Dow Jones is a modern gateway to intelligence, with innovative technology, advanced data feeds, integrated solutions, expert research, award-winning journalism and customizable apps and delivery systems to bring the information that matters most to customers, when and where they need it, every day. Req ID: 48739

**_Welcome to Warner Bros. Discovery... the stuff dreams are made of._** **Who We Are...** When we say, "the stuff dreams are made of," we're not just referring to the world of wizards, dragons and superheroes, or even to the wonders of Planet Earth. Behind WBD's vast portfolio of iconic content and beloved brands, are the _storytellers_ bringing our characters to life, the _creators_ bringing them to your living rooms and the _dreamers_ creating what's next... From brilliant creatives, to technology trailblazers, across the globe, WBD offers career defining opportunities, thoughtfully curated benefits, and the tools to explore and grow into your best selves. Here you are supported, here you are celebrated, here you can thrive. Your New Role Warner Bros. Discovery Inc. seeks an Global Total Rewards Analyst for the HR Compensation & Benefits department. They will be responsible for assisting with the implementation of centralized and harmonized compensation support for functional organizations that span across all business units. They will provide guidance to internal clients and collaborate with HR partners in the planning, development, implementation, and administration of compensation programs that support the company's business strategy. They will assist with the preparation of communications on compensation administration guidelines related to the annual pay planning process. Your Role Accountabilities + Assists in the development, implementation, and administration of the company's compensation program. + Conduct compensation assessments while actively seeking market intelligence and industry-specific data to inform appropriate solutions + Administers the annual merit increase, bonus, and long-term incentive program and communication for assigned clients + Partners with HR Services on automating the compensation planning process. + Assists with the preparation of communications on compensation administration guidelines. + Supports the annual compensation review process. + Supports survey participation across the Warner Bros. Discovery enterprise. + Participates in a variety of HR and compensation related projects, including ad-hoc studies, projects and analysis. Qualifications & Experience + Minimum 2-4 years of relevant work experience with a focus on HR, HRIS, Compensation or Finance or related fields. + Ability to understand and relate to multiple stakeholders from various disciplines within the business (Operations, Finance etc.) + Intermediate to Advanced Excel skills and proficiency with other MS Office programs + Strong quantitative skills and ability to think critically, with ability to research and analyze various types of data. + Strong communication and organizational skills with high attention to detail. + Ability to manage multiple assignments to prioritize tasks in order to meet deadlines. **Additional Information** On June 9, 2025, Warner Bros. Discovery announced plans to separate into two publicly traded companies, Warner Bros. and Discovery Global, with an expected completion in mid-2026. For more details, including leadership appointments and information on individual brands, please visit our newsroom here (******************************************************************************************************************* . Although you will be hired by Warner Bros. Discovery, upon the planned separation in 2026, your employment likely will transition to Warner Bros. Company or transition to Discovery Global. During this period of transformation, you'll have an exciting opportunity to lay the foundation at one of the world's premier entertainment brands. **How We Get Things Done...** This last bit is probably the most important! Here at WBD, our guiding principles are the core values by which we operate and are central to how we get things done. You can find them at ******************************* along with some insights from the team on what they mean and how they show up in their day to day. We hope they resonate with you and look forward to discussing them during your interview. **Championing Inclusion at WBD** Warner Bros. Discovery embraces the opportunity to build a workforce that reflects a wide array of perspectives, backgrounds and experiences. Being an equal opportunity employer means that we take seriously our responsibility to consider qualified candidates on the basis of merit, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, mental or physical disability, and genetic information, marital status, citizenship status, military status, protected veteran status or any other category protected by law. If you're a qualified candidate with a disability and you require adjustments or accommodations during the job application and/or recruitment process, please visit our accessibility page (************************************************ for instructions to submit your request. In compliance with local law, we are disclosing the compensation, or a range thereof, for roles in locations where legally required. Actual salaries will vary based on several factors, including but not limited to external market data, internal equity, location, skill set, experience, and/or performance. Base pay is just one component of Warner Bros. Discovery's total compensation package for employees. Pay Range: $91,000.00 - $169,000.00 salary per year. Other rewards may include annual bonuses, short- and long-term incentives, and program-specific awards. In addition, Warner Bros. Discovery provides a variety of benefits to employees, including health insurance coverage, an employee wellness program, life and disability insurance, a retirement savings plan, paid holidays and sick time and vacation. If you're a qualified candidate with an arrest or conviction record, please know that your application will be considered in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.

Welcome to Warner Bros. Discovery… the stuff dreams are made of. Who We Are… When we say, “the stuff dreams are made of,” we're not just referring to the world of wizards, dragons and superheroes, or even to the wonders of Planet Earth. Behind WBD's vast portfolio of iconic content and beloved brands, are the storytellers bringing our characters to life, the creators bringing them to your living rooms and the dreamers creating what's next… From brilliant creatives, to technology trailblazers, across the globe, WBD offers career defining opportunities, thoughtfully curated benefits, and the tools to explore and grow into your best selves. Here you are supported, here you are celebrated, here you can thrive. Your New Role This role will be responsible to influence/define and implement the Business Unit (client) compensation strategy within the broader organization compensation philosophy/strategy and collaborate with People & Culture (P&C) business partners in the planning, development, implementation, and management of compensation programs that support and drive the company's business strategy. This role is a senior role within the global compensation partner team and sets the direction for how WBD's guiding principles come to life. For example, this role leads in the ‘Act as One Team' mindset, whereby teams are expected to collaborate across Comp Ops, P&C, TA, etc to make decisions that solve for WBD, where possible. This role also 'Champions Inclusion', creating space for team members to share ideas and be heard even if it means challenging the status quo. The role is about ‘Owning It' - having decisiveness to make clear choices and be accountable for results and responsible decision making within the BU as it relates to compensation matters. It is an essential function of this position that the work be performed in a hybrid work environment, where employees go into an office 3x a week where they are based in a WBD office that has P&C Partners due to the client-service nature of the role. Your Role Accountabilities Oversee cyclical, project, and run-the-business total rewards compensation related activities for a single large/complex BU or multiple BUs (largest scope or degree of complexity). Support the Compensation Consulting function in the design, implementation and ongoing management of general or specific programs, initiatives and projects within assigned business unit and/or client groups. Provide strong compensation consultation to P&C partners and the respective business unit clients in support of business initiatives while leading/influencing compensation strategy for BU. Responsible for providing market intelligence analysis, industry specific data assessment and consultation to assigned clients (P&C Business Partners / Business Leaders) to inform appropriate solutions. Manage the annual merit, bonus and long-term incentive planning process and communication for assigned clients. Collaborate, contribute to the development and harmonization of programs, plans and processes with Compensation Operations and Strategy team on enterprise-wide initiatives. Collaborate with P&C business partner, BU Management, TA, Finance, Workday team, broader Comp Ops team, and Legal as it relates to compensation. Day-to-day oversight of Comp Managers and Analysts to develop the team and support delivery. Serves as trusted advisor to P&C Senior Management Team member for BU. Determine and/or guide team regarding job evaluation and FLSA classification for open positions and/or new positions. Demonstrates complex problem-solving and creative solutioning. Facilitate education and training on compensation principles, tools and practices to strengthen People & Culture and Talent Acquisition business knowledge of compensation programs and processes. Deep knowledge in area of accountability and related areas to develop and direct programs. Provides vision and directs efforts for key insights/data analytics to help inform decision making (team and client group). Easily handles/manages sensitive compensation related topics, including VP+ Compensation, contract renewals with P&C partner team. Oversees and develops professional/support staff; specifically Comp Manager and Analyst roles. Qualifications & Experience Minimum 10-12 years of relevant compensation experience Bachelor's degree - Human Resources, Finance, Mathematics, Economics, Accounting, or Business degree preferred; or equivalent work experience Certified Compensation Professional (CCP) preferred Strong written, verbal, and graphic communication skills, including the ability to effectively communicate technical information to varying audiences Ability to make independent decisions and recommendations based on compensation principles and philosophy Strong communication and organizational skills with a commitment to accuracy and detail. Thorough understanding of compensation practices and trends Ability to understand and relate to multiple stakeholders from various disciplines within the business Intermediate to Advanced Excel skills and proficiency with other MS Office programs How We Get Things Done… This last bit is probably the most important! Here at WBD, our guiding principles are the core values by which we operate and are central to how we get things done. You can find them at ******************************* along with some insights from the team on what they mean and how they show up in their day to day. We hope they resonate with you and look forward to discussing them during your interview. Championing Inclusion at WBD Warner Bros. Discovery embraces the opportunity to build a workforce that reflects a wide array of perspectives, backgrounds and experiences. Being an equal opportunity employer means that we take seriously our responsibility to consider qualified candidates on the basis of merit, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, mental or physical disability, and genetic information, marital status, citizenship status, military status, protected veteran status or any other category protected by law. If you're a qualified candidate with a disability and you require adjustments or accommodations during the job application and/or recruitment process, please visit our accessibility page for instructions to submit your request. In compliance with local law, we are disclosing the compensation, or a range thereof, for roles in locations where legally required. Actual salaries will vary based on several factors, including but not limited to external market data, internal equity, location, skill set, experience, and/or performance. Base pay is just one component of Warner Bros. Discovery's total compensation package for employees. Pay Range: $140,070.00 - $260,130.00 salary per year. Other rewards may include annual bonuses, short- and long-term incentives, and program-specific awards. In addition, Warner Bros. Discovery provides a variety of benefits to employees, including health insurance coverage, an employee wellness program, life and disability insurance, a retirement savings plan, paid holidays and sick time and vacation.

