Log in



There is currently no charge to post a job on the NTCA website.
  • Job Poster must provide contact information & login prior to posting.
  • The job posting will remain on the website unless you notify NTCA otherwise.
  • NTCA reserves the right to edit for typos and minor content.
  • NTCA also reserves the right not to post a job.


Review the required and optional fields to include in your job post. Enter job opportunity by clicking "Add Post" below.  
Post the "Job Title - Job City, State" in the subject box when entering job opportunity.
Required Fields to Post Job
  • Job Title 
  • Compensation Hiring Range
  • Job Location (City, State)
  • Job Summary
  • Job Duties (functions considered essential as defined by ADA)
  • Experience (# of years in functionally area)
  • Educational Level
  • Required Skills and qualifications
  • Supervisory / Managerial Responsibilities
  • Contact Information for applicants (i.e., Name, Email, Web Address for Online Application, Phone Number, Fax, etc.)

Optional Fields to include on Job Post
  • Company Name 
  • Company's Web Address
  • Preferred Experience
  • Preferred Skills
  • Work Conditions
  • Physical Requirements
  • List of minimum qualifications and skills required

To have NTCA post the job opportunity on your behalf; please send information to info@ntcassoc.org

  • March 26, 2019 1:18 PM | Tenet Healthcare

    This position will oversee the planning, design, implementation, communication and administration of all health, welfare and retirement benefits, and peripheral plans on an enterprise-wide basis.

    The Senior Director of Benefits is accountable for leading the planning, design, implementation, communication and administration of all health, welfare and retirement benefits, and peripheral plans in support of the company’s business strategy. He/she is responsible for plan compliance and regulatory reporting; managing all related benefits systems and interfaces; and overseeing the development and delivery of all benefits.This role is a key member of the Human Resources team, serving as a critically important and strategic position.


    Establish annual priorities and overall strategic direction, ensuring that all benefit programs, support and reinforce the company’s annual and long-term strategic objectives.  Plan and direct the implementation of new, improved and cost effective benefit plans.  Analyze current and developing legislation, healthcare regulations and other environmental factors impacting plan performance and program competitiveness.

    Partner closely with various internal stakeholders to ensure the company’s benefits plans, programs and initiatives are competitive, affordable and deliverable and consistent with the company’s strategic direction and employment proposition.

    Ensure that benefit plans are administered in compliance with federal and state laws and regulations.  Ensure that all plan filings (such as Form 5500) and audits are performed to maintain plan qualification and compliance of including but not limited to ERISA, DOL, and Internal Revenue Code.  Maintain, review and adjust as needed an audit process and work closely with Legal to develop required notices, plan amendments, plan documents, eligibility appeal response and other required documentation.

    Conduct annual evaluations of coverage and policies to assess cost effectiveness, competitiveness and to analyze trends.  Lead financial, strategic and statistical analysis involved in designing, developing and managing benefit programs. Analyze cost drivers and utilization statistics to make recommendations for plan design changes.

    Develop accurate budgets. Regularly monitor, research, and communicate budget variances. Integrate budget management and claims experience into plan design and service model to control cost growth. Work continually with external partners to develop business appropriate strategies and optimize spend.

    Manage relationships with outsourced service providers, brokers and carriers, including monitoring of cost, service levels, processes, and accuracy of data.  Lead negotiations and renewals with providers including governance, contract compliance, issues management, communications frequency, schedule and approach.

    Oversee the effective communication of the company’s employee benefits plans and programs, changes, to optimize impact and understanding.  Work closely with organization to develop a strong value proposition and brand and clear and concise communication materials.

    Lead, develop and motivate a team of benefits professionals in accomplishing goals associated with the benefits function and its objectives.


    A competitive compensation program will be tailored to the selected candidate.  Base salary will be supplemented by a performance bonus and comprehensive, well-rounded benefits program, which includes relocation assistance.





    A minimum of ten years of benefits administration, with at least five to seven years of plan strategy and plan design experience is required.At least five years’ experience managing a benefits team in a fortune 500 company is strongly preferred.

    Experience with all pertinent federal and state regulations, filing and compliance requirements both adopted and pending affecting compensation and employee benefit programs, including ERISA, COBRA, FMLA, ADA, and DOL requirements.

    Background dealing with multiple vendors, including vendor management and negotiations is essential.Experience with mergers and acquisitions.

