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  • March 21, 2018 11:14 AM | Deleted user
    The Compensation Manager is a hands-on compensation professional responsible for the development and implementation of effective compensation programs across the DexYP organization. This role works under general direction of the Assistant Vice President of Human Resources to oversee and manage the design, planning, administration, implementation, and communication of the organization's broad-based and executive pay programs, and ensures all compensation programs support the organization's strategic objectives and meet legal requirements. Please note this position does not have any direct or indirect reports.

    Directly manages the design, implementation, and administration of compensation programs including job evaluation, salary structure and administration, incentive programs, pay area differentials, and recognition programs.

    Prepares presentation materials, along with supporting documentation and analyses, for Board and Executive Committee meetings.

    Provides counsel to human resources business partners regarding pay management practices and issues.

    Oversees the participation in salary surveys and recommends changes to ensure the maintenance of the organization's compensation objectives and competitive position in the marketplace.

    Additional Knowledge, Skills and Abilities:
    • Significant leadership experience in compensation design and administration
    • Full knowledge of compensation and other human resources related principles, practices, regulations, and standards
    • Strong verbal and written communication skills
    • Solid leadership, presentation, analytical, and problem solving skills
    • Knowledge of Microsoft Office software, HRIS applications such as Ultimate Software / UltiPro (or similar) , compensation specific applications such as IBM's Kenexa tools (or similar) for housing multiple salary surveys and job descriptions, and SAP's SuccessFactors application (or similar) for employee performance and compensation
    • Advanced Microsoft Excel skills
    • CCP strongly desired

    Education and Experience:
    Bachelors Degree and 6-10 Years of Experience

    Must be 18 years of age or older.
    Must successfully complete pre-employment screening process
    Must successfully complete any required training or orientation courses

    At DexYP, we champion and empower our clients to thrive in today's competitive environment and we feel good about that. We specialize in providing them the tools they need to compete against the big guys, the national chains that are dominating the marketplace. These tools will save them time, money and keep them connected with their customers, wherever they may be. They also allow them the ability to control their operations at anytime, anywhere, from the palm of their hand.

    Why choose DexYP?
    Our team members are our most valued asset. We give them the chance to grow their skill set and take their career as far as possible. They work hard, make great money and have fun doing it. You'll be a part of a strong and stable company that's current client base exceeds 700,000 and who's forecasted 2017 sales are over $2 billion. You'll feel good about what you do and that you're making a difference by supporting local business across the country to help ensure they continue to succeed and survive.

    Please apply directly to the link below:


    DexYP is an Equal Opportunity Employer
  • March 15, 2018 10:53 AM | Bill Langley

    Salary Range: $53,100 - $69,100

    The Director of Benefits & Compensation assists the Vice President for HR in the daily management of the Office of Human Resources and the delivery of human resources services and programs. In addition, the Director is responsible for managing and administering several core human resources functional areas including benefits administration (health benefits, ancillary benefits and retirement), wellness, compensation, and HR systems/data management as they pertain to Benefits, Compensation, and leave administration.

    The Human Resources Department is currently undergoing reorganization. Although the essential functions of this position will largely remain as stated in this job description, there may be some changes to the title and/or reporting structure of the position.

    Contact: Alicia Silva in Human Resources at (405) 682-7542, Monday through Friday between the hours of 8:00 AM and 5:00 PM.

    Deadline to apply: April 9, 2018

    Link for more information and to apply: https://www.occcjobs.com/postings/14011

  • March 13, 2018 8:07 PM | Jenni Porshakin

    This is a confidential search for a client located in Richardson, TX

    Title: Compensation Manager

    Compensation Range: $90-105K plus bonus

    Location: Richardson, TX

    Contact Information for applicants: Justin Bloom, jbrptechnologies@gmail.com

    Compensation Manager

    The Compensation Manager is responsible for the analysis, program administration and implementation of compensation programs consistent with the goals and objectives of the company. Provides advanced consultative technical expertise, guidance and recommendations on base pay management and incentive programs.