At Nielsen, we are passionate about our work to power a better media future for all people by providing powerful insights that drive client decisions and deliver extraordinary results. Our talented, global workforce is dedicated to capturing audience engagement with content - wherever and whenever it's consumed. Together, we are proudly rooted in our deep legacy as we stand at the forefront of the media revolution. When you join Nielsen, you will join a dynamic team committed to excellence, perseverance, and the ambition to make an impact together. We champion you, because when you succeed, we do too. We enable your best to power our future. Job Description Plans, designs, evaluates and administers employee compensation and benefit programs such as salaries, short- and long-term incentives, job evaluations, performance appraisals, retirement plans, and life, health and disability insurance Building, developing and maintaining the Global Compensation Guidelines. This role supports the business leaders, and fellow People (HR) colleagues in researching job requirements, evaluating job positions and ensuring the Company maintains a competitive and equitable, total compensation package. In addition to leading a team and processes for their region as it relates to compensation Responsibilities: Provide leadership and expertise for the regional area (multiple countries/global) to provide expertise and guidance in all areas of compensation including in the current key areas of job architecture/career framework, system related activities as it relates to compensation and benefit program harmonization. Recommends and helps to implement process improvements for efficient, streamlined delivery and positive employee experience. Partner closely with the People team and business leaders to design and execute on pay strategies to attract and retain our key talent in the region: Providing a consultative and creative approach to compensation Recommends and executes on regional compensation roadmap, including evaluation of job architectures, development of pay policies and structures, salary survey participation, and incentive plans. Includes being a part of the team that is working together to build and execute on global compensation requirements. Recommends and helps to implement process improvements for efficient and streamlined benefits delivery and positive employee experience. Partners very closely with HR Shared Services to ensure benefits operations is aligned with benefit design and strategy Create and take a proactive approach to compensation flagging key areas of improvement and needed alignment to the market that are aligned with our internal compensation philosophy Provide leadership to a team of direct reports to develop and grow in their career. Be a key team player for the global compensation and total rewards team as it relates to building and developing Global Compensation Guidelines Qualifications 5+ years of professional HR experience with a minimum of 5 years of proven compensation experience Demonstrated ability to attract, manage, and develop a high performing team; ability to influence behavior both with and without direct authority Demonstrated experience in both market / global line of business compensation Strong builder of relationships. Able to connect and advise leaders within the business. Robust analytical skills Ability to work collaboratively across teams; strategically focused on continuous improvement. Action oriented and adept at working in a fast paced, growing organization. #LI-AW1 Additional Information Enabling your best to power a better media future. Our comprehensive benefits package (including health & wellness plans, 401(k) retirement coupled with a Nielsen match, a generous paid time off policy, company provided car for those who qualify, and if eligible, a discretionary incentive/bonus) is designed to be inclusive for all employees and families, and we take pride in ensuring that employees are rewarded holistically for the role they are doing and their performance. A reasonable estimated salary range for a new employee has been provided. It would be adjusted based on each employee's geographic location. The position of each employee within a compensation range at Nielsen is dependent on several individual circumstances, such as experience, training, certifications and other business requirements/needs. Nielsen makes hiring decisions without regard to disability status, protected veteran status, or membership in any other protected class. Please be aware that job-seekers may be at risk of targeting by scammers seeking personal data or money. Nielsen recruiters will only contact you through official job boards, LinkedIn, or email with a nielsen.com domain. Be cautious of any outreach claiming to be from Nielsen via other messaging platforms or personal email addresses. Always verify that email communications come from *************** address. If you're unsure about the authenticity of a job offer or communication, please contact Nielsen directly through our official website or verified social media channels.

At Nielsen, we are passionate about our work to power a better media future for all people by providing powerful insights that drive client decisions and deliver extraordinary results. Our talented, global workforce is dedicated to capturing audience engagement with content - wherever and whenever it's consumed. Together, we are proudly rooted in our deep legacy as we stand at the forefront of the media revolution. When you join Nielsen, you will join a dynamic team committed to excellence, perseverance, and the ambition to make an impact together. We champion you, because when you succeed, we do too. We enable your best to power our future. Job Description Plans, designs, evaluates and administers employee compensation and benefit programs such as salaries, short- and long-term incentives, job evaluations, performance appraisals, retirement plans, and life, health and disability insurance Building, developing and maintaining the Global Compensation Guidelines. This role supports the business leaders, and fellow People (HR) colleagues in researching job requirements, evaluating job positions and ensuring the Company maintains a competitive and equitable, total compensation package. In addition to leading a team and processes for their region as it relates to compensation Responsibilities: Provide leadership and expertise for the regional area (multiple countries/global) to provide expertise and guidance in all areas of compensation including in the current key areas of job architecture/career framework, system related activities as it relates to compensation and benefit program harmonization. Recommends and helps to implement process improvements for efficient, streamlined delivery and positive employee experience. Partner closely with the People team and business leaders to design and execute on pay strategies to attract and retain our key talent in the region: Providing a consultative and creative approach to compensation Recommends and executes on regional compensation roadmap, including evaluation of job architectures, development of pay policies and structures, salary survey participation, and incentive plans. Includes being a part of the team that is working together to build and execute on global compensation requirements. Recommends and helps to implement process improvements for efficient and streamlined benefits delivery and positive employee experience. Partners very closely with HR Shared Services to ensure benefits operations is aligned with benefit design and strategy Create and take a proactive approach to compensation flagging key areas of improvement and needed alignment to the market that are aligned with our internal compensation philosophy Provide leadership to a team of direct reports to develop and grow in their career. Be a key team player for the global compensation and total rewards team as it relates to building and developing Global Compensation Guidelines Qualifications 5+ years of professional HR experience with a minimum of 5 years of proven compensation experience Demonstrated ability to attract, manage, and develop a high performing team; ability to influence behavior both with and without direct authority Demonstrated experience in both market / global line of business compensation Strong builder of relationships. Able to connect and advise leaders within the business. Robust analytical skills Ability to work collaboratively across teams; strategically focused on continuous improvement. Action oriented and adept at working in a fast paced, growing organization. #LI-AW1 Additional Information Enabling your best to power a better media future. Our comprehensive benefits package (including health & wellness plans, 401(k) retirement coupled with a Nielsen match, a generous paid time off policy, company provided car for those who qualify, and if eligible, a discretionary incentive/bonus) is designed to be inclusive for all employees and families, and we take pride in ensuring that employees are rewarded holistically for the role they are doing and their performance. A reasonable estimated salary range for a new employee has been provided. It would be adjusted based on each employee's geographic location. The position of each employee within a compensation range at Nielsen is dependent on several individual circumstances, such as experience, training, certifications and other business requirements/needs. Nielsen makes hiring decisions without regard to disability status, protected veteran status, or membership in any other protected class. Please be aware that job-seekers may be at risk of targeting by scammers seeking personal data or money. Nielsen recruiters will only contact you through official job boards, LinkedIn, or email with a nielsen.com domain. Be cautious of any outreach claiming to be from Nielsen via other messaging platforms or personal email addresses. Always verify that email communications come from an @ nielsen.com address. If you're unsure about the authenticity of a job offer or communication, please contact Nielsen directly through our official website or verified social media channels.

