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  • May 12, 2020 1:15 PM | Lori Peters

    Compensation Consultant - TX-The Woodlands OR Dallas/Fort Worth Metro

    Job Summary:
    The Compensation Consultant is responsible for providing consultative compensation support and leading compensation initiatives for the assigned client group.

    This role will be a key player in the design and creation of compensation strategies that align to the overall business strategy. 

    This position may be based in The Woodlands or Irving, TX.

    Consultative Compensation Lead/Subject Matter Expert

    • Leads and influences Senior Management on compensation strategies/responsibilities to include analysis and evaluation, market pricing, compliance, bonus plan design, etc.
    • Conduct rigorous analysis of multiple and complex data sources (compensation surveys and market research, talent, workforce, best practices) to create various compensation models.  Scenarios may include predictive analytics to identify future trends and risk.  Asks well-informed questions to diagnose problems/needs.
    • Client interaction: Engage, influence, and provide some consultation to various audiences, including HR Business Partners, line managers, senior management and executives.  Provide advice to partners in a way that expands the understanding of compensation principles and programs and maintains data integrity and compliance with guidelines.
    • Actively seeks market intelligence and industry-specific data to obtaining in-depth understanding of the market and industry-specific compensation trends; inform and recommend solutions to ensure compensation programs are industry-aligned and best-in-class; and builds internal relationships and external networks.

    Compensation Projects & Related HR Initiatives

    • Lead the annual compensation review process, including merit & bonus, matrices and job architecture development.
    • Key contributor on the design, development, and impact of various rewards programs and services. Frequently contributes to the development of new comp theories and methods.
    • Leads or participates in organization-wide or HR-sponsored special projects or initiatives.
    • Leads compensation activity for M&A’s, as needed.
    • Participate in salary surveys and other bench-marking data sources – including pay practices/trends.
    • Creates compensation training tools and resources and conducts training sessions as needed for business and HR leaders.

    Additional Responsibilities as Assigned

    • Develops resolutions to complex problems that require the frequent use of creativity. Uses judgement within broadly defined policies and practices. Anticipates change and directs or redirects efforts.
    • Works under consultative direction toward predetermined long-range targets. Determines and pursues courses of action essential in obtaining desired outcomes. Goals generally communicated in 'solution' or project goal terms.

    Typical Minimum Qualifications

    • 7 or more years of relevant experience
    • Degree or equivalent

    Critical Skills

    • Minimum 7 years Compensation experience including strategy development and demonstrates expertise in one or two Compensation practice areas (e.g., base pay, variable programs), preferably in a large, complex organization or corporate setting.
    • Advanced compensation knowledge - bench-marking, job evaluations, market research, compensation reviews, survey bench-marking
    • Ability to understand BU and HR strategy and the alignment with compensation, with the capability to interpret internal/external requirements and recommends solutions/best practices, and alternatives.
    • Strong quantitative analysis skills including combining multiple data sources, complex formulas, pivot tables, v look-ups, charts and other advanced functions with ability to communicate findings in a clear, concise manner.
    • Strong compensation consulting with ability to build credibility quickly and build relationships internally and externally with the customer. 

    Preferred Skills and Experience

    • Understanding of clinical roles and the healthcare industry is strongly preferred
    • Certificate in Compensation Administration such as World at Work Certified Compensation Professionals (CCP), etc. preferred
    • Four-year degree in Business Administration or Human Resources, Business Management or related field

    Physical Requirements

    • Office Demands

    McKesson is an Equal Opportunity/Affirmative Action employer.

    All qualified applicants will receive consideration for employment without regard to race, color, religion, creed, sex, sexual orientation, gender identity, national origin, disability, or protected Veteran status.Qualified applicants will not be disqualified from consideration for employment based upon criminal history.

    McKesson is committed to being an Equal Employment Opportunity Employer and offers opportunities to all job seekers including job seekers with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, please contact us by sending an email to McKessonTalentAquisition@McKesson.com . Resumes or CVs submitted to this email box will not be accepted.

    Current employees must apply through the internal career site.

    Join us at McKesson!

