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  • February 13, 2019 3:17 PM | Kimberly Autry

    *This position sits at the SABRE HQ in Southlake, TX*

    Link to apply:



    The Senior Executive Compensation and Equity Analyst participates in the design, development, and administration of various compensation plans, programs, and initiatives to include emphasis in the administration of employee equity and executive compensation programs, job analysis, job design, job evaluation (market pricing), annual focal merit, communication, reporting analysis, assistance in variable pay programs.  This position is critical and the incumbent will have an opportunity to impact and grow with the company.

    • Administers equity compensation programs, including, but not limited to, creating/tracking grant agreements, restricted stock lapses, equity system administration and updates, coordination with Legal and accounting groups.
    • Administers Board of Director compensation program, including, but not limited to, coordinating director payments, creating/tracking equity grant agreements, coordination with Legal and accounting groups.
    • Administers Executive Perquisites Program

    •  Provides Executive and Global Compensation support related to compensation programs and policies.
    • Evaluates jobs against internal data and external market intelligence.
    • Benchmarks, gathers, and market prices jobs; assigns grades to jobs on basis of available market data and whole job slotting.
    • Ensures compensation related programs are compliant with various related compensation labor laws and regulations. Keeps up with best practices and ensures we bring forward current and relevant practices to our compensation programs.
    • Partners with HR colleagues and managers to ensure new job descriptions obtain appropriate content and conform to standards. Takes ownership of job description and documentation template, process, maintenance, and on-going development and training of.
    • Participates in 3rd party compensation surveys and utilizes compensation surveys to benchmark and market price jobs.
    • Evaluates our pay structures with fundamental standard to semi-complex compensation assessment techniques, statistics, and metrics as well as utilizing compensation based analytical software. Prepares current state assessments, pay lines, and modeling to recommend pay structure movement, modification, changes, or redesign.
    • Monitors salary data by job and grade level to evaluate internal pay equity.
    • Prepares compensation related reports with accuracy and works closely with HRIS, HR Reporting and Compliance, and Payroll in support of compensation programs and maintaining HR data integrity.
    • Other duties and responsibilities may be assigned

    Bachelor’s degree in Business, Human Resource Management, Accounting, Finance, or similar discipline.
    • 3+ years stock plan administration, executive compensation program administration

    • 5+ years of related professional compensation experience working in a public corporate compensation role.
    • Advanced Microsoft Excel skills with pivot tables, lookups, formulas, if then statements, charts, and the like. Advanced Microsoft PowerPoint skills. Solid Microsoft Office Word skills.
    • Ability to think critically, analyze, listen, clarify, solve problems and work independently.
    • Excellent written and verbal communication skills with the ability to establish relationships.
    • Strong attention to details and accuracy with data and figures.
    • Great organizational and process management skills.
    • Certified Compensation Professional (CCP®) preferred, but not required.

  • February 12, 2019 8:12 AM | John Estrada

    Job Summary:

    Responsible for planning, developing, implementing and administering compensation programs that supports the institution’s strategic goals.  Evaluates programs, trends and new technologies and recommends changes and enhancements based on findings.  Formulates recommendations regarding development of salary structures, incentive plans, job description revisions and job families.  Consults with leaders and HR staff regarding compensation issues and initiatives while ensuring alignment with policies and legislation.

    Job Duties:

    1. Develops project plans, conducts market research, completes impact analyses and coordinates implementation for assigned projects that are in alignment with the institution’s compensation strategy. Deliver recommendations to HR leaders and other internal stakeholders. 

    2. Provides analysis and support with regard to pay plan structures, incentive plans, job classifications, and departmental reorganizations.  Recommends structures changes based on institutional goals and funding and communicates those recommendations to the respective stakeholders. Assures compensation programs are consistently administered in compliance with institution policies and governmental legislation.

    3. Evaluates jobs and pay related decisions through competitive market pricing analysis as well as performing analysis of compensation decisions for new hires, promotions, and internal equity adjustments.  Develops and maintains job descriptions as well as determining FLSA classification.

