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NORTH TEXAS COMPENSATION ASSOCIATION

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  • May 30, 2018 3:33 PM | Anonymous

    Job Title: Senior Exec. Compensation & Equity

    Req ID: 36501

    Job Family: Human Resources

    https://www.linkedin.com/jobs/view/629870168/ 

    Sabre is the global leader in innovative technology that leads the travel industry. We are always looking for bright and driven people who have a penchant for technology and want to hone their skills. If you are interested in challenging work, being part of a global team, and solving complex problems through technology, business intelligence and analytics, and Agile practices - then Sabre is right for you! It is our people who develop and deliver powerful solutions that meet the current and future needs for our airline, hotel, and travel agency customers.

    Job Description

    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

    Job Requirements

    EDUCATION:

    • Bachelor’s degree in Business, Human Resource Management, Accounting, Finance, or similar discipline.

    EXPERIENCE:

    • 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
    .

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    Reasonable Accommodation

    Sabre is committed to working with and providing reasonable accommodation to applicants with disabilities. Applicants applying for a Sabre position with a disability who require a reasonable accommodation for any part of the application or hiring process may contact Sabre's Employee Relations Department at employee.relations@sabre.com

     

    Affirmative Action

    Sabre is an equal employment opportunity/affirmative action employer and is committed to providing equal employment opportunities to minorities, females, veterans, and disabled individuals. EEO IS THE LAW

     

    Stay connected with Sabre Careers

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  • May 29, 2018 4:15 PM | Brett Almquist

    For more information and to apply please visit us here: http://www.schw.jobs/tp/rj6.W9wNI-e_K 

     

    We believe that, when done right, investing liberates people to create their own destiny. We are driven by our purpose to champion every client’s goals with passion and integrity. We respect and appreciate the diversity of our employees, our clients, and the communities we serve. We challenge conventions strategically to create value for our clients, our firm and the world. We live and bring to life the concept of ‘own your tomorrow’ every day. We champion our employee strengths, guide their development, and invest in their long-term success. We hire optimistic, results-oriented, curious, innovative, and adaptable people with the desire to help our clients and one another succeed.

    As a company, we were established by Chuck over 40 years ago to champion Main Street over Wall Street, and to help Americans transform themselves from earners to owners. Through advocacy and innovation, we work to make investing more affordable, accessible and understandable for all. As we enter our fifth decade, we are looking for talented, innovative and driven people who believe they can help themselves, and our clients, create a better future.

    Our Opportunity:

    As a Sr. Manager, Compensation, you will have the opportunity to demonstrate broad-based compensation programs design, strong technical skills, business acumen, and service-oriented consultation. The Corporate and Incentive Compensation organization leads the design, implementation, and administration of Schwab's broad-based and enterprise aligned incentive plans. We champion the firm's Total Rewards strategy and Pay for Performance philosophy, and partner on a daily basis with decision makers at all levels of the firm to help ensure our compensation solutions effectively attract, retain, and motive our industry's very best talent.

    In this role, you will partner with business leaders and HRBPs to provide strategic consulting and analytical support on base and variable compensation plan design as well as different compensation programs, processes, and systems. You will report to the Managing Director, Corporate and Incentive Compensation. 

    What you’ll do:

    • Advise the business on compensation plans/programs that help drive business results.  As the business’ Compensation consultant, understand the needs of the business, partner to develop compensation strategies, solutions and associated communications.
    • Manage company-wide compensation programs, processes, policy, systems, tools, analysis, reporting, communications and education.
    • Contribute to the design, implementation and ongoing administration of base salary, compensation structures, market pricing methodology and standards, short-term incentive programs and the annual focal salary increase process.
    • Provide guidance and facilitate ongoing training to HR and business leaders on pay policies, practices, and systems. This may include the crafting and development of formal supporting materials.
    • Ensure compliance with local, state, and federal laws governing compensation and incentive practices.
    • Manage ongoing competitive benchmarking process for assigned client organizations and consult on salary and bonus management.
    • Conduct competitive market analysis on an ad-hoc or enterprise wide basis
    • Lead and facilitate presentations and discussions relative to all matters of compensation and program design, analysis, reporting.
    • Monitor and analyze external and internal competitive environment to assess market trends, best practices and proactively assess implications. 
    • Manage projects and program execution through development of project plan identifying key milestones and deliverables.  May function as project lead requiring that milestone and deliverables be met.
    • Mentors others as needed.
    • Work collaboratively with members of the broader compensation team to ensure consistency of methods and applications.
    • Provide project leadership within the broader compensation team.

