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  • May 23, 2018 11:30 AM | Wesley Suitt

    Compensation Analyst

    Dallas, TX  (Farmers Branch)

    Application link - https://clubcorp.jobs.net/en-US/job/compensation-analyst/J3P17S63TH4HG4TG13P 

    ClubCorp

    The Compensation Analyst leads administration of compensation programs for pay incentives and commissions.  Distribute communication of payout results with personalized pay sheets to participants.  Provides historical reports to demonstrate the effectiveness of the each program.  Develop and update compensation plan documents. Develop Holiday Fund payout worksheets for the clubs and assist clubs with payout questions.

      •  Serves as the compensation administrator for the Oracle modules to assist with the configuration in workforce compensation, calculate incentives and generates compensation reports.   Maintains current incentive data in Oracle on the Employee Partners records for incentives. 
      •  Participates in the implementation of various components of the compensation programs. Conducts analysis on compensation projects regarding compensation programs.
      •   Investigates and recommends resolution on pay compliance matters. Provides relevant data to the legal team for legal matters. 
      • Delivers consultative compensation / pay support to the business and coordinates activities to ensure equitable compensation practices. Help manage and develop a job/pay grade structures in HCM.
      •  Conducts analytical data work and prepares recommendations using compensation techniques, methods.
      • Benchmarks base salary, incentive and salary compensation programs, ensuring the corporation's competitive position. Evaluates job duties and makes pay recommendations based on market conditions and internal pay equity.
      • ADP Comp payment loads and plan payout schedule. (Via Rapid Pay Data Entry or Import Files)
      • Assist the Risk Department with analysis for the Workers Compensation Manager.  

    Qualifications

    •  Requires a bachelor degree or equivalent combination of education.
    •  Requires at least 7 years of compensation experience.
    •  Strong mathematical aptitude and skills required, with exceptional logical thought processes and reasoning ability.
    •  Oracle compensation module experience a plus. 
    •  Strong Microsoft Excel skills including the ability to analyze data and create meaningful information. 


  • May 10, 2018 9:56 AM | Jenni Porshakin (Administrator)

    Executive Compensation Sr. Manager

    $120-130k compensation hiring range

    Dallas, TX  (Plano)

    Applicants can apply to Chris Lecocke at  clecocke@jcp.com.  

    J.C. Penney Company, Inc.

    The Executive Compensation Senior Manager leads, manages and administers JCPenney's executive compensation strategy. Candidate should demonstrate mastery of Executive Compensation for public companies.  Candidate possesses strong ability to influence and navigate through ambiguity. Strong EQ and charisma are vital in this highly visible role. Reports to the Director, Compensation at JCPenney’s Home Office.

    • Leads the strategy, development and coordination of Compensation Committee materials.
    • Exhibits extensive awareness and knowledge of executive compensation conditions, including current and future trends, ongoing legislation affecting executive compensation, and monitor applicable SEC, accounting and tax regulations to ensure compliance with all applicable regulations.
    • Influences senior leadership and makes recommendations that drive outstanding talent retention and acquisition at the executive level.
    • Conduct ad-hoc compensation analyses and research projects.  Identifies and seeks multiple data-points to evaluate and assess effectiveness of executive compensation programs.  Evaluate executive positions and develop appropriate compensation recommendations.
    • Exhibits strong familiarity with tax rules and financial regulations relevant to executive compensation (162m, 409A, ISS, Glass-Lewis, 280G, etc).
    • Assist with the completion of the proxy statement, 10-K, footnote disclosures and other ad-hoc reporting and disclosure requirements.
    • Collaborate with internal partners, including Legal, Tax, Accounting, Finance and Payroll.  Provides guidance on executive compensation programs to HR partners.
    • Oversee the global stock plan administration for JCPenney.
    • Bachelor’s degree.
    • Possesses a minimum of eight (8) years of compensation experience at a large public company; specializations in executive compensation highly preferred.
    • Consulting background is highly preferred
    • Project Management skills required.
    • Candidate can demonstrate strong knowledge and fundamental understanding of executive compensation design and technical expertise in total rewards strategy.
    • Knowledge of IRS and SEC laws governing executive compensation required.
    • Must possess strong analytical and quantitative skills, including knowledge of accounting principles.