    Strong communicator and partner with all levels of a large, sophisticated company, including the Chief Executive Officer.Must collaborate internally across business units, in addition to maintaining an external focus on best practices, regulatory requirements and the competitive environment.

    Professional and Personal Attributes

    A high-energy individual with a strong work ethic and high expectations for performance.A person who leads by example, and sets strong professional and personal standards for every activity.

    Sound business acumen and judgment and the sophistication and maturity to contribute to a best in class “people function.”

    A solid strategic thinker, with strong operational focus, good judgment and detail-oriented perspective.

    A well organized, decisive and self-directed individual with a strong ability to develop an organizational culture that fosters teamwork.

    Excellent work organization skills, ability to appropriately set priorities, and manage multiple demands.

    The ability to communicate effectively with diverse groups and to deliver high quality written and verbal presentations.Excellent oral and written presentation skills, as well as strong PC skills.

    Must listen actively and accurately, encourage input from others.Must coach and correct constructively to improve the performance of team members.

    Excellent at team building and motivating people.Skilled at accomplishing goals through others.Proficient at being a teacher, mentor and coach.

    Ability to earn the trust of co-workers, maintain confidences, and put the organization’s interest above one’s self.

    An individual of highest personal and professional integrity, principle and knowledge, earning respect and support when making difficult decisions and choices.Able to establish immediate credibility with peers, senior leadership, and other key stakeholders.


    A Bachelor’s degree in Human Resources Management, Business or related field is required, and Master’s degree is preferred.  Certified Employee Benefits Specialist designation is also preferred.

    To apply visit:  https://jobs.tenethealth.com/job/dallas/senior-director-of-benefits-tenet-healthcare-dallas-tx/1127/10509660

  • March 20, 2019 11:19 AM | Charles Franks

    Position Summary:

    As a member of the Total Rewards team, develops proactive partnerships with the Business and HR to identify and address compensation opportunities. Provides subject matter expertise in pay equity, incentive pay, variable pay, and/or job analysis to support the attraction and retention of the right people in the right jobs. Responsible for offering compensation support to identify, respond to, and manage the compensation needs of our members within a specific business unit(s). Administers compensation systems to enable the corporation to effectively reward and motivate its employees.

    Primary Duties:

    • Participates in compensation surveys in a timely manner and ensures accurate market data in compensation systems to determine salary grades aligned with market value, internal equity, general market conditions and career pathing.
    • Performs with review and inputs changes to salary structures and member data.
    • Prepares compensation summaries and special reports from Compensation Systems.
    • Administers and prepares compensation policy proposals.
    • Provides support and to implementation of annual merit, short term and long term incentive administration.
    • Develops Pay-For-Performance matrix and projected annual cost of merit program.
    • Analyzes annual market movement, budget, and economic projections to develop recommendations for the annual merit budget and structure movement required to maintain competitive pay.
    • Work with managers to assure that job descriptions accurately reflect the responsibilities of the job and that they are FLSA compliant.
    • Presents Compensation training to managers and supervisors.
    • Consults with management on job structuring and assures that compensation assignments align with organizational design.
    • Conducts various complex market and compensation analyses to support client projects, plan implementation and consultative proposals.
    • Provides design consultation to various pay programs
    • Ensure the success of the Pay Programs. Provide program management and oversight for multiple work streams and provides consultation to the performance-based pay, and change management best practices and programs.
    • Prepare and present monthly status reports on program activities, facilitate project meetings, and conduct briefings.
    • Evaluates and administers variable pay programs, as needed.


    • Bachelor's Degree in Human Resources, Industrial Relations, Business Administration, Accounting, Finance, or Mathematics.
    • Five (5) years' Compensation experience.
    • Experience within a Corporate Compensation team.
    • Compensation design experience (e.g., salary structures, incentive plans, etc.).
    • Valid State Driver's License.



    Preferred Qualifications:

    • Three (3) years of equity administration.


    Knowledge, Skills, and Abilities:

    • Demonstrated strong knowledge of Compensation programs, design practices, and administration (e.g., annual compensation review, annual market and structure analysis).
    • Demonstrated advanced skills and high proficiency in the use of a personal computer with MS Office Suite (Excel, Word, PowerPoint, Access).
    • Knowledge of Compensation (e.g., MarketPay) and HRIS systems (e.g., SAP, SAP SuccessFactors) and Access databases (e.g., tables, queries, and reports).
    • Demonstrated strong analytical skills with the ability to organize data from multiple sources.
    • Demonstrates strong organizational skills with the ability to manage multiple projects simultaneously.
    • Demonstrated ability to construct and make presentations to groups of varying size and compositions.
    • Demonstrated to solve problems while applying creativity to support effective compensation proposals and solutions.
    • Demonstrated ability to work without supervision and make independent decisions.
    • Demonstrated strong detail orientation and ability to maintain confidentiality.
    • Strong interpersonal skills with the ability to deal effectively with diverse personalities and difficult situations.
    • Able to work effectively in a team environment.