    What you have:

    • 8+ years compensation experience within a large (10,000 employees+) and complex corporate environment preferred.
    • Broad-based and incentive plan design experience, Financial Services industry strongly desired.
    • Bachelor's Degree in Business Administration, Economics, Statistics or Math preferred or equivalent work experience.
    • Demonstrated consulting and leadership skills, including ability to make decisions to ensure effective achievement of objectives.
    • Excellent analytical, quantitative skills.
    • Excellent verbal and written communication skills; ability to work with all levels within the organization.
    • Commitment to providing excellent customer service to our business partners; ability to collaborate within and outside the HR team.
    • Excellent working knowledge of Microsoft applications: Excel,  PowerPoint, Word.
    • Experience with Access DB preferred.
    • Experience with Workday or SaaS preferred.
    • Experience in incentive plan design within financial services preferred.
    • Ability to work well with others in a fast-paced, team environment.
    • Identifies and solves problems creatively; ability to think beyond immediate consequences.
    • Apply independent judgment with follow-up to business partners to determine the direction of assignments

    What you’ll get:

    • Comprehensive Compensation and Benefits package
    • Financial Health: 401k Match, Employee Stock Purchase Plan, Employee Discounts, Personalized advice, Brokerage discounts
    • Work/Life Balance: Sabbatical, Paid Parental Leave, New Mothers returning to work Program, Tuition Reimbursement Programs, Time off to volunteer, Employee Matching Gifts Program
    • Everyday Wellness: Health and Lifestyle Wellness Rewards, Onsite Fitness Classes, Healthy Food Choices, Wellness Champions
    • Inclusion: Employee Resource Groups, Commitment to diversity, Strategic partnerships
    • Not just a job, but a career, with an opportunity to do the best work of your life


    Learn more about Life@Schwab.
    Charles Schwab & Co., Inc. is an equal opportunity and affirmative action employer committed to diversifying its workforce. It is Schwab's policy to provide equal employment opportunities to all employees and applicants without regard to race, color, religion, sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), gender identity or expression, national origin, ancestry, age, disability, legally protected medical condition, genetic information, marital status, sexual orientation, protected veteran status, military status, citizenship status or any other status that is protected by law. Schwab also does not discriminate against applicants or employees because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. At Schwab, we believe that every employee, through their diverse abilities and experiences, can contribute to our growth, innovation and client loyalty. We embrace diversity and are committed to providing equal opportunity to all employees and applicants. If you have a disability, and require reasonable accommodations in the application process, call Human Resources at 800-725-3535. We will be happy to assist you. Schwab will only share your accommodation request with those individuals who have a specific need to know. The request for an accommodation will not affect Schwab's hiring decisions. All other submissions should be performed online.

     

  • May 29, 2018 4:11 PM | Brett Almquist

    For more information and to apply please visit us here:  http://www.schw.jobs/tp/rj6.EGCyc-e-K

     

    We believe that, when done right, investing liberates people to create their own destiny. We are driven by our purpose to champion every client’s goals with passion and integrity. We respect and appreciate the diversity of our employees, our clients, and the communities we serve. We challenge conventions strategically to create value for our clients, our firm and the world. We live and bring to life the concept of ‘own your tomorrow’ every day. We champion our employee strengths, guide their development, and invest in their long-term success. We hire optimistic, results-oriented, curious, innovative, and adaptable people with the desire to help our clients and one another succeed.

    As a company, we were established by Chuck over 40 years ago to champion Main Street over Wall Street, and to help Americans transform themselves from earners to owners. Through advocacy and innovation, we work to make investing more affordable, accessible and understandable for all. As we enter our fifth decade, we are looking for talented, innovative and driven people who believe they can help themselves, and our clients, create a better future.

    Our Opportunity:

    The Corporate and Incentive Compensation organization leads the design, implementation, and administration of Schwab's broad-based and enterprise aligned incentive plans. We champion the firm's Total Rewards strategy and Pay for Performance philosophy, and partner on a daily basis with decision makers at all levels of the firm to help ensure our compensation solutions effectively attract, retain, and motive our industry's very best talent.

    As a Manager, Compensation, you will partner with team members, Human Resources Business Partners (HRBPs) and business leaders to provide analytical compensation support on various compensation programs, processes, and systems.  You will report to the Managing Director, Corporate and Incentive Compensation.

    What you’ll do:

    • Work closely with team members and business partners regarding compensation programs that will drive business results. 
    • Understand the needs of the team, and partner and develop compensation solutions and associated communication materials.
    • Collaborate and lead aspects of program/process design, implementation, improvement and ongoing administration of broad-based compensation initiatives.  Examples include market pricing, survey management, annual pay planning process, various compensation analyses and administration.
    • Craft and develop formal support materials and facilitate ongoing training to HRBPs on pay policies, practices, and systems.
    • Work with team members to manage ongoing competitive benchmarking process for assigned client organizations, and advise business partners on multiple considerations when determining salary and bonus recommendations.
    • Monitor and analyze external and internal competitive environment to assess market trends, best practices and proactively assess implications. 
    • Manage projects and program execution through development of a project plan identifying key milestones and deliverables.  May function as project lead requiring that milestone and deliverables be met.
    • Work collaboratively with members of the broader compensation team to ensure consistency of methods and applications. Provide project leadership within the broader compensation team.
    • Ensure compliance with local, state, and federal laws governing compensation and incentive practices.