UTA is seeking a strategic and experienced Director of Compensation to join our dynamic People team in our Beverly Hills office. In this role, you will lead the design, implementation, and management of our global compensation programs, ensuring they are competitive, equitable, and aligned with business goals. You will own the end-to-end annual compensation cycle, including merit, bonus, and other incentives programs, while partnering closely with HR, Finance, and senior leadership to drive pay-for-performance strategies. This role also includes building frameworks for job architecture, salary structures, and incentive programs, analyzing market data, and advising on pay equity and total rewards strategy. You will be a trusted advisor to senior leadership, contributing to both tactical execution and long-term compensation strategy. This position reports to the SVP of Total Rewards and People Systems and plays a critical role in shaping UTA's total rewards philosophy and programs. The salary range for this role is $160,000 to $200,000 commensurate with experience and skills. What You Will Do Oversee day-to-day compensation operations across our diverse business units, including market pricing, role leveling, career ladder development, and FLSA compliance reviews. Manage the annual merit and bonus planning process, including timeline development, system configuration, communications, and analysis of outcomes. Apply compensation philosophy and principles to design, implement, and maintain key compensation programs. Collaborate with Senior Leadership and the People Team to develop, pilot, and implement innovative compensation programs that support current and future business objectives. Conduct ongoing market intelligence and industry benchmarking to ensure pay competitiveness, inform program enhancements, and maintain best-in-class compensation practices. Lead or support cross-People Team initiatives and projects, ensuring alignment with broader People and business strategies. Partner with People Systems teams on compensation systems development, implementation, and ongoing maintenance, driving data accuracy and usability. Work closely with stakeholders across People, Legal, Finance, and business leadership to continuously improve compensation processes with a focus on efficiency, quality, and scalability. Support the SVP of Total Rewards and People Systems in shaping the overall compensation function, including team development and process enhancements, ensuring alignment with company strategy and culture. What You Will Need 10+ years of compensation experience, including 3+ years of direct management and/or leading project teams. Prior consulting experience is a plus. Bachelor's degree in HR, Finance, Business, or related field; CCP or advanced degree preferred. Deep expertise in base and variable compensation, including managing large-scale merit and bonus cycles across diverse business units. Proven track record designing and rolling out compensation programs, job architectures, and salary structures that drive business results. Strong analytical, modeling, and data-driven skills, with experience in HRIS and compensation systems like Workday and CompAnalyst. Hands-on experience with market benchmarking, pay equity, and incentive program design, using insights to shape strategy and inform leadership decisions. Exceptional stakeholder management and communication skills - able to influence executives and translate complex concepts into clear, actionable guidance. Skilled in project management and process optimization, driving efficiency, scalability, and consistency across global teams. Business-savvy, with a solid understanding of financial implications and budget impact of compensation programs. What You Will Get The unique and exciting opportunity to work at one of the leading global entertainment companies Access to the tools, leadership, and resources you will need to create and drive a center of excellence The opportunity to do the best work of your career Work in an inclusive and diverse company culture Competitive benefits and programs to support your well-being Experience working in a collaborative environment with room to grow About UTA UTA unites ideas, opportunities and talent. The company represents some of the world's most iconic, barrier-breaking artists, creators and changemakers-from actors, athletes and musicians to writers, gamers and digital influencers. One of the most influential companies in global entertainment, UTA's business spans talent representation, content production, as well as strategic advisory and marketing work with some of the world's biggest brands. Affiliated companies include Digital Brand Architects, KLUTCH Sports Group, Curtis Brown Group, and MediaLink. UTA is headquartered in Los Angeles with offices in Atlanta, Chicago, Nashville, New York and London. For more information: *********************************** #LI-AR1 #LI-Onsite

Job DescriptionDescription: The HRIS Manager will manage and administer Paylocity, the organization's Human Resources Information System (HRIS). Provide an effective and efficient service to HR colleagues and the business in HR systems, configuration, testing, implementation, support and production of management information to aid organization in reporting, design activities, HR information handling, Security Management, and HR systems delivery. Provides key management support for system administration which includes upgrades. Primary focus on HRIS and reporting, and will work on other projects as needed. The HRIS Manager reports to the CFO. This position is HYBRID Pay Range: $80,000 - $90,000/year PRIMARY RESPONSIBILITIES: · Supports the Human Resources department on the administration, maintenance and configuration of HR systems. · Produce reports for WA, NV and CO. · Manage pension contribution reports for WA unions. · Owns security configuration and management to ensure appropriate control of access to data and system. · Builds and delivers integrations, sometimes complex, between HRIS and other systems including Benefit vendors, Financial and IT systems. · Develop and maintain a Paylocity HR gateway system and project implementation strategy. · Leads HR system projects (scope, design, testing, and implementation). · Owns, develops and maintains systems and workflow architectures. · Ensures system administration activities are carried out - system maintenance, system testing, data checks, fault finding and trouble shooting, resolution, and managing user access. · Supports others using systems - designs and delivers lightweight training, report configuration, and process documentation. · Supports reporting metrics and measurement activities across wide range of HR activity. · Complies with Information Security and Vendor Management and risk program requirements. · Works closely with vendors, internal IT and Finance to continuously improve HR systems and delivery mechanisms. · Responds to ad hoc reporting requirements timely. · Assumes additional duties as assigned and responds to departmental needs as they arise. · Special projects and other job duties as assigned. Requirements: Bachelor degree in Human Resources, Computer Science or related field, or equivalent combination of education and experience sufficient to successfully perform the essential functions of the job may be considered. A minimum of 3 years' experience in human resources with 2 years' focus on overseeing the delivery of HR systems. Experience with Paylocity as an HRIS REQUIRED. Expert experience in Excel is required Strong analytical, communication and organizational skills with attention to detail. Strong written and verbal communication skills with a customer service orientation and ability to handle confidential information with the highest level of discretion. Ability to work well on a team and willing to assume additional responsibilities as requested. Ability to accept and facilitate change, whether indicated by corporate needs, market or regulatory requirements. Proficient in Microsoft Office, especially Outlook, Word. Good customer service skills with an ability to answer questions tactfully and diffuse difficult employees. Prefer strong report writing and database skills using various applications such as, but not limited to, MS Access, Visual Basic, or SQL etc. Maverick Gaming™ is dedicated to creating the best possible gaming experiences for every kind of player and currently owns and operates a portfolio of 27 properties across Nevada, Washington and Colorado with a total of 1800 slot machines, 350 table games, 1020 hotel rooms and 30 restaurants.