    Working Conditions:

    • Work is often performed with short deadlines and may involve sensitive, personal matters requiring objectivity.
    • May be required to non-standard hours.
    • May require travel. 


    To apply, please go to www.oge.com/careers and locate job code 20190067


  • March 15, 2019 2:16 PM | Hannah Holland

    Job Summary:

    The Compensation Analyst works independently, with minimal guidance to provide Compensation consulting services to Corporate departments by providing analytical and administrative support for compensation policies and programs.

    Job Duties:

    • Contributes to the administration of compensation programs by preparing survey submissions, maintaining data and tables, updating reports, analyzing data and creating salary structures.
    • Prepares compensation recommendations.
    • Audits job descriptions, evaluates positions and creates appropriate survey data matches.
    • Analyzes competitive pay posture and proposes solutions which support internal equity and external competitiveness.
    • Consults with HR Business Partners and business areas to lead analysis and evaluation of jobs in order to determine market value, salary range and FLSA classification.
    • Provides salary administration guidance and compensation policy guidance.
    • Collaborates with HR data analyst to conduct analysis as requested which includes compiling, analyzing and summarizing data to create reports and dashboards, and to inform consultative recommendations.
    • Manages the Merit and Bonus planning process.
    • Reviews and processes salary actions (merits, promotions, market adjustments, cash awards and incentives) and offers/requisitions.
    • Prepare and report on salary survey submissions.
    • Works collaboratively with multiple teams throughout the organization in supporting the mission and values of the organization.
    • Leads meetings as needed and will conduct training and presentations for small as well as large groups of leaders and/or associates.
    • Maintains market pricing tool which includes formatting/loading salary survey data, linking market data to jobs, and maintaining local system parameters (trend amount, data views);
    • Performs other duties as needed.


    • 3+ years of compensation experience in the following areas: job analysis, job evaluation, competitive assessment, structure development and compensation program administration.
    • Advanced spreadsheet and database skills using Microsoft Excel and Access, required.
    • Experience with Payfactors a plus.
    • Effective verbal and written communication skills; Effective time management skills.
    • Knowledge of federal, state and local regulations regarding compensation programs.
    • High School Diploma required, Bachelors degree preferred

  • March 05, 2019 10:24 AM | Paul Parker

    Join the largest manufacturer of tile and natural stone in the United States and watch your career stand out with Dal-Tile, a subsidiary of Mohawk Industries.


    Our close-knit team of dedicated professionals has made us the success we are today. In exchange for their hard work, we support our people with a family-friendly work environment, a commitment to promoting from within, unique benefits that go beyond just medical and dental, and a belief that every employee deserves a productive life outside of work. If this sounds outstanding to you, take the first step forward and explore a career with Dal-Tile

    Compensation Manager

    Dal-Tile is looking for a driven Compensation Manager to be based in our Corporate Office in Dallas, Texas.  The Compensation Manager manages the design, implementation, and administration of Dal-Tile’s compensation programs including job evaluation, salary planning/administration, salary structure development/consolidation, the management incentive plan, sales commissions/quarterly incentive plan documents, and auto program reimbursements to attract, retain, and motivate associates


    ·         Directs and conducts analysis on current organizational pay practices and makes recommendations for improved effectiveness.

    ·         Directs and conducts job analysis on new or restructured jobs determining appropriate grade assignments and ensuring internal equity.  Oversees periodic audits of position classifications.

    ·         Manages the administration of salary adjustments and incentive programs (including performance appraisals, salary adjustments, sales commission/quarterly incentive plan documents, management incentive participation and payouts.).

    ·         Partners with Finance Department providing data for MIP accruals and compensation information to create annual budgets for the subsequent year.

    ·         Performs MIP bonus calculations for approximately 200 employees.

    ·         Conducts SAP (HRIS system) Compensation testing for each new release.  Develops solutions to enhancement issues.

