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  • September 11, 2017 9:00 PM | Jenni Porshakin (Administrator)
    Position Title: Director, Total Rewards
    Hiring Salary Minimum: $160,000
    Hiring Salary Maximum: $180,000
    Job Location: Fort Worth, TX
    Contact Info:

    Zareen Wajid, PHR

    Executive Recruiter | Korn Ferry Futurestep

    T +1 (214) 740-2656 | Zareen.Wajid@KornFerry.com


    Reporting to the Chief Human Resources Officer, the Director, Total Rewards will direct the
    planning, development, and implementation of compensation and benefit programs. He/she will
    newly design or make improvements to compensation and benefit programs to best reward
    employees and meet business objectives. The Director will also plan, design, implement, maintain,
    and administer all compensation and benefit programs in Workday.

    This role provides expert advice and support and directs compensation matters related to internal
    and external compensation and benefit equity and competitiveness, program design, program
    effectiveness, and overall governance. This role collaborates with cross-functional business
    partners and executives to align and achieve business strategies, and to support attraction and
    retention objectives.

    The Director will be responsible to design the Company’s new compensation philosophy, job family
    structure, and compensation structure including pay for performance initiatives.

    Job Duties (functions considered essential as defined by ADA)

    • Design compensation and benefits philosophy and strategy
    • Develop job families and associated compensation structure
    • Develop, roll out, and manage compensation programs including competitive
    benchmarking analysis, base pay, incentive compensation, sales incentive,
    equity and executive compensation programs
    • Manage all compensation programs in Workday and serve as the main
    Compensation Partner in the system
    • Work with the CHRO as well as the Legal and Finance team to analyze, design,
    update and communicate executive compensation and benefit plans
    • Partner with Sales Operations to determine appropriate sales compensation
    • Oversee the commission program, including plan design and administration
    • Conduct salary, bonus, and FLSA exemption analysis, including internal equity
    and external competitiveness assessments
    • Provide comprehensive financial review, analysis, and evaluation of incentive
    programs, including designing and developing pay-for-performance rewards
    and determining projected cost of program designs
    • Analyze benefit offerings, recommending plan design options and changes
    that maximize plan competitiveness with cost effectiveness
    • Manage annual benefit process, including contract review, bid negotiation,
    open enrollment, etc.
    • Manage vendor relationships across the compensation and benefits platform
    • Participate on the 401k committee, ensuring fiduciary responsibility and
    competitiveness in plan design and administration
    • Articulately analyze and present ideas in a clear and concise manner to senior
    executives and the Board of Directors
    • Participate in the due diligence process and comprehensive review of all
    compensation and benefit plans for new ventures, mergers and acquisitions.
    • Develop and execute a comprehensive communication strategy for
    compensation and benefit programs and identify opportunities to better enable
    the company to improve employee engagement, facilitate proactive and
    effective messaging


    • Minimum 8-10 years of compensation and benefits experience including the
      detailed design of programs, processes and tools
      Must have previous experience building compensation structures from the
      ground up
      Must have experience designing and administering sales compensation
      programs, with specific experience with commission plans
      Must have experience with cost-effective benefit plan design with knowledge
      of regulatory and compliance requirements (ie. FLSA, ERISA, PPACA, GINA)
      Previous experience with executive compensation, including presentations to
      senior leadership and Board of Directors is an asset
      Must have a proven success influencing executive leadership on
      compensation structure methodology and philosophy
      Experience in FLSA exemption analysis categorization and modelling
      Ability to design and manage incentive plans (short term incentive, long term
      incentive, equity, etc)
    • Must possess a broad view of compensation concepts and philosophies in
      order to make solid, independent decisions with confidence
      Knowledge of all compliance and reporting requirements relating to
      Experience working with compensation programs in an HRIS is required;
      experience with Workday is highly desired
      Proficiency in Microsoft Office applications with particular strength in Excel and
      Must possess strong analytical, collaborative, problem solving, written, and
      oral communication skills

  • September 08, 2017 1:49 PM | Jenni Porshakin (Administrator)
    Company: Mary Kay Inc.
    Position Title: Associate Compensation Analyst
    Hiring Salary Minimum: $50,000
    Hiring Salary Maximum: $75,000
    Job Location: Addison, TX
    Contact Info:

    Jennifer Johnson

    Manager, International Compensation



    1. With direction and guidance, assists in the development, implementation and communication of all global compensation programs, policies and procedures that enable the Company to maintain a competitive workforce.Partners with HR Business Partners (HR BP) globally to provide support to management on compensation issues and to help ensure equitable and consistent salary practices. Provides accurate, relevant and timely information and assistance to internal customers, striving to maintain the highest quality and customer service standards in all areas of responsibility.

    Job Duties (functions considered essential as defined by ADA)

    1. Utilizes questionnaires and interviews to collect job related information. Assists HR BP with writing job descriptions to document job content, scope and specifications. Analyzes and evaluates jobs using a global grading system to assign each job a grade and salary range. Collects and analyzes market data on similar jobs to validate evaluations or job level assignments. Resolves basic job evaluation or salary-related problems and differences of opinion in a tactful and constructive manner.

    2. Participates in salary surveys conducted by third party consultants. Determines Mary Kay job matches by comparing survey and Mary Kay job descriptions and discussing matches with department management and/or HR Business Partners. Uses automated third party system to prepare survey input data for submission, load survey data results and match survey data to Mary Kay jobs.

    3. Conducts research, analyzes data and monitors market trends to evaluate external competitiveness of compensation programs. Responsible for assisting with the annual development, recommendation, implementation and communication of exempt and/or nonexempt salary structures and merit budgets. Prepares data analysis and recommendations for management review and approval.

    4. Maintains compensation data in REWARD and PeopleSoft data, tables and record. Ensures data accuracy and maintenance of global grading system for US/Corporate job data. Extracts data as needed for reports and analyses.

    5. Assists in conducting departmental audits to update job descriptions and verify that jobs are properly evaluated and compensated. Provides assists to department management and/or HR BP with to design jobs, job families and career paths; and conducts necessary research to develop and support recommendations. Recommends compensation adjustments as needed based on analysis of survey findings.

    6. Keeps abreast of compensation practices from a legalistic point of view to ensure compliance with various laws and regulations such as FLSA, Title VII, Equal Pay Act, etc.

    7. Provides training to supervisors and managers on compensation programs, policies and procedures.


    0-2 years of experience in the compensation field including developing, implementing and maintaining base pay compensation programs.

    Educational Level

    Bachelor’s degree or equivalent, preferably in Business Administration with a concentration in Human Resources

    Required Skills

    1. Demonstrated analytical skills and mathematical aptitude to analyze pay data, salary structures and market data and to prepare pay recommendations.

    2. Excellent oral and written communication skills to interact effectively with employees at all levels, present recommendations and write job descriptions.

    3. Discretion to deal with sensitive and confidential information and situations.

    4. Good interpersonal, communication and customer service skills in order to work effectively with management and other HR team members.

    Must be proficiency in MS Excel to prepare, summarize and analyze data; and in MS Word to create and update job descriptions.

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