    What you have:

    • 5+ years of compensation experience in a large and complex corporate environment preferred.
    • Experience supporting corporate functions strongly preferred.
    • Bachelor’s Degree in Business Administration, Economics, Statistics or Math preferred and/or equivalent work experience.
    • Excellent analytical and quantitative skills.
    • Excellent verbal and written communication skills.
    • Ability to work with all levels within the organization.
    • Commitment to providing excellent customer service to business partners.
    • Ability to demonstrate strong collaboration skills.
    • Excellent working knowledge of Microsoft applications including:  Excel, PowerPoint, Word, Access.
    • Experience with Workday or SaaS preferred.
    • Ability to work well with others in a fast-paced, team environment.
    • Ability to identify and solve problems creatively, and think beyond immediate consequences..
    • Flexibility to work in ambiguous situations
    • Ability to exercise independent judgement with appropriate follow up to business partners.

    What you’ll get:

    • Comprehensive Compensation and Benefits package
    • Financial Health: 401k Match, Employee Stock Purchase Plan, Employee Discounts, Personalized advice, Brokerage discounts
    • Work/Life Balance: Sabbatical, Paid Parental Leave, New Mothers returning to work Program, Tuition Reimbursement Programs, Time off to volunteer, Employee Matching Gifts Program
    • Everyday Wellness: Health and Lifestyle Wellness Rewards, Onsite Fitness Classes, Healthy Food Choices, Wellness Champions
    • Inclusion: Employee Resource Groups, Commitment to diversity, Strategic partnerships
    • Not just a job, but a career, with an opportunity to do the best work of your life

     


    Learn more about Life@Schwab.


    Charles Schwab & Co., Inc. is an equal opportunity and affirmative action employer committed to diversifying its workforce. It is Schwab's policy to provide equal employment opportunities to all employees and applicants without regard to race, color, religion, sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), gender identity or expression, national origin, ancestry, age, disability, legally protected medical condition, genetic information, marital status, sexual orientation, protected veteran status, military status, citizenship status or any other status that is protected by law. Schwab also does not discriminate against applicants or employees because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. At Schwab, we believe that every employee, through their diverse abilities and experiences, can contribute to our growth, innovation and client loyalty. We embrace diversity and are committed to providing equal opportunity to all employees and applicants. If you have a disability, and require reasonable accommodations in the application process, call Human Resources at 800-725-3535. We will be happy to assist you. Schwab will only share your accommodation request with those individuals who have a specific need to know. The request for an accommodation will not affect Schwab's hiring decisions. All other submissions should be performed online.

     

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

    Compensation Analyst

    Dallas, TX  (Farmers Branch)

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

    ClubCorp

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

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

    Qualifications

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


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

    Executive Compensation Sr. Manager

    $120-130k compensation hiring range

    Dallas, TX  (Plano)

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

    J.C. Penney Company, Inc.

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

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

  • May 09, 2018 7:35 AM | Karen Fox

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

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

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

    Duties and Responsibilities:    

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

    Qualifications:

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



  • May 03, 2018 8:39 AM | Anonymous

    Please submit applications to:

    External Posting URL

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

     

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

    Responsibilities:

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

    Education and Experience Required:

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

    Knowledge and Skills:

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

     

  • April 27, 2018 2:27 PM | Bob Diers

    What happens when you combine technology with travel? Sabre!

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

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

    Position Summary:

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

    Key Duties:

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

    Education:

    • Bachelor’s Degree or equivalent required.

    Experience and Skills:

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

    Knowledge and Skills:

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


  • April 18, 2018 8:08 AM | Anonymous

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

     

    Principal Accountabilities

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

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

    Conduct market analyses and maintain market data library

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

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

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

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

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

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

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

    Develop and distribute compensation reports

    Assist in the annual merit and bonus programs

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

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

    Performs other duties as assigned

    Knowledge & Skills

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

    Excellent technical writing skills

    Ability to multi-task and effectively balance multiple priorities

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

    Advanced working knowledge of compensation laws concerning federal and state regulations

    Proficient in Microsoft applications

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

    Knowledge of PeopleSoft HRMS modules preferred

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

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

    Good organizational, attention to detail and problem-solving skills

    Working knowledge of company’s policies and procedures preferred

    Experience & Education

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

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

    Four (4) years of relevant compensation work experience

    Certified Compensation Professional (CCP) preferred

    Physical Requirements/Working Environment

    Normal office environment

    Travel

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


  • April 18, 2018 8:08 AM | Anonymous

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

     

    Principal Accountabilities

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

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

    Conduct market analyses and maintain market data library

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

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

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

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

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

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

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

    Develop and distribute compensation reports

    Assist in the annual merit and bonus programs

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

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

    Performs other duties as assigned

    Knowledge & Skills

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

    Excellent technical writing skills

    Ability to multi-task and effectively balance multiple priorities

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

    Advanced working knowledge of compensation laws concerning federal and state regulations

    Proficient in Microsoft applications

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

    Knowledge of PeopleSoft HRMS modules preferred

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

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

    Good organizational, attention to detail and problem-solving skills

    Working knowledge of company’s policies and procedures preferred

    Experience & Education

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

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

    Four (4) years of relevant compensation work experience

    Certified Compensation Professional (CCP) preferred

    Physical Requirements/Working Environment

    Normal office environment

    Travel

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


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