    4. Leads and/or coordinates annual salary survey participation and analysis using the MarketPay platform.  Validates new survey matches to ensure accuracy of market matches.  

    5. Assists with the development and delivery of compensation communication and training to employees and leadership and other internal stakeholders regarding policies, processes and practices. 

    6. Performs all other duties as assigned.


    Bachelor's degree in Human Resources, Business Administration or a related field.


    Five (5) years of experience in compensation.

    Apply Here

  • January 28, 2019 2:00 PM | Estella Conger

    The Senior Compensation & Benefits Analyst will assist in the development, implementation and administration of compensation and benefit programs across SEI that align with the business strategies. This position will be responsible for conducting complex compensation analysis and providing compensation and benefits consultation solutions to HR Business Partners and Business Leaders.

    • Assist in developing, implementing and administering performance-based compensation programs and identifies procedures to track program effectiveness and ROI.
    •  Conduct cost analysis and provide recommendations to SEI compensation programs, including but not limited to incentive compensation, geographical pay difference, pay increase budgeting and pay ranges.
    • Engage, influence and provide consultation and guidance to HR Business Partners and functional leaders on various compensation request.
    • Work with external partners to administer programs and consultants on various matters such as plan rules, administration and reporting.
    • Provide analytical support to monitor trends and performance of employee benefit programs.
    • Keeps apprised of federal, state and local compensation laws and regulations in order to ensure company compliance.


    • Bachelors/4 Yr Degree CCP, MBA preferred


    • 4-8 years experience
    • Total Rewards, Compensation, and Data Analysis.
    • Possesses business acumen on HR and Financial matters.
    •  Ability to influence interact and work effectively across Total Rewards function and other related functions.
    • Working knowledge of Oracle.
    • Advanced proficiency in Microsoft Office applications, with emphasis on Excel (formulas, graphs, pivot tables, vlookups, etc), Powerpoint and Access.
    • Strategic thinking and problem solving analysis.
    • Strong communication skills at all levels.


  • January 24, 2019 12:00 PM | Leslie Donatien

    HollyFrontier Corporation located in Dallas, TX is seeking a Compensation Analyst that will develop, implement and administer domestic and international compensation programs.  The Compensation Analyst will also conduct complex compensation analyses under minimal supervision. 

    ESSENTIAL JOB DUTIES/RESPONSIBILITIES: (functions considered essential as defined by ADA)

    • Assist in the development, implementation and maintenance of domestic and international career and compensation structures and other compensation programs
    • Serve as a key team member in the annual merit, bonus and long-term incentive compensation planning processes
    • Develop and deliver compensation related communications
    • Partner with internal departments and external vendors
    • Participate in compensation surveys and industry survey groups to improve competitive pay levels within the organization
    • Review new and revised jobs for appropriate internal career mapping and pay level; maintain compliance with relevant regulations
    • Audit employee data to ensure consistent application of policies and compliance with regulations
    • Maintain job description database ensuring consistency with career framework and related systems
    • Analyze data from survey sources for budget recommendations, analysis of jobs, hourly wages, salaries, FLSA status and incentives in order to evaluate internal equity, external competitiveness and legal compliance of the Company’s pay practices
    • Benchmark jobs utilizing salary surveys or whole job comparison as needed
    • Design and prepare ad hoc compensation and budget related reports for management
    • Partner with Human Resources offices to respond to compensation inquiries and to review/approve internal and external pay offers and certain pay action requests

     May perform the following other duties:

    • Troubleshoot user issues in SAP, correcting errors to employee records for Human Resources Generalists and Managers

    Special assignments or tasks assigned to the employee by their supervisor, as determined from time to time in their sole and complete discretion.

    A minimum of three to five years’ of work experience in a combination of compensation analysis and evaluation with management, FLSA analysis, job description development, and compensation survey participation is required. Level will be determined by candidates knowledge, skills and experience.

    Experience with Successfactors modules and SAP HCM is preferred.  International compensation experience preferred.

    A minimum of a Bachelor’s Degree in Business, Human Resources or a related field is required. 