    Click here to apply

  • April 16, 2020 3:01 PM | Paige Sears

    The Sr. Compensation Analyst will participate in the design, implementation and administration of compensation, pay grade and salary administration programs. Provides compensation analysis, benchmarking, reporting, and problem solving in support of those programs. Participates in compensation surveys and conducts ad-hoc benchmarking and market research. Oversees Incentive Compensation and Stock programs.

    Job Responsibilities

    • Recommends, conducts and participates in assigned salary surveys in order to understand competitive compensation levels across the company.
    • Applies advanced knowledge of compensation strategy to solve complex problems and develop original solutions
    • Conducts rigorous analysis of multiple and complex data sources to create various compensation models. Scenarios may include predictive analytics to identify future trends and risk. Asks well-informed questions to diagnose problems/needs
    • Completes job evaluation studies and ensure that job descriptions on file are current, complete and accurate meeting all FLSA regulations
    • Conducts job evaluations, with capability to determine FLSA classification
    • Partner with department managers to respond to compensation inquiries
    • Works closely with cross-functional teams to implement improvements related to Compensation and cross-functional processes
    • Ensures compliance with applicable regulations governing compensation programs
    • Assists in the administration of incentive compensation and equity aware programs
    • Partners with department managers to write and revise job descriptions for new and existing positions 


    • Bachelor’s Degree in Business, Human Resources or a related field is required
    • 3-5 years of relevant experience in compensation analysis and evaluation
    • Advanced proficiency with Excel
    • Strong attention to detail, analytical capabilities, and organizational skills
    • Exceptional written, verbal, and interpersonal communication skills

    Please apply directly to:



  • March 20, 2020 2:29 PM | Michelle Raczynski (Administrator)

    Compensation and Benefits Manager at Elbit Systems of America

    The Compensation and Benefits Manager plans, directs and monitors Total Rewards programs in the areas of Compensation, Benefits and Rewards to support the Company’s vision and strategy. Designs, recommends, implements and administers innovative, competitive, cost effective policies and programs that attract, motivate and engage a multigenerational workforce across the US.

    Responsibilities & Tasks:

    • Develop, enhance, design, implement and administer the Compensation, Benefits and Recognition programs, policies and plans to attract, motivate and retain our workforce in the following areas:
      • Base Pay, Variable Pay, Long Term Incentives and Executive Compensation
      • Paid Time Off and Flexible Work Schedules
      • Defined Benefit and Defined Contribution Retirement plans
      • Rewards and Recognition
      • Health & Welfare Benefits
      • Workers Compensation
      • Voluntary and Ancillary Benefits
    • Develop and present annual Compensation Committee proposal for senior leadership approval.
    • Analyze Total Rewards programs to ensure we are developing and administering programs that support our Compensation philosophy of rewarding talent and potential in the workforce.
    • Participate in national and local pay and benefit surveys. Analyze results and develop recommendations.
    • Perform job analysis evaluations and maintain job descriptions/salary grade structure.
    • In conjunction with our 3rd party benefits consultants, negotiate, implement, manage and communicate Employee Benefit program to provide competitive, family friendly, inclusive plans at cost effective rates.
    • Develop annual Benefits proposal for senior leadership approval.
    • Benchmark and research innovative, creative, and family friendly benefit programs and policies.
    • Track cost expenditures for compliance with budgets.
    • Ensure that all Total Reward policies, practices and documentation are compliant with local and federal laws and regulations.
    • Coach and mentor assigned employees in their professional development.
    • Develop and maintain HR programs, policies and procedures.
    • Represent ESA by sponsoring and coordinating community activities.
    • Ensures company compliance with provisions of Employee Retirement Income Security Act. Manages preparation of reports and applications required by law to be filed with federal and state agencies, such as Internal Revenue Service, Department of Labor, insurance commissioners, and other regulatory agencies.
    • Keeps apprised of federal, state, and local compensation laws and regulations in order to ensure Company compliance.

