Job Bank

Welcome to the Northwest Compensation & Rewards Forum Job Bank!

As a service to our members, we provide complimentary job posting for 30 days.  Please contact our Website/Job Bank administrator: 

Please be sure to include company name, location and contact information/how to apply.

Good Luck with your search!!

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  • Tuesday, September 14, 2021 12:32 PM | Anonymous member (Administrator)

    Senior Manager, Global Compensation - Global/Remote 

    Your Next Challenge: 

    • As a compensation leader, reporting to Sr Director of Total Rewards, you will:
    • Design, implement and effectively administer Getty Images’ compensation programs in the AMER, EMEA, and APAC regions, including base pay, annual bonus plans, sales commission plans, and stock compensation.
    • Collaborate with the larger human resource team to identify and address talent trends through our compensation practices, tying them to our employment value proposition and competitive market practices while demonstrating good financial stewardship.
    • Along with your direct report, drive for operational excellence across all practices, processes, and systems to deliver streamlined and impactful employee experience.
    • Maintain effective HRIS processes to ensure compensation data integrity.
    • Develop compelling communication plans and programs to ensure employees have a clear understanding of the company's compensation philosophy and compensation practices.
    • Nurture strong cross-functional relationships with payroll, finance, legal, compliance, communications, IT, and other HR colleagues on the global HR team.
    • Ensure all compensation programs are in compliance with applicable regulatory and legislative requirements in various jurisdictions, including but not limited to FLSA, OFCCP, pay fairness legislation, minimum wage requirements, overtime rules, GDPR, Works Councils, Canadian Human Rights Commission, etc. Coordinate with legal counsel as appropriate.
    • Keep abreast of new compensation-related legislation and talent trends globally. Conduct regular benchmarking and analysis of vendor landscape and offerings.
    • Lead all aspects of and manage compensation budget globally.

    What You'll Need: 

    • Minimum 10 years of progressive Compensation management experience with a global employer
    • In-depth knowledge of U.S. compensation laws and regulations including IRS code, FLSA, 409A, SEC regulations, EEO, SOX, state minimum wage, and pay equity legislation. Working knowledge of international compensation laws and regulations.
    • In-depth understanding of HRIS, preferably Workday.
    • Outstanding Excel skills.
    • CCP or a similar certificate preferred.
    • Effective collaboration skills, managing partnerships with vendors, internal partners, and outside consultants to achieve results.
    • Initiative and drive, ability to effectively prioritize multiple projects and work in a deadline-oriented environment.
    • Extraordinary verbal and written communication skills.
    • Strong coaching, development, and overall leadership skills.

    What You Can Expect (Physical and Mental Demands):

    • Frequent communication with others to exchange information.
    • Frequent sedentary work that primarily involves sitting/standing; Time of each will vary.
    • Constant operation of computer and frequent usage of other office machinery, including (but not limited to) calculator, copy machine, computer printer, etc.
    • Constant assessment of accuracy and thoroughness of the work assignment.


  • Wednesday, September 08, 2021 8:11 AM | Anonymous member (Administrator)

    As our Compensation Analyst you will assist in the implementation, communication and administration of SPARC Group compensation programs, policies and procedures. This individual will work closely with HR generalists to support the corporate and field populations with compensation analysis and recommendations.

    Responsible for working with highly sensitive and confidential information and maintaining the confidentiality of information used during the normal course of business.

    Position Responsibilities:

    • Manage day-to-day compensation support to Corporate, Field and Store groups.
    • Assess SPARC Group’s current and future compensation programs ensuring they are equitable and align to the company’s compensation philosophy.
    • Assist in the design, rollout and administration of compensation programs.
    • Participate in key market salary surveys, as needed.
    • Conduct benchmarking reviews, as needed.
    • Assist in job leveling, FLSA classifications and development of pay grades.
    • Assist with Year End review process by providing support with merit planning, merit increases, bonus calculations and payouts, and year-end reporting.
    • Provide reports, analysis, and clarification of policies and practices to HR team and Business Leaders.
    • Administer all Store related variable pay programs (i.e. Sales, SPIFF, Shrink, Spot bonus, etc.)
    • Stay up-to-date on current compensation-related legislation to ensure compliance with applicable employment-related federal and state statutory requirements regarding employee pay.
    • Prepare charts and graphs for the presentation of HR metrics in the quarterly HR dashboard.
    • Provide weekly, monthly, quarterly and annual reporting to Finance related to employee and compensation data, including headcount, salary, bonus accrual, PTO accrual, etc.
    • Prepare Compensation Sheets for off-cycle promotions and/or market adjustments.

