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  • December 21, 2018 11:43 AM | Yulonda Fletcher

    Dallas County Human Resources has an immediate need for a Compensation Analyst.

    The Analyst is responsible for resolution of regular compensation issues.  Insuring payroll changes and related information is compiled and completed. Insure wage and salary programs are coordinated. 


    • Provides direct support to managers and employees to resolve ordinary operational problems in the area of compensation. 
    • Acts as a major resource for departments in the implementation of policies and procedures related to compensation. 
    • Oversees/Coordinates/Processes all payroll changes for employees as well as compile new employee information for payroll. 
    •  Writes and updates personnel policies and procedures to serve as guidelines for employees and managers. 
    • Coordinates procedures developed for the wage and salary programs.
    • Prepares, submits, and researches information regarding compensation/payroll orders to commissioners court. 


    • Education and experience equivalent to a Bachelor’s degree from an accredit college or university in Human Resources, organizational development, the social or behavioral sciences or in a job related field of study. 
    • Three (3) years of professional work related experience in the specific area of Compensation.   Ability to exercise sound judgement, flexibility, initiative and commitment in an environment of rapid change.  Ability to interact effectively with a diverse group of managers and employees.

    An extensive pre-employment background investigation will be conducted on all applicants who have been offered a position with Dallas County.  AmeriCorps, Peace Corps, National Service Alumni volunteers, and persons with a criminal background are encouraged to apply. 

    Salary Range:  $54,391 - $67,884

    Dallas County is an Equal Employment Opportunity Employer.

    If interested, click the link and apply 


  • December 20, 2018 8:38 AM | Mona Heffington


    Who we are

    Collaborative. Respectful. A place to dream and do. These are just a few words that describe what life is like at Toyota. As one of the world’s most admired brands, Toyota is growing and leading the future of mobility through innovative, high-quality solutions designed to enhance lives and delight those we serve. We’re looking for diverse, talented team members who want to grow and start their impossible with us.

    Who we’re looking for

    Toyota’s Compensation Department is looking for a passionate and highly-motivated Compensation Analyst.

    The primary responsibility of this role is designing, implementation, and administration of Toyota's North American regional compensation programs. 

    Reporting to the Sr. Manager Compensation, the person in this role will support the Compensation department's objective to ensure that compensation programs are competitive and support business objectives to recruit, retain and engage team members.

    What you’ll be doing

    • Assisting with the implementation of new and improved compensation programs that are both cost-effective and provide strong, competitive positioning
    • Conducting the annual survey submission process by providing input and direction related to job function matching for the organization
    • Collaborating with HR and Talent Acquisition by evaluating the labor market and department equity to determine equitable offers to both external and internal candidates
    • Researching and analyzing employee compensation programs including but not limited to salary administration and job evaluation
    • Supporting compensation team on the annual merit increase along with the annual bonus process and on day-to-day issues for internal clients, if needed
    • Collaborating to create comprehensive job architecture, including development of job descriptions, assignment of job families, and system implementation
    • Building consensus with team and stakeholders, and promoting cross-organizational communication
    • Assisting in developing employee and manager communications and training materials related to compensation programs

    What you bring

    • Demonstrated experience with compensation theory and terms
    • Demonstrated experience in developing ad hoc compensation reports utilizing HRIS and Excel
    • Demonstrated experience researching and analyzing compensation programs in a corporate enterprise environment
    • Demonstrated experience analyzing market data and developing comprehensive market analysis using MS Excel and/or other market survey tools
    • Proficiency in HRIS systems (Workday preferred)
    • Proficiency in Microsoft Excel, Microsoft Word, and Microsoft Power Point
    • Demonstrated interpersonal skills including but not limited to:  written and verbal communication, collaboration, problem solving, listening, persuasiveness, etc.
    • Excellent organizational skills, strong attention to detail, and the ability to manage multiple tasks
    • Experience in building relationships with cross-functional teams; ability to build cross-organizational consensus
    • High school diploma or higher, with equivalent professional work experience