  • May 09, 2018 7:35 AM | Karen Fox

    Apply here: https://www.corpsteam.com/job-posting/details?id=12337

    Our client is a global Fortune 500 company located in Arlington, TX seeking a Director, Compensation and HRIS.

    This high-profile role reports directly to the division VP, Human Resources and will work closely with the senior division leadership team and division Presidents. This is a great opportunity to be at the center of a streamlined process! This person will be a dynamic leader who will be on the leading edge of the compensation and HRIS field, creating innovative improvements in their ability to manage people data, analytics, and insight-generation. Must have extensive experience successfully implementing SuccessFactors in a global company and 10+ years of progressively responsible experience in compensation and HRIS. Professional executive presence and communication skills are expected.

    Duties and Responsibilities:    

    • Lead the integration of Compensation and HRIS projects and objectives.  Identify and communicate with stakeholders, secure required resources, and ensure timelines are met. 
    • Recommend strategies and direct the development, implementation and administration of compensation programs.  
    • Participate in the research, development, and administration of assigned compensation programs; monitor program success and continuously improve.
    • Analyze compensation outcomes, draw conclusions and make recommendations. Work on projects such as compensation deep dives, market data benchmarking, performance rating analysis and compensation compliance.
    • Play a governance role in the creation, consultation, and review of job architecture and descriptions, compensation policies and processes. 
    • Manage and oversee HRIS.  Lead the HRIS team by providing in depth knowledge of all reporting, data integrity, and system requirements while ensuring accuracy, completion, protection, and privacy of employee data.   
    • Establish workforce analytics function, providing insights to inform senior leadership and Human Resources of workforce trends.  Design and implement a reporting and data strategy.  Analyze people data to identify trends, ensure data quality control, align with market best practices and develop reports.
    • Train end users on SuccessFactors capabilities, creating a simple, efficient and exceptional employee and leader experience with the system.
    • Direct the development and implementation of compensation and HRIS policies and procedures to ensure compliance with applicable laws, rules, and regulations related to compensation and data privacy.
    • Administer and monitors the HRIS budget including allocating resources and approving expenditures. 

    Qualifications:

    • 10+ years of progressively responsible experience in compensation and HRIS in a global and/or aerospace and defense company, including 5 years of managerial experience
    • Must have extensive experience successfully implementing SucessFactors in a global company
    • Operate with a sense of urgency and a bias for action while showing strong attention to detail and follow-up in a hands-on, lead from the front fashion
    • Excellent planning, time management, collaboration, decision making, organization, presentation and negotiating skills.
    • Demonstrated success in leading, supervising, managing and developing individuals and high-performance teams
    • Proven experience in developing financial models to administer compensation programs, including application of financial management (P&L, balance sheets, forecasting, and budgets) to ensure return on investment.
    • Excellent oral and verbal presentation skills with extensive experience creating and delivering presentations to senior leaders
    • Professional executive presence and communication skills
    • Track record of managing large, global projects with diverse constituencies, tight deadlines and competing priorities.  Lean / Six Sigma experience strongly preferred.
    • Comfortable managing several projects at once and help key decision makers make sound choices by analyzing data and working on critical issues.
    • Bachelor of Science or Administration in a business discipline; MBA strongly preferred



  • May 03, 2018 8:39 AM | Anonymous

    Please submit applications to:

    External Posting URL

    https://hp.wd5.myworkdayjobs.com/ExternalCareerSite/job/Houston-Texas-United-States-of-America/Executive-Compensation-Analyst_3027501-1

     

    Unique mastery and recognized authority on relevant subject matter knowledge including technologies, theories and techniques. Contributes to the development of innovative principles and ideas. Successfully operates in the most complex disciplines, in which the company must operate to be successful. Provides highly innovative solutions. Leads large, cross-division functional teams or projects that affect the organization's long-term goals and objectives. May participate in cross-division, multi-function teams. Provides mentoring and guidance to lower level employees. Routinely exercises independent judgment in developing methods, techniques and criteria for achieving objectives. Develops strategy and sets functional policy and direction. Acts as a functional manager within area of expertise but does not manage other employees as a primary job function.