    ·         Oversees auto program administration of approximately 450 drivers and recommends changes to improve the program and simplify administration.

    ·         Manages the review process of proposed salary actions to ensure adherence to established guidelines, budgets, and policies.  Advises management on compensation actions for employees.

    ·         Recommends adjustments to salary structures and total salary increase budget in response to changing organizational needs and market demands.

    ·         Develops and implements salary administration guidelines.

    ·         Ensures the completion of position descriptions to ensure accuracy and a consistent format.

    ·         Participates in development and alteration of performance review systems to improve effectiveness.

    ·         Researches special compensation programs and incentive systems to support organization’s objectives.

    ·         Conducts compensation training as part of management training curriculum.

    ·         Oversees administration of Chairman’s Club program and Plant Incentive program.

    ·         Oversees and administers severance.

    ·         Conducts and participates in compensation surveys or special compensation studies for purposes of maintaining the company’s competitive position within the market place.

    ·         Performs other analytical duties as required.

    ·         Maintain credentials and membership with professional associations to ensure company is kept abreast of trends within the market (compensation issues and legislative/regulatory trends).

    ·         Ensures compliance with all applicable federal, state and local laws and regulations relating to Compensation.


    • Requires a Bachelor’s degree in HR Management or related field.
    • 6 or more years of progressive compensation experience.
    • Working knowledge of laws, regulations, practices, and procedures within the field of compensation. 
    • Certified Compensation Professional designation preferred.


    • ·         Strong computer skills in Excel, Word, and a Database (or a Report Writer). 
    • ·         Ability to analyze data and apply results. 
    • ·         Strong attention to detail to ensure accurate analysis. 
    • ·         Ability to communicate and influence all levels in the organization. 
    • ·         Strong networking skills to call on other companies for best practices information in compensation.

    To apply please go to: https://career4.successfactors.com/sfcareer/jobreqcareer?jobId=23811&company=C0014376286P&username=

    We offer competitive salary and a comprehensive benefits package, career opportunities, and an environment of creativity and growth.  Company Match on 401k
    Employee Purchase Discount
    Tuition Reimbursement


    Dal-Tile is a proud supporter of our U.S. military, veterans and their families - Thank You for Your Service!
    Active military, transitioning service members and veterans are strongly encouraged to apply.


    Mohawk Industries, Inc. is an Equal Opportunity Employer including disability/veteran committed to an inclusive workplace and a proud Drugs Don’t Work participant.


  • February 26, 2019 3:39 PM | Baylor Scott and White Health
    • The Total Compensation Consultant is responsible for the design, implementation and delivery of compensation programs, tools and services within assigned client areas.  The Compensation Consultant consults with HR Business Services and System leaders regarding compensation issues and works to identify a resolution that is within the established compensation strategy and aligned to the business objectives.  In addition, the Compensation Consultant has responsibility to:

    • Monitor the effectiveness of existing compensation policies and guidelines, ensuring that they are competitive, cost effective, aligned with and supportive of the System’s business strategy.
    • Design, implement and manage compensation programs and tools that support attraction, retention and motivation of a high quality and high performing workforce.
    • Perform regular internal audits and external studies to ensure internal equity and external competitiveness of the System’s compensation practices through strategic monitoring of business conditions, legal requirements, economic environment and competitive practices within the health care industry. 
    • Serve as primary compensation contact with assigned departments to provide advice, direction, and guidance on broadly defined compensation matters.
    • Review and evaluate compensation programs to ensure they are in compliance with wage and hour laws, minimum wage, FLSA, and other state and federal compensation regulations.
    • Serves as the compensation lead or subject matter expert on projects or initiatives within assigned client areas that requires partnership with HR business services, business leaders, Finance and other areas as required to ensure successful outcomes of the project or initiative.

      The ideal candidate for the Total Compensation Consultant role will have the following attributes

      • Excellent communication and interpersonal skills, problem-solving skills and decision-making skills.
      • Experience with compensation strategies and processes.  
      • Ability to collaborate and interact effectively with team members at all levels
      • Well-developed organization and prioritization skills 
      • Demonstrated ability to handle sensitive and confidential situations and/or documentation.