    Added bonus if you have

    • Bachelor’s degree or higher in Accounting, Finance, HR, or Business
    • Experience with Executive Compensation
    • Familiarity with Hay Job Evaluation
    • Experience with PeopleSoft and Workday HRIS
    • Automotive industry knowledge

    What we’ll bring

    During your interview process, our team can fill you in on all the details of our industry-leading benefits and career development opportunities. A few highlights include:

    ·        A work environment built on teamwork, flexibility and respect

    ·        Professional growth and development programs to help advance your career, as well as tuition reimbursement

    ·        Vehicle purchase & lease programs

    ·        Comprehensive health care and wellness plans for your entire family

    ·        Flextime and virtual work options (if applicable)

    ·        Toyota 401(k) Savings Plan featuring a company match, as well as an annual retirement contribution from Toyota regardless of whether you contribute

     ·        Paid holidays and paid time off

    ·        Referral services related to prenatal services, adoption, child care, schools and more

    ·        Flexible spending accounts

    ·        Relocation assistance (if applicable)

    What you should know

    Our success begins and ends with our people. We embrace diverse perspectives and value unique human experiences. We are proud to be an equal opportunity employer that celebrates the diversity of the communities where we live and do business. Applicants for our positions are considered without regard to race, ethnicity, national origin, sex, sexual orientation, gender identity or expression, age, disability, religion, military or veteran status, or any other characteristics protected by law.

    Please apply here: https://tmm.taleo.net/careersection/10020/jobdetail.ftl?job=TMN001AR

    To save time applying, Toyota does not offer sponsorship of job applicants for employment-based visas or any other work authorization for this position at this time


  • December 19, 2018 2:12 PM | Baylor Scott and White Health

    Oversee the planning, development, implementation and administration of system-wide executive compensation and benefit programs ensuring internal equity, external competitiveness and compliance with all federal, state and local laws and regulations.  Lead the design of executive compensation programs to support attraction, retention and motivation of a high quality and high performing workforce. Consult and advise key stakeholders including employees, executives and vendor partnerships. Prepare materials for the Compensation and Governance Committee of the Board of Trustees.


    I. Manage the ongoing administration, maintenance and communication of executive total compensation programs, including but not limited to base pay, short- and long-term incentive plans and executive benefits.

    II. Manage HR initiatives and executive compensation projects including plan changes, ongoing education efforts, operations and vendor transitions to ensure employee understanding, smooth transitions and efficient day-to-day operations.

    III. Interface with the Compensation and Governance Committee's independent consultant regarding executive compensation programs, program updates and other executive compensation initiatives that must be reviewed and approved by the Committee.  

    IV. Prepare materials provided to the Compensation and Governance Committee of the Board of Directors.

    V. Prepare annual review of executive compensation levels against peer groups and other benchmarks and prepares recommendations for adjustments, as appropriate.

    VI. Evaluate jobs and conduct executive market-pricing activities. Conduct analyses, research, and other related activities. Identify and recommend participation in market surveys relating to executive compensation.

    VII. Ensure systems, tools and processes utilized for executive compensation analyses are current, effective, efficient and provide reliable information.

    VII. Identify and evaluate new approaches, trends, and best practices to ensure executive compensation market competitiveness.

    IX. Consult and advise HR Management and Senior Leadership on executive compensation processes and programs including executive new hire packages, one-time incentives and compensation adjustments.

    X. Manage and administer long-and short-term incentive plans.

    XI. Lead merger/acquisition integration activities related to executive compensation.

    XII. Oversee and track the annual budget for incentive programs according to the established budgeting process and timelines.

    XIII. Support the requirements for IRS 990 and other required disclosures.

    XIV. Interface with Legal, Accounting, Tax, Internal Auditing and third-party administrators regarding compensation programs to ensure accurate reporting and budgeting and compliance with all applicable laws and regulations.

