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  • Friday, October 06, 2017 8:42 AM | Anonymous member (Administrator)

    TITLE: Compensation Consultant

    STATUS:Part-Time or Full-Time             

    LOCATION Flexible – Work from Home

    Compass Total Rewards LLC is a young, fast-growing compensation and benefits consulting firm that delivers solutions to private and public companies at all stages in their life cycle.  These companies primarily have headquarter offices located in Seattle, San Francisco and Portland markets.

    Reporting into the Founder & Principal, the Compensation Consultant will provide HR compensation consulting support to various companies and will work directly with clients.  This position can be full or part-time, and offers the flexibility of working from home.

    Primary Responsibilities:

    • Provides compensation consulting services to management and HR staff.
    • Assists in the design, implementation and administration of global compensation programs, including variable pay and long-term incentives.
    • Administers annual salary review and bonus programs including development of salary budgets, salary increase guidelines, and training materials.
    • Evaluates global market and economic trends to recommend changes to salary structure movement, adjustments to salary ranges, geographic differentials and individual rates.
    • Formulates recommendations regarding development of salary structures, FLSA exemptions, and job revisions.
    • Provides statistical validation of job analysis through salary surveys and other compensation studies involving fixed and variable remuneration.
    • Manages global salary survey process, including determination of survey needs, survey selection, and survey analysis and completion.
    • Develops and documents procedures to streamline processes and ensure compliance with regulatory requirements.

     

    Key Qualifications and Required Skills:

    • Bachelor’s degree in Finance, HR, or other related area.  Master’s degree is a plus.
    • 7+ years of Compensation experience in a progressive global corporate environment preferred.
    • Strong customer service focus; prior consulting experience a plus.
    • Certified Compensation Professional (CCP) and/or Global Remuneration Professional (GRP) certification preferred.
    • Strong analytical, research and problem-solving skills.
    • Ability to deal with complex financial/compensation data, work independently and meet tight deadlines combined with high degree of accuracy and attention to detail.
    • Excellent discretion in dealing with confidential information.
    • Excellent interpersonal skills and the ability to communicate effectively with all levels of employees, including executives.
    • Advanced skills in MS Office applications (Excel, Word, and PowerPoint).

     

    To apply, please send an email to inquiry@compasstr.com or visit our contact page.


  • Wednesday, October 04, 2017 7:54 AM | Anonymous member (Administrator)

    Compensation Manager

    Position Summary:  The Manager, Compensation is responsible for leading the design, analysis and administration of F5’s global compensation programs. This role will provide day to day management and strategic direction for the global compensation team.  The Manager, Compensation will also own and provide analytical and consultation services to client groups within F5 and works directly with the HR Business Partners, Recruiters and Management to achieve reward system objectives and provide hands-on assistance related to all areas of compensation analysis. 

    Primary Responsibilities: 

    • Manage the global compensation program administration including: annual salary adjustment process, incentive programs, salary surveys, equity programs and competitive market positioning.
    • Manage and develop the compensation team.
    • Review job descriptions and partner with HR team to determine appropriate market match, classification, salary range, and job level.
    • Lead effective communication, training and promotion of the company's compensation programs and practices to HR, management, employees & candidates globally.
    • Manage global salary survey participation and other benchmarking activities such as pay practices and trends.
    • Actively support team members across HR and look for opportunities to improve processes, policies, and service levels.
    • Support Recruiting on new hire offer packages.
    • Lead the annual review process for merit and RSUs.
    • Partner with the legal equity team to model and manage RSUs throughout the year.
    • Review, maintain and update compensation business processes related to our SOX compliance.
    • Ensure compliance with local/federal compensation requirements and statutes.
    • Consult and provide resources for broad based projects which may include mergers and acquisitions, salary range structure development, job leveling and career paths, and greater transparency.
    • Responsible for upholding F5’s Business Code of Ethics and for promptly reporting violations of the Code or other company policies.
    • Other related duties as assigned.