    Minimum Qualifications:

    Education (Highest Level Required/Preferred)

    • Bachelor’s required


    • Preferred: CCP, CBP and / or CEBS certifications

    Experience Required:

    • 5 + years’ experience

    Knowledge, Skills, Abilities Required (Unique and Measurable):

    • Creative, energetic professional able to design and develop innovative, creative, cost competitive compensation and benefit programs.
    • Broad compensation experience including base pay administration, variable pay, LTI, and executive compensation.
    • Benefits experience in developing, designing and introducing new and enhanced benefit programs.
    • High level of executive demeanor and ability to communicate effectively with all levels of the company.
    • Excellent interpersonal, verbal, and excellent written skills.
    • Advanced knowledge of MS Office applications, particularly Excel and PowerPoint.
    • High ability to effectively use and understand HRIS software.
    • Ability to delegate assignments to others and monitor progress.
    • Sensitive to strategic deadlines and able to meet schedules.
    • Able to maintain the highest degree of confidentiality.
    • Background in manufacturing and experience with Union staff is desired.

    Elbit Systems offers very competitive benefits and pay, work a 9/80’s schedule, flexible work schedule, telecommuting (I guess we are all now!) and was just designated by the City of Fort Worth as a Best Place to Work for Working Parents!


  • March 04, 2020 1:25 PM | Rance Harkins

    Company Overview :

    If a culture of excellence, innovation and ownership is what you’re searching for, consider putting your experience in motion at Flowserve. As an individual contributor, or as a leader of people, your enterprise mindset will ensure Flowserve’s position as the global standard in comprehensive flow control solutions. Here, your opportunity for professional development and industry leading rewards will be supported by our foundational commitments to the values of people first, integrity and safety. Thinking beyond opportunity and reward, at Flowserve, we are inspired by working together to create extraordinary flow control solutions to make the world better for everyone!

    Role Summary :

    The Executive Compensation Manager is a highly impactful role ensuring Flowserve’s global executive compensation programs are market competitive, align with company values and behaviors and are aligned with a pay for performance culture. 

    Responsibilities & Requirements :


    • Analyze current executive compensation programs for market competitiveness and provide recommendations for enhancements
    • Partner with organization on executive offers, job evaluations, pay structure reviews and other components of the total executive compensation package
    • Manages the creation, preparation and distribution of all Organization and Compensation Committee (OCC) meeting materials, including setting yearly agenda, ensuring compliance with OCC charter and assisting with financial models for recommended executive compensation program designs
    • Participate in preparation of annual compensation disclosures (e.g., proxy disclosures/tables, quarterly filings, etc.)
    • Partner with legal, risk, and finance teams in the development and administration of executive compensation programs
    • Provide support for the review, design and administration of executive deferred compensation programs and Board of Director compensation programs 
    • Monitor impact of shareholder advisory firms and global factors on executive compensation programs


    • Bachelor degree or equivalent combination of education and experience
    • 7+ years of experience in executive compensation matters
    • Ability to prioritize work and ensure deadlines are adhered to; high attention to detail
    • Ability to communicate clearly, partner with various teams within the organization and influence key leaders
    • Strong analytical and financial acumen required

    To apply please visit: https://flowserve.jobs/irving/texas/usa/jobs/?utm_campaign=google_jobs_apply&utm_medium=organic&utm_source=google_jobs_apply

  • February 27, 2020 1:45 PM | Anonymous


    Raising Cane's Chicken Fingers is seeking a Compensation Analyst located in their Restaurant Support Office in Plano, TX who is responsible for administering all monthly, quarterly and annual incentive plans. The Analyst will provide support for the planning, design, and development of incentive plans. The Analyst will also support all aspects of the Company’s relocation process including gathering information to make an appropriate recommendation, ensuring adherence to guidelines and administering the payment process. As needed, the Analyst will provide support for daily Restaurant Support Office tasks and special projects.


    Principal Responsibilities & Duties

    Incentive Plan Administration

    • Create Monthly and Quarterly Accrual files in Excel for Accounting
    • Calculate Monthly, Quarterly and Annual incentives in Excel applying Company guidelines and standard practices
    • Create and send payout files to Payroll
    • Evaluate for and implement process efficiencies
    • Provide incentive reporting and entry level analytics


    • Ensure adherence to Relocation Guidelines
    • Provide recommendations for all levels of relocation
    • Process lump sum payments and reimbursements

    RSO Pricing/Special Projects

    • Provide market pricing as needed for RSO based positions, using PayFactors
    • Follow FLSA exemption guidelines and consider internal equity when making recommendations
    • Partner to ensure all RSO and BU Crewmembers meet minimum salary thresholds across the country
    • Provide support on special projects as needed

    Other Support

    • Provide support on initiatives such as annual events (bonus planning, cost of living adjustments and total reward statements) and off cycle promotion or merit increases, recognition programs and special requests from leadership.