    "The essential job functions as stated are intended to describe the general nature and level of work being performed by individuals assigned to this job.  The stated job functions are not intended to be construed as an exhaustive list of all job responsibilities, duties, and skills required of personnel so classified."

    May perform other duties as assigned or requested.


    • Bachelor's Degree
    • 7-10 Years of Experience


    • HS Diploma & 6-8 years experience

    To Apply: https://bswhealth.taleo.net/careersection/exm/jobdetail.ftl?job=18007655&lang=en
  • December 17, 2018 11:00 AM | Anonymous

    Position Summary:
    Provides strategic leadership and direction in the design, application and administration of policies and practices in support of UTHealth compensation programs. Significant focus is placed on design development, implementation of new programs and innovation to support recruitment and retention efforts through the development and continuous improvement of compensation programs using a contemporary compensation approach.

    Position Key Accountabilities:
    1.   Provides broad strategic and operational direction for practices, policies and procedures of the UTHealth Compensation program
    2.   Consults with UTHealth executive leadership on compensation-related matters
    3.   Aligns the Compensation philosophy of UTHealth with the institution’s 
    strategies and goals

    4.   Develops, implements, and maintains policies related to base pay    management & incentive pay plans 

    5.   Responsible for administration of Executive Management compensation plans & programs 

    6.   Manages the design, development and implementation of general communications and specific tools that assist managers with compensation-related understanding and decision-making, as appropriate

    7.   Manages third party vendor contracts, budgets and relationships

    8.   Reviews, analyzes and makes recommendations regarding the annual process

          to generate proposed salary structure and merit pay adjustments 
    9.   Monitors market trends and best practices to ensure competitiveness
    10. Assists HR leadership in responding to Legislative Budget Requests involving 
    compensation programs and directs responses to requests submitted through the Texas Open Records Act

    11.Works directly with Legal, Payroll and Auditing to ensure accuracy and compliance in compensation issues

    12.Provides input on strategic HR issues as a member of the HR Leadership team

    13.Manages Human Resources activities for direct reports in regards to: recruiting and selection, hiring and termination, training, professional development, mentoring, counseling, performance evaluations, and salary planning. 

    14. Responsible for the design, execution and effectiveness of a system of internal controls which provides reasonable assurance that operations are effective and efficient, assets are safeguarded, financial information is reliable and compliant with applicable laws, regulations, policies and procedures.

    15.Performs other duties as assigned.

    SPHR and/or CCP certification preferred.

    Minimum Education:
    Bachelor’s degree in Human Resources, Business Administration, Psychology, Communications or related field.
    Master’s degree preferred.

    Minimum Experience:
    Eight (8) years experience in Human Resources or Finance with a minimum of 3 years of direct Compensation experience.

    Physical Requirements:
    Exerts up to 20 pounds of force occasionally and/or up to 10 pounds frequently and/or a negligible amount constantly to move objects.

    Security Sensitive:
    This job class may contain positions that are security sensitive and thereby subject to the provisions of Texas Education Code § 51.215Certification/Skills:
    SPHR and/or CCP certification preferred.

    Minimum Education:
    Bachelor’s degree in Human Resources, Business Administration, Psychology, Communications or related field.
    Master’s degree preferred.

    Minimum Experience:
    Eight (8) years experience in Human Resources or Finance with a minimum of 3 years of direct Compensation experience.

    Physical Requirements:
    Exerts up to 20 pounds of force occasionally and/or up to 10 pounds frequently and/or a negligible amount constantly to move objects.

    Security Sensitive:
    This job class may contain positions that are security sensitive and thereby subject to the provisions of Texas Education Code § 51.215


    University of Texas Health Science Center at Houston (UTHealth)

    Established in 1972 by The University of Texas System Board of Regents, The University of Texas Health Science Center at Houston (UTHealth) is Houston’s Health University and Texas’ resource for health care education, innovation, scientific discovery and excellence in patient care. The most comprehensive academic health center in the UT System and the U.S. Gulf Coast region, UTHealth is home to schools of biomedical informatics, biomedical sciences, dentistry, nursing and public health and the John P. and Kathrine G. McGovern Medical School. UTHealth includes The University of Texas Harris County Psychiatric Center, as well as the growing clinical practices UT Physicians, UT Dentists and UT Health Services. The university’s primary teaching hospitals are Memorial Hermann-Texas Medical Center, Children’s Memorial Hermann Hospital and Harris Health Lyndon B. Johnson Hospital.