    Intermediate skill level knowledge in human resources principles and ability to analyze and apply this knowledge as it pertains to the Company. Intermediate end user or functional ERP system experience. Advanced knowledge of Microsoft products especially in MS Excel and MS Word. Demonstrated knowledge and experience using MS Excel’s vlookup function, formula creation, and pivot tables to assist with reporting and analyses. Advanced ability to summarize for concise communication with all levels of management and manage projects and assignments with extreme accuracy and efficiency. Proficient with spreadsheet, database and word processing applications; strong reading skills; ability to effectively communicate with others, both written and verbal communication, in a tactful manner, analytical, problem solving and decision making skills; detail oriented; ability to work independently and perform intermediate mathematical calculations. Ability to handle confidential information including but not limited to Protected Health Information (PHI) and all applicable compliance issues in relation to relevant HIPAA regulations. Advanced reading and writing skills.

    Special training in Compensation and Human Resources basics. CCP, GRP and PHR certifications.  PayFactors, SAP HCM, BI software knowledge is preferred. 


    Office based with travel up to 15% by land or air is required. Subject to varying road and weather conditions.

    Job conditions require sitting, talking or hearing, making visual inspections, making precise hand and finger movements, perceiving color differences, ability to operate and drive all assigned company vehicles at company standard insurance rates, and valid State driver’s license and proof of insurance. Job conditions may require standing, walking, twisting, stooping, crouching, kneeling, reaching or grasping, lifting and/or carrying up to 10lbs, pushing and/or pulling up to 10lbs, and climbing up to 3ft.


    Our primary values at HollyFrontier are: We put health and safety first; we care about the environment.

    All HollyFrontier employees are expected to work safely every day and be safety & environmental leaders. This includes active participation in the following:

    • Stops and/or reports any unsafe work or conditions
    • Follows safety & environmental policies and procedures
    • Supports safety & environmental goals and initiatives
    • Participates in safety & environmental meetings, training, emergency drills and hazard recognition programs
    • Reports all accidents, injuries and near misses, and participates in associated investigations
    • Participates in industrial hygiene, medical surveillance and behavior based safety programs


    PLEASE APPLY HERE: https://career4.successfactors.com/sfcareer/jobreqcareer?jobId=5878&company=hollyfrontier&username


    Salary commensurate with experience and qualifications.

  • January 23, 2019 4:35 PM | Longdien Le

    Position Purpose
    Assists Compensation staff with a project working with grant-funded job descriptions, including gathering, reviewing, and updating job descriptions.  May assist with job evaluation of new and existing positions.  Facilitates approval of final documents and file maintenance.
    Please note, this position will work no more than 14.5 hours per week.

    Essential Job Functions

    • Assists in updating documentation on the job analysis/review process, which may include developing/updating flowcharts of business processes.
    • Files and ensures ongoing maintenance of shared electronic files related to job descriptions, and reference files supporting job evaluations.
    • Converts existing job descriptions to standard format per guidelines and template provided.
    • Refers to elements of a job description, such as KSAs and Education/Experience sections to be more consistent with standard wording per guidelines provided, or as requested.
    • Updates file names of job descriptions according to a standard file naming convention (for existing and new job descriptions), and updates master list of job descriptions on file.
    • Researches comparable job descriptions via the internet, email, and phone calls with other school districts and similar industries.
    • May assist with communicating location of online job descriptions via email and telephone to District employees, and staff at other school districts.
    • Shares standard job description template with staff and leaders who are drafting job descriptions for review by Compensation, and provides guidance in preparation of files per established guidelines.
    • May assist with posting completed job descriptions online which is accessible to the general public and FWISD employees.
    • May assist with review/analysis of compensation processes and procedures, and shares best-practices with Compensation professionals and offers suggestions for operational efficiency and effectiveness.
    • May assist with job evaluation of new and/or existing positions, including positions affected by a proposed reorganization.
    • May assist with recommending benchmark positions by comparing FWISD job descriptions with job descriptions of other school districts that are conducting salary surveys.
    • May coordinate meetings and documentation such as meeting notes, supporting schedules, and follow-up tasks.
    • May draft internal and external correspondence, prepare presentations, and create written standard operating procedures.
    • May engage in recurring status reporting, including achievement of team and individual goals.
    • 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 and Abilities