      Other key details for the position are as follows:

    • Location/Facility –  Irving, TX 
    For more information on the facility, please click our Locations link.
    • Specialty/Department/Practice –  Compensation
    • Shift/Schedule – Full time
    • Benefits – Our competitive benefits package includes*:
    ü  Immediate eligibility for health and welfare benefits
    ü  401(k) savings plan with dollar-for-dollar match up to 5%
    ü  Tuition Reimbursement
    ü  PTO accrual beginning Day 1
    • *Note: Benefits may vary based upon position type and/or level.


      Baylor Scott & White Health (BSWH)  is the largest not-for-profit health care system in Texas and one of the largest in the United States.  With a commitment to and a track record of innovation, collaboration, integrity and compassion for the patient, BSWH stands to be one of the nation’s exemplary health care organizations.  Our mission is to serve all people by providing personalized health and wellness through exemplary care, education and research as a Christian ministry of healing. Joining our team is not just accepting a job, it’s accepting a calling!



    • Bachelor’s or equivalent work experience
    • 4-6 years of associated with progressive responsibility

    For formal consideration please email: Annette.Munoz@BSWHealth.org

  • February 26, 2019 3:32 PM | Baylor Scott and White Health

    The Senior Talent Management Consultant partners with key clients and stakeholders to define and build long-term Talent Management strategies for the Baylor Scott and White Health (BSWH) system. The Senior Talent Management Consultant involves designing innovative strategies to support the organization in producing a pipeline of qualified talent as well as providing solutions to support ongoing leadership development. The Senior Talent Management Consultant works closely with multiple stakeholders including HR Business Services, Operational Leaders, Organizational Development, and Recruitment teams to develop and implement talent strategies. The Senior Talent Management Consultant works on a team of I/O Psychologists and reports to the Manager of Talent Management of BSWH. 

    The Senior Talent Management Consultant job duties include, but are not limited to:

    • Serves as a subject matter expert on talent management practices to develop evidence-based and defensible recommendations, tools, and processes.
    • Designs, develops and validates practical, effective and user-friendly assessments and processes.
    • Ensures that tools and processes are properly operationalized, documented and implemented to meet business needs and conform to legal guidelines and professional standards.
    • Develops and implements assessment strategies for employee and leadership development and promotion.
    • Conducts impact studies to demonstrate value of targeted talent management interventions.
    • Manages vendor relationships to meet project deadlines and promote a high level of customer service and quality products.
    • Creates engaging and compelling presentations to generate leadership support.
    • Trains and coaches HR Business Partners and Recruitment teams on talent management tools, resources and processes.

    The ideal candidate for the Senior Talent Management Consultant role will possess strong research and data analysis skills. The ideal candidate for the Senior Talent Management Consultant role will also possess effective oral and written communication, presentation and interpersonal skills.

    • Location/Facility – Dallas, TX

    For more information on the facility, please click our Locations link.

    • Specialty/Department/Practice – Talent Management
    • Shift/Schedule –  Full time
      • Immediate eligibility for health and welfare benefits
      • 401(k) savings plan with dollar-for-dollar match up to 5%
      • Tuition Reimbursement
      • PTO accrual beginning Day 1

    *Note: Benefits may vary based upon position type and/or level.

    Baylor Scott & White Health (BSWH)  is the largest not-for-profit health care system in Texas and one of the largest in the United States.  With a commitment to and a track record of innovation, collaboration, integrity and compassion for the patient, BSWH stands to be one of the nation’s exemplary health care organizations. Founded as a Christian ministry of healing, the mission of Baylor Scott & White Health is to promote the well-being of all individuals, families and communities. Joining our team is not just accepting a job, it’s accepting a calling!

    • Master’s Degree
    • 3+ Years Experience

    For formal consideration please email: Annette.Munoz@BSWHealth.org

  • February 21, 2019 3:09 PM | Tracy Kee

    Job Title: Sr Compensation Analyst

    Compensation Hiring Range:

    Job Company/Location:  Hilltop Holdings, Inc; Dallas, Texas (Downtown)

     Contact Information:  Mindy Brockman (mindy.brockman@hilltop-holdings.com) OR visit our careers page @ https://careers-hilltop-holdings.icims.com/jobs/9124/sr.-compensation-analyst/job?in_iframe=1

    Job Summary

    Hilltop Holdings is building a premier financial services company, dedicated to Integrity, Collaboration, Adaptability, Respect, and Excellence. Our principles are the momentum that drives our actions, guides our decisions, and enables us to earn the confidence of the customers and communities we serve. If you want to be a part of a team on the rise, Hilltop Holdings may be your next move forward.