    Essential Duties and Responsibilities:    


    • Manages and creates job documentation, analyzes and conducts evaluations. Includes reviewing job information with clients and providing guidance, analyzing published survey data, identifying comparable external and internal positions, and formulating salary and grade recommendations such that they are externally competitive and internally equitable.
    • Plays a lead role in the design and administration of base pay and incentive programs, including salary increases, the Annual Bonus Plan and recognition programs. Includes conducting advanced audits, creating financial modeling, responding to inquiries, submitting requests for processing to payroll, providing guidance on payment administration, creating Excel worksheets, formulas and workflow design.
    • Manages compensation survey input and analysis. Includes collection of data, running reports, job matching, interfacing with survey vendors, communicating with internal clients company-wide and adhering to several deadlines simultaneously.
    • Develops and communicates recommendations on salary structure design and administration. Conducts ad-hoc surveys and market research to identify market trends and monitor market sensitive jobs.
    • Ensures compliance with applicable employment-related federal and state statutory requirements regarding employee pay. Stays up-to-date on current Compensation-related legislation and trends.
    • Plays a lead role in supporting compensation business processes for performance management using the systems for goal planning and performance management. Manages the life cycle of the performance management process, to include communicating timelines, coordinating training efforts and ensuring that employees and managers meet all expected deliverables.
    • Communicates and works in partnership with HR team members, sales operations and Finance on compensation initiates, projects and systems. Leads the design and updating of tools

    Meeting Notes: 3 most important things this person needs to have experience with is: salary surveys, Job Description Libraries, Process monthly bonuses which are approximately 150 p/mth on 10 different bonus plans those getting the bonuses will be Ops, Corporate and Export

    • Have 7-10 yrs. experience in compensation and no less than 5 years working with salary surveys, Job Description Libraries, monthly bonuses
    • Must be able to handle changing priorities and focus
    • Need to have great communication and presentation skills
    • Experience working with hourly employees all the way up to C-level Execs
    • Needs to be very confident and work with all levels of employees
    • Extremely proficient in Excel (write formulas) and PowerPoint (build graphs)

  • February 14, 2018 10:13 AM | Deleted user


    The Senior Compensation Analyst is charged with supporting the organizations Compensation programs, processes and strategy to ensure that Hunt Consolidated Inc., employees are being compensated at an optimal level, aligned with our strategy and externally competitive. The Sr. Analyst will be responsible for the development, implementation and administration of the company’s salary and bonus programs and salary survey participation. As well as providing day to day support for the assigned business units or departments related to job wage and salary classification

    Job Duties & Responsibilities

    • Conducts analyses of jobs, hourly wages, salaries, and incentives in order to evaluate internal equity, external competitiveness, and legal compliance of the company's pay practices.
    •  Sr. Analyst will conduct job analyses and recommend appropriate salary grades or market rates for specific jobs according to market driven guidelines.
    •  Participates in salary surveys to collect and analyze competitive salary information to determine company's competitive position.
    • ·Evaluates jobs for content and prepares job descriptions reflecting job responsibilities, activities, duties and requirements.
    • The Sr. Analyst will be expected to summarize data, and provide management with analysis and recommendations in both written and verbal formats.
    •    Position may be called upon to support creation of new positions in HRIS system.
    •  Will review requests for new or revised jobs or classifications to determine appropriate salary grade assignment.
    • ·         Formulates recommendations regarding development of company salary structure, FLSA exemptions, job revisions and organizational structures.
    •  Generates reports as requested using data from HRIS system downloads. Assists in the generation and analysis of compression analyses, market adjustment reports, out-of-range reports, exemption change reports, or other compensation-related analyses.
    •  Reviews data files to upload to the SAP HRIS, as well as PayScale MarketPay survey management system and any other necessary HR software packages.
    •    Reviews requests for job analysis, including requests for new job titles or changes to existing jobs’ job descriptions, and approves changes if necessary.
    •  Regularly evaluates salary structure (including pay grades and ranges) and compensation policies; recommends changes based on salary survey data and internal equity.
    •  Prepares special studies and recommendations on subjects such as incentive compensation and bonus plans.
    •   Advises management on compensation actions for employees.
    •   May review and/or approve job transfers and promotions to ensure appropriate titles and levels are assigned to all employees based on the work required, prior experience, and other criteria
    •   Develops, implements, and administers compensation policies and programs.
    •  Special projects and other duties as assigned