    • Knowledge of key compensation legislation and tests for compliance with the Fair Labor Standards Act.
    • Knowledge of internal and external equity in compensation.
    • Knowledge of job evaluation methods and pay structures.
    • Skilled in working with spreadsheets at an intermediate level, such as using lookup functions, text functions, date functions, and basic PivotTables.
    • Ability to match District job descriptions with positions at other entities.
    • Ability to work independently with minimal supervision.
    • Ability to maintain confidentiality, conduct business in ethical manner, present a credible image, and maintain self-confidence.
    • Ability to use qualitative and quantitative methods and tools for analysis, interpretation and decision-making.
    • Able to connect to a variety of audiences/levels within the organization.
    • Ability to use software to create spreadsheets, databases, and do word processing.
    • Ability to organize and coordinate work, while handling multiple tasks and tight deadlines.
    • 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; occasional bending/stooping, pushing/pulling, and twisting.
    • Motion:  Frequent repetitive hand motions; frequent keyboarding and use of mouse.
    • Lifting:  Occasional light lifting and carrying (less than 15 pounds).
    • Environment:  Works in an office setting; may require 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:  High School diploma, GED, or Texas High School Equivalency certificate.
      • Prefer Bachelor’s degree or currently enrolled at an accredited university in Human Resources, Business Administration, or other related field.
    • Certification/License:  None.
    • Experience:  3 years’ experience working with job descriptions.


    Note:  These statements are intended to describe the general nature and level of work being performed by people assigned to this job.  They are not intended to be an exhaustive list of all job responsibilities.


    Apply here
  • January 23, 2019 2:35 PM | Erica Velasquez

    Compensation Specialist

    SMU - Click to Apply

    Location: Dallas, Texas 75275

    Salary Range: Salary commensurate with experience and qualifications.

    Job Summary:

    The compensation specialist performs a full scope of activities associated with the development and administration of SMU's compensation and classification programs to ensure the maintenance of SMU's compensation objectives and competitive position within the market. Conducts research, evaluates/analyzes data, and prepares recommendations requiring a broad understanding of compensation techniques, methods and practices. Develops documentation for compensation processes and procedures. Evaluates jobs. Performs market research, analyzes data, and makes recommendations as to job pricing. Participates in compensation surveys, coordinates job descriptions, and prepares and analyzes survey data. Prepares and monitors merit budget.

    Essential Functions:

    • Oversee and process compensation/classification and position management. Reviews job description to determine new or revised classifications, salary grade assignment, and FLSA status. Administers and oversees Position Management within PeopleSoft. Partners with the Budget Office to ensure approval and transfer of data. Develops, recommends and writes job evaluation and compensation procedures.
    • Manage compensation analysis. Participates in salary surveys & analyzes data to determine SMU market position. Develops recommendations to adjust salary structure in response to market data and SMU needs. Conducts job pricing & survey for ad hoc requests. Conducts compensation market studies. Acts as internal staff consultant for managers on compensation matters. Audits pay practices to ensure compliance with federal and state legislation applicable to wage and hour laws and regulations. Initiates changes when appropriate.
    • Manages annual merit increase process. Interfaces with Budget Office and Financial Business Managers to ensure data and paperwork is properly collected and processed. Conducts retrospective analysis.
    • Special projects and other duties as assigned.

    Education and Experience:

    A Bachelor's degree and a minimum of three (3) years of experience in HR is required for this position, preferably specializing in compensation.

    Certified Compensation Professional designation or coursework leading towards designation preferred.

    Knowledge, Skills and Abilities:

    The ideal candidate will have strong written, verbal, and interpersonal communication skills with a customer service orientation. Must be skilled at problem solving, time management, and project management. Organizational and planning skills are strongly desired.

    This position requires close attention to detail and the ability to analyze data and perform basic statistical analysis. Must have experience analyzing HR data and creating metrics. The ideal candidate must be willing to embrace diversity and appropriately handle highly confidential situations with professionalism and tact.