    Required Core Competencies

    • Team oriented, collaborative & culturally aligned (Work Hard & Have Fun!)
    • Restaurant Support focused!
    • Sales driven & Profit smart
    • Exercises good judgment & decision making
    • Internally motivated & trustworthy
    • Problem solver, analytical, detailed & process oriented
    • Self-starter, organized and able to manage multiple priorities (multi-tasking)
    • Excellent interpersonal & communication skills
    • Ability to establish goals and convert plans into action
    • Data-driven, detail and results oriented
    • Highly confidential


    Position / Role Requirements

    The intellectual and physical demands described below are representative of what must be met by a Crewmember to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable Crewmembers with disabilities to perform the essential functions.
    • Ability to deliver results under heavy pressure deadlines
    • Must maintain disciplined time management and follow-up work to completion
    • Ability to work in a fast paced, consumer brand organization
    • Must maintain confidential information

    Cultural Attributes:

    • Ensure daily activities and priorities are aligned to Raising Cane’s Vision, Mission, Core Values and Non-Negotiables
    • Adopt and promote a work hard / have fun environment and lead by example
    • Adopt and coach others to show appreciation through the 3 R’s of Cane’s Love: Respect, Recognize and Reward


    Qualifications, Experience & Education

    • Minimum 2-4 years of Compensation experience; at least 1 year experience with end to end Incentive experience
    • 2 years of experience with sales compensation or commission bonus plans a plus
    • Bachelor’s degree required; Compensation Certification is a plus
    • Must have an advanced knowledge of Excel; experience manipulating data into a digestible format is a plus
    • HRIS experience a plus
    • Proficient in a variety of technology systems, especially Microsoft Office (Excel, Access, Word, PowerPoint, Outlook)

    Apply Here: 


  • February 07, 2020 8:53 AM | Erica Moore

    The Michaels Companies, Inc., is North America’s largest arts and crafts specialty retailer. Together the teams in our stores, distribution and manufacturing centers, and support center work together to help our customers make creativity happen. We offer career growth, benefits packages, retirement plans, tuition reimbursement, and more. Michaels Team Members also enjoy a wide variety of ways to save including discounts at our stores, select fitness and childcare centers, restaurants, hotels, and more.    

    We are currently recruiting for a Compensation Analyst located in our Support Center (Global Headquarters) located in Irving, TX. 

    What will you be doing?

    Under the direction of the Director – Compensation & HRIS responsible for analyzing, maintaining and processing compensation program elements in support of company initiatives and organizational needs. The analyst is accountable for competitive analysis, program scenario modeling, monitoring of business unit compensation, program administration and support of properly communicated compensation programs.

    How will you do it?

    Ongoing management and administration of compensation programs and process ensuring understanding and compliance. 

    • Consults with all levels of team members in the organization regarding the management and administration of the Company compensation programs and processes.
    • Works closely with the Human Resources and HRIS teams to monitor and ensure compliance and leads the Company-wide compensation programs in a timely, accurate and efficient manner.
    • Plan, develop and execute the annual merit increase and bonus programs for the various business units.
    • Assist with the design, cost/benefit analysis and communication of compensation programs in proposal and roll out stage.
    • Assist with the implementation and design of long-term incentive programs and communications.
    • Write and/or update procedures and other documentation (including comp manuals).

    Compensation research and analysis

    • Perform compensation analysis utilizing survey data to determine competitive rate for individual jobs, identify general market trends, and establish the competitive market position
    • Establish and maintain pay ranges
    • Produce compensation recommendations based on analysis, and market research utilization a total rewards approach
    • Assist with the design and cost/benefit analysis of compensation programs / proposals.
    • Review and evaluate jobs for accurate job description, internal equity, and FLSA status.