    Required Education and Experience

    ·         Bachelor’s degree in Business, Human Resources Management or other relevant field

    •  Minimum of 5 to 10 years’ of compensation experience.  
    •   CCP or progress towards CCP preferred
    • Team player, able to communicate effectively with internal and external customers of all levels, including Officers.
    •   Able to maintain data integrity through attention to detail and accuracy, prioritize and meet aggressive deadlines, and process, manipulate, and summarize reports.
    •  Advanced knowledge of Excel and PowerPoint required
    •  A strong understanding of HRIS systems and relational databases. Experience with PayScale MarketPay survey management system and SAP HR system a plus
    •   Excellent verbal and written communication, interpersonal, project management, decision-making and time management skills.
    Strong skills in MS Office applications

    Location:  Dallas, TX

    Apply by using the link below:


  • December 27, 2017 3:45 PM | Deleted user
    Job Title: Incentive and Compensation Analyst 

    Job Duration: 2-3 month contract/possibility to go perm

    Location: Irving, TX

    Areas of Support: Incentive Plan Administration, Job Evaluation/Market Pay Match, 2017 Annual Performance Evaluation Process Launch, Daily Compensation customer service, Compensation Analyst/modeling.

    Education Level: 

    • Bachelor's degree or equivalent experience 
    Required Skills: 
    • 2-5 Years in analysis and compensation programs (Sales and management incentives programs)
    • Experience in financial modeling and salary structure design
    • Incentive plan design
    • CCP Preferred
    If you are interested please send your resume to vcornelius@staffingnow.com. 

  • December 14, 2017 8:29 PM | Jenni Porshakin

    HR Director - Garland, TX

    Compensation: $95,347 - $125,382

    Contact: Georgia Pierce hrrecruitment@garlandtx.gov



    The City of Garland is seeking a Human Resources Director to direct and manage the human resources functions for the City, to include talent acquisition, benefits administration, compensation, employee relations, civil service (Chapter 143), talent management and HRIS. The City desires a dynamic public servant who is an effective, visionary and collaborative leader and has a demonstrated track record of creating a climate of trust, inclusiveness and accountability. The selected candidate is expected to possess and exhibit excellent communication and interpersonal skills with a strong commitment to serve all levels of the organization.

    Essential Duties and Responsibilities include the following. Other duties may be assigned.

    1. Direct the day-to-day operations of the department to ensure high quality human resources support and an exceptional service culture. Provides management oversight to HR divisional managers.

    2. Creates trusted partnerships to plan, design and develop HR strategies and initiatives that support and align with organizational strategic goals and direction. Develops and maintains HR business plan, key drivers, customer service strategies and ongoing initiatives.

    3. Participates in conferences and educational opportunities of professional organizations to keep abreast of current and developing trends in Human Resources in order to provide subject matter expertise in the development, oversight and administration of HR programs, policies and services.

    4. Consults with and advises management on legal implications of HR issues related to discipline and employee grievances. Oversees complex investigations and advises management on employee relations issues and provides recommendations.

    5. Advises, trains and assists with management accountability to create a positive work culture that values employees and their success; 

    6. Recognizes emerging workforce challenges and develops/executes plans for meeting short and long term needs of the workforce;enhances department and organization effectiveness through genuine support,guidance, stretch assignments, coaching, mentoring and training of staff.

    7. Ensures compliance with federal, state and local statutory requirements and organizational human resources policies and procedures.

    8. Oversees HR department budget preparation. Reviews significant department expenditures and approves final budget documents before sending to executive management for review and approval.