    Proficiency in MS Excel, Word and Outlook is required. Working knowledge of Adobe Acrobat preferred. Experience with HRIS system, PeopleSoft, preferred.

    Physical/Environmental Demands:

    This position requires the ability to sit for long periods of time.

    This position is open until filled.

    Priority consideration will be given to candidates who apply by January 31, 2019.

    Click here to Apply

    EEO Statement:

    SMU will not discriminate in any program or activity on the basis of race, color, religion, national origin, sex, age, disability, genetic information, veteran status, sexual orientation, or gender identity and expression. The Executive Director for Access and Equity/Title IX Coordinator is designated to handle inquiries regarding nondiscrimination policies and may be reached at the Perkins Administration Building, Room 204, 6425 Boaz Lane, Dallas, TX 75205, 214-768-3601, accessequity@smu.edu.

  • January 17, 2019 9:08 AM | Madison Weaver

    Position Summary

    The Senior Analyst, Global Compensation & Analysis plays a key role in leading the implementation, administration and maintenance of the compensation program for Business Services Global/Regional Services (GRS) employees worldwide.  This role serves as an analyst/advisor in the areas of job evaluation, compensation analysis and administration.  Supervise/coach an Experienced Compensation Analyst responsible for compensation analysis and support to Global/Regional Services employee worldwide.


    Responsibilities & Duties

    Compensation Program Administration:

    • Lead the annual compensation review process for Global/Regional Services employees worldwide; partner with Global/Regional/local HR and Finance teams to manage a well-run, data driven annual compensation review process including merit and bonus recommendations
    • Apply compensation expertise to respond to complex compensation inquiries around compensation best practices, including bonus payouts, promotions, job changes, and market adjustments
    • Play a key role in compensation benchmarking and annual market competitive analysis; make recommendations to support salary ranges and compensation decisions. Provide market benchmarks for sometimes unique and complex roles
    • Participate in the completion of global salary surveys, make recommendations to ensure accurate benchmarking for new and existing roles with the objective of maximizing survey matches
    • Identifies and recommends improvements to existing compensation processes

    Partner with Talent Acquisition and HR business partners to provide advice, counsel and training on compensation programs and practices:

    • Advise on complex job offers and internal job changes (e.g. promotions, transfers) across multiple geographies, factoring in external benchmarking data and internal equity
    • Develop and maintain excel-based tools, reports and resources to support Global Talent Management team members in managing compensation for their client groups. Provide ad hoc support to address compensation request.
    • With Manager, Global CSS Compensation & Analysis, develop communication and training materials for Global, Regional and local HR staff as needed for Bain’s compensation programs and policies

    Responsible for the analysis, evaluation and classification of new and existing positions for the Global/Regional Services population:

    • Play a key role in the design and upkeep of Bain’s Business Services job leveling program and related materials
    • Regularly partner with HR business partners to research and evaluate jobs (new or re-defined) within global framework, ensuring consistent titling and quality job descriptions, accurately describing job responsibilities and requirements
    • Conduct external benchmarking and internal equity reviews to recommend pay range assignments, confirm FLSA status, ensure title, job content and job description align with internal framework; May conduct benchmarking reviews for departments due to organization or business process changes

    Supervise/coach an Experienced Compensation Analyst responsible for compensation analysis and support to Global/Regional Services employee worldwide.




    • Bachelor’s degree in related field
    • 5 – 8 years of direct compensation experience
    • Detailed knowledge of U.S. FLSA regulations; proven capability for successfully driving evaluation process, including directly engaging and advising line management
    • Proven analytic ability including experience/comfort with developing detailed modeling tools to support annual compensation review process and ongoing project work
    • Ability to use analytics to persuade and foster strong management decision-making
    • High level of discretion – ability to deal with highly confidential information appropriately
    • Strong communication (written and verbal), interpersonal and problem solving skills
    • High level of accuracy and strong attention to detail
    • Self-starter with strong organization skills - ability to meet deadlines, prioritize assignments, and juggle multiple tasks simultaneously in a fast-paced, customer-focused environment
    • Knowledge of computer software applications such as Microsoft Word, Excel, and PowerPoint