    Conduct special studies and projects as required

    • Conduct analysis, spot surveys, research and development of modifications to programs as needed to support organizational needs.
    • Assesses and performs analysis on collected wage data and prepares wage and salary data to facilitate compensation and management functions of organization.
    • Examines and evaluates executive and non-executive positions.
    • Responsibilities are of a professional level and require understanding of both compensation theory and practice.

    Other duties as assigned


    Category and Applicable Knowledge/Skills/Abilities This section will also be part of the job posting. Include information such as required education level, area of study, certification or technical skills required, minimum years of experience required, type of experience the job requires, etc.



    What Skills you will need to do your job?

    Minimum Knowledge/Skills/Abilities:

    • Bachelor’s Degree
    • Proficient Excel skills (pivot tables, lookups, complex formulas, etc.)
    • 2 to 3 years compensation analysis experience and understanding of compensation philosophies or equivalent
    • Strong organization and communication skills
    • Ability to plan and manage independent project work
    • Ability to conduct statistical analysis
    • Ability to work in a fast-paced environment

    Preferred Knowledge/Skills/Abilities:

    • Advanced Excel skills (statistical calculations, array formulas, multiple regression, etc.)
    • Workday Experience with the Compensation and Advance Compensation Modules
    • CCP
    • Workday and/or Alteryx experience

    Please apply here: 


  • February 05, 2020 12:53 PM | Jaime Self

    Job Title: Senior HRIS Analyst – Workforce Analytics

    Company:  Enable Midstream Partners

    Reports to:  Director, Compensation & HRIS

    Location:  Downtown OKC

    To apply:  Visit our website - https://careers.enablemidstream.com/

    Or click this link to take you directly to the job posting & application - https://career4.successfactors.com/sfcareer/jobreqcareer?jobId=11583&company=Enable&username=

    This is a full-time opportunity with excellent benefits!

    Position Summary

    The Senior Workforce Analytics and HRIS Analyst is responsible for developing and maintaining key performance indicators and workforce analytics that support data-driven business decisions.  This position will lead the development of HR analyses, visualizations and predictive analytics.  The Senior Workforce Analytics and HRIS Analyst will also provide HRIS support for one or more HR applications or databases. This role may provide support for HR budget, forecasting and ad hoc analysis.

    This position requires a seasoned and experienced individual with adequate understanding of own job area.  Work is performed independently and under limited supervision.  Determines approach to work and is supervised based on milestones and at key deliverable junctures.  Work is reviewed for overall accuracy and soundness of judgement.  Provides solutions to a variety of technical problems of moderate scope and complexity.  Frequently applies technical standards, principles, theories, concepts and techniques.  

    Essential Duties & Responsibilities

    •    Partner with business leaders and HR functional groups to develop a standard set of key performance indicators and workforce analytics that support data-driven business decisions.
    •    Provide analytical support to the HR department in support of recurring and ad hoc analysis and reporting requests.
    •    Lead the development and implementation of data analyses, visualizations, and predictive analytics to provide people trends and insights to the rest of the organization.
    •    Implement and maintain standard processes and controls to ensure data integrity and accuracy.
    •    Maintain and administer the Company’s workforce and HR analytics tools with a focus on data accuracy, timely reporting and key stakeholder understanding.
    •    Monitor and regularly update the HR analytics platform to address current and emerging business needs.
    •    Maintain and ensure protocols and processes are in place to protect sensitive and confidential data stored in HR systems, dashboards and reports.
    •    Prepare analysis into high-level presentations for management and senior management.
    •    Develop self-service reporting and analytics tools and capabilities.
    •    Continuously analyze and identify trends in workforce and HR data that drive insights and interventions.
    •    Assist and enable HR representatives and supervisors to become data-savvy and steward HR analytics across the organization.
    •    Partner with finance, accounting, commercial and other departments to develop opportunities to link key business metrics with workforce analytics.
    •    Support HR budget, forecasting and organization-wide workforce planning.
    •    Assist in performing general accounts analysis and reconciliations
    •    Support monthly headcount reporting and forecasting process with consideration of known business events and strategies.
    •    Perform and document internal controls to comply with SOX (Sarbanes-Oxley Act), business controls and Company policies.
    •    Participate in regular review and prioritization of HR systems configuration projects
    •    Participate in SAP SuccessFactors and other system implementations and update projects by providing support to requirement gathering, system configurations, testing, deployment, cutover, coordination and training
    •    Act as the primary HRIS administrator for one or more HR applications or databases.
    •    Participate in system testing, including but not limited to test script development and execution, testing resources coordination and test completion metrics compilation.
    •    Conduct troubleshooting analysis; document system errors and issues clearly with screenshots; escalate for review.
    •    Document internal processes and audit procedures to ensure data integrity of systems.
    •    Identify opportunities for improving the effectiveness of processes, systems, and reports.
    •    Establish and maintain effective working relationships within the HR department and across the organization.