Join Our Team As part of our Cinemark Universe, you'll discover fun opportunities with real growth potential and plenty of perks. With 500+ theatres and nearly 6,000 screens; we're truly a global presence of 20,000 movie lovers working together to make unforgettable experiences. Role Summary: As a Senior Compensation Analyst, you will work under the direction of the Compensation Leader and will provide broad-based compensation support to business groups throughout the company. Conducts advanced Compensation analysis of jobs in order to evaluate internal equity, external competitiveness, and compliance of pay practices. This is a highly analytical role involving great attention to detail. This role will work with the Compensation Leader to partner with cross-functional leaders to develop proposals to improve and enhance compensation programs. Responsibilities: Partner with key Operations team members to provide company compensation policy analysis in relation to local wage and hour regulations, prevailing rates for similar jobs in comparable industries and geographic areas, and recommends changes as appropriate to establish and maintain competitive rates Strategize with the Compensation Team to discover opportunities to simplify and streamline existing practices and procedures. Develop training material to effectively communicate compensation programs, policies, and practices to HR and company leaders. Analyzes and conducts classification reviews and prepares recommendations; composes and writes new s Reviews salary recommendations for new hires, internal promotions, reclassifications and other personnel actions for compliance with guidelines Reviews compliance with FLSA, CA Fair Pay Act and all other pay regulations Compiles incumbent salary data from various sources and participates in external salary surveys Participates in the preparation and review of data for merit and equity salary adjustments Maintains a high level of data integrity, flagging and resolving inconsistencies when appropriate Manage project schedules and documentation, prioritizing tasks, and ensuring timely completion of deliverables Responds to daily, weekly, monthly, and/or ad-hoc reporting requests Performs other job-related duties as assigned Requirements: 4 - 6 years of compensation experience preferred Bachelor's degree OR equivalent work experience required Executive and equity compensation experience preferred Knowledge of Workday and reporting preferred Knowledge of the FLSA and similar State regulations impacting compensation Knowledge of Excel including complex formulas, such as IF statements, concatenations, VLOOKUP function and pivot tables Ability to conduct complex analysis of market pricing, local labor wage data collection, etc. Ability to mentor junior Compensation Analyst(s), where applicable Highly analytical and strategic thinker Ability to prioritize work and meet tight deadlines Excellent follow through skills Benefits Available: At Cinemark, we believe every team member should feel like a hero. Each career comes with a variety of blockbuster benefits for both hourly and salaried team members. Employee Discount 401(k) Matching* Growth Opportunities Education Assistance* Health Benefits* Parental Leave* Paid Time Off* Daily Pay* Free Movies* * Benefits may vary by career category, so be sure to check the specific details on our career site. DISCLAIMER: This is intended only as a general guideline of your duties and responsibilities at Cinemark and is not a legally binding contract. Cinemark reserves the right to amend, change or terminate the , as it deems appropriate. Any change amendments, or modifications may be implemented even though they have not been communicated, reprinted or substituted in this job description. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Cinemark is an Equal Opportunity Employer

NOTE: This role is based in New York City and encourages a minimum of two days per week in the SoHo office. Some roles or teams may require additional in-office attendance if the essential functions of the role require it.. THE OPPORTUNITY Under general guidance, processes standard compensation transactions, performs job analysis, works with salary survey submissions, and studies & analyses on matters related to internal Compensation programs. This role will interface with HRBPs, Finance, Payroll, vendors, and HRIS. RESPONSIBILITIES Manage and respond to incoming requests for compensation review and analysis, including: + Perform job evaluations, including FLSA requests, and provide analysis to maintain competitive market position within the Company guidelines. + Gather internal data for annual salary survey submissions. Assist with the timely submission and responding to inquiries from survey companies. HR Transactions Processing: + Monitor shared mailbox and approve standard transactions in Workday. Obtain information from field HR team regarding non-standard transactions and present to Corporate Compensation team. + Audit Workday to ensure compensation-related changes are made correctly. Investigate & resolve discrepancies. Annual Compensation Processes: Assist with the administration of annual merit processes and short-term incentive plan. Spot Bonus Program: Administer the Company's spot bonus program, including monitoring budget spend and generating quarterly reports for HR. Support with ad-hoc reporting, and participate in departmental initiatives and complete projects as assigned. **About Scholastic** For more than 100 years, Scholastic Corporation (NASDAQ: SCHL) has been meeting children where they are - at school, at home and in their communities - by creating quality content and experiences, all beginning with literacy. Scholastic delivers stories, characters, and learning moments that empower all kids to become lifelong readers and learners through bestselling children's books, literacy- and knowledge-building resources for schools including classroom magazines, and award-winning, entertaining children's media. As the world's largest publisher and distributor of children's books through school-based book clubs and book fairs, classroom libraries, school and public libraries, retail, and online, and with a global reach into more than 135 countries, Scholastic encourages the personal and intellectual growth of all children, while nurturing a lifelong relationship with reading, themselves, and the world around them. Learn more at ****************** . Some benefits that we offer: + Full suite of health and wellness benefits (including a $0 deductible Medical Plan) + Retirement Savings Plan 401(k) with options for both Roth and Traditional Contributions + Tuition-Free programs for undergraduate and graduate degrees + Generous Parental Leave Program + Employee Stock Purchase Plan (ESPP) with opportunity for discounted stock at a 15% discount Thank you for your consideration in choosing Scholastic. \#LI-MA1 **Qualifications** HOW YOU CAN FIT **(Qualifications)** **Knowledge, Skills, and Abilities:** Demonstrated advanced Excel skills. Demonstrated knowledge of compensation concepts, such as FLSA, market movement and compression, and understanding of how these factor into analyses. Strong analytical skills, attention to detail, and ability to work in a deadline driven environment. Ability to communicate findings and insights to a variety of audiences. Ability to prioritize and manage multiple tasks/projects at once. Excellent written and verbal communication skills Ability to maintain a high degree of sensitivity and exercise discretion in regard to confidential material. **Experience and Education:** Experience: 5 years of related experience Education: Bachelor's degree in Business Administration or a related field, or equivalent experience. **Time Type:** Full time **Job Type:** Regular **Job Family Group:** Human Resources **Location Region/State:** New York **Compensation Range:** Annual Salary: 89,000.00 - 130,000.00 **EEO Statement:** Scholastic is an Equal Opportunity Employer. Our policy is clear: there shall be no discrimination on the basis of race, religion, color, sex, pregnancy, national origin, marital status, sexual orientation, gender identity or expression, age, non-disqualifying physical or mental disability, or status as a disabled veteran or Vietnam veteran. Those factors shall not influence the determination of qualifications for a job or other opportunity within the company. Further, all personnel actions (such as compensation, tuition aid, benefits, transfers, promotions, and dismissals, company-sponsored training, social and recreational programs) shall be administered without discrimination. EEO is the Law Poster (https://******************/content/dam/scholastic/corp-home/eeo-is-the-law-poster-english.pdf) EEO Scholastic Policy Statement Pay Transparency Provision (https://******************/content/dam/scholastic/corp-home/pay-transparency.pdf) Scholastic Corporation (NASDAQ: SCHL) is the world's largest publisher and distributor of children's books, a leading provider of core literacy curriculum and professional services, and a producer of educational and entertaining children's media. The Company creates quality books and ebooks, print and technology-based learning programs for pre-K to grade 12, classroom magazines and other products and services that support children's learning both in school and at home. With operations in 14 international offices and exports to 165 countries, Scholastic makes quality, affordable books available to all children around the world through school-based book clubs and book fairs, classroom collections, school and public libraries, retail and online. True to its mission of 97 years to encourage the personal and intellectual growth of all children beginning with literacy, the Company has earned a reputation as a trusted partner to educators and families. Learn more at: ****************** We're always looking for talented people to join Scholastic in instilling a love of reading and lifelong learning in children. At Scholastic, our benefit plans have been designed to be in line with market conditions and employee needs. Our plans provide flexibility and allow individuals a broad range of choices that can be tailored to meet each employee's needs. Scholastic is an Equal Opportunity Employer.