    Responsibilities:

    • Applies total rewards subject matter expertise in multiple areas of specialization to design and develop total rewards programs of the highest complexity.
    • Identifies areas for improvement to total rewards strategies and contributes to development of total rewards strategy.
    • Communicates with senior managers to deliver guidance and desired results for compensation and benefits programs.
    • Manages compensation and benefits projects that impact employees in multiple countries, regions, or businesses.
    • Is accountable for impact analysis of compensation and benefits initiatives and the financial and legal outcomes of programs.
    • May manage benefits delivery including partnering with vendors and selecting providers.
    • May contribute to the integration strategy for MADO transactions.
    • Leads multiple programs simultaneously.
    • Develops relationships with total rewards industry professionals and/or organizations in order to maintain current market trends knowledge for internal use.

    Education and Experience Required:

    • First-level university degree or equivalent experience; advanced university degree preferred.
    • Typically 10+ years related experience in compensation, benefits, finance, and/or human resources.

    Knowledge and Skills:

    • Complete systematic understanding of total rewards systems, as well as other HR functions.
    • Advanced knowledge of the regulatory environment as it relates to employee compensation and benefits, including emerging legislation.
    • Superior communication, leadership, consulting, influence, and negotiation skills.
    • Exceptional financial and business acumen.
    • Excellent project management, problem solving, and analytical skills, and the ability to execute a project within the scope of overall strategies.
    • Meets the licensing or certification requirements of the relevant country or region (e.g., Certified Compensation Professional (CCP) in the US.

     

  • April 27, 2018 2:27 PM | Deleted user

    What happens when you combine technology with travel? Sabre!

    Did you know that cutting-edge technology is used at Sabre by more than 1 billion people around the globe? Did you know that Sabre processes approximately 85,000 transactions per second for the largest industry in the world - travel and tourism?

    Now, that we have your attention, Sabre is an innovative technology company that leads the travel industry by helping our customers (and employees) succeed. We are looking for forward-thinking, creative people who take ownership of results and make things happen. If this sounds like you, consider joining our team.

    Position Summary:

    As a key member of the Global Sales Operations Team, the Senior Manager of Global Sales Compensation will lead all aspects of sales incentive compensation for Sabre Travel Network.  This includes driving the evolution of the Sales Incentive Plan (SIP) program, directing its annual launch, managing the monthly processing involved in the SIP, and analyzing and reporting on results of the program.  This role is also responsible for sales contests and other ancillary sales motivation programs (i.e. awards, etc.) that motivate and reward desired sales performance.

    Key Duties:

    • Directs the Global Sales Compensation team responsible for the planning and execution of the Sales Incentive Plan (SIP) program and ancillary sales motivation programs (i.e. awards, contests, etc.) to drive sales performance aligned with the goals of Sabre Travel Network.
    • Acts as a key member of the Global Sales Operations Leadership Team.  Collaborates with other members of the Global Sales Operations Leadership Team to drive global consistency, sales operations efficiency, and sales effectiveness.  Leads special projects as assigned.
    • Champions system, process, and program improvements that facilitate the efficient operation and effective reporting of sales variable compensation programs and ancillary sales motivation programs.
    • Leads the design/evolution, launch, processing, and results analysis/reporting for the Sales Incentive Plan (SIP) program and ancillary sales motivation programs (i.e. awards, contests, etc.). Ensures accurate and timely payment of sales incentive compensation and delivery of all non-monetary prizes.
    • ·         Manages and coordinates the setting of goals for global sales compensation.  Identifies metrics to measure sales compensation effectiveness.  Tracks and analyzes sales compensation performance against targets.
    • Identifies, assesses, and priorities opportunities to supplement SIP in order to capitalize on short-term business opportunities, address performance gaps, and further drive sales performance in line with Sabre Travel Network goals.  Recommends, designs, executes, and reports on ancillary sales motivation programs (i.e. awards, contests, etc.) to address these needs.
    • Designs, creates, and evolves all material (i.e. plan documents, payment calculators, templates, training materials, presentations, reports, communications, etc.) needed to process the Sales Incentive Program and ancillary sales motivation programs (i.e. awards, contests, etc.), enable and excite colleagues about these programs, and report to TN executives and sales leadership on their results.
    • Accurately interprets, counsels, and educates sales representatives and managers on sales plan mechanics, policy and guideline interpretations.
    • Partners with key constituents across the organization (e.g., Sales, Sales Operations, HR, Finance and Legal) to lead and evolve the governance model for the sales compensation programs.
    • Partners with Sales Operations and the Finance team to develop analytical tools to forecast plan expense and drive performance of the compensation plans through prudent plan design, ongoing review and evaluation.
    • Compiles and prepares data and executive presentations for senior management.
    • Defines and actively monitors sales metrics (changes in sales pipeline, forecasts, win/losses, expenses, etc.) to measure ROI of sales compensation programs and ancillary sales motivation programs (i.e. awards, contests, etc.).
    • Researches best practices and recommend plan and program revisions and/or new plans that are cost effective and consistent with business objectives.
    • ·         Acts as the subject matter expert in the area of sales compensation programs and other sales motivation programs.  Advises others in their effective use, implementation, and execution.

    Education:

    • Bachelor’s Degree or equivalent required.

    Experience and Skills:

    • 7+ years relevant professional experience working with sales compensation, sales operations, and or finance functions ideally in a business-to-business sales organization.
    • 3 years management/supervisory experience.
    • Experience preferred in the travel/GDS industry, a SaaS vendor, or the software industry. 
    • Global experience is a plus.

    Knowledge and Skills:

    • Deep knowledge and experience with best practices for sales compensation and sales motivation programs in a business-to-business (B-to-B) organization. Deep understanding of trends in sales compensation and sales motivation mechanisms.
    • Advanced understanding of sales compensation/motivation processes, systems, and metrics.
    • ·         Advanced ability and proven track record of consistently designing, launching, executing, and measuring the success of effective sales compensation/motivation programs that can be operated efficiently.
    • ·         Advanced ability to enable, train, and coach others on sales enablement/motivation mechanisms.
    • ·         Proven ability to identify and prioritize sales compensation/motivation requirements from multiple stakeholders.
    • ·         Proven ability to quickly define and execute standardized processes and enable others to do so as well. Successful track record of ensuring process compliance and driving improvements to standardized processes.
    • ·         Experience leading a sales compensation team in a global environment.
    • ·         Excellent organizational and project management abilities. Ability to lead and execute multiple projects simultaneously.
    • ·         Outstanding presentation, written, and verbal communication skills, including summarizing information for executive consumption.
    • ·         Outstanding analytical skills.
    • ·         Advanced Excel, Word, and PowerPoint skills.
    • ·         Fluency in English required.  Additional languages are a plus.
    • ·         Excellent ability to collaborate and work effectively in a team environment, including virtual teams. Strong ability to influence, educate, and enable others.
    • ·         Ability to forge solid internal and external customer relationships.
    • ·         Ability to influence others without formal authority.
    • ·         Self-directed with a start-up mentality.  Resourceful, innovative, and adaptable. Ability to foster innovation and creativity.
    • ·         Proven ability to succeed in a rapidly evolving environment, and skilled in change management.
    • ·         Strategic thinker with a strong commercial acumen displaying the highest ethical standards and impeccable character.
    • ·         Process improvement orientation and unquenchable desire to achieve higher levels of commercial effectiveness.