    Minimum Education & Experience

    •    Bachelor's Degree in Finance, Accounting, Business, Human Resources or other related discipline.
    •    Minimum of five (5) years directly related experience.
    •    Experience in the development of HR and organization-wide dashboards.
    •    Experience with Microsoft PowerBI or other people analytics software preferred.
    •    Experience with SAP Success Factors HCM suite of products preferred.

    Knowledge, Skills, Abilities

    •    Strong knowledge and experience working with cloud-based human capital management software.
    •    Ability to distill very complex data into concise and easily understood concepts and recommendations.
    •    Ability to distill data and analysis into high-level reports and summaries.
    •    Strong analytical skills and experience; ability to recognize, analyze and solve complex problems.
    •    Exceptional knowledge and expertise with analytical tools.
    •    Strong data management skills; ability to audit, format, model and analyze large data sets.
    •    Ability to apply principles of logical thinking to define problems, collect data, establish facts and draw conclusions.
    •    Strong oral and written communication skills with the ability to communicate at all levels of the organization.
    •    Ability to effectively handle pressures and demands of deadlines and competing priorities.
    •    Ability to handle confidential information and material with the highest degree of professional responsibility.
    •    Strong skills in computer applications, databases, and reporting software.
    •    Comprehensive knowledge of HRIS applications (SAP or Success Factors Employee Central experience preferred).
    •    Strong Word, Excel, Access and PowerPoint skills.
    •    Comprehensive knowledge and expertise with analytical tools.
    •    Ability to develop a network of contacts and partners.
    •    Strong collaboration skills in order to partner effectively across various levels of the organization.
    •    Strong knowledge of the organization, processes, and customers.
    •    Work independently; with guidance in only the most complex situations.
    •    Ability to discern data inaccuracies through technical experience and knowledge.
    •    Strong interpersonal and presentation skills.
    •    Strong organization and process improvement skills.
    •    Strong knowledge of the organization, processes and customers.
    •    Strong understanding of project management techniques with the ability to manage multiple responsibilities priorities, tasks and projects simultaneously.
    •    Demonstrate commitment to compliance with applicable laws and regulations, company’s ethics code of conduct and other company policies and procedures.
    •    Respect and follow safety policies and regulations; scan the environment for objects or people who may pose a safety risk; encourage others to utilize safe and healthy work practices.

    Physical Requirements

    •    Sedentary to light work exerting up to 10 pounds of force occasionally, and/or negligible amount of force frequently to lift, carry, push, pull or otherwise move objects.
    •    Ability to operate a personal computer.
    •    Ability to view computer screen, sit, stand or walk for long periods of time.
    •    Ability to operate a copy machine, fax machine, calculator, telephone and other miscellaneous office equipment.

    Working Conditions

    •    Ability to produce quality work in fast paced environment with high daily pressure to meet deadlines.
    •    Ability to work non-standard work hours as needed or required to meet established deadlines.
    •    Ability to work indoors, in an office environment, regardless of whether cubicle, open office or private office.
    •    Subject to normal office noise levels.


    All qualified applicant will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, age, marital status, pregnancy, genetic information, or other legally protected status. 

    Questions?  Email Jaime Self (Manager, Recruiting) – Jaime.self@enablemidstream.com 

  • February 04, 2020 6:08 PM | Suzane Seider

    Promise. It's a strong word that everyone understands, especially kids.