    Knowledge, Skills and Abilities: 

    • Strong understanding of key HR processes from a systems and database perspective: employee data management and global compensation management
    • Global compensation experience in a high-tech environment.
    • Advanced skills in Microsoft Excel - experience with pivot tables, charts
    • Proactive team member with strong customer service orientation, excellent attention to detail and follow through.
    • Ability to balance competing priorities in a fast-paced environment; strong sense of urgency in driving projects to completion.
    • Excellent analytical, organizational and project management skills with strong interpersonal and written/verbal communication skills.
    • Ability to manage end-to-end processes.
    • Strong working knowledge of current compensation/employment laws.
    • Ability to handle confidential employee information with discretion and exercise good judgment.
    • Ability to present effectively to all levels of employees and management.
    • Excellence in critical thinking, analytical, and consultation skills.

    Qualifications:

    • Bachelor's Degree or equivalent
    • 8+ years related compensation experience designing, administering and implementing global compensation programs
    • 3+ years of experience managing people
    • Prior experience with large HRIS (e.g., Workday, SAP, PeopleSoft, Oracle, or SaaS product)
    • CCP or GRP preferred

    Physical Demands and Work Environment: 

    • Duties are performed in a normal office environment while sitting at a desk or computer table. Duties require the ability to utilize a computer, communicate over the telephone, and read printed material.
    • Duties may require being on call periodically and working outside normal working hours (evenings and weekends).
    • Duties may require the ability to travel via automobile or airplane, approximately 10% of the time spent traveling.

    Equal Employment Opportunity

    It is the policy of F5 to provide equal employment opportunities to all employees and employment applicants without regard to unlawful considerations of race, religion, color, national origin, sex, sexual orientation, gender identity or expression, age, sensory, physical, or mental disability, marital status, veteran or military status, genetic information, or any other classification protected by applicable local, state, or federal laws. This policy applies to all aspects of employment, including, but not limited to, hiring, job assignment, compensation, promotion, benefits, training, discipline, and termination. Reasonable accommodation is available for qualified individuals with disabilities, upon request.

     Appy Here: https://f5.com/careers/search-jobs?reqid=RP1007944#8846

     


  • Friday, September 29, 2017 10:42 AM | Anonymous member (Administrator)

    Expedia

    The Senior Compensation Consultant role is a client facing position responsible for managing all executive compensation-related matters across all Expedia brands and locations.  Reporting to the VP of Total Rewards, this role will help to design and implement executive compensation programs that support Expedia’s strategic and operational goals. As well as ensure that those programs are effective and aligned with the company’s overall compensation philosophy.

    Responsibilities:

    • Apply specialized total rewards knowledge to implement programs and initiatives and contribute to program design
    • Perform research and analysis to ensure that Expedia’s executive compensation is market-competitive and appropriately structured
    • Partner with Executive Recruiting to analyze candidate current compensation and to help craft offers
    • Provide guidance to other members of the Total Rewards team on executive-level offers and promotions
    • Analyze survey, employee, and financial data to summarize findings, draw conclusions, and make recommendations about total rewards programs
    • Lead the creation of supporting materials and analysis for meetings of the Compensation Committee of the Board of Directors

    Required Qualifications:

    • Bachelor’s Degree, preferably in Human Resources, Finance or a related discipline, with an advanced degree, preferably in Human Resources, Finance or related discipline preferred
    • A minimum of six years of progressively responsible compensation experience preferably with a focus on Executive Compensation, preferably in a technology environment
    • CEP and/or CCP certification strongly preferred
    • Demonstrated experience serving as a consultant to line HR, Recruiting and business clients
    • Demonstrated ability to work autonomously with minimal direct supervision
    • Impeccable attention to detail

    How to Apply:  http://www.lifeatexpedia.com/

    https://expedia.wd5.myworkdayjobs.com/search/job/USA---Washington---Bellevue/Sr-Compensation-Consultant_R-22442

  • Friday, September 29, 2017 10:31 AM | Anonymous member (Administrator)

    Expedia

    At Expedia, we don’t just love travel; we love helping people experience the world.  To further our mission, we’re looking for a Compensation Programs Manager, reporting to the Sr. Director or Global Compensation.