    UTHealth Benefits

    UTHealth offers a comprehensive and competitive benefits package. For more information on our benefits programs please refer to the UTHealth Office of Benefits Website.


  • December 10, 2018 3:00 PM | Ralph Chapman

    JOB POSTING #649
    TITLE: Total Rewards Director
    INDUSTRY: Healthcare
    LOCATION: Dallas, TX
    COMPENSATION: Depends on experience
    RELOCATION: Local candidates preferred

    - New role to help propel the company’s Total Rewards programs/process/policies forward
    - Design, develop, implement, and communicate a variety of Total Rewards programs/process/policies to help the company attract and retain great talent
    - Emphasis of the role will be on Benefits first as they improve and make changes to their current Benefits offerings
    - Will also lead the team handling all aspects of employee engagement
    - Reports to the SVP of HR

    - 10+ years of Total Rewards experience with a benefits focus/emphasis
    - Experience working closely with company executives
    - Experience developing individuals and teams
    - Someone who is very strategically minded, but also able to be hands-on as needed
    - Experience creating and managing innovative/compelling benefits and compensation programs/process/policies in a fast-paced, changing environment
    - Analytical expertise as well as strong written and verbal communication
    - Strong influencing skills
    - Bachelor’s Degree

    To apply, please visit: http://www.hrsearchpros.com/job-openings.html OR

    CONTACT: Ralph Chapman

    Email: Rchapman@HRSearchPros.com

    Please reference the JOB POSTING # and the JOB TITLE in the subject line of your email.

    Please rest assured your information will be kept confidential. We will review your resume and if your background matches our client’s requirements, we will get back to you right away. Either way, we will keep you in mind for other searches we are working on.

    We look forward to staying in touch! Thanks again!


    www.HRSearchPros.mobi (website to use while on your mobile device)

    *** The Executive Search Partner for HR Professionals ***

    Be sure to connect with me on any of the following websites:
    LinkedIn: http://www.linkedin.com/in/ralphchapman
    Facebook: http://www.facebook.com/HRSearchProsInc
    Twitter: http://twitter.com/hrsearchpros

  • November 07, 2018 4:48 PM | Christine Stock

    The Director of Compensation develops, recommends, implements and administers all the compensation programs for CCHCS designed to attract, retain and motivate talent.   The Director of Compensation analyzes workforce statistics and trends, providing information and recommendations to management for continuous improvement and competitive strategies.  This HR Leader designs programs utilizing industry best practices, benchmarking and collaboration focused on rewarding, retaining and attracting a talented workforce. This leader collaborates with other members of the HR Leadership team in the implementation and execution of compensation programs, supporting the team through the creation of streamlined processes and procedures.  Additionally, this leader tracks and measures financial impact of compensation programs including adoption and usage of plans/programs.

    Reports to:                   Assistant Vice President of Human Resources

    Key Responsibilities: 