    At Cook Children's, we've made a promise to improve the health of every child in our region. We know that team members come in all shapes and sizes. That's why we search for employees who know that being a true team player means never being too big to listen to the smallest member of the team.

    Cook Children’s Health Care System is looking for a Senior Compensation Analyst who will be responsible for representing the Compensation team as a Business Partner.  You will be responsible for the development, implementation, and communication of Compensation-related programs for our organization.  Your duties will include:

    •          job evaluation
    •        documentation
    •         pricing
    •         short term incentive plans
    •         performance management/annual merit
    •         compliance
    •         assisting with Executive Compensation


    •         Bachelor’s degree in Human Resources, business or related field
    •         Five years of progressive experience in compensation administration
    •         CCP/SHRM/HRCI Preferred

    Knowledge, Skills, Abilities:

    • Proficient user of MS Office suite, particularly Excel, is critical. Knowledge of MS Access a strong plus
    • Resourceful and organized with strong project management and teamwork skills with ability to manage multiple priorities in a fast-paced dynamic environment
    • Highly detail and results-oriented with strong work ethic, sense of urgency and passion for delivering solutions
    • Working knowledge of FLSA, DOJ, EEOC, and other regulatory agencies
    • Ability to solve complex problems
    • Strong communication skills (verbal and written)
    • Key competencies include Problem Solving, Ability to Influence, Business Acumen, and act as a Change Agent


  • February 04, 2020 7:38 AM | Mona Heffington

    Great Opportunity at Toyota! Please apply here:  https://bit.ly/36WQyUD 

    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 Dream. Do. Grow. with us. 

    Who we’re looking for

    Toyota’s Executive Liaison Department in Human Resources is looking for a passionate and highly-motivated Executive Compensation Analyst.

    The primary responsibility of this role is to be a representative of the Executive Liaison team that supports leaders to grow their organization and help maintain competitive reward programs for the executive population.

    Reporting to the Manager of Executive Compensation Strategy, the person in this role will support the department's objective to be a strategic resource for leadership throughout the organization.

    What you’ll be doing

    • Research and analyze compensation programs for the Toyota North America Executive population that provide strong, competitive positioning and connected to all Toyota compensation programs and strategy
    • Base pay, bonus, Company Performance Key Performance Indicators, Long Term Incentives and other executive reward program administration and operations
    • Executive job evaluations using Hay Methodology; conduct Total Reward benchmarking, and creating competitive offers
    • Maintains and contributes to process for internal calibration of executive positions
    • Consult with HR Business Advisors and Executive Liaison Manager to help lead Toyota divisions forward toward a future as a Mobility company through org design, succession planning and business planning support
    • Contributes in analysis for North American executive salary structure review (USA/Canada/Mexico)
    • Review and oversee operation of key controls and audit activities pertaining to executive rewards

    What you bring

    • Bachelor’s degree in Accounting, Finance, HR, or Business OR equivalent professional work experience
    • Broad understanding of and experience with compensation theory, job evaluation methods, principles and practices to perform independent analysis of programs using market data  
    • Strong data mining and quantitative analysis skills as well as advanced proficiency in Excel
    • Ability to confidentially manage highly confidential & sensitive information including personnel and organizational changes
    • Ability to work with and create effective partnerships with executives and across multiple functions and teams
    • Strong verbal, written, and listening communication skills, including excellent presentation and facilitation skills as well as interpersonal and consultative skills
    • Demonstrated critical thinking and decision-making skills
    • Ability to adapt to a continually changing business and work environment and manage multiple priorities
    • Ability and willingness to travel up to 5% of the time

    Added bonus if you have

    • Strong project management skills
    • Executive Compensation experience
    • Experience administering comp plans in Mexico and Canada
    • Workday system experience including advanced compensation administration or other merit/bonus planning systems
    • Experience presenting to executive level audiences
    • Experience with Hay Job Evaluation Methodology

    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.

  • February 03, 2020 8:59 AM | Brenda DeLeon

    Position Purpose 
    Supports the organization’s Compensation programs, processes, and strategies to ensure internal equity and external competiveness.  Compensation programs include but are not limited to administrative oversight of all job descriptions, the job classification process, benchmarking, and salary surveys.  Provides data analysis, oversees data integrity, and assists with the development, implementation, and monitoring of the effectiveness of a new and/or revised compensation plans to support the organization.