    We’re currently seeking a Senior Compensation Analyst to work in our downtown Dallas location.  In this role, you will be responsible for partnering with HR leadership and other senior leadership and managers to develop and executive on competitive and comprehensive compensation programs  at all levels across Hilltop Holdings and its operating companies. You will also be responsible for designing, implementing, and maintaining reward plans and practices including the merit, annual incentive and long-term incentive programs. You will develop and implement new and revised compensation programs, policies, and procedures in order to be responsive to the company's goals and competitive practice.

    Essential Functions

    • Monitors the effectiveness of existing compensation policies, guidelines, and procedures against compensation trends and corporate objectives; coordinates implementation and provides guidance as needed.
    • Manages executive compensation.  Manages performance based restricted stock/units award process. Ensures total reward packages are internally equitable and externally competitive.
    • Provides consultation to senior business leaders on complex compensation issues.
    • Collaborates on the development of agenda topics and materials for the Compensation Committee of the Board of Directors.
    • Develops and maintains compensation structure, pay grades, job levels, etc., and maintains oversight of the structure to ensure alignment across the entire organization.
    • Provides advice on pay decisions, policy and guideline interpretation, and job evaluation including the design of creative solutions specific to compensation-related programs.
    • Provides routine and ad hoc reporting on compensation related topics and leverages internal and external data to drive decision making.
    • Prepares modeling and forecasting of salaries and bonuses for annual budget process.
    • Leads all annual compensation processes, including bonus and merit review, incentive payouts, and LTI awards.
    • Oversees the salary survey participation, the evaluation and preparation of market analysis, research, and recommendations on strategic compensation policies and practices. 
    • Keeps apprised of federal, state and local compensation laws and regulations in order to ensure company compliance. 
    • Perform other duties as assigned.

    Job Requirements

    • MS office suite of applications required with particular strength in PowerPoint, Expert Excel functionality, and online compensation tools.
    • Excellent knowledge of state and national laws that have a bearing on compensation practices including the Fair labor and Standards Act (FLSA).
    • Working knowledge of equity compensation accounting and associated rules and regulations.
    • Knowledge of MarketPay or similar system.
    • Ability to problem solve in complex situations and transfer knowledge and experience gained from other situations to successfully address new issues.
    • Demonstrated ability to prioritize and handle multiple projects and work within time constraints.
    • Excellent analytical skills and attention to detail.
    • Ability to work with confidential and sensitive situations and information effectively.
    • Excellent interpersonal communication skills, both written and verbal. Strong presentation skills. Aptitude for balancing multiple priorities with strong organization and prioritization skills.
    • Excellent capabilities in job evaluations methodologies utilizing multiple techniques.
    • Ability to create sophisticated reports in final presentation form for upper-level management. Experience interpreting, analyzing, and reporting data in a clear concise manner for presentation to senior leaders. Outstanding ability to model compensation scenarios and use analytical techniques.
    • Ability to manage external vendor relationship.
    • Relevant experience with variable pay plans - design and administration, along with standard Salary Administration program design/administration.
    • Work experience in transitioning organizations, M&A, and organizational integrations.
    • Adaptable/flexible/ highly collaborative in nature.
    • Strong ability to manage complex projects utilizing standard project management tools and techniques
    • Exceptional ability to build consensus across a wide range of constituents. Excellent at team building and motivating people. Skilled at accomplishing goals through others. Proficient at being a teacher, mentor, and coach.
    • A high-energy individual with a strong work ethic and high expectations for performance. A person who leads by example, and sets strong professional and personal standards for every activity.

    Required Education and Experience

    • Bachelor’s degree in Business Administration, Finance, Human Resources or equivalent field.
    • Minimum of 5-7 years of compensation experience.
    • MUST have financial services industry experience, banking preferred. 
    • 3 to 5 years of experience working with senior leadership.
    • 3 to 5 years minimum experience in design/development and administration of short and long term incentive plans.

    Preferred Education and Experience

    • Master’s degree in Business Administration, Finance, Human Resources or equivalent field.
    • Experience in Financial Services strongly desired.
    • Certified Compensation Professional (CCP) certification. 
  • February 21, 2019 12:56 PM | Kevin Raines

    Compexecs is assisting a growing automation and technical supply distribution company in their search for a Senior Compensation Manager in Dallas, Texas. They are seeking an experienced compensation professional to lead the design, development, implementation and ongoing administration of the company’s base, variable and equity compensation programs, policies, procedures and day to day operations. If you have an interest, please reach out to Kevin Raines at CompExecs (KevinRaines@CompExecs.com). For additional roles we are sourcing, check out www.CompExecs.com.