    Position Requirements:

    • Minimum of 3 years of equivalent work experience; preferably in an HR Compensation role in retail.
    • BA/BS degree in Business Administration, Finance, Accounting or similar quantitative field.
    • Strong analytical, problem solving and multi-tasking skills.
    • Advanced Microsoft Excel skills including pivot tables, vlookup, etc.
    • Experience with creating reports and extracting and analyzing data from an HRIS system.
    • Must be able to handle sensitive information confidentially and professionally.
    • Client service orientation with extremely strong attention to detail and ability to maintain data integrity.
    • Ability to manage workload with conflicting/competing priorities and multiple deadlines.
    • Strong written and verbal communication skills.
    • Interpersonal skills to deal effectively with all levels of management and employees.
    • Must be a self-starter with ability to work independently and as part of a team.
    • Prior experience working with HCM systems; experience working with Ceridian/Dayforce is a plus.

  • Thursday, August 05, 2021 3:40 PM | Anonymous member (Administrator)

    We are currently looking for a Compensation Analyst with a passion for human services. This is an exciting opportunity to be involved with an organization focused on racial justice, second opportunities, diversity, equity and inclusion. The Compensation Analyst will partner with the business to elevate Pioneer Human Services compensation strategy to support our continued growth, expansion, and competition for talent. This position will work alongside the business to operationalize that strategy and ensure it is embraced across the organization.

    This role has the ability to work remotely from the state of Washington.  


  • Monday, August 02, 2021 8:16 AM | Anonymous member (Administrator)

    Sr. Total Rewards Analyst

    at LendingHome 

    Pittsburgh, PA / Remote

    LendingHome is a real estate tech company. We won our leadership position in the hearts and minds of our customers by leveraging technology and data to solve their financing needs, and are now building on that success to offer them additional services to help them build and grow their businesses.

    The Team

    With our built-from-scratch technology that covers every stage of the loan process, LendingHome has opened access and simplified a way for real estate investors—both novice and experienced—to get financing, generate wealth, and build businesses. Since founded in 2013, we have funded over $7 billion dollars worth of loans across about 32,000+ projects, becoming the nation's largest hard money lender. Combining the best technology and the most knowledgeable people, LendingHome has grown to a team of over 300 and has won many awards over the years including Forbes Fintech 50, Finovate Awards: Best Digital Mortgage Platform, Fast Company’s Most Innovative Companies, and many more. LendingHome is uniquely positioned to become the next great financial services brand powered by the most advanced mortgage platform in the world.

    Loans funded: More than $7 billion
    Market Share: Increased from ~2.5% in Q1 2020 to over 5.5% in Q3 2020.
    Financial Impact: Since April 2020, LendingHome has been profitable every month, a rarity for a fast growing fintech company.
    Geography: Lending in 28 states, which account for more than 80% of the nation’s real estate market
    Homes financed: About 32,000
    Principal and interest returned to investors: More than $5.18 billion
    Employees: About 320 employees, scaling to 400 in 2021

    This is a position that can be based anywhere in the United States, remote or in-office. Our hybrid distributed workforce philosophy allows us to find the best talent in the country and build diverse teams, while allowing our teammates to work from the location that works best for them, whether that is their home office or one of our office locations. We have offices in San Francisco, CA and Pittsburgh, PA for those of you that live local and want to work from the office. We also plan to use these spaces to bring together teammates and drive creativity and innovation.

    The Role

    This position will report to the Sr. Manager, Total Rewards & HR Operations. The Sr. Total Rewards Analyst will administer, design, and develop the company’s compensation and total rewards programs to support LendingHome’s strategic priorities. We’re looking for a person who can provide implementation and maintenance support for compensation programs such as salary administration, bonus planning, survey benchmarking, and salary structure revisions. This role will also support and respond to inquiries from employees and managers about a broad array of topics including broad based compensation, stock/equity, sales incentives, and health and welfare and retirement programs.