    Key Deliverables in the Role:
     

    • You will be the technical systems and analytical leader within the Compensation Team
    • Play a key ownership role in Expedia’s annual review program
    • Serve as Compensation’s liaison to the People Technology (HRIS development) team and the manager of our house-built Excel, Tableau and Sequel-based compensation tools
    • Be the “Data Czar”, including managing the company’s compensation survey participation process including submission, reporting and vendor relations
    • Manage Expedia’s market data warehouse (MarketPay)
    • Manage Expedia’s job profile database
    • Project manage the development of global total remuneration structures
    • Own compensation data quality in WorkDay (Expedia’s HCM)
    • Lead compensation training for HR, Recruiting and line managers.

    Position Requirements

    • Bachelor’s degree in related field (advanced degree preferred) or equivalent experience and certification.
    • 7+ years of compensation experience, preferably with a focus on compensation programs and technology
    • Advanced Excel skills required, strong Tableau and Sequel experience preferred
    • CCP preferred
    • Experience with WorkDay preferred
    • Relentless drive for client satisfaction!

    How to Appy:http://www.lifeatexpedia.com/

    https://expedia.wd5.myworkdayjobs.com/search/job/USA---Washington---Bellevue/Compensation-Programs-Manager_R-21750-1

  • Wednesday, September 27, 2017 4:04 PM | Anonymous member (Administrator)

    Benefits Manager - Vulcan Inc. - Seattle, WA

    The Benefits Manager will support the development, implementation, and coordination of benefit programs that are equitable, competitive, and responsive to business needs.

    They will be responsible for the day-to-day administration, operation, compliance, and communication of the overall company benefit plans as well as leave of absence administration. 

    This is a hands-on position that will provide excellent customer service regarding plan and enrollment information to employees with benefit questions.  It will also partner closing with other affiliate organizations with benefits administration and expertise

    http://www.vulcan.com/About/Careers/Job-Listings

  • Friday, September 15, 2017 10:57 AM | Anonymous member (Administrator)

    COMPENSATION ANALYST

    Schedule-Full-time

    Job-Human Resources

    Daily Schedule-1

    Scheduled Hours per 2-week Pay Period-80

    Weekends Required-None

    Primary Location-WASHINGTON-TACOMA-FRANCISCAN ADMIN CNTR MARKET

    Job Summary:

    This position supports the compensation function within the system Compensation Center of Expertise.  This includes salary administration, salary structures, market pricing, salary survey participation, compensation processes, program design and analytics.  The position will assist in ensuring all compensation related programs and practices are competitive and equitable and in full compliance with all regulatory requirements.  Supports the annual merit increase process.  Analyzes results, makes recommendations and determines fiscal impact and prepares formal recommendations. 

     

    Essential Duties:

    • Analyzes company compensation policies in relation to government wage and hour regulations, prevailing rates for similar jobs in comparable industries or geographic areas, and recommends changes as appropriate to establish and maintain competitive rates.
    • Recommends and implements changes and modifications to existing pay practices to ensure market competitiveness, internal equity and consistency. 
    • Analyzes special pay programs and provides recommendations consistent with compensation philosophy, policies, and standards.
    • Works with divisional compensation managers to ensure accurate job descriptions for positions within the organization.
    • Conducts job analysis to determine appropriate salary level according to overall compensation guidelines, policies, and regional factors.
    • Reviews proposed salary actions for conformance to the company’s established compensation philosophy, policies, and standards.
    • Analyzes and provides recommendations regarding base pay and bonus programs including coordination with the annual performance review, annual merit increase and/or bonus processes.
    • Coordinates implementation of annual pay programs with compensation administration team.
    • Manages projects such as survey participation and analysis, and compensation integration for mergers and acquisitions.
    • Develops and documents procedures to streamline processes and ensures compliance with regulatory requirements including FLSA and works with divisional compensation managers to educate HR business partners.
    • Develops communications for salary and bonus programs.
    • Assists divisional compensation managers with compensation related issues, data requests and analytics
    • Designs, recommends, and implements special compensation programs and incentives plans.  Provides financial analysis and budgeting implications. 
    • Develops compensation analytics dashboards and reporting.  Works closely with divisional compensation managers to identify trends, fiscal impact, analyze effectiveness of compensation programs and make recommendations. 