    • Participates in salary surveys to benchmark, analyze, and collect competitive salary information to determine company’s competitive position.
    • Maintains job descriptions and provides guidance on new and existing positions to management.
    • Works with Human Capital Management (HCM) staff and supervisors to ensure accurate job descriptions for all District positions.  Conducts job analysis to determine appropriate salary levels according to compensation guidelines.  Reviews jobs to determine Fair Labor Standards Act (FLSA) exemption status.
    • Assists with developing and updating the District’s compensation program, including the annual salary change process and monitoring adjustments to ensure accuracy.
    • Researches and reconciles salary related data including base salaries, stipends, longevity, years of experience, vacation and sick leave, job codes, and pay grades. 
    • Reviews and conducts job analysis; recommends appropriate salary grades or market rates for specific jobs according to market driven guidelines.
    • Provides analysis for decisions, policy and guideline interpretation, and job evaluations.
    • Compiles statistical information or prepares reports relating to compensation and payroll to ensure accuracy in data entry.
    • Collaborates with divisions to resolve compensation Human Resources Information Systems (HRIS) matters.
    • Communicates with employees concerning salary related data and provides salary histories as requested.
    • Provides analytical, technical, and professional level support, and wage and hour law interpretation for District supervisors.
    • Provides salary information to employees per Compensation’s best practices.

    Personal Work Relationships  

    • All Fort Worth ISD employees must maintain a commitment to the District’s  mission, vision, and strategic goals  
    • Exhibits high professionalism, standards of conduct and work ethic.
    • Demonstrates high quality customer service; builds rapport/relationship with the consumer.
    • Demonstrates cultural competence in interactions with others; is respectful of co-workers; communicates and acts as a team player; promotes teamwork.  Responds and acts appropriately in confrontational situations.

    Other Duties as Assigned 

    • Performs all job related duties as assigned and in accordance to the Board rules, policies and regulations.  All employees are expected to comply with lawful directives in rare situations driven by need where a team effort is required.

    Knowledge, Skills & Abilities 

    • Knowledge of FLSA for monitoring overtime compliance issues.
    • Knowledge of Americans with Disabilities Act (ADA).
    • Skill at the advanced level working with Microsoft Office 365, especially Outlook, Excel, and Word.
    • Skill in performing mathematical and financial calculations with accuracy.
    • Ability to analyze and understand finance processes relative to payroll reporting.
    • Ability to handle confidential information with discretion.
    • Ability to organize and coordinate work.
    • Ability to communicate effectively, both oral and written forms.
    • Ability to engage in self-evaluation with regard to performance and professional growth.
    • Ability to establish and maintain cooperative working relationships with others contacted in the course of work.

    Travel Requirements 

    • Travels to school district buildings and professional meetings as required.

    Physical and Mental Demands, Work Hazards 

    • Tools/Equipment Used:  Standard office equipment, including computer and peripherals.
    • Posture:  Prolonged sitting and standing; occasional stooping, squatting, kneeling, bending, pushing/pulling, and twisting.
    • Motion:  Frequent repetitive hand motions, including keyboarding and use of mouse; occasional reaching.
    • Lifting:  Occasional light lifting and carrying (less than 15 pounds).
    • Environment:  Works in an office setting; requires occasional irregular and/or prolonged hours.
    • Attendance:  Regular and punctual attendance at the worksite is required for this position.
    • Mental Demands:  Maintains emotional control under stress; works with frequent interruptions.

    Minimum Required Qualifications 

    • Education:  Bachelor's degree from accredited college or university in business administration, human resources management, or a related field.
    • Certification/License:  Certified Compensation Professional (CCP), Professional Human Resource (PHR), or related HR certification preferred.
    • Experience:  3 years’ in compensation or other related human resources field.

    This document is intended to describe the general nature and level of work being performed by people assigned to this job and is not an exhaustive list of all responsibilities and duties that may be assigned or skills that may be required.

    For more information please click on the link below:

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