    • Professional services experience, supervisory experience and/or global compensation experience strongly preferred
    • Knowledge of Workday
    • Knowledge of market pricing software (such as MarketPay)


     Please apply at: https://csscareers-bain.icims.com/jobs/3165/senior-analyst%2c-global-compensation-%26-analysis/job?mode=view&mobile=false&width=705&height=500&bga=true&needsRedirect=false&jan1offset=-360&jun1offset=-300





  • January 17, 2019 8:59 AM | Madison Weaver

    Position Summary

    The Experienced Analyst plays a key role in the implementation, administration and maintenance of the compensation program for Global/Regional Services (GRS) employees worldwide. Under general supervision, this role actively participates in compensation program administration, job evaluations, the annual compensation review process, and compensation systems and reporting


    Responsibilities & Duties

    Compensation Program Administration

    • Support Compensation team in compensation design for global and local employees
      • Conduct research to support market reviews, including extracting data from appropriate sources, compile snapshot of relevant compensation data across department and functions and flag discrepancies and concerns for review
      • Primary research and analysis of local market data and practices; identify appropriate resources, provide summary of findings
    • Develop and maintain excel-based tools, reports and resources to support Global Talent Management team members in managing compensation for their client groups. Provide ad hoc support to address compensation requests
    • Participate in compensation benchmarking process
      • Identify and research data discrepancies to facilitate resolution, including reviewing market pricings for accuracy and making matching recommendations
      • Conduct ad hoc market pricings for new and existing roles
    • Under guidance from Senior Analyst, Global CSS Compensation & Analysis
      • Complete and submit compensation surveys for US and Global locations, ensuring the accuracy and completeness of data being submitted
      • Review survey materials to understand data requirements and identify the appropriate data sources
      • Review survey descriptions and make recommendations to ensure accurate benchmarking for new and existing roles with the objective of maximizing survey matches
      • Leverage HR systems to extract relevant and accurate survey data input

    Job evaluation

    • Regularly partner with HR business partners to research and evaluate new or re-defined jobs received from HR Business Partner teams
    • Conduct external benchmarking and internal equity review to recommend pay range assignments, confirm FLSA status, ensure title, job content and job description align with internal framework

    Annual CSS Compensation Review Process

    • Provide support during the annual compensation review process for GRS employees worldwide
      • Apply compensation knowledge to respond to general compensation data inquiries around compensation best practices, including bonus payouts, promotions, job changes, and market adjustments
      • Serve as a resource to managers and Global Talent Management team members for technical and process questions pertaining to the HRIS comp/review system, escalating to Manager as needed; this includes user questions, processing comp memos, and explaining bonus calculations
      • Provide detailed reporting to Global Finance to reconcile the budgeting process, ensuring that their data needs are met

    Compensation Systems/Reporting

    • Provide support for compensation-related systems
    • Run regular and ad hoc reports




    • Bachelor’s degree
    • Minimum of 3 years of compensation experience
    • High level of discretion – ability to deal with highly confidential information appropriately
    • Excellent interpersonal, communication, writing and project management skills
    • Strong analytical, problem solving and quantitative skills
    • Ability to work both independently and as an integral member of various teams
    • Self-starter with strong organization skills - ability to meet deadlines, prioritize assignments, and juggle multiple tasks simultaneously in a fast-paced, customer-focused environment
    • Comprehensive knowledge of Excel and PowerPoint


    • Experience with SharePoint and Workday
    • Experience in a professional services and/or global firm 


    Please apply at: https://csscareers-bain.icims.com/jobs/3136/experienced-analyst%2c-compensation/job?mode=view

  • January 11, 2019 1:15 PM | Christina Welsh


    Use your analytical aptitude to help us design, plan and implement compensation programs, policies and procedures for Pier 1 Imports! Our Compensation team participates in projects such as bench-marking, annual merit process, market reviews, and salary surveys just to name a few.