    Skills and Qualifications:

    Education/ Accreditation/ Licensure (required & preferred):

    • Bachelor’s degree in a related field (i.e. Math, Business, HR, Finance) from an accredited university or college required with at least two years of compensation experience or four years of experience in the analysis, design and/or administration of compensation programs. 

     Experience (required and preferred):

    • A minimum of one year of compensation experience with a bachelor’s degree or a minimum of three years of experience in the analysis, design and/or administration of compensation programs. 
    • Must have strong knowledge of wage and hour laws. 
    • Training/Equipment: Strong MS Office skills including Word and Excel are required. HRIS experience required.

    We’re an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.  

    Requisition Title-2017-R0128116

    Catholic Health Initiatives - National Office

    TO APPLY:www.Catholic Health Initiatives>Find a Career>>Find a Career>View Career Opportunities by Location>Tacoma>Compensation Analyst


  • Thursday, September 14, 2017 9:14 AM | Anonymous member (Administrator)

    “There’s no place like HomeStreet.”   

    For more than 90 years, HomeStreet Bank has maintained a strong commitment to ethics, customer service and support of our communities. Building trust with our customers and employees is at the core of everything we do, and we’re looking for talented and motivated people to join us as we grow and evolve as a company.

    We are seeking a Program Manager, Leaves of Absence for our Seattle Home Office location in WA. Successful candidates will have a Bachelor's Degree in a relevant field and a minimum of 5 years’ experience administering leaves of absence with exposure to WA & CA leave regulations preferred.

    HomeStreet Bank offers a competitive compensation and benefits package which includes comprehensive health care coverage and an employee matching 401(k) plan.

    HomeStreet Bank is an Equal Opportunity/Affirmative Action Employer. Minorities, females, protected veterans and individuals with disabilities are encouraged to apply.

    To apply please go to our website at:

    www.homestreet.com/everythingelse/careers

     Choose “job opportunities” and enter the requisition # R0004644 in the “filter by” search box in the upper left hand corner.


  • Tuesday, August 08, 2017 2:05 PM | Anonymous member (Administrator)

    The University of Washington (UW) is proud to be one of the nation’s premier educational and research institutions. Our people are the most important asset in our pursuit of achieving excellence in education, research, and community service. Our staff not only enjoys outstanding benefits and professional growth opportunities, but also an environment noted for diversity, community involvement, intellectual excitement, artistic pursuits, and natural beauty.

    The Human Resources department's mission is to support UW faculty and staff in successfully meeting the goals of the University by providing high quality and responsive human resources support to foster an exceptional work environment that encourages, nurtures and recognizes the professional development of University employees.  The department's vision is to create a premier HR organization whose staff members are dedicated to the goal of working together to provide the highest possible quality of services in carrying out its mission.

    The UW Compensation Office is seeking a Campus Compensation Manager to join the team.  As a functional unit within HR, the Compensation unit provides compensation and classification expertise to the schools, colleges, and departments of the University of Washington’s three campuses in Seattle, Tacoma, and Bothell.

    RESPONSIBILITIES:

    Reporting to the Executive Director of the HR Compensation Office, this professional level position has substantial responsibility for exercising discretion and independent judgment in effecting, executing, and discharging various aspects of the compensation and classification function for UW Human Resources, with an emphasis on classification change projects with university-wide impact.