    9. Serves as the HIPAA Compliance and Privacy Officer for the City.


    Minimum Qualifications

    • Bachelor's degree in business administration,

      public administration or related field

    • 7 years of progressive municipal HR management

      experience within an organization of similar size, including significant

      leadership experience, with heavy emphasis in employee relations

    • PHR, IPMA-CP or related certification required

    Or equivalent professional experience may be considered for substitution for the required degree on an exception basis

    Preferred Qualifications


    • Master’s degree in business administration,

      human resource management, public administration or related field

    • 7-10 years of progressive municipal HR

      management experience within an organization of similar size, including

      significant leadership experience, with heavy emphasis in employee


    • SPHR, IPMA-SCP or related certification highly


    Knowledge, Skills & Abilities

    • Advanced knowledge of multiple human resource disciplines including compensation practices, employee relations, diversity, recruiting, training, performance management, health insurance, Civil Service administration and federal and state labor laws/regulations
    • Extensive knowledge of federal, state and local laws governing equal employment opportunity and civil rights, compensation, wage and hour issues, and labor relations, including, but not limited to the following statutes and their comparable state and local laws (where applicable): Title VII, ADEA, Equal Pay Act, FLSA, ADA, FMLA, and ACA
    • Extensive knowledge HRIS systems and functionality
    • Proficiency utilizing Microsoft Suite (Outlook, Excel, Word and PowerPoint)
    • Excellent verbal, non-verbal and written communication skills
    • Strong work ethic with demonstrated leadership skills
    • Strong analytical and problem solving skills and a high degree of initiative and resourcefulness
    • Strong project management and organizational skills and ability to perform a variety of duties, often changing from one task to another of a different nature without loss of efficiency or composure
    • High EQ (self-awareness), adept at conflict resolution and ability to quickly evaluate and accurately problem solve
    • Ability to multitask and adapt to changes in initiatives and requirements
    • Ability to effectively and appropriately interact, develop and maintain cooperative working relationships with City Council, City management, business partners, employees and citizens
    • Ability to maintain confidentiality at all times
    • Ability to verbally convey detailed information to City Council, senior leadership, employees or retirees
    • Ability to read the listener’s body language and confirm if information shared is understood and properly received
    • Ability to maintain excellent relations with staff to lead and develop an effective HR team
    • Ability to train, motivate, evaluate, mentor and direct department employees and managers to meet desired ends
    • Ability to manage by example and to persuade staff to achieve results beneficial to the operation of the department and the City
    • Ability to be strategic, creative and resourceful, implementing and monitoring departmental goals, strategies and policies
    • Ability to promote mission, goals, policies and guiding principles and standards of an effective public organization
    • Ability to prepare professional presentations and present to City Council

  • December 13, 2017 8:21 PM | Jenni Porshakin

    Compensation Analyst III - Irving, TX

    Compensation: $70,000 - $90,000

    Contact: https://careers.christushealth.org/


    This position designs, plans and implements CHRISTUS Health compensation programs, policies and procedures.  Ensures the overall compensation program enhances the organization's ability to recruit and retain Associates.  Responsible for achieving organization's desired position in market and compensation goals.  May conduct or participate in surveys. Prepares and studies salary analyses for determination of Associate compensation. Examines predictions for market changes in salary ranges and recommends revisions as necessary. Ensures direct compensation programs and practices are in compliance with organizational policies, as well as state and federal statutes and legislation. Supervises the daily activities related to the administration of the CHRISTUS Health compensation program. Reviews job descriptions and assesses appropriate compensation level according to established protocol. Provides compensation counsel and advice to leadership and management, prepares reports and analyses of data related to compensation.   

    Job Duties

    1. Responsible for the design, administration and communication of base pay and related policy and procedures.  Activities include evaluating market trends and external competitiveness of compensation program, and consistent with policy updating and/or revising salary structure and grades as necessary.
    2. Manage the daily activities related to the administration of compensation procedures.
    3. Determine and communicate approved salary and wage information for new Associates and various salary actions in accordance to the CHRISTUS Health Compensation Guideline and market
    4. Conduct internal equity analysis and comparisons.
    5. Prepare and analyze complex data to make recommendations to management and leadership.
    6. Complete thorough documentation of requests for information, job reviews, research and recommendations.
    7. Manage compensation software and continuous data updates required for accurate system operations.
    8. Provide advice to management on the resolution of classification and salary complaints.
    9. Review new and revised job descriptions and research market data to determine a recommended job grade and FLSA classification for positions. Provide management with market information for positions within their areas.
    10. Participate in compensation surveys.