  • April 18, 2018 8:08 AM | Anonymous

    The Senior Compensation Analyst is an individual contributor responsible for analyzing, administering, and assisting with the development of global compensation processes and programs including job evaluation, merit, market surveys and studies, and salary structure development and maintenance.

     

    Principal Accountabilities

    Utilizing broad knowledge of industry practices and principles, consult with and advise managers on developing and implementing effective compensation solutions

    Conduct complex job evaluations, develop job documentation, assign positions to grades, and create job codes

    Conduct market analyses and maintain market data library

    Take the lead role in participating in and/or conducting salary surveys and additional benchmarking studies in order to analyze competitive positioning

    Assist management with the preparation of job descriptions and review requests for new/revised classifications to determine appropriate salary grade assignment

    Review and determine exemption status for positions in compliance with the Fair Labor Standards Act (FLSA)

    Research and monitor trends and best practices and recommend new approaches and programs that are effective and also consistent with corporate objectives

    Partner with Business Development during the bid and contract negotiation processes to provide guidance for calculating salaries and cost estimators for forward pricing rates; ensure compliance with various governmental regulations, such as the Service Contract Act (SCA), FLSA, and Sherman Antitrust Act

    Serve as business partner and contact to HR team members, providing timely assistance with position and job code development

    Assist with the development, implementation and administration of compensation policies and programs

    Develop and distribute compensation reports

    Assist in the annual merit and bonus programs

    Review proposed salary adjustments for conformance to established guidelines, policies and practices

    Ensure programs, practices and policies comply with applicable laws, regulations and DynCorp company policies

    Performs other duties as assigned

    Knowledge & Skills

    Advanced analytical skills;  Ability to analyze information, use logic to combine pieces of information to form general rules or conclusions, identify the strengths and weaknesses of alternative solutions, and evaluate results to choose the best solution and solve problems

    Excellent technical writing skills

    Ability to multi-task and effectively balance multiple priorities

    Ability to consult and influence management on the appropriate pay, bonus, and FLSA exempt/non-exempt status of positions

    Advanced working knowledge of compensation laws concerning federal and state regulations

    Proficient in Microsoft applications

    Proven ability to manipulate and analyze moderately complex data in Microsoft Excel and Access

    Knowledge of PeopleSoft HRMS modules preferred

    Excellent written and verbal communications skills with an ability to communicate with a wide variety of levels and positions within the organization

    Effective leadership and interpersonal skills with an ability to develop productive working relationships with others

    Good organizational, attention to detail and problem-solving skills

    Working knowledge of company’s policies and procedures preferred

    Experience & Education

    Bachelor’s degree, preferably in Business, Finance, Accounting, Human Resources, or an associated discipline

    Two years of relevant work experience may substitute for one year of educational requirements

    Four (4) years of relevant compensation work experience

    Certified Compensation Professional (CCP) preferred

    Physical Requirements/Working Environment

    Normal office environment

    Travel

    May require minimal domestic travel at less than 5% of the time


  • April 18, 2018 8:08 AM | Anonymous

    The Senior Compensation Analyst is an individual contributor responsible for analyzing, administering, and assisting with the development of global compensation processes and programs including job evaluation, merit, market surveys and studies, and salary structure development and maintenance.

     

    Principal Accountabilities

    Utilizing broad knowledge of industry practices and principles, consult with and advise managers on developing and implementing effective compensation solutions

    Conduct complex job evaluations, develop job documentation, assign positions to grades, and create job codes

    Conduct market analyses and maintain market data library

    Take the lead role in participating in and/or conducting salary surveys and additional benchmarking studies in order to analyze competitive positioning

    Assist management with the preparation of job descriptions and review requests for new/revised classifications to determine appropriate salary grade assignment

    Review and determine exemption status for positions in compliance with the Fair Labor Standards Act (FLSA)