    • Develop and maintain salary systems, perform job evaluation and market analysis to align with business strategy, and attract, retain, and motivate employees.
    • Participate in compensation surveys and cost analysis of survey information. Recommend, develop and conduct surveys for specific needs, providing user-friendly and useful data for interpretation. Work with salary consultants for development of third-party surveys for specific positions/groups to obtain market data.
    • Consult with administrators, directors and managers concerning compensation, pay equity, performance appraisal, job analysis and related issues. Provide advice and assistance with compensation issues to management as well as other members of the HR team.
    • Provide formal education to managers for compensation policies, practice and theory, workforce statistics trends and analysis and legal compliance issues (FLSA, etc.). Review, recommend and implement compensation related Human Resource policies consistent with the health care system’s strategic objectives.
    • Develop, administer and maintain performance appraisal systems. Lead the development of the company’s annual merit process.   Benchmarking short-term and long-term incentive programs.
    • Optimize and execute enterprise-wide executive compensation programs and processes in the areas of salary pay planning, executive compensation, reward & recognition programs, incentives, and performance management.
    • Maintain understanding of the market with respect to compensation through participation in professional organizations and publications, mass media, market data, workforce feedback and other available information to continuously examine and improve compensation programs for the welfare of both the health care system and all employees.
    • Lead a team of compensation professionals; ensure team has a thorough understanding of

      the business to align with and address complex needs.

      Education, Certification, and Experience:

      ·       Bachelor’s degree in Business, Finance, Human Resources, or related area is required.

      ·       MHRM or MBA preferred. Certified Compensation Professional (CCP), CEBS, and/or PHR preferred.

      ·       Min. of 7 years of Human Resources and/or Finance experience with at least 3 years in a compensation leadership role, forming sound broad-based compensation underpinnings.

      ·       3 years of executive compensation experience is preferred.

      ·       Broad based knowledge of HR and payroll operations best practices and compliance.

      ·       Ability to select, develop, coach, counsel and motivate others.

      ·       Action oriented and adept at working in a fast-paced, growing organization.

      ·       Strong project management experience with knowledge of full project life cycle, including business process design, documentation, execution and change management

      ·       Demonstrated experience building strong client relationships. Demonstrated focus on excellent customer service skills.

      ·       Demonstrated consultative skills and experience influencing business decisions. Ability to work collaboratively across cultures and organization; ability to work independently and within a team environment.

      ·       Strong ability to identify, analyze, and solve problems, analyze complex ideas and data and translate into recommendations and presentations. Excellent analytical skills with ability to synthesize and analyze complex data to develop recommendations based on fact and logic.

      ·       Demonstrates good judgement in selecting methods and techniques for obtaining solutions

      ·       Demonstrated financial acumen. Ability to cost out recommendations, earn resources, and comply with budgets.

      ·       Advanced Microsoft Office Suite skills and the ability to generate desired information from existing information systems.


      Additional Information:


      DIRECT REPORTS:        2 (Sr. Compensation Analyst, Compensation Analyst) 

      COMPENSATION:          Base Salary, Bonus Plan, and Corporate Benefits provide an attractive compensation package. 

      POSITION LOCATION:  Fort Worth, Texas (Medical District)

      TRAVEL:                         +/- 10%

      RELOCATION:                Relocation assistance is available.  A local candidate is preferred.

      Interested candidates should forward their resume and compensation information to cstock@leapfrog-hr.com.


  • November 07, 2018 1:56 PM | Yolanda Crawford-Roach

    Looking for your next opportunity? If so, choose Parkland and discover what a meaningful job feels like. Whether you work directly with patients or use your talent to support our care, you’ll be part of a team that’s providing valuable health services to Dallas County residents. And here, you’ll have the opportunity to put all your skills to work, and the support to grow and advance in your job and your field. Step into a career that will make a substantial difference for our patients—and for you. We blend cultures, talents, and experience into an exemplary health and hospital system.  Parkland has earned distinction as one of America’s Best Hospitals by U.S News and World Report every year since 1994.

    Develop, implement, and administer the compensation system of the organization to include maintenance of the organization¿s pay and job structure. Serve as a lead and resource within the compensation team. Responsible for conducting job documentation and analysis, performing market analysis and aligning jobs within the organizations pay structure, and coordinating the performance management program. Provide expert consultative services to organizational leadership in the appropriate facilitation/application of the organizations compensation philosophy within respective departments and divisions in order to attract, retain, and motivate talent.




    Bachelors degree in business administration, human resource management, finance, or related field.


    Five (5) years of experience administering a compensation system as a Compensation Analyst or similar role. - Applicable experience within the healthcare industry is preferred.