    • Bachelors degree in business administration, accounting, finance, human resource management or related field
    • 3+ years of compensation work experience.
    • Proficiency in software skills including PC spreadsheets and the ability to extract information from human resources information systems.
    • Effective verbal and written communication skills.
    • Effective analytical, problem-solving and decision-making skills.
    • Ability to prioritize and handle multiple tasks and projects concurrently.
    • Ability to use calculators, computers or other analytical tools to support


    • Ability to identify strategic issues/needs within compensation initiatives.


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


    Certified Compensation Professional (CCP)

  • December 08, 2017 8:15 PM | Jenni Porshakin

    Executive Compensation Analyst - Irving, TX

    Compensation: $45,000 - $60,000


    View details 103339BR - Executive Compensation Analyst


    Fluor, a Fortune 500 company, is one of the largest professional services firms, providing engineering, procurement, construction, fabrication and modularization, commissioning and maintenance, as well as project management services, on a global basis. It is also ranked first in Fortune’s survey of World’s Most Admired Companies in the Engineering Construction industry category. Fluor is currently seeking an Executive Compensation Analyst located at their Dallas Headquarters’ office in Irving, Texas.

    The purpose of this position is to perform the essential job duties and functions listed below with the overall objective of supporting the Executive Compensation team and consistently providing top-quality work that maintains the high standards of excellence within the group and ensuring solid customer relationships.

    Job Duties

    Works closely with directors, managers and other team members, with minimum supervision. Some of the responsibilities include:

    • Support the Executive Compensation team with the annual executive review, proxy preparation and creation, and development of the Organization and Compensation Committee meeting materials
    • .Provide support to HR and Senior Leadership for retention and consulting agreements, including the creation, tracking and payouts for all agreements and invoices
    • Track, coordinate and audit the Executive Perquisite programs
    • Participate in executive salary and market surveys for our annual benchmarking initiatives; provide summaries and detailed analysis as required
    • Correspond and communicate with high-level executives on compensation information and programs
    • Use specific compensation applications to compile and analyze compensation data
    • Analyze and make independent recommendations regarding solutions to problems with varying complexity in accordance with organization and/or project objectives and guidelines
    • Special projects and other duties as assigned

    Accredited four (4) year degree, preferably in mathematics or equivalent field of study

    Resumes submitted by third parties will not be considered for this position

  • November 17, 2017 8:13 PM | Jenni Porshakin

    Compensation Manager - Addison, TX

    Compensation: $110,000 - $115,000


    Colby House



    The Compensation Manager will be a part of the Global Total Rewards team serving as an internal consultant within HCC. The position will be responsible for providing strategic guidance to the design and development of global compensation programs that support the business strategy across the organization as well as directly supporting the Americas and EMEA regions. This role will work closely with business leaders, HR business partners, and the rest of the Total Rewards team in the development of base pay, variable pay, sales compensation, employee recognition and other programs that support the Company’s total rewards strategy. The position will require deep subject matter expertise and experience leading projects.

    The Compensation Manager must be a proven, results-oriented expert who has the technical ability to manage the underlying data while also being able to develop and communicate the story to all stakeholders. This role also requires building and managing relationships across a wide variety of client groups based on influence, execution-focus, teamwork, and business acumen.


    • Develop a comprehensive understanding of business issues and priorities around employee rewards and recognition; effectively analyze and diagnose problems; provide clear advice and recommendations to help the business make sound compensation decisions
    • Plan, organize, and manage compensation plan design projects ensuring efficient and effective utilization of resources while serving as compensation subject matter expert
    • Develop communication around compensation strategies, market pricing, employee base pay and incentive plans
    • Proactively monitor, track and evaluate effectiveness of various compensation programs
    • Prepare materials for Compensation Committee meetings
    • Plan, build and successfully execute core compensation processes including the annual compensation review cycle, salary structure development, market surveys, incentive design/funding/allocation
    • Ensure compliance/sustainability of Hitachi’s job architecture (families/roles/titles/grades)
    • Work with subject matter experts across Finance, HR, Sales Operations to develop sales incentive designs and to ensure they are operating effectively.
    • Compile, create, and summarize/analyze information clearly and concisely to guide fact-based decision


    • Ability to translate data and complex ideas into a story
    • Exceptional excel modeling and quantitative abilities
    • Strong problem-solving skills
    • Certified Compensation Professional (CCP) preferred
    • Excellent communication skills, both verbal and written, and comfortable communicating to senior/executive-levels of the organization
    • Ability to handle highly sensitive data confidentially.
    • Minimum 8 years of Compensation, Human Resources Data Analysis or related experience.