    Research and monitor trends and best practices and recommend new approaches and programs that are effective and also consistent with corporate objectives

    Partner with Business Development during the bid and contract negotiation processes to provide guidance for calculating salaries and cost estimators for forward pricing rates; ensure compliance with various governmental regulations, such as the Service Contract Act (SCA), FLSA, and Sherman Antitrust Act

    Serve as business partner and contact to HR team members, providing timely assistance with position and job code development

    Assist with the development, implementation and administration of compensation policies and programs

    Develop and distribute compensation reports

    Assist in the annual merit and bonus programs

    Review proposed salary adjustments for conformance to established guidelines, policies and practices

    Ensure programs, practices and policies comply with applicable laws, regulations and DynCorp company policies

    Performs other duties as assigned

    Knowledge & Skills

    Advanced analytical skills;  Ability to analyze information, use logic to combine pieces of information to form general rules or conclusions, identify the strengths and weaknesses of alternative solutions, and evaluate results to choose the best solution and solve problems

    Excellent technical writing skills

    Ability to multi-task and effectively balance multiple priorities

    Ability to consult and influence management on the appropriate pay, bonus, and FLSA exempt/non-exempt status of positions

    Advanced working knowledge of compensation laws concerning federal and state regulations

    Proficient in Microsoft applications

    Proven ability to manipulate and analyze moderately complex data in Microsoft Excel and Access

    Knowledge of PeopleSoft HRMS modules preferred

    Excellent written and verbal communications skills with an ability to communicate with a wide variety of levels and positions within the organization

    Effective leadership and interpersonal skills with an ability to develop productive working relationships with others

    Good organizational, attention to detail and problem-solving skills

    Working knowledge of company’s policies and procedures preferred

    Experience & Education

    Bachelor’s degree, preferably in Business, Finance, Accounting, Human Resources, or an associated discipline

    Two years of relevant work experience may substitute for one year of educational requirements

    Four (4) years of relevant compensation work experience

    Certified Compensation Professional (CCP) preferred

    Physical Requirements/Working Environment

    Normal office environment

    Travel

    May require minimal domestic travel at less than 5% of the time


  • April 04, 2018 11:13 PM | Jenni Porshakin (Administrator)

    Candidate Contact:

    Rosalie Korniak, Corporate Recruiter

    Rosie.korniak@employbridge.com

    812.447.4337


    We are seeking a professional Benefits Manager to join our team in Dallas, TX!  If you are a seasoned Benefits Manager who possesses the attributes to execute and grow a successful Benefits team, and is hungry for the opportunity to learn and grow with an industry leader then we would love to speak with you!

    What do we offer?

    Compensation for this Benefits Manager role will include a competitive base salary and lucrative annual bonus plan! We also offer a competitive benefits package that includes medical, dental, vision, short & long-term disability, and life insurance along with a Wellness Program, a generous PTO structure, and a 401K plan.

    Summary/Objective

    The Benefits Manager is responsible for administration of employee benefits in all company operations. The incumbent utilizes knowledge, research and expertise to determine our competitive position in employee benefits. He or she develops, recommends and implements approved new or modified plans and employee benefits policies. She or he manages the administration of existing plans while assuring maximum coverage at the least possible cost to us and our employees.

    Essential Functions

    With or without reasonable accommodations, the Benefits Manager must perform the following functions.