NOTE: This role is based in New York City and encourages a minimum of two days per week in the SoHo office. Some roles or teams may require additional in-office attendance if the essential functions of the role require it.. THE OPPORTUNITY Under general guidance, processes standard compensation transactions, performs job analysis, works with salary survey submissions, and studies & analyses on matters related to internal Compensation programs. This role will interface with HRBPs, Finance, Payroll, vendors, and HRIS. RESPONSIBILITIES Manage and respond to incoming requests for compensation review and analysis, including: Perform job evaluations, including FLSA requests, and provide analysis to maintain competitive market position within the Company guidelines. Gather internal data for annual salary survey submissions. Assist with the timely submission and responding to inquiries from survey companies. HR Transactions Processing: Monitor shared mailbox and approve standard transactions in Workday. Obtain information from field HR team regarding non-standard transactions and present to Corporate Compensation team. Audit Workday to ensure compensation-related changes are made correctly. Investigate & resolve discrepancies. Annual Compensation Processes: Assist with the administration of annual merit processes and short-term incentive plan. Spot Bonus Program: Administer the Company's spot bonus program, including monitoring budget spend and generating quarterly reports for HR. Support with ad-hoc reporting, and participate in departmental initiatives and complete projects as assigned. About Scholastic For more than 100 years, Scholastic Corporation (NASDAQ: SCHL) has been meeting children where they are - at school, at home and in their communities - by creating quality content and experiences, all beginning with literacy. Scholastic delivers stories, characters, and learning moments that empower all kids to become lifelong readers and learners through bestselling children's books, literacy- and knowledge-building resources for schools including classroom magazines, and award-winning, entertaining children's media. As the world's largest publisher and distributor of children's books through school-based book clubs and book fairs, classroom libraries, school and public libraries, retail, and online, and with a global reach into more than 135 countries, Scholastic encourages the personal and intellectual growth of all children, while nurturing a lifelong relationship with reading, themselves, and the world around them. Learn more at ******************* Some benefits that we offer: Full suite of health and wellness benefits (including a $0 deductible Medical Plan) Retirement Savings Plan 401(k) with options for both Roth and Traditional Contributions Tuition-Free programs for undergraduate and graduate degrees Generous Parental Leave Program Employee Stock Purchase Plan (ESPP) with opportunity for discounted stock at a 15% discount Thank you for your consideration in choosing Scholastic. #LI-MA1 Qualifications HOW YOU CAN FIT (Qualifications) Knowledge, Skills, and Abilities: Demonstrated advanced Excel skills. Demonstrated knowledge of compensation concepts, such as FLSA, market movement and compression, and understanding of how these factor into analyses. Strong analytical skills, attention to detail, and ability to work in a deadline driven environment. Ability to communicate findings and insights to a variety of audiences. Ability to prioritize and manage multiple tasks/projects at once. Excellent written and verbal communication skills Ability to maintain a high degree of sensitivity and exercise discretion in regard to confidential material. Experience and Education: Experience: 5 years of related experience Education: Bachelor's degree in Business Administration or a related field, or equivalent experience. Time Type:Full time Job Type:RegularJob Family Group:Human ResourcesLocation Region/State:New YorkCompensation Range:Annual Salary: 89,000.00 - 130,000.00EEO Statement: Scholastic is an Equal Opportunity Employer. Our policy is clear: there shall be no discrimination on the basis of race, religion, color, sex, pregnancy, national origin, marital status, sexual orientation, gender identity or expression, age, non-disqualifying physical or mental disability, or status as a disabled veteran or Vietnam veteran. Those factors shall not influence the determination of qualifications for a job or other opportunity within the company. Further, all personnel actions (such as compensation, tuition aid, benefits, transfers, promotions, and dismissals, company-sponsored training, social and recreational programs) shall be administered without discrimination. EEO is the Law Poster EEO Scholastic Policy Statement Pay Transparency Provision

About the Role APCO, a global advisory and advocacy firm, is seeking a highly skilled Senior HRIS Manager to lead our HR technology initiatives and drive system efficiencies across our organization. This role requires deep expertise in Oracle HCM, strong business acumen, and a comprehensive understanding of the HR lifecycle. As a leader in our HRIS function, you will manage a team, partner with cross-functional stakeholders, and work directly with senior leadership to optimize HR systems that support our workforce. The job can be based at one of APCO's U.S. offices (Chicago, NYC, DC, Raleigh). This role reports to the Senior Director of Global Strategic Talent Initiatives, who is based in Washington, D.C. Key Responsibilities HRIS Strategy & Operations: Oversee the strategic and operational functions of Oracle HCM, including implementation, optimization, compliance, and ongoing maintenance. Streamline HR workflows while ensuring data integrity. Global Stakeholder Collaboration: Work closely with HR and business leaders across 15+ countries to understand business needs, translate them into system solutions, and recommend business process improvements. Systems Integration & Vendor Management: Partner with IT, Finance, and third-party consultants to maintain and enhance integrations with ERP systems, Active Directory, payroll providers, benefits vendors, and other platforms. Manage vendor relationships with HCM providers, implementation partners, and other key stakeholders. Data & Reporting: Design, build, and maintain a variety of reports, including ad hoc, weekly, monthly, and quarterly reports for senior leaders, HR teams, and business units. Ensure compliance with annual reporting requirements. User Support & Training: Provide technical support and training to HR staff worldwide, troubleshoot system issues, escalate as needed, and ensure proper system security. Create and update process documentation, manage system upgrades, and implement new functionality as it becomes available. Global HRIS Support: Support HR users across multiple time zones, requiring occasional early morning or late evening calls to accommodate regional needs. Qualifications & Experience A minimum of 8-10 years of HRIS experience, with at least five years of leadership/management experience. Expertise in Oracle HCM - customization development and maintenance of ongoing upgrades to the software applications. Experience with HR data analytics, and creating dashboards, and reporting tools. Strong understanding of the HR lifecycle, including talent acquisition, performance management, compensation, and employee data management. Strong project management skills, with experience leading HR technology initiatives and process improvements. Proven ability to lead teams, consultants, and manage complex HRIS projects across multiple geographies. Experience working with senior leadership and cross-functional teams. Strong problem-solving, communication, and business acumen skills. Experience managing third-party vendors and ensuring system integrations meet business needs. Preferred Qualifications Experience with multi-country HRIS implementations and understanding of global HR compliance and data privacy regulations (e.g., GDPR). Strong data analytics and dashboarding skills, with experience using Oracle reporting tools, Power BI, or other HR analytics platforms. Certification in Oracle HCM or other relevant HRIS certifications. Experience with HR process automation and AI-driven HR technologies. Familiarity with change management to support HR technology transformations. Background in HR operations, compensation, benefits, or payroll functions to better integrate HRIS solutions with business needs. Why Join Us? Opportunity to lead impactful HR technology initiatives in a dynamic and growing organization. Collaborate with a high-performing team and work directly with senior leadership. Competitive compensation, benefits, and professional development opportunities. If you're a strategic HRIS leader with deep Oracle expertise and a passion for optimizing HR technology, we'd love to hear from you! Compensation Range The US base salary for this position ranges from $150,000/year to $175,000/year. Our compensation range for this role is inclusive of several US geographic markets. APCO targets an employee's pay within this range to be based on several factors, which include but are not limited to relevant education, skills, job-related knowledge, qualifications, work experience, credentials, internal equity and/or geographic location. Careers at APCO Through our recruitment, hiring and retention efforts, APCO is committed to building teams who bring the best possible expertise and robust perspectives to our clients. We embrace differences in experience, viewpoint and ideas, starting with our values and extending to our behaviors, policies and practices. We aim to create a positive work experience and welcoming environment where everyone feels they belong and can thrive. We are proud to be an Equal Opportunity Employer and encourage applications from all qualified candidates regardless of race, national origin, citizenship, native language, sex, gender identity or expression, sexual orientation, marital or parental status, religion, age, veteran status, neurodivergence, mental or physical disability, medical history, pregnancy, political belief or affiliation or any other characteristic protected by law.