  • November 15, 2017 8:09 PM | Jenni Porshakin

    Compensation and Benefits Manager - Grand Prairie, TX

    Compensation: $80,000 - $90,000

    Company: Airbus Helicopters


    Gail Marsh

    National Recruitment Business Partner

    Airbus in America 

    Must apply via the following career site to be considered:    https://airbushelicopters.applicantpro.com/jobs/657730.html

    Airbus is a global leader in aeronautics, space and related services.  In 2015, Airbus generated revenues of 64.5 billion and employed a workforce of around 136,600. 

    Airbus is a shareholder of the missile systems provider MBDA, a major partner in the Eurofighter consortium and owns a 50% stake in ATR, the turboprop aircraft maker, and Airbus Safran Launchers, the Ariane launcher manufacturer. 

    Airbus is a leading global manufacturer of Commercial Aircraft comprising highly successful families of aircraft ranging from 100 to over 600 seats.  In Defense and Space, Airbus is a European leader providing tanker, combat, transport and mission aircraft as well as space systems, equipment and services.  In Helicopters, Airbus is the world's No. 1 civil and parapublic helicopter manufacturer offering the world's widest range of civil and military helicopters.

    Position Summary: 

    The Compensation & Benefits Manager is responsible for implementing, maintaining, administering and communicating cost effective, competitive and proactive compensation and benefit plans and programs consistent with the business and HR strategy to attract, motivate and retain a high performing organization.  This position serves as internal expert on compensation and benefits and related compliance.

    Primary Responsibilities:

    Benefits: 50%

    • Administer the company health and welfare benefits ensuring compliance.
    • Support employee health benefit plan design changes and renewals with vendors.
    • Handles day-to-day administration on retirement plans, ensuring compliance and company match/ discretionary contribution
    • Direct COBRA Administration
    • Review and pay benefit vendors/ plan administrators. Administrator monthly benefit invoices. Update internal stakeholders quarterly of actual spend to budget
    • Plan and implement benefits open enrolment process in coordination with Airbus
    • Researches complex benefit plan issues with appropriate parties. Identifies and recommends alternative approach/solutions. Develops actions to resolve. Documents project
    • Collects, reviews, and analyses plan data, vendor reports and internal reports.  Summarizes findings, creates reports, and provides recommendations
    • Retiree support for retirees employed prior to 1992 merger, process annual Medicare supplement purchase, invoice retirees for their portion of the cost
    • Interpret company policy/ procedure/ process related to benefits

    Compensation: 35%

    • Manage compensation structure in coordination with Head of Compensation and Benefits
    • Conduct the annual compensation planning cycles, providing expert counsel on the design, development and administration of compensation programs, salary structures. Coordinate with Head of Compensation & Benefits for BIV and Executive level positions
    • Administer the job evaluation process, review and approve job descriptions, establish job specifications, job classification and salary grades and conducts periodic review. To include salary adjustment, promotion and job offer analysis and preparation. Coordinate with Head of Compensation & Benefits for BIV and Executive level positions
    • FLSA Compliance Review and approve changes in wages or salary conformance to organization policy and regulatory compliance
    • Administer corporate compensation programs
    • Insure the compliance of all compensation and benefit programs with Federal and State requirements
    • Provides technical/ subject matter expertise, counsel and guidance to management and HR team in the area of compensation and benefits
    • Interpret company policy/ procedure/ process related to compensation

     Other support: 15%

    • AHI designated rep to workers compensation providing guidance to employees
    • Participate in  compensation and benefit surveys
    • Manage monthly reporting for headcount (EEDB and Pulse), annual reporting (ACA, 5500)
    • Documents process and procedure in the Compensation and Benefits function
    • Reviews, advises and updates internal policies and procedures, and plan documents
    • Expatriation Management to include support for secondment transfers, local + agreements, coordination of allowances, support to Payroll for PwC Tax processing. Coordinate with Airbus US Global Mobility Manager for alignment
    • Other duties as assigned