    • Manage the relationship with our Health Care broker. Partner effectively with the broker to:
      • Manage a complex combination of fully insured and self-funded employee benefit plans including: medical, dental, vision, life insurance and disability plans, along with an effective wellness program.
    • Advise CFO, CHRO, business leaders, and other senior management on the status of benefits plans
    • Develop specifications for new plans and compare existing company benefits with those of other employers; by analyzing other plans, surveys and external sources of information.
    • Analyze these results and develop specific recommendations for review by management.
    • Recommend classes of eligible employees for new or modified plans. Develop census data and solicit insurance companies for quotations. Evaluates quotation and make recommendations to management. Develop company cost information for new plans and make premium cost share recommendations to management.
    • Implement approved new plans or changes to existing plans by preparing announcement materials, plan summary documents and other media for communicating plans to employees
    • Prepare and execute, with legal consultation, benefits documentation, such as original and amended plan texts, benefit agreements and insurance policies. Instruct insurance carriers, trustees and other administrative agencies outside the company to effect changes in benefits program. Ensure prompt and accurate compliance.
    • Develop benefits information and statistical and census data for actuaries, insurance carriers and management.
    • Advise senior management on the status of benefits plans, the legal environment, anticipated cost changes, and recommended strategies to mitigate financial risk.
    • Partner effectively with the vice president of human resources and the compensation manager.
    • Assure company compliance with federal, state and local laws including the Employee Retirement Income Security Act and the Affordable Care Act. Supervise preparation of reports and applications required by law to be filed with federal and state agencies, such as the Internal Revenue Service, Department of Labor, insurance commissioners, and other regulatory agencies. Review and analyze changes to state and federal laws pertaining to benefits, and report necessary or suggested changes to management. Coordinate company benefits with government-sponsored programs
    • Oversee work of the Benefits Call Center to ensure benefits inquiries and complaints are addressed quickly, respectfully and accurately.
    • Obsessively manage quality control, ensuring that data transfers are accurate and timely.
    • Supervise maintenance of enrollment and claims records for all benefits plans.

    Requirements

    • Bachelor's Degree required; Master's Degree preferred
    • Certified Benefits Professional certification strongly preferred
    • Demonstrated knowledge of the regulatory environment for benefits programs, designing and administering health and welfare plans, and the selection/management of outsourced partners
    • Ability to perform the following key competencies
      • Prioritization, Teamwork, Organizational Awareness, and Problem Solving
    • Strong experience managing both self-funded and fully insured health plans.
    • Minimum of five years as a benefits or total rewards manager
    • Excellent communication skills
    • Ability to apply critical evaluation to all situations
    • Experience in reviewing financial documents
    • Strong leadership and coaching abilities

    Supervisory Responsibility

    This position manages all benefits staff and is responsible for the performance management and hiring of the employees within that department.

    We are an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.



  • April 04, 2018 4:26 PM | Deleted user

    Whataburger is looking for a Compensation Analyst specializing in sales incentive compensation and plan design. This position would require relocation to San Antonio, Texas. 

    People make the difference at Whataburger. We take pride in our work, take care of each other and love serving our customers. Join our family and we’ll work hard to instill values and skills that will serve you well no matter where your journey leads.

  • April 02, 2018 3:20 PM | Lynn Rohleder

    At CEC Entertainment, we build careers around great food, family and fun! Our purpose and our passion is to create the best place for kids and families to eat and play!

    CEC Entertainment has an exciting opportunity for an experienced Compensation & Incentives Analyst to join an energetic, results-driven HR team.  The desired candidate possesses a strong background in compensation and incentive plan design and administration, pay analytics/modeling and project management.  We are seeking an Excel expert that loves to transform data and knowledge into meaningful compensation initiatives that support company growth and talent retention. 

    Primary Roles and Responsibilities:

    ·         Perform all duties and responsibilities with a friendly sense of urgency in support of our corporate objectives, including: "If you are not serving the Guest, serve someone who is."

    ·         Participate in the design, implementation and communication of short and long-term incentives aligned with business performance objectives. Conduct miscellaneous analysis and modeling to identify optimal plan design and monitor plan success

    ·         Provide daily subject matter expertise and compliance oversight of the organization’s salary administration process; Gather performance metrics and apply advanced Excel knowledge to initiate accurate monthly, quarterly and annual operations and management bonus processing for U.S. and Canadian operations

    ·         Participate in relevant annual compensation surveys. Assist in the HRIS (Workday HCMS) configuration and maintenance of the company’s pay structure and pay ranges, using appropriate market data and compensation practices. Monitor employee pay to market ratios and assure pay is in compliance with applicable federal, state, provincial and local laws and regulations

