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  • March 28, 2018 3:55 PM | Lauren Miller
    Pay Range: $60k+
    Location: Dallas, TX
    Team: Compensation Team 
    Reports to: Director of Compensation
    • You will be an outstanding Compensation Analyst if:
      • You are guest-focused and professional, constantly working to build relationships across the organization.
      • You can do pivot tables in your sleep, and creating a complex nested formula fills your heart with joy.
      • You are detail-oriented, work with a strong sense of urgency, and enjoy juggling priorities.
      • You are skilled at balancing the need for consistency with crafting creative solutions to 
        non-standard challenges.
      • You can “tell a story” with numbers, identifying how to analyze data, other angles you may need to consider, and the best way to tailor your findings to your audience.
      • You love to work hard and know how to have fun in the process!

    A Day in the Life…
    You are one of the the in-house experts on compensation for positions at all levels of the organization. As such, you:
    o Work with the rest of the compensation team to ensure all policies and procedures are carried out efficiently and accurately;
    o participate in and interpret compensation surveys;
    o perform annual and ad hoc range analysis;
    o identify areas of opportunity in our base range structures and recommend adjustments to salary ranges and/or individual base salaries as needed;
    o monitor industry compensation trends and recommend adjustments to compensation structures as needed.

    You consult with Executives, Regional Operations Directors, and Recruiters to make salary recommendations for hires, transfers, and promotions:
    o educating leaders at all levels of the organization on compensation philosophy, components of total compensation, and best practices in total compensation design and administration;
    o analyzing and approving offer requests to ensure compliance with compensation practices;
    o evaluating impact of transfers and promotions on a team member’s target total compensation and recommending adjustments to base pay as needed;
    o understanding goals and priorities of the organization and crafting competitive individualized compensation packages that align with those goals.

    Yeah, we love paying big bonuses! You are responsible for calculating bonuses under several different plans. That means you’re:
    o working with various departments to gather and validate financial information;
    o accurately performing and validating monthly, quarterly, and annual bonus estimates and calculations;
    o working with other members of the compensation team to conducting in-depth analysis on plan effectiveness and making recommendations based on findings;
    o building models to understand effect of various design options on payout percentages, accounting considerations, and financial impact.

    • You partner with the the rest of the compensation team to administer the ongoing performance management initiatives and the annual merit increase processes.

    • You evaluate trends in hourly pay rate changes and ensure compliance with D&B policies.

    • At Dave & Buster’s, we love celebrating wins – big and small. You work with others to support the employee recognition programs, including program design, vendor management, communication, and troubleshooting. 

    • You support high level compensation activities, such as preparation of board materials, preparation of SEC reporting, and designing training programs. 

    • You write and update all job descriptions and ensure the job description database is accurate and up-to-date.

    • You ensure Dave & Buster’s stays in compliance with federal and state wage & hour laws by monitoring, interpreting, and implementing updates. You act as a consultant for the HR Department and store management teams on matters such as FLSA compliance, state overtime requirements, minimum wage and tipped minimum wage, tipping policies, vacation payouts, and employment of minors. 

    • You create and generate standard weekly, monthly, and quarterly reports and stand ready to produce ad hoc analysis on the fly.

    • And, finally, because Dave & Buster’s is so focused on guest service, your job includes the ever-popular “Other Duties As Assigned.”

    The “Must’s”:
    • Minimum of 2 years of experience in a Compensation Analyst role; a Bachelor’s Degree in Human Resources, Accounting, or Finance; or an equivalent combination of experience and education.
    • Advanced MS Excel skills and strong skills in other MS Office products are required. Experience working with an enterprise HRIS system is preferred.
    • Excellent analytical, communication and organization skills.
    • Ability to exercise good judgment in decision-making. 
    • Hold yourself accountable to high personal and professional standards of conduct.

    Working Environment
    • Non typical office environment. We have games in the lobby, a billiard table in the break room, Shuffleboard up front, and we get the whole office together monthly for a “Party on the Patio” to catch up with one another over ice cold “refreshments.”
    • We work hard, we play hard and we have FUN!

    Physical Demands
    • The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
    • While performing the duties of this job, the employee is frequently required to reach with hands and arms. The employee is occasionally required to stand; walk; and stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, and ability to adjust focus.
  • March 28, 2018 9:45 AM | Deanna Green

    Requisition ID: 130770

    Job Category: Human Resources

    Location: United States-Texas-Plano-6652 Pinecrest Dr., Suite 300

    Posted Date: 3/13/2018

    Compensation Analyst - Alorica


    • Support Compensation and Statistical Analysis

    • Support Incentive administration and governance process of Plans

    • Support Job evaluations, offer proposals and promotion/increase approval

    • Support annual Compensation planning process and quarterly reporting


    • Assist in the execution and administration and provide analytical support for a variety of compensation policies and incentive programs 
    • Develop appropriate job descriptions and maintain website for accessing compensation information and job descriptions
    • Participate in salary surveys, interpret salary data and perform analysis
    • Evaluate proposed and existing jobs and classify them in accordance with the levels of importance and responsibility to Alorica
    • Manage job documentation, job descriptions, databases and tables related to job codes and job families
    • Prepare statistical analysis, data modeling, incentive pay programs and costing of base salaries
    • Provide support to the HR department concerning interpretation of compensation practices and guidelines
    • Provide guidance on issues related to compensation for management

    Minimum Education and Experience: 
    • Bachelor’s degree in business, human resources, finance or accounting, preferred
    • Minimum 3-4 years experience in compensation concepts, theory, practices, procedures and principles, compensation structures and marketing pricing
    • Proven analytical and problem solving skills
    • Strong computer skills in Excel, Word, PowerPoint and Outlook