    Qualified Experience / Skills / Training: 

    • Bachelor's degree in Business Administration, Human Resource Management, or related field or equivalent experience.
    • 7+ years' experience in HR with at least 4 years as a lead subject matter expert focused on compensation and benefit.
    • Experience administering Compensation & Benefits for a US Government Contractor preferred.
    • Experience in compensation administration and compensation data analysis. Prefer experience with HAY/ Mercer for job evaluations.
    • Specific expertise and practical hands-on experience establishing and maintaining fully compliant retirement plans and health and welfare plans. Experience within a controlled group structure preferred. Demonstrated experience effectively correcting compliance and plan operations/administrative processes is essential.
    • Thorough knowledge of U.S. employment and benefit laws and regulations and compliance standards and initiatives under the EEOC, IRS, DOL, OFCCP, OSHA, FLSA, HIPPA, COBRA, and ERISA.
    • Attention to detail and good organizational skills. Strong analytical and problem solving skills.
    • Effective result-oriented problem solving skills to include exceptional negotiation and facilitation skills
    • Engaged, collaborative team player with strong interpersonal and consultative skills. Ability to build relationships and gain respect at all levels of the organization, handling complex situations professionally with diplomacy and exercise sound judgment and confidentiality regarding all employee-related issues.
    • Effective multitasking, ability to manage multiple and simultaneous priorities in a fast-paced, dynamic environment is required
    • Superior communication skills (written/oral/ presentation), able to present clear and concise briefings and reports at all levels of an organization, both individually, within a team setting or large group.
    • Proficient in HRIS, web applications, with advanced knowledge and experience of Microsoft Office Suite, including Word, Excel, and PowerPoint applications. Experience with ADP Workforce Now preferred.
    • PHR, CEBS, CBP Certification is preferred
    • Must be experienced in Defined Contribution retirement plan administration, with compliance focus. Experience with Defined Benefit retirement plan administration preferred.
    • Working knowledge of compliance with ERISA, DOL, IRS and current federal and state regulations pertinent to qualified and nonqualified retirement plans, and health and welfare plans.
    • Knowledge of design, management and administration of large complex retirement, health, and welfare and plans.
    • Must be legally authorized to work in the US

    Decision Making, Complexity:

    • Influence business decisions that encompass benefit plan and compensation compliance considerations
    • Manage $18M benefit budget
    • Devise and gain buy-in and support for employee benefit plan compliance actions and processes

    Organizational information:

    Position Reports to Head of HR and EHS, AHI, with dotted line to Airbus North America Head of Compensation and Benefits

    Nature of Contacts:

    Role requires well-developed communication skills with internal and external clients on a daily basis. Requires excellent verbal and written communication skills, excellent follow through skills and the demonstrated ability to exercise good judgment and discretion.

    Physical Requirements:

    Sitting or standing for extended periods of times. Moderate and intermittent periods of walking. Frequent speaking, hearing, and responding verbally, by email or written correspondence to internal and external parties either in-person or on the phone.  Staring at a computer screen, reviewing documents or other related electronic data, and writing electronic documents or creating data files/reports for moderate to extended periods of time.  Lift computer hardware up to 10-15 pounds.

    As a leader in our field, Airbus in America provides relocation assistance for qualified positions and a comprehensive compensation and benefits package.

    Airbus in America provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status.  In addition to federal law requirements, Airbus in America complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities.  This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, demotion, termination, layoff, recall, transfer, leaves of absence, compensation, benefits and training. 

    Airbus in America expressly prohibits any form of workplace harassment based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status.  Improper interference with the ability of Airbus' employees to perform their job duties may result in discipline up to and including discharge.

    As a matter of policy, Airbus does not sponsor visas for US positions unless specified.  Only applicants with current work authorization will be considered. 

    Airbus does not offer tenured or guaranteed employment.  Either the company or the employee can terminate the employment relationship at any time, with or without cause, with or without notice. 

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