    Key Responsibilities


    • Partner cross-functionally with various stakeholders to conduct job leveling and provide salary recommendations ensuring internal equity and market alignment of total compensation.
    • Consult with executive leadership and HR to carry out the annual salary administration process.
    • Manage day-to-day compensation and benefit requests and questions from HR Business Partners, recruiters, managers, and employees.
    • Help develop or revise compensation programs (new policies, outlining career paths, updating salary structures, etc.).
    • Manage participation and vendor relationships/salary surveys and submit organizational data to salary surveys (Radford, Mercer, McLagan, etc.) as needed.
    • Provide proactive guidance to senior leaders on pay decisions, policies, and guidelines.
    • Contribute to creation and implementation of training, resources and guidelines around compensation for managers, recruiters, HR Business partners and employees.
    • Keep apprised of federal, state, and local compensation laws and regulations to ensure compliance and draft and implement changes to policies, practices and employee communications.
    • Contribute to the quarterly commission plan design process and documentation of plans, and monthly calculation and review process.
    • Conduct special projects for ad hoc compensation analyses across a variety of areas, including incentive compensation, sales compensation, and other programs.

    Benefits & HR Operations

    • Responsible for the administration of benefit plans, including health and welfare plans, retirement plans, paid time off plans, and leaves of absence.
    • Serve as a lead to HR system maintenance and data quality.
    • Triage escalated benefit inquiries in partnership with our vendors and brokers.
    • Identify and plan for technology needs to support our benefit initiatives with the Workday HCM team.
    • Complete or assist with annual benefit processes such as annual enrollment, compliance notices, annual retirement plan audits, and updating communication materials.
    • Create and maintain reports, perform data audits and analysis, reconcile payment and contribution discrepancies, and process billing.
    • Develop job aids, document workflows, and provide training and guidance on tools.
    • Assist with compliance with all existing governmental and labor legal and government reporting requirements, including but not limited to immigration, workers’ compensation, EEO reporting, and ERISA disclosures.
    • Perform other duties as assigned.

    Experience & Qualifications

    • Three to five years of experience in a finance or compensation-related role.
    • Experience with variable compensation (LTI/STI), executive compensation, sales compensation, and broad-based compensation.
    • Experience with Workday is highly preferred.
    • Understanding of the financial impact of total rewards programs (financial acumen).
    • Knowledge of job families across typical organization structures.
    • Experience with variable pay and incentive compensation.
    • Bachelor’s degree (four-year college or university) or equivalent combination of education and work experience.

    LendingHome in the News

     Benefits and Perks 

    • Career Growth: We foster an environment that encourages opportunities to use your voice, make an impact, and move towards your long-term goals.
    • Lunch & Snacks: Hungry? We have you covered! Enjoy catered lunches and Bagel Wednesdays—and don't forget to take your pick of healthy snacks and drinks daily from our fully stocked kitchen.
    • Work-life Balance: With our flexible time off policy, you can enjoy a well-rounded lifestyle while easily balancing work, travel, loved ones, and passions.
    • Family Matters: We know your role here might not be the only one you have. Enjoy your job as a parent and welcoming your new bundle of joy with our competitive parental leave policy.
    • Commuter Benefits: Travel from A to B without the stress. We help you save money on your commute to work with pre-tax deductions and a monthly stipend.
    • Product Ownership: We recognize your hand in making our business great. With offered equity, you can claim your stake in our growth.
    • Health Insurance: Your well-being is important to us. Our comprehensive medical, dental, and vision plans ensure that your mind and body are in good keeping.


  • Sunday, July 18, 2021 7:44 AM | Anonymous member (Administrator)

    Another Source’s client, University of Puget Sound, is recruiting a Director of Compensation and Benefits to join their team in Tacoma, Washington.

    • Founded in 1888 in a vibrant port city in the Pacific Northwest and designated as one of only 40 Colleges That Change Lives., the University of Puget Sound is an independent, residential, and predominantly undergraduate liberal arts college, with graduate programs in education and health sciences. 

      Learn More:


      Position Description: 

      The Director of Compensation and Benefits has direct responsibility for administering a comprehensive staff compensation program, benefits program for faculty and staff and the university payroll. Has shared supervisory oversight of the HR information systems. Integrates rewards of work to attract and retain talent in the most cost effective and efficient manner possible, providing analytical, policy and support services university-wide. Activities include compliance with applicable laws and regulations, budgeting, internal reporting, salary administration, survey administration, modeling, developing recommendations, communication and education, and partnering with internal and external colleagues on work related to benefits and staff compensation.  