     Certified Compensation Professional (CCP) through WorldatWork is preferred.

     Skills or Special Abilities:

     Must be able to successfully pass the Standard-level Microsoft Excel test, as established by Workforce Planning & Recruitment, with a minimum score of 80%.  


    Apply online: https://career4.successfactors.com/sfcareer/jobreqcareer?jobId=89721&company=Parkland&username=

    E-mail resume to Yolanda.crawford-roach@phhs.org

  • November 01, 2018 1:32 PM | Annie Daub

    SRS Distribution, Inc. is building a World Class HR organization and searching for a Compensation professional to join our team. The Compensation Analyst will be responsible for the administration of the Company’s compensation programs; as well as, leading the way on special projects regarding compensation initiatives. 


    Organization, flexibility, extraordinary customer focus and strong communication skills are essential in performing the duties of this position.   The essential duties & responsibilities of this position will be as follows:

    Compensation Design & Administration

    • Responsible for administering and assisting in the design of the Company’s approved compensation programs to include:
      • Base Wage Program
      • Annual Incentive Programs
      • Performance Based Incentive Programs
    • Conduct annual compensation bench-marking studies to ensure SRS is paying market competitive wages
    • Develop and maintain all Compensation Plan Documents / Summary Plan Descriptions (SPDs)
    • Design, develop and disseminate reporting of HR metrics
    • Analyze existing and proposed programs, policies and practices to ensure they are compliant, competitive, and cost effective
    • Review salary adjustments to ensure actions are within established guidelines and policies
    • Assist with the preparation of Compensation Committee materials
    • Generate ad hoc compensation reports by utilizing Workday, Excel, and Access.

    Additional Responsibilities

    • Provides analytics and ad-hoc reports for all compensation, Federal & State regulatory requirements and for internal use
    • Develop and maintain all Compensation Summary Plan Descriptions (SPDs)
    • Proactively identifies areas for opportunity and recommends solutions for continual improvements


    • Strong analytical skills with excellent attention to detail
    • Working knowledge of compensation
    • Knowledge of all applicable Federal & State regulations pertaining to employer compensation practices.
    • Advanced interpersonal, communication and organizational skills
    • Strong customer service focus
    • Excellent planning and prioritization, problem solving, and business partnering skills
    • Ability to influence and successfully implement organizational changes


    • Bachelor's degree in Business from an accredited University/College with an emphasis in Human Resources, Accounting, Finance or a similar area of study
    • Minimum of 3 years of experience administering compensation programs for a large multi-state organization
    • Experience working with HR systems (e.g. Workday)
    • Demonstrated proficiency in using Microsoft Office Products (MS-Word, Excel, Access & PowerPoint)
    • Advanced user of MS-Excel required; we will test.
    • CCP Certification preferred but not required

    Interested candidates please apply here https://srsdistribution.wd1.myworkdayjobs.com/SRS/job/McKinney-TX/Compensation-Analyst_REQ2369-1

    Call Annie Daub at 469.270.2841 for additional questions after applying.

  • October 25, 2018 5:11 PM | Jana Shook

    Forterra is currently recruiting for a Compensation Manager to work in our corporate offices in Irving, TX.

    The compensation manager (as an individual contributor) is responsible for managing the compensation function for the business. The compensation manager plans, develops and implements innovative compensation programs, policies and procedures in support of achieving company's goals, along with attracting and retaining industry-leading talent . This position is also responsible for ensuring through audits, legal reports and personal interactions that company compensation programs are consistently administered in compliance with company policies and government regulations.

    Forterra is a leading manufacturer of pipe and products in the U.S. and Eastern Canada for a variety of water-related infrastructure applications, including water transmission, distribution and drainage. The company generated pro forma net sales of $1.5 billion in 2017.  Based in Irving, Texas, Forterra employs more than 5,000 people and operates more than 88 facilities, with products available throughout the U.S. and Eastern Canada. 