    Serves as internal resource to Executive Director of Compensation and staff for classification projects, matters related to labor contract negotiations, changes to individual represented positions, classifications, payroll earn types, pay tables, etc.

    Advise HR leadership team when HR Compensation Director is not available.

    This position is the principal compensation and classification analyst and supervises the Compensation Consultants for Health Sciences, the School of Medicine, Upper Campus, Bothell and Tacoma, as well as the Compensation Specialists who maintain the web compensation plan for all classified jobs.

    This position functions in a highly complex labor relations environment involving multiple unions.

    COMPENSATION OFFICE ADMINISTRATION AND STAFFING

    · As a member of the Compensation Office management team, supervise a staff of five (three Compensation Consultants and two Compensation Specialists).

    · Provide leadership and guidance to other Compensation Office staff regarding compensation and classification across the university, including the Seattle, Bothell and Tacoma campuses as well as UW Medicine.

    · Hold regular one-on-one meetings with all campus Compensation Consultants and Compensation Specialists, providing performance coaching and feedback. Promote a positive team environment. Work with the Executive Director and coordinate with HR Operations (employee relations) staff to address any performance issues.

    · Seek out training and professional growth opportunities for the campus compensation staff, such as webinars and events sponsored by the College and University Professional Association for HR (CUPA-HR), the Northwest Compensation and Rewards Forum.

    · Attend HR Management Team Director/Assistant Director/Manager meetings on behalf of the Compensation Office.

    · Participate in HR and/or University project teams, as needed.

    · May attend legislative briefings and respond to questions on behalf of Executive Director.

    CLASSIFICATION PROJECT MANAGEMENT

    · Provide leadership and in coordination with the Medical Center Compensation Manager drive to successful completion classification projects such as
    (1) the Administrative Classification Consolidation Project, which will implement the administrative classification concept agreed on with WFSE and SEIU 925 for their 2017-2019 collective bargaining agreements. This project will reduce over 20 classifications down to one five-level classification family. This must be complete and ready for implementation on July 1, 2018; and
    (2) the Program Coordinator series review, also agreed to in coalition bargaining, seeking to find, codify and populate more specific sub-classifications that can be carved out of the Program Coordinator series, which has over 700 employees in 4 core classifications. This has no specific timeframe, but runs for the 2-year life of the 2017-19 SEIU 925 and WFSE contracts.
    (3) Statewide IT classification project, which will affect a small number of classified non-union IT staff. This will be implemented effective July 1, 2018, if funding is appropriated in the 2018 legislature session;
    (4) Other classification projects as needs arise.

    WORKDAY STABILIZATION AND DEVELOPMENT

    · Work with the Executive Director of Compensation and Integrated Service Center (ISC) leadership and staff for the success of the UW’s adoption of Workday.

    · Together with other HR Compensation staff, troubleshoot compensation and classification issues with Workday, at the system and individual employee level. 

    · Seek to become conversant in all the functions of Workday relevant to Compensation and classification, including reporting, job catalog, compensation, human capital management, etc., and look for ways to leverage this new technology to expand the analytical capabilities of the HR Compensation Office to support UW operations as well as organizational change and efficiency across the university.

    · Serve as a central point of contact for campus compensation activity to update ISC User Guides for the ISC website. Seek to set an example for campus compensation staff in providing strong customer service and a consistent approach for Campus comp use of UW Connect, the work management/work ticket software used by the ISC. Work closely with the HRAIS Workday stabilization project manager, as needed.

    SERVE ASSIGNED CLIENT GROUPS

    · Provide specialized consultation and analysis in the role of Sr. Compensation Consultant for assigned client areas, including all units of central HR.

    · Review professional staff and classified positions. Conduct desk audit interviews on classified positions as needed. Write denial letters for classified reviews not approved, and defend them as necessary before the union Hearing Examiner (for contract classified jobs) or before Personnel Appeals Board (for classified non-union jobs).

    · As requested by the HR Consultant and HR Operations unit, actively participate on cross-functional HR teams, such as on reorganizations.