      Puget Sound Benefits:

      Essential Job Functions and Responsibilities: 

      Developing and communicating staff compensation programs:

    • Researches, establishes and utilizes compensation methods and sources (e.g., professional organizations, websites) to ensure effective and cost-efficient compensation programs. 
    • Plans and implements a strategic communication plan for the staff compensation program; communicates compensation program practices, policies and procedures to individual contributors and leaders.  
    • Consults with hiring managers and HR team members to determine starting salaries for new staff members based on the extent and relatedness of the candidate’s education and experience and on internal equity and market considerations.
    • Solicits information about jobs from incumbents, supervisors, and department heads; conducts on-site audits of classifications of positions; conducts job evaluations; authorizes changes in classifications and salary ranges; computes the cost impact of such changes.  
    • Ensures compliance with the FLSA and other federal and state wage and hour laws and regulations. 
    • Assists individual contributors and leaders in writing job descriptions. 
    • Oversees the university’s participation in salary and benefits surveys conducted by other organizations (e.g. CUPA-HR, Milliman). 
    •  Developing and communicating faculty and staff benefits programs:

    • Oversees the management of all health and welfare benefits and retirement programs from a strategic and plan design perspective; supervises and collaborates with the benefits specialist, HRIS analyst, and other HR staff members in the day-to-day administration of the university’s benefits programs, which include 403(b) and 457 retirement plans, group medical, dental, and life insurance plans, disability plans, flexible spending accounts, work/life services, etc.  In collaboration with the benefits specialist, evaluates, plans, and administers the university’s benefits programs; analyzes benefits plan design; assesses effectiveness of programs in meeting overall strategic objectives, and oversees the development and implementation of changes and improvements to benefits programs.  
    • Oversees the management of the university’s relationship with benefits consultants, vendors of benefits plans, legal and actuarial consultants, record-keepers, etc.  Directs or oversees (and ensures the quality of) benefits proposals, negotiations with insurance carriers, and administration of contracts or other agreements involving employee benefits.  
    • Ensures that development and implementation of benefits programs, policies and practices are in compliance with ERISA, COBRA, FMLA, OFLA, HIPAA, and other applicable federal and state laws and regulations.  Conducts periodic audits of benefits policies and procedures, plan documents, and summary plan descriptions.  Updates or creates documents as needed.      

    • Analyzing and reporting:

    • Supervises and works in partnership with the HRIS analyst to analyze the systems and reporting needs of constituents; facilitates the implementation of automated systems solutions and reports to meet those needs.  
    • Payroll:

    • Supervises and works in partnership with the payroll administrator to ensure timely and accurate processing of semi-monthly payroll, quarterly and annual state and federal reporting, and compliance with all local, state, and federal regulations. 
    • Consulting:

    • Provides direction to individuals and groups within and outside of HR who are engaged in initiating, establishing, and maintaining compensation and benefits programs; assists leaders and individual contributors to address compensation and benefits challenges; provides a broad range of consultative services to leaders and individual contributors regarding compensation policies, procedures, and practices; suggests alternatives for the compensation of individual contributors and leaders; assists leaders in designing and/or implementing improvements to compensation processes.   
    • Assists individual contributors in developing their understanding of the university’s compensation and benefits programs and objectives.  
    • Works with HR team to assess data, analyze trends, and identify methods for continuously improving human resources management at the university. 
    • Ensuring organizational effectiveness:

    • Participates in development, implementation and maintenance of policies, objectives, short-and long-range plans; develops and implements programs to accomplish established goals.  
    • Maintains currency in the human resources profession through such professional development activities as reading professional literature; attending professional development education programs, workshops and conferences; and participating in professional associations. 
    • Continuously reviews and makes or recommends changes to compensation and benefits policies and procedures.  
    • Ensures job openings are properly approved; coordinates with departmental colleagues on requisition processing, budget information, etc. 
    • Participates as a team player in keeping daily Human Resources operations running smoothly, serving as support and backup as necessary.  
    • Leads and provides direction to other HR staff, to include work allocation, training, problem resolution, etc.  
    • Performing other functions:  

    • Assists with web resource development.   
    • Engages in lateral planning and collaboration across departments in support of institutional initiatives.  
    • Writes and edits communication materials, correspondence, and reports; develops forms, form letters, manuals, and related resource materials as required; reviews standard letters and forms regularly and implements changes as needed.   
    • Leads individual and group information sessions as needed or requested.   
    • Serves on or leads task forces, committees and project teams as required. 
    • Conducts research on such subjects as resources for market compensation data, best practices in compensation and benefits, etc. 
    • Maintains historical records, current legislation information, compensation statistics, letters and boiler plate documents, forms, etc. 
    • Performs other duties as required. 