    Knowledge, Skills and Abilities:
    • Excellent quantitative, analytical, organizational, research and presentation skills
    • Ability to compile, analyze and interpret data and produce recommendations
    • Excellent time management, project management, interpersonal, communication, presentation, organization, decision-making and planning skills
    • Flexibility, adaptable to change with the ability to multi-task with multiple changing priorities

  • March 28, 2018 9:38 AM | Deanna Green

    Compensation Program Manager - Alorica

    Requisition ID: 130774

    Job Category: Human Resources

    Location: United States-Texas-Plano-6652 Pinecrest Dr., Suite 300


     ·  Evaluate and benchmark jobs and descriptions within enterprise-wide strategies; Assist management in the creation and maintenance of current job descriptions to facilitate market analysis and ensure accurate information to competitively price positions in the market. 

    ·  Partner with survey vendor(s) to ensure the overall adequacy and accuracy of the department’s market pricing system.  May lead or provide suggestions on system modifications as necessary.  Create and review audit reports as necessary to validate data accuracy. 

    ·  Complete on-going and annual market analysis (Salary Planning) to ensure competitive position in the market.  Responsible for effective administration of the annual merit increase and bonus process.  

    ·  Partner with the appropriate internal resources (management, HR partner, Finance) to evaluate, analyze, design, implement, and communicate effective base pay and variable pay(incentive) plans. Provide approach and system for administration of both base and variable (incentive) plans especially as related to variable plan payment calculations. 

    ·  Coordinate with multiple departments to investigate, resolve, and mitigate complex compensation issues. Partner with senior team members to develop education materials and conduct employee education meetings.  Provides consulting services to support corporate and business partners’ HR objectives and compensation programs.

    ·  Ensure compliance with applicable federal and state laws, work closely with internal legal counsel to ensure new programs and incentive plans minimize exposure to litigation.  Perform audits as necessary to ensure compliance.

    ·  Understand business priorities and create process solutions that may be implemented efficiently. Ensure technical initiatives enhance the customer experience, provide quantifiable cost savings, and are integrated with the overall HR initiatives.  

    ·  Responsible for complex research and compensation analysis of base and incentive compensation to develop and design base and variable pay programs to support enterprise wide operations and drive the business strategy. Perform complex cost impact analysis for management and assist to create base pay structure(s) to ensure external and internal equity and alignment with Alorica’s compensation philosophy.




    • Bachelor’s degree in Human Resources, Business or related field.  Advanced degree desirable. 
    • 5+ years experience in advanced compensation analysis required, including compensation reviews, compensation structures, sales commission and bonus structures; prior experience with executive compensation.
    • 10+ years compensation experience preferred.
    • Prior HR Generalist experience preferred. 
    • Prior experience in Call Center/BPO industry strongly preferred. 
    • Any similar combination of education and experience.

    Knowledge, Skills and Abilities:

    Minimum Education and Experience:

    • Knowledge of commonly used concepts, practices and procedures within HR field, including knowledge of state and federal employment law. Knowledge of international employment law desirable.

    • Thorough working knowledge of compensation tools, surveys, and market data resources.

    • Excellent statistical analysis skills, ability to research and analyze various different types of data information.

    • Effective oral and written communication skills.

    • Excellent interpersonal skills.

    • Computer skills: thorough working knowledge of Human Resources Information Systems (Oracle, PeopleSoft, HRMS,SAP, etc.), salary survey reporting tools, intermediate MS Word and PowerPoint, advanced MS Excel, intermediate to advanced MS Outlook, intermediate knowledge of Internet.

    • Ability to work under pressure of multiple projects and deadlines – manage multiple assignments simultaneously.

    • Ability to effectively prioritize workload and manage changes in direction – recognize when escalation is necessary.

    • Ability to interpret and apply required policies and procedures.

    • Ability to work in a team environment.

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

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

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

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

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

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

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

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

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

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

    Please apply directly to the link below:


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

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

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

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

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

    Deadline to apply: April 9, 2018

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

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

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

    Title: Compensation Manager

    Compensation Range: $90-105K plus bonus

    Location: Richardson, TX

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

    Compensation Manager

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

    Essential Duties and Responsibilities:    


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

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

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

  • February 14, 2018 10:13 AM | Mildred Haptonstall


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

    Job Duties & Responsibilities

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

    Required Education and Experience

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

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

    Location:  Dallas, TX

    Apply by using the link below:


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

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

    Location: Irving, TX

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

    Education Level: 

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

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

    HR Director - Garland, TX

    Compensation: $95,347 - $125,382

    Contact: Georgia Pierce hrrecruitment@garlandtx.gov



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

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

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

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

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

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

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

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

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

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

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


    Minimum Qualifications

    • Bachelor's degree in business administration,

      public administration or related field

    • 7 years of progressive municipal HR management

      experience within an organization of similar size, including significant

      leadership experience, with heavy emphasis in employee relations

    • PHR, IPMA-CP or related certification required

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

    Preferred Qualifications


    • Master’s degree in business administration,

      human resource management, public administration or related field

    • 7-10 years of progressive municipal HR

      management experience within an organization of similar size, including

      significant leadership experience, with heavy emphasis in employee


    • SPHR, IPMA-SCP or related certification highly


    Knowledge, Skills & Abilities

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

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

    Compensation Analyst III - Irving, TX

    Compensation: $70,000 - $90,000

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


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

    Job Duties

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


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


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


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


    Certified Compensation Professional (CCP)

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