    If you have a knack for data analytics, a passion for compensation and a proven track record of creating efficiencies, we want to speak with you!

    The Compensation Analyst supports company-wide compensation functions with a focus on the field and/or Distribution Center organization. The analyst assists in the design, plan, and implementation of all compensation programs, policies, and procedures. This person compiles and analyzes data to help with strategic planning, evaluate plan design and costs, and implement changes to plans and procedures.


    • Provide analytical and data support and recommendations for compensation design and implementation.
    • Participate in Compensation projects such as annual benchmark, annual merit process, market reviews, etc.
    • Support participation in salary surveys, ad hoc compensation surveys and compilation of survey market data
    • Assists with monthly accrual, analysis, program setup, testing and payout of quarterly and annual incentive programs
    • Work with managers to make compensation recommendations
    • Keeps apprised of federal, state and local labor and compensation laws and regulations in order to ensure compliance. 
    • Conduct detailed analysis and audits to support department needs.
    • Evaluate existing Compensation reporting, recommend and implement improvements and efficiencies to make the process faster, more accurate, and easier to administer.
    • Interacts with all Home Office departments, Stores, Distribution Centers, Third Party Vendors and Senior Management.


    • 1 -3 years of Compensation experience needed
    • Advanced level Excel experience required
    • Preferred experience with Microsoft Access and PeopleSoft HR
    • 4-Year College Degree required

    If Interested, please email cmwelsh@pier1.com directly.

  • January 11, 2019 8:49 AM | Phillip Tompkins



    Overhead Door Corporation is a leading manufacturer of doors and openers for residential, commercial, industrial and transportation applications. Our corporate headquarters is located in Lewisville, Texas.

    Overhead Door Corporation has five divisions: Access Systems Division (ASD), which features the Overhead Door and Wayne Dalton garage door brands; The Genie Company, manufacturer of remote-controlled garage door opening systems; Horton Automatics, a manufacturer of automatic entrance systems; TODCO, the largest producer of truck doors for the transportation industry and Installed Services Division (ISD) which features two service and install brands: Creative Door Services in Western Canada and NationServe in the United States.

    Position Function

    • Implements and delivers a full range of compensation programs, including cash / total compensation, bonuses, sales & long-term incentives, commissions, etc.

    • Collaborates with various levels within the organization in executing compensation programs that meet business or functional group needs.

    • Models and consults to maintain a proactive, sustainable and competitive compensation platform with leading practices.

    Role and Responsibilities

    • Develops, implements and administers engaging compensation programs.

    • Consults with HR organization and business divisions on compensation issues and practices.

    • Develops, implements and administers base pay and incentive compensation programs, including compensation philosophy, job classification and job family structures, job pricing criteria and compensation structures.

    • Evaluates and assesses jobs at all levels of the Company to determine appropriate pay levels based on internal and external job and market pay comparisons.

    • Manages selection of, and participates in published, custom and ad hoc surveys.

    • Analyzes market data.

    • Ensures equity, alignment and integrity of compensation data across Company.

    • Advises and recommends on salary adjustments.

    • Administers pay adjustments for mass-market changes as needed.

    • Manages ongoing, periodic and ad hoc compensation projects.

    • Provides support in Mergers & Acquisition Teams assessing the total compensation value and recommending transition actions to merge into the company’s platform, minimizing impact, identifying risks and facilitating communication.

    • Prepares and conducts compensation related communication, such as brochures, incentive plan documentation, and pay administration guidelines and publications.

    • Drive consistency in the design, content & delivery.

    • Evaluates, recommends and implements compensation programs, ensuring alignment across the division as well as considering geographical differentials and specialty groups.

    • Evaluates program proposals to ensure the cost / benefit relationship meets the organization’s objectives/goals.

    • Monitors effectiveness of new and current programs.

    • Make recommendations for sustainable future initiatives.


    • 5+ years of compensation experience required.

    • Excellent internal customer interface and service.

    • Attention to detail.

    • Advanced excel skills.

    • Enterprise software compensation module management a plus.

    • CCP certification is a plus.

    • Bachelor degree required.

    • Advanced degree a plus.

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