    • Supervisory Responsibilities:  

      Supervises three full-time staff members, the benefits specialist, payroll administrator, and payroll and benefits assistant and shares supervision of the full-time HRIS analyst, as well as temporary and student staff members as needed. 

      Budget Responsibilities 

    • Collaborates with colleagues in the Office of Finance to develop the university’s benefits budget and prepares benefits budget recommendations for the Budget Task Force. 
    • Provides fringe benefits budget variance reports to the Office of Finance office three times annually, 
    • Authorizes and processes purchase orders and invoices for payment for compensation and benefit expenses; maintains budget records; reviews expenses against budget; and prepares budget requests.    
    • Manages the annual budget planning process for staff compensation; prepares models and cost projections of salary proposals; proposes a plan to distribute the pool of funds available for staff salary increases; collaborates with CES colleagues regarding the impact of the salary range structure on student staff rates of pay; oversees the preparation of compensation statements annually for all staff members.  

    • Knowledge, Skills and Abilities:  

    • Ability to see the big picture and manage details; to identify implications and connections
    • Ability to work effectively with a broad range of constituents: staff, faculty, students, and the general public  
    • Ability to organize, analyze, prioritize, and problem-solve within a fast-paced office environment with frequent interruptions and minimal supervision   
    • Ability to work and move projects forward with temporary ambiguity   
    • Ability to read, analyze, and interpret professional publications and governmental regulations   
    • Ability to write business correspondence, including policy and procedures   
    • Ability to professionally and effectively present information and respond to questions from groups of leaders and individual contributors 
    • Ability to supervise and train staff, including organizing, prioritizing, and scheduling work assignments 
    • Skill in examining and refining operations and procedures, formulating policy, and developing and implementing new strategies and procedures  
    • Ability to develop, plan, and implement short- and long-range goals  
    • Ability to negotiate and manage contractual arrangements  
    • Knowledge of compensation and benefits-related laws, regulations, principles, methods, and techniques  
    • Knowledge of budgeting, cost estimating, and fiscal management principles and procedures  
    • Ability to make administrative/procedural decisions and judgments  
    • Ability to provide technical staff development and performance feedback  
    • Ability to respectfully work, communicate and provide leadership within a diverse campus community 

    • Minimum Requirements: 

    • Master’s degree from an accredited college or university in related field and five (5) years’ increasingly responsible, related experience OR Bachelor’s degree and eight (8) years’ increasingly responsible, related experience; undergraduate or graduate course work in human resources management, industrial psychology, statistics, or related field desirable 
    • Certified Compensation Professional (CCP) certification preferred 
    • Solid experience managing and mentoring staff 
    • Relational database experience; PeopleSoft experience preferred 
    • Commitment to liberal arts education and cultural diversity required 
    • Demonstrated customer service orientation required 
    • Demonstrated knowledge and application of current compensation and benefits strategies and resources 
    • Outstanding interpersonal, problem solving, and team building skills 
    • Excellent organizational and analytical skills   
    • Superior interpersonal skills, both one-on-one and in small and large groups   

    University Diversity Statement 

    We Acknowledge 

    The richness of commonalities and differences we share as a University community; the intrinsic worth of all who work and study here; and that education is enhanced by investigation of and reflection upon multiple perspectives. 

    We Aspire 

    To create respect for and appreciation of all persons as a key characteristic of our campus community; to increase the diversity of all parts of our University community through commitment to diversity in our recruitment and retention efforts; and to foster a spirit of openness to active engagement among all members of our campus community. 

    We Act 

    To achieve an environment that welcomes and supports diversity; to ensure full educational opportunity for all who teach and learn here; and to prepare effectively citizen-leaders for a pluralistic world. 

    The University of Puget Sound is an equal opportunity employer. 

    Another Source works with their clients, on a retained project basis, to maximize the recruiting process.  