    The Compensation Manager is responsible for the design, development, implementation and ongoing administration of the Company’s base, variable and equity compensation programs, policies, procedures and day to day operations. This role is focused on ensuring that compensation programs enhance the organization’s ability to recruit and retain high caliber employees, supports the company’s strategic priorities, and is consistently administered in compliance with company policies and government regulations.


    Essential Responsibilities

    • Responsible for the development, implementation, administration and maintenance of compensation programs to include base pay, short and long-term incentives, and equity programs.
    • Lead both tactical and strategic support to ensure compensation programs are competitive, sustainable, have an impact on short and long-term strategic goals, and align to company compensation philosophy.
    • Lead the preparation of job descriptions, job evaluations and salary surveys.
    • Manage the development and recommendation of appropriate job titles, job codes, FLSA status, pay grades, job levels, incentive and incentive target, etc.
    • Collaborate with HR Management and Field Managers relative to pay and titling to assure validity and consistency across the business.
    • Make recommendations to HR, Sales, and Finance Leaders on incentive plan design improvements, inclusive of ideas to better attract, retain, and motivate employees as well as recommendations for administration efficiencies.
    • Lead the Total Rewards component of the annual merit and bonus process with appropriate planning and cross-functional collaboration.
    • Manage the monthly, quarterly, and annual commission/incentive plan calculations, administration, and payments.
    • Lead modeling, statistical analysis and costing of base and incentive programs with Finance Leadership.
    • Develop and maintain reporting and audits to monitor pay equity to ensure any pay discrepancies are addressed by business unit, job family or protected class.
    • Manage the design of tools, guidelines, templates and communication materials to effectively educate employees, managers and executives on all compensation programs.
    • Serve as a liaison with Group headquarters in Paris on required compensation topics.
    • Manage deferred compensation and stock programs.
    • Maintain a working knowledge of federal and state regulations, keeps abreast of trends and makes recommendations for changes and improvements.
    • Lead, develop, and mentor a high performing staff of compensation professionals
    • Other duties as assigned.


    Education, Experience, and Knowledge Required

    • A minimum of 8 years prior experience in compensation, with at least 3 years of experience in sales compensation (plan design and administration).
    • Bachelor's degree (B. A.) from four-year College or university; or equivalent combination of education and experience.


    Education, Experience, and Knowledge Preferred

    • Certified Compensation Professional designation
    • Experience using SuccessFactors Compensation and Variable Pay modules
    • Experience using Payfactors online survey tool
    • Experience identifying and implementing a sales incentive plan tool

    How you match

    Criteria provided by job poster


    • Match

    • Match

    • Match

    • No match

    • No match

    • No match

    • No match

      Cross-functional Team Leadership
    • No match

      Design Research
    • No match

    • No match

      Public Policy

    Level of education

    • Match

      Bachelor's Degree

    Contact the job poster

    Job poster profile

    Kevin Raines

    President at CompExecs

    Send InMail

    Job Details

    Seniority Level

    Mid-Senior level


    • Human Resources

    Employment Type


    Job Functions

  • February 20, 2019 8:47 AM | Baylor Scott and White Health

    The Director Compensation is responsible for the design, execution and management of System-wide broad-based compensation programs. The Director Compensation partners with Senior Leadership to create compensation strategies that position Baylor Scott & White Health competitively in the marketplace and support the achievement of System objectives.


    WHAT IS EXPECTED (Essential Functions): 

    1.      Develop compensation programs and plans for approximately 40,000 employees system-wide (including $2B in annual salaries and over $100M in various short- and long-term incentive plans) for all levels of the organization (executive, management and staff).

    2.      Counsel senior leaders on pay decisions, compensation practices, and policy and guidelines interpretation. Guide the decision-making process and final outcome by providing detailed analysis/models, innovative recommendations, and expert advice to management and HR executives. 

    3.      Education and coach management regarding System compensation philosophy, salary structures, market analysis, merit and bonus processes. Partner with HR Communications to develop key employee messaging on compensation topics.

    4.      Oversee annual implementation and administration of compensation programs and systems including merit, market and equity analysis, recommendations and adjustments, short- and long-term variable compensation. Ensures data integrity within data management and reporting.