    Essential Responsibilities & Tasks

    • Contributes to the development of a company-wide Total Rewards Strategy and Compensation Philosophy, effectively balancing the need for both internal equity and external competitiveness.
    • Monitors the effectiveness of existing compensation policies, guidelines and procedures, proactively identifying plan design improvements that are cost-effective, motivate the right behaviors, align with Forterra philosophies and culture, and are market competitive. Provides advice to corporate staff on pay decisions, policy and guideline interpretation, and job evaluation, including the design of creative solutions to specific compensation-related programs.
    • Manages the administration of both annual programs (merit cycles) and ad-hoc  compensation actions (executive, exempt and nonexempt cash compensation programs)
    • Manages Annual Incentive Program for eligible employee population.
    • Supports the development and execution of appropriate sales incentive plans.
    • Develops techniques for compiling, preparing and presenting data.
    • Participation in, conducts and/or purchases exempt and nonexempt salary surveys to ensure corporate compensation objectives are achieved.
    • Performs market pricing data on benchmark jobs in an effort to develop a salary structure. 
    • Keeps apprised of federal, state and local compensation laws and regulations to ensure company compliance.
    • Make recommendations on any compensation planning system requirements and configuration changes that will enhance the overall user experience during the annual merit and AIP cycles.  Work with HRIS team to ensure changes are tested and working as needed. 
    • Supports the development and execution of a comprehensive communication strategy around the full Forterra employment value proposition
    • Manage the Company’s Equity Program


    • Business Acumen
    • Communication
    • Consultation
    • Critical Evaluation
    • Ethical Practice
    • HR Expertise
    • Leadership & Navigation
    • Relationship Management

    Supervisory Responsibility

    This position will be an individual contributor role, as a “working” Compensation Manager.

    Work Environment

    This job operates in a professional, office setting. This role routinely uses standard office equipment such as laptop computers and smartphones.

    Physical Demands

    The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

    This is largely a sedentary role; however, some filing is required. This would require the ability to lift files, open filing cabinets and bend or stand as necessary.

    Position Type and Expected Hours of Work

    This is a full-time exempt level position. Days and hours of work are Monday through Friday, 8:00 a.m. to 5 p.m. Occasional evening and weekend work may be required as job duties demand.


    Occasional travel may be required in conjunction with any new program rollouts.

    Minimum Qualifications

    • Bachelor's degree or equivalent experience in business, human resources or related field.
    • Six to eight years of progressively responsible experience in compensation.
    • Knowledge of government regulations as they apply to compensation base and incentive compensation programs, company policies, and operations.

    Preferred Education and Experience

    SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) credential or Certified Compensation Professional (CCP) designations preferred. 

    Additional Eligibility Qualifications

    Strong interpersonal skills in dealing with top management.

    Other Duties

    Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

    Benefits & Compensation

    We know that our employees are critical to our overall success. We are dedicated to investing in their future to maintain long-term relationships for lasting commitments. We offer a comprehensive package of compensation and benefits programs which are regularly reviewed to maintain them at competitive levels. 

    Forterra is proud to be an Equal Opportunity Employer, committed to workplace diversity. M/F/D/V

    Your salary will be commensurate with your work experience and relevant skills.

    No Search Firms please. Send resume' to jana.shook@forterrabp.com

  • October 17, 2018 4:20 PM | Deleted user

    Enlink Midstream has an immediate need for a Compensation Analyst for its downtown Dallas headquarters. 

    Responsibilities: Assist with the design, development, implementation, and administration of compensation policies, procedures, practices, and programs. Will research all relevant labor markets to ensure market competitiveness of pay philosophy and pay ranges; will also provide general HR support as needed, including new hire offer review and recommendations.


    • Bachelors Degree
    • 2 or more years of experience in compensation administration within a corporate HR department
    • Strong Excel skills
    • Strong written and verbal communication skills
    • Strong familiarity with federal and state regulations related to job classification and pay practices

    For consideration, please send your resume to: joe.ryan@enlink.com .

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