JobBenefits ManagerDescription Benefits Manager ABOUT THE ROLE: The Benefits Manager (Hybrid role 2-3 days in person at Deluxe) will manage the benefit programs and leave of absence administration for North America. Benefits programs include but are not limited to medical, dental, vision, STD, LTD, life insurance, voluntary insurance, and retirement plans. PRIMARY RESPONSIBILITIES: Plan Administration: Responsible for the day-to-day administration of all employee benefits programs, including health, dental, vision, life, disability insurance, 401(k) plans, and other company-sponsored benefit programs. Absence Management: Oversee third party leave manager, ensuring accurate tracking and compliance with legal requirements and company policies. Assist employees with leave requests, reviewing required documentation, policy questions, and problem resolution. Responsible for the interactive process for all accommodation requests. Compliance: Ensure compliance with all federal, state, and local laws and regulations related to employee benefits, including ADA, ERISA, HIPAA, COBRA, and ACA. Prepare and file necessary reports and documents. Vendor Management: Manage relationships with benefits vendors, brokers, and consultants. Conduct regular evaluations and negotiations to ensure the best value and service for the company and employees. Employee Communication: Develop and implement communication strategies to educate employees about their benefits options, including general upkeep and management of company intranet. Conduct open enrollment meetings, and ongoing informational sessions. Benefits Strategy: Collaborate with the Director, Total Rewards & Operations to design and implement benefits strategies that align with the company's overall HR and business objectives. Analyze benefits data and trends to make recommendations for improvements. Benefits Reporting: Maintain accurate benefits records and prepare regular reports on benefits utilization, costs, and trends. Provide analysis to support decision-making. Process Improvement: Identify and implement process improvements to enhance the efficiency and effectiveness of benefits administration. Employee Escalations: Act as the primary point of contact for employees needing assistance with benefits issues that cannot be resolved by the first level of support from insurance carriers and other benefit administrators. Participate in special projects on an ad hoc basis. Other duties as assigned. QUALIFICATIONS: Must have a minimum of 3- 5 years benefits administration experience and at least 3 years of end-to-end Leave of Absence administration experience. EDUCATION/EXPERIENCE REQUIREMENTS: Minimum of 3-5 years of experience in benefits administration, including end-to-end leave of absence management Strong knowledge and practical application of employee benefits and leave of absence laws and regulations. Ability to manage high level of complexity independently and, balancing the need for collaboration with minimal supervision. ABOUT YOU: Excellent presentation, communication, and interpersonal skills, with an emphasis on communicating complex topics in a supportive manner across a variety of audiences. Experience in entertainment or technology industries preferred Proven ability to manage vendor relationships and negotiate contracts. Analytical skills to interpret benefits data and make strategic recommendations. Ability to build strong, ongoing, impactful relationships at all levels and across a diverse range of social backgrounds. Strong verbal and written communication skills with an emphasis to influence decisions and communicate complex work across a variety of audiences. Strong emotional intelligence and the ability to understand and respond to others' perspectives sensitively. Demonstrated ability to maintain composure under pressure and handle challenging situations with grace. The ability to prioritize and manage multiple tasks with a sense of urgency. A customer service focus with a responsive and "can-do" open-minded attitude Strong organizational and project management skills, with the ability to manage multiple priorities. Proficiency with HRIS and benefits administration software. Workday, ADP Workforce Now, and JIRA experience a plus Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Strong analytical and problem-solving skills Intermediate skills with Microsoft Office Suite. Advanced Excel skills a plus If you are an independent thinker with a high level of ingenuity and the above qualifications, then we would like you to join our team! We offer a competitive salary and comprehensive benefits, including 401(k) and tuition reimbursement. About the Company: Deluxe, a subsidiary of Platinum Equity, is a global leader in media and entertainment services for film, video, and online content. Since 1915, Deluxe has been the trusted partner for the world's most successful Hollywood studios, independent film companies, TV networks, exhibitors, advertisers and others, offering best-in-class solutions in post-production, distribution, asset and workflow management, and cloud-based technologies. With headquarters in Los Angeles and offices around the globe, the company employs over 3,500 of the most talented individuals, developers, and industry veterans worldwide. For more information, please visit ***************** Diversity Statement: Deluxe is committed to inclusivity, fostering an environment where every employee feels comfortable bringing their full selves to work. It is our policy to provide equal employment opportunities to all applicants and employees. Applicants will receive consideration for employment without regard to, and will not be discriminated against, on the basis of race, color, religion, creed, national origin or ancestry, sex, age, physical or mental disability, veteran status, sexual orientation, gender identity or expression, genetic information or any other legally recognized protected basis under federal, state or local laws, regulations or ordinances. Deluxe will consider qualified applicants with criminal histories in a manner consistent with the requirements of applicable local, state, and federal law. Applicants with disabilities may be entitled to reasonable accommodation under the terms of the Americans with Disabilities Act and certain state or local laws. A reasonable accommodation is a change in the way things are normally done which will ensure an equal employment opportunity without imposing undue hardship on Deluxe. Please inform the company's HR representative if you need assistance completing any forms or to otherwise participate in the application process. This role is based in California and the base pay range for this role is $72,000 to $90,000 annually. Actual amounts will vary depending on education, skills, experience, and geographic location.