    5.      Partner with Talent Acquisition executives and Executive Vice Presidents with total compensation offers and onboarding of incoming executives. Meet with executive candidates and/or new hires regarding details of compensation packages. Partner with Legal on preparation of severance packages, etc., and provide one-on-one support to exiting Executives, if necessary.

    6.      Lead cross-functional workgroup driving solutions that impact employee pay including mergers and acquisitions, system-wide cost-saving initiatives, audit findings, compensation program system development, integration and implementation.

    7.      Partner with the Compensation and Governance Committee independent consultant regarding executive compensation plans and programs requiring Committee review and approval. Provide materials and support for presentation to the Committee.

    8.      Lead the broad-based and executive compensation teams through first-line managers to ensure development of staff and the delivery of high-quality solutions across the System. Manage annual compensation department budget of approximately $2.4M.

    9.      In collaboration with Legal, Accounting, Tax, Internal Audit and third-party administrators, ensure accurate reporting, budgeting and compliance with all applicable laws and regulations regarding compensation and related issues

    The ideal candidate has excellent written and verbal communication skills; has excellent leadership skills and is able to develop and present information to senior leaders in the organization.


    •  Bachelor’s Degree
    • Certified Compensation Professional (CCP)
    •  Healthcare experience
    • Experience working within a large, complex, and highly-matrixed organization


    •  Bachelor’s Degree or Equivalent Experience
    •  10+ years’ Experience

    For confidential consideration, please contact:

    Stacey Barbee Williams

    Executive Recruiter


  • February 20, 2019 8:13 AM | Baylor Scott and White Health
    • We are looking for a Sr. Executive Compensation & Benefits Consultant to oversee the development, implementation and administration of executive compensation and benefit programs while ensuring internal equity, external competitiveness and compliance with all federal, state and local laws and regulations. The Sr. Executive Compensation & Benefits Consultant will also be responsible for preparation of materials for the Compensation and Governance Committee of the Board of Trustees and interfacing with the Compensation and Governance Committee’s independent consultant regarding executive compensation programs, program updates and other executive compensation initiatives that must be reviewed and approved by the Committee. 


      In addition, the Sr. Executive Compensation & Benefits Consultant will conduct an annual review of the executive compensation levels against peer groups and other benchmarks and prepare recommendations for any updates as appropriate, and interface with Legal, Accounting, Tax, Internal Auditing and third-party administrators regarding compensation programs to ensure accurate reporting and budgeting and compliance with all applicable laws and regulations. The Sr. Executive Compensation & Benefits Consultant will be a trusted advisor to HR management by providing guidance and counsel surround executive compensation processes and programs including executive new hire packages, one-time incentives and compensation adjustments.


      The ideal Sr. Executive Compensation & Benefits Consultant will be a seasoned HR professional with compensation expertise; strong analytical, communication and interpersonal skills; and the ability to perform with the upmost integrity in a professional and ethical manner.


      §  Location/Facility – Baylor Health Center at Irving/Coppell

    • For more information on the facility, please click our Locations link.
    • §  Specialty/Department/Practice – Total Compensation / Human Resources 
    • §  Shift/Schedule – Weekdays / Full-time 
    • §  Benefits – Our competitive benefits package includes*:
    • ü  Immediate eligibility for health and welfare benefits
    • ü  401(k) savings plan with dollar-for-dollar match up to 5%
    • ü  Tuition Reimbursement
    • ü  PTO accrual beginning Day 1

    *Note: Benefits may vary based upon position type and/or level.

    Baylor Scott & White Health (BSWH)  is the largest not-for-profit health care system in Texas and one of the largest in the United States.  With a commitment to and a track record of innovation, collaboration, integrity and compassion for the patient, BSWH stands to be one of the nation’s exemplary health care organizations.  Our mission is to serve all people by providing personalized health and wellness through exemplary care, education and research as a Christian ministry of healing. Joining our team is not just accepting a job, it’s accepting a calling!




    §Bachelor’s Degree preferred; HS Diploma & 6-8 years of experience in lieu of education required

    §7 - 10 years of experience required

    §CCP/or CPA preferred

    To apply: https://bswhealth.taleo.net/careersection/ex/jobdetail.ftl?job=18007655&lang=en

    Or contact Annette.Munoz@BSWHealth.org

© 2017 All rights reserved North Texas Compensation Association.

Powered by Wild Apricot Membership Software