    ·         Evaluate roles within the organization to ensure proper U.S. FLSA/Canadian Ministry of Labour classifications, grade assignment and job family alignment

    ·         Plan and implement the annual performance evaluation and merit processes to ensure timely, accurate completion, meaningful performance differentiation and labor budget achievement; Leverage HRIS technology (Workday HCMS) to integrate best practices and processes

    ·         Keep abreast of compensation trends and regulations, ensuring that programs and pay actions meet business needs and comply with applicable federal, state, provincial and local laws/regulations

    ·         Assist in maintaining company job description library; Ensure that all job descriptions reflect best practice in containing well-articulated essential job functions

    ·         Train new leaders on the company’s compensation philosophy, programs and processes

      Qualifications:

    ·         Bachelor’s degree in Human Resources Management, Business, Finance or related field, or equivalent experience, demonstrating solid quantitative skills

    ·         Certified Compensation Professional (CCP) preferred

    ·         Minimum 2-5 years of experience in the analysis, design and administration of compensation programs, including sales and management incentive programs and long-term incentives

    ·         Demonstrated knowledge of total compensation theory, job classification principles and job evaluation methodology

    ·         Demonstrated knowledge of U.S. federal and state regulations around compensation practices. Knowledge of Canadian federal and provincial compensation regulations a plus!

    ·         Experience in the collection, analysis and determination of market salary and total compensation data

    ·         Experience with pay structure automation and online salary/merit administration and performance management process (Workday HCMS experience a plus!)

    Required Skills:

    ·         Strong analytical and quantitative skills for financial modeling, salary structure design, incentive plan design, market benchmarking and job evaluation

    ·         Proficiency with MS Outlook, Word and PowerPoint; Demonstrated Advanced Microsoft Excel skills

    ·         Must be a detail-oriented self-starter who can work independently and follow broad and complex instructions

    ·         Must be able to maintain the highest level of confidentiality with all matters

    ·         Strong organizational skills to manage multiple projects from concept to finish

    ·         Strong interpersonal/collaboration skills; ability to interface with all levels within the organization and external partners

    ·         Relentless focus on customer satisfaction

    ·         Excellent communication (written and verbal) skills and presentation skills

     

    Physical Demands

    To perform the duties of this position, the incumbent must have the ability to sit, walk, stand, bend, twist, reach, and carry, lift, pull, push between 1 – 25 lbs. Incumbent must use a computer, with repetitive movement of both hands. Incumbent must be able to work an 8-hour shift, with some overtime. Incumbent must also be available to travel to various locations by airplane or by operating a vehicle if needed.

    Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions is included. 

    The Company

    For over 40 years, CEC Entertainment has proudly served as the nationally recognized leader in family dining and entertainment and the place Where A Kid Can Be A Kid®. As the award-winning, number-one, kid-friendly restaurant for millions of families across the world, the company and its franchisees operate a system of more than 600 Chuck E. Cheese's stores located in 47 states and 11 foreign countries and territories, and a system of over 140 Peter Piper Pizza franchise and company-owned locations. More than 17,000 employees are dedicated to ensuring Every Guest Leaves Happy!

    Benefits

    CEC Entertainment offers a wide variety of benefits including medical, dental, vision, life, disability and 401(k) to eligible U.S. employees as part of their overall employment package. We also offer job training and career growth opportunities.

    *       *       *

    At CEC Entertainment, we believe that our workforce should reflect the diverse backgrounds, experiences and perspectives of the many guests we serve. As an Equal Opportunity Employer, we do not discriminate against applicants due to race, ancestry, color, gender, gender identity, sexual orientation, national origin, religion, age, physical or mental disability, pregnancy, veteran status, or on the basis of any other federal, state or local protected class. Employment is contingent upon a successful background check and drug screen. Applicants must be eligible to work in the United States.

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