Who We Are: WWE is an integrated media organization and the recognized global leader in sports entertainment. The company consists of a portfolio of businesses that create and deliver original content 52 weeks a year to a global audience. WWE is committed to family-friendly entertainment on its television programming, premium live events, digital media, and publishing platforms. WWE's TV-PG programming can be seen in more than 1 billion households worldwide in more than 20 languages through world-class distribution partners including NBCUniversal, The CW and Netflix. In the United States, NBCUniversal's streaming service, Peacock, is the exclusive home to all premium live events, a variety of original programming and a massive video-on-demand library. Netflix is the exclusive home for WWE programming around the world, other than select international markets. WWE is part of TKO Group Holdings (NYSE: TKO). Additional information on WWE can be found at wwe.com and corporate.wwe.com. TKO Group Holdings, Inc. (NYSE: TKO) is a premium sports and entertainment company. TKO owns iconic properties including UFC, the world's premier mixed martial arts organization; WWE, the global leader in sports entertainment; and PBR, the world's premier bull riding organization. Together, these properties reach 1 billion households across 210 countries and territories and organize more than 500 live events year-round, attracting more than three million fans. TKO also services and partners with major sports rights holders through IMG, an industry-leading global sports marketing agency; and On Location, a global leader in premium experiential hospitality. Position Title: Director, Compensation Reporting To: SVP, Total Rewards Position Summary: The Director, Compensation, is a key strategic leader responsible for the design, implementation, and governance of global compensation programs across the company. This includes base salary structures, incentive programs, equity plans, job architecture, and pay-for-performance frameworks. This role is critical in driving a high-performance culture by aligning pay decisions with measurable business and individual outcomes. Working closely with key stakeholders, including Finance and business leadership, this role will implement compensation strategies that are competitive, equitable, and performance-driven- across our global organization. Key Responsibilities: Compensation Strategy * In partnership with the SVP, Total Rewards lead the design and execution of a global compensation strategy that reinforces a strong pay-for-performance culture. * Aim to build out compensation programs that reward measurable impact, drive accountability, and support business growth and innovation. * Provide strategic guidance on linking variable pay (bonuses, incentives, equity) to individual and business performance. * Oversee the design and management of sales commission plans and variable incentive programs, ensuring they are competitive, results-oriented, and aligned with business goals. Program Design & Execution * Own global compensation planning processes, including annual salary increase reviews, bonus programs, and equity - ensuring performance data informs pay decisions. * Build and maintain salary structures, short- and long-term incentive plans, and internal job frameworks that support scalable and consistent pay practices within business units and across the company. Market Intelligence & Competitive Positioning * Conduct compensation benchmarking and market analyses to ensure compensation offerings remain competitive, fair, and aligned. * Leverage data to drive compensation decisions that support strategic talent segments, critical roles, and high-performing teams. * Champion the adoption of AI-powered tools and advanced analytics to enhance compensation benchmarking, internal equity analysis, and market competitiveness-helping us make smarter, faster, and more inclusive compensation decisions. Governance, Compliance & Equity * Establish and enforce global governance policies to ensure consistency, transparency, and compliance with legal requirements (e.g., pay equity laws, FLSA, local labor laws). * Collaborate with Legal, HR, and other teams to ensure compensation practices are inclusive and equitable. Collaboration & Stakeholder Influence * Act as a trusted advisor to HRBPs, Talent Acquisition, and senior leaders on compensation-related matters, including performance cycles, promotions, and offer structuring. * Provide compensation training and tools to HR partners and people managers to ensure consistent application of pay-for-performance principles. * Support leadership with education and tools to make informed, equitable, and performance-based pay decisions. * Work cross-functionally with Finance and HRIS teams to ensure effective administration of compensation and incentive plans Qualifications: Education & Experience * Bachelor's degree required; advanced degree or CCP (Certified Compensation Professional) preferred. * 10+ years of progressive compensation experience, including 5+ years leading global programs and implementing pay-for-performance strategies. Skills & Competencies * Proficient in compensation platforms and tools (e.g., Workday, Mercer, Excel/Google Sheets modeling). * Excellent stakeholder management and communication skills; ability to translate complex pay / incentive concepts to non‑HR audiences. * Expertise in compensation design, pay-for-performance modeling, incentive programs, and job architecture. * Strong financial acumen with the ability to build data-driven business cases and performance-linked compensation structures. * Exceptional analytical, project management, and communication skills. * Strategic thinker and collaborative partner who can influence across levels and functions. TKO EEO Statement: TKO is an Equal Opportunity Employer and complies with all applicable federal, state, and local laws regarding non-discrimination in employment. TKO makes employment decisions based on merit and qualifications, without considering an employee's or applicant's race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, marital status, veteran status, or any other basis prohibited under federal, state or local laws governing non-discrimination in employment in every location in which the Company has facilities. TKO also provides reasonable accommodations for qualified individuals with disabilities in accordance with the Americans with Disabilities Act (ADA) and applicable state or local laws. For information about Privacy and Information Security for TKO employment candidates, please review our Privacy Policy. For information regarding Terms of Use for this and other TKO websites, please review our Terms of Use.

The Benefits Manager, North America is responsible for the management, administration, and compliance of all employee benefits-including health, wellness, retirement, and absence plans for Verisk's North America Benefits Program. This position will also be responsible for working with key stakeholders to support the organization's benefits strategy, including the design, implementation, administration, communication and promotion of benefits programs that attract and retain talent, drive employee engagement, and performance-ensuring the benefits plans and programs are competitive, cost-effective, and supports our employees physical, emotional, financial and social well-being. Reporting to the Head of Benefits, this position plays a critical role in evolving our plans to meet business needs, improving delivery through digital tools and scalable processes, and enabling employee understanding through thoughtful communications. You will lead internal teams, partner with vendors and stakeholders, and serve as a regional expert in U.S. and Canada benefits-with additional support across the Americas as needed. You'll shape programs that enhance the employee experience across the Americas. This role can be based out of our Jersey City, NJ global headquarters or our Boston, MA location, which both have flexible hybrid work models. Responsibilities Core Responsibilities Leads the day-to-day administration of benefits programs across the Americas. Analyzes utilization data, employee feedback, external benchmarks and insights to inform plan improvements and strategy. Ensures full compliance with applicable U.S. and Canadian laws and regulations (e.g., ERISA, ACA, HIPAA, COBRA, IRS, CCSS, CCP, EI, etc.). Partners with the head of benefits and external advisors to evaluate plan performance and identify enhancements that are cost-effective and employee-friendly. Supports benefits-related aspects of annual open enrollment, vendor renewals, and mid-year plan changes. Develops scalable processes and documentation to ensure consistent, high-quality benefits operations across the region. Provides day-to-day direction to benefits specialists to ensure timely execution, service excellence, and continuous improvement. Contributes to the development of benefit communications that are clear, inclusive, and empower employees to make informed choices. Partners cross-functionally with HRBPs, Legal, Payroll, Finance, and business leaders to align benefit offerings with talent and business strategies. Leads or support benefits integration during M&A activities, including harmonization planning and employee communications. Compliance, Governance & Regulatory Support Ensures compliance with U.S. and Canadian regulations (e.g., ERISA, IRS, DOL, HIPAA, ACA, CPP, Pension Benefits Standards Act). Monitors regulatory changes, coordinate plan amendments, and manage the distribution of required notices. Supports audits and government filings; conduct ongoing data audits to ensure accuracy and integrity. Maintains and updates benefits plan documentation and related materials. Qualifications Bachelor's degree in Human Resources, Business, Finance, or a related field. Strong working knowledge of U.S. and Canadian benefits regulations, including ERISA, COBRA, HIPAA, ACA, IRS, CPP, and related provincial acts. Experience with retirement plan administration, including 401(k), RRSPs, and financial wellness initiatives. Skilled in vendor management, open enrollment, and plan implementation. Proficient in Microsoft Office and HR systems (e.g., Oracle, Workday, BusinessSolver). Strong communication skills and experience developing employee education materials. Ability to manage sensitive matters with discretion. Excellent analytical and problem-solving skills, with a focus on process improvement and data accuracy. Demonstrated ability to independently prioritize tasks and manage competing deadlines. 5+ years of experience in benefits program design, delivery, and operations in complex, multi-state organizations. Working knowledge of U.S. and Canadian benefit plan design and compliance; experience with self-insured plans preferred. Demonstrated success in managing vendor relationships and leading cross-functional initiatives. Strong project management skills and a track record of executing benefits-related change initiatives. Excellent communication skills with the ability to convey complex topics in clear, employee-friendly language. Experience with HRIS systems such as Oracle or Workday and third-party benefits platforms. Familiarity with digital benefits tools and strategies that enhance the employee experience. High proficiency in Microsoft Office; expert-level Excel skills required. #LI-LM03 #LI-Hybrid