    · Where University flexibility exists (e.g. for Professional Staff), provide significant contributions in the development of compensation programs and strategies at the University level, college/division level and department and/or team level.

    · At the time of legislatively approved salary adjustments, develop proposals for implementation of salary adjustments for professional staff and seek approval from appropriate parties. Work with ISC staff and Medical Centers Compensation staff to stage increases for implementation.

    CLASSIFIED AND PROFESSIONAL STAFF COMPENSATION SURVEYS

    ·  Oversee and provide quality control for survey participation efforts in annual surveys (Milliman Management and Professional, Milliman Puget Sound Regional, Milliman Technology, Milliman Washington State Employers), CUPA (Administrators Survey and Professionals Survey) and custom surveys.

    · Lead the every-other-year Professional Staff Salary Study, including procurement activity to hire an outside consulting firm.

    · Lead the every-other-year Classified Staff Salary Salary Study (alternates years with the Pro Staff Study), including procurement activity to hire an outside consulting firm.

    · Perform other analyst responsibilities such as monitoring/analyzing proposed legislation that would impact UW compensation practices, conducting and responding to salary surveys, evaluating professional staff positions, classifying classified and contract classified positions, developing regular and ad-hoc reports and conducting analysis for assigned University units, etc.

    COMPENSATION AND CLASSIFICATION TRAINING

    ·  Join other compensation office staff in presenting “Compensation: The Basics,” a half-day class offered two or three times a year by UW HR Professional and Organizational Development and delivered by Comp Office staff. Develop and conduct compensation and classification related training as needed to further enhance understanding of UW policy, federal and state regulations and creative ideas for administering programs that assist in the recruitment, retention and development of staff that meet unit objectives.

    LABOR COSTING AND ANALYSIS

    · Attend collective bargaining activities, in coordination with Labor Relations staff, as assigned. As requested, assist in creating cost estimates and fiscal impact statements (for classified non-union jobs).

    · Compile and distribute statistical reports dealing with staff classifications and compensation including salary changes, trends and relationships; and analysis of competitive market conditions.

    ASSIST WITH HEALTH CARE SPECIAL PAY REQUESTS and SPECIAL PAY REQUESTS WITH CAMPUS IMPACTS

    · In consultation with the Medical Centers Compensation Manager, conduct and/or lead preparation and submission of requests to the Office of State Human Resources (OSHR) in Olympia for health care special pay or special pay requests. Medical Centers Compensation typically takes the lead on such requests, but occasionally one will affect non-medical-centers employees. Coordinate outreach to campus departments affected by health care special pay or special pay requests.

    · Share the results of costing analysis; assist in soliciting confirmation of funding statements from leadership in the School of UW Medicine and Health Sciences Administration, as needed.

    · Contribute to revisions and updates of master benchmark indexing list as necessary.

    REQUIREMENTS:

    Bachelor’s degree in Business, Human Resources or similar field and 5 years of related experience.

    Strong analytical skills.

    Knowledge of job description creation.


    Demonstrated understanding of HR principles and practice.
      

    Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration.

    DESIRED:

    Previous supervisory or lead experience.

    PHR or SHRM-CP.

    Experience in using salary surveys from Milliman, such as Northwest Management & Professional, Puget Sound Regional, and Northwest Health Care. Milliman steering committee experience is also helpful.

    Certified Compensation Professional (CCP).

    Strong emphasis on experience in compensation analysis including costing for multiple funding sources in a labor relations environment.

    CONDITIONS OF EMPLOYMENT:

    Appointment to this position is contingent upon obtaining satisfactory results from a criminal background check.

    Work is performed in an office environment. Requires occasional shuttle bus trips to locations on campus and at South Lake Union, driving to remote campus in Bothell and Tacoma.

    Work may occasionally require evening or weekend work beyond a 40-hour week.

    For more information and to apply, please visit:

    http://bit.ly/2vKhPul




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