Benefits: * Fuel Your Growth with Love's - company funded tuition assistance program * Paid Time Off * Flexible Scheduling * 401(k) - 100% Match up to 5% * Medical/Dental/Vision Insurance after 30 days * Competitive Pay * Career Development * Hiring Immediately Welcome to Love's: The compensation analyst III handles planning, developing, and implementing new and revised compensation programs, policies and procedures in order to be responsive to the company's goals and competitive pay practices. This position is an integral part of a highly collaborative team and requires applicants who are able to communicate effectively with people of all job levels and personalities. Job Functions: Administers compensation programs for a growing workforce for various compensation programs and other incentive programs Acts as an internal consultant for the business, providing guidance in the area of Compensation, including competitive pay strategies, salary increase practices, bonus structures and pay for performance plans, promotion, and total compensation approaches Conducts benchmarking of internal jobs to assign pay grades/bands and to assign bonus and long-term incentive targets while ensuring internal alignment and consistency across departments and divisions Participates in third-party surveys to further validate pay grade placement and to also help the company stay abreast on best pay practices/trends Assigns appropriate job titles and job levels to standardize titles across the company and develop career path opportunities for employees Conducts advanced statistical analysis around pay grades, annual merit budgets, incentives targets, and wage compression, and can prepare executive-level reports that visually highlight key data insights that facilitate business operations and enable business leaders to make better decisions in their functional areas Performs audits of HRIS system compensation objects to ensure jobs are assigned correct pay grades and incentive targets; works with HRIS to develop business rules and other processes to streamline collaboration between HR functions Develops communications materials regarding annual compensation budgets, changes in compensation policies or practices, incentive plan schedules, processes and results Develops training materials, quick reference guides, and other communication materials; may be required to facilitate training as needed to supervisors and managers across corporate and field offices Works closely with HR business partners, business leaders, business intelligence, finance, and compensation vendors to execute compensation program design changes, as needed, to ensure alignment with company operational goals and future growth plans Keeps apprised of federal, state and local compensation laws and regulations in order to ensure company compliance Works closely with HR business partners and senior leaders to ensure FLSA compliance and equitable pay practices across corporate and field retail operations Performs other duties as assigned Experience and Qualifications: A bachelor's degree in a field such as human resources, business administration or finance is preferred Previous relevant work experience in compensation administration of 5+ years is strongly preferred. Previous work experience using Success Factors compensation module preferred Experience with external market analysis and thorough understanding of market data interpretation Experience with Success Factors compensation module is preferred Experience in compensation plan design and delivery strategies in a retail or customer facing environment preferred A Certified Compensation Professional designation may be considered in lieu of the preferred work experience Skills: High proficiency in Microsoft Excel, with strong ability to analyze data and interpret statistics as well as prepare visual representations of data Excellent verbal and written communication, negotiation and leadership attributes enabling effective direction, facilitation, communication and cooperation with all levels of the organization Excellent quantitative and analytical skills to interpret survey data and provide cost projections for various initiatives Solid understanding of state and federal laws and regulations relating to compensation Strong presentation skills with ability to develop PowerPoint presentations and deliver to key audience stakeholders Demonstrate advanced project management and organizational skills Strong planning skills and ability to effectively manage concurrent deadlines and multiple priorities simultaneously Strong integrity with ability to work with highly sensitive and confidential data Our Culture: Fueling customers' journeys since 1964, innovation leads the way for this family-owned and operated business headquartered in Oklahoma City. With nearly 40,000 team members, travel stops are the core business along with products and services that provide value for professional drivers, fleets, traveling public, RVers, alternative energy and wholesale fuel customers. Giving back to communities and an inclusive workplace are hallmarks of the award-winning culture. Love's is an Equal Opportunity Employer. Veterans encouraged to apply. Job Category: Corporate

WHY JOIN ALO? Mindful movement. It's at the core of why we do what we do at ALO-it's our calling. Because mindful movement in the studio leads to better living. It changes who yogis are off the mat, making their lives and their communities better. That's the real meaning of studio-to-street: taking the consciousness from practice on the mat and putting it into practice in life. OVERVIEW: We are seeking a Benefits Manager to own and grow our U.S. and Canadian benefits programs. In this role, you'll balance people and process-serving as a trusted advisor to employees while leading plan administration, compliance, audits, vendor management, leave programs, and strategic initiatives. Success in this role requires deep expertise to manage complex programs, the communication skills to guide employees with clarity and care, and the analytical mindset to ensure accuracy and compliance. RESPONSIBILITIES: Plan Administration: Manage the day-to-day administration of all North America employee benefits programs, including medical, dental, vision, life, disability, FSA, HSA, 401(k), RRSP, TFSA, wellness, and other offerings. Vendor Management: Build and maintain relationships with our brokers and carriers. Negotiate renewals and contracts to ensure competitive, cost-effective, and high-quality benefit programs. Employee Communication: Develop and deliver clear, engaging communications-including open enrollment materials, new hire orientation resources, benefit promotions, and intranet content-to help employees understand and maximize their benefits. Compliance & Reporting: Ensure programs are compliant with applicable U.S. and Canadian laws and regulations (ACA, ADA, ERISA, HIPAA, COBRA, provincial requirements, etc.). Conduct plan audits, nondiscrimination and compliance testing (including 401(k) and Section 125 plans), and prepare data for actuarial evaluations and regulatory reporting. Benefits Strategy: Partner with leadership on program design and long-term strategy. Analyze utilization, costs, and market trends to recommend enhancements. Data & Analysis: Review and analyze benefits data, utilization, and costs to ensure accuracy, identify trends, and provide actionable insights. Cross-Functional Partnership: Work closely with Payroll, Finance, Legal, and other teams to ensure seamless benefits operations and compliance. Project Management: Lead key benefits projects such as open enrollment, health fairs, implementing new programs, enhancing systems, and supporting broader Total Rewards initiatives as needed. Process Improvement: Identify and implement opportunities to streamline and scale benefits administration as the company grows. Absence Management: Oversee third-party leave administration, ensuring accurate tracking, compliance, and a positive employee experience. Employee Support: Serve as the primary point of contact for escalated employee benefit issues, acting as a trusted advisor and resolving matters effectively. KEY COMPETENCIES: Proven ability to partner with and influence executive leadership to align benefits with business strategy. Excellent judgment, discretion, and decision-making under pressure. High integrity and ability to manage sensitive and confidential information. Exceptional attention to detail, with the ability to manage complex data sets and compliance requirements. Strong relationship-building skills and service orientation. Outstanding written and verbal communication skills, with the ability to explain complex topics clearly. Ability to work independently, manage multiple priorities, and thrive in a fast-paced environment. Strong analytical and problem-solving skills, with experience interpreting trends and financial impacts. QUALIFICATIONS: Bachelor's degree in HR, Business, or related field. 7+ years of benefits experience, with deep knowledge of U.S. programs and familiarity with Canadian programs strongly preferred. Strong understanding of federal and state regulations, including ACA, ERISA, HIPAA, COBRA, FMLA, ADA, Section 125, and Medicare. Proven experience overseeing leave of absence administration. Proficiency in Microsoft Excel (advanced preferred), Word, and PowerPoint. Experience with Workday is preferred. Total Rewards experience a plus. Experience with international benefits a plus, but not required. The base salary range for this position is $120,000-$140,000 per year which represents the current range for the base salary for this exempt position. Please note that actual salaries will vary based on factors including but not limited to location, experience, and performance. As such, on occasion and when applicable, there is the possibility that the final, agreed-upon base salary may be outside of the upper end of the range. Please also note the range listed is just one component of the company's total rewards package for exempt employees. Other rewards may include performance bonuses, long term incentives, a PTO policy, and many other progressive benefits. #Linkedin-onsite For CA residents, Job Applicant Privacy Policy HERE.