  • Thursday, July 15, 2021 6:16 AM | Anonymous member (Administrator)

    We are powering the age of immune medicine- you can too. At Adaptive, our goal is to meaningfully improve people’s lives by learning from the wisdom of the adaptive immune system.

    As an Adapter, you will be surrounded by driven colleagues who think boldly to pursue ground- breaking innovation. You will experience meaningful challenge in your work and be fueled by motivating energy knowing you make a difference in people’s lives.

    You belong here - come discover your story at Adaptive.

    Position Overview

    The Compensation Manager is an experienced compensation professional who will provide consultation on development and implementation of the company’s compensation programs and processes. In this role, you will manage Adaptive’s compensation programs and ensure that they are integrated and aligned with programs across all HR disciplines in our collective effort to attract and retain great talent, to facilitate the achievement of business objectives, and to continually elevate and enhance the team member experience. This role reports to the Sr. Director, Total Rewards and will interface with all levels of the organization. As such, you must demonstrate excellent communication skills, strategic thinking and planning, strong business acumen, and the ability to function in a highly dynamic, fast paced environment.


    • Manage compensation programs to ensure they align with Adaptive’s business strategy and Total Rewards philosophy to optimize our ability to attract, reward, and retain top talent

    • Conduct compensation benchmarking and job leveling for roles across the company

    • Collaborate with HR Business Partners, Talent Acquisition, and Business leaders to provide expert counsel and address compensation queries relative to benchmarking, new hire offers, promotions, job/compensation changes, etc.

    • Lead various compensation programs such as merit and promotions process, variable pay programs (e.g., corporate bonus and sales incentive plans) and equity programs with modeling and data analysis and consulting with key stakeholders

    • Support ongoing enhancements of the Compensation Planning Tool including the maintenance of our job catalog. Work with HR Operations team to ensure system is configured and maintained for compensation needs, including any changes made to salary structures, bonus and equity programs, job architecture, etc.

    • Develop compensation communication materials and trainings

    • Monitor the Life Sciences industry and employment markets for best practices in compensation philosophy, approach, and delivery methods

    Other additional responsibilities as business needs arise and the company/team evolves Requirements

    • A minimum of 7 years of compensation experience, preferably at a global company in the life sciences industry, consulting background is a plus

    • Bachelor’s Degree in Business Administration, Human Resources, Finance or a related discipline, graduate degree such as an MBA is a plus

    • Strong excel skills with a focus on data integrity and accuracy. Excel skills include pivot tables, vlookups, creating formulas, managing large data sets for analytics, etc.

    • Excellent attention to detail, coupled with the ability to see the broader picture

    • Strong problem-solving, planning, and execution skills, including a desire to roll up sleeves to prioritize work, execute plans and meet deadlines

    • Highest degree of confidentiality and discretion, time management, interpersonal, communication and presentation skills

      Adaptive Biotechnologies is proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability. Equal Opportunity Employer/Veterans/Disabled

      NOTE TO EMPLOYMENT AGENCIES: Adaptive Biotechnologies values our relationships with our Recruitment Partners and will only accept resumes from those partners whom have been contracted by a member of our Human Resources team to collaborate with us. Adaptive Biotechnologies is not responsible for any fees related to resumes that are unsolicited or are received by any employee of Adaptive Biotechnologies who is not a member of the Human Resources team.

      The position will be based either in Seattle to work on a hybrid schedule or can be fully remote, based anywhere throughout the US.


  • Wednesday, June 30, 2021 7:18 AM | Anonymous member (Administrator)

    Compensation Manager

    • Seattle, WA

      Princess Cruises, Holland American Line, Seabourn and P&O Cruises Australia, united as Holland America Group, offering world-renown vacations at sea to travelers around the globe, are building a dynamic, unified organization to serve its highly experienced teams in both our corporate offices and on board our ships.

      While cruising paused worldwide, we laid the groundwork to take our company to even greater success, with fresh perspectives and new ways of working. We’re looking for a Compensation Manager to help with our efforts, they will manage a team that designs, develops and implements compensation programs, policies and procedures for all shoreside employees globally that are competitive with the identified market and internally equitable. Oversees the administration of the annual Compensation Review Cycle, including Management Incentive Plan (MIP) and equity plans for directors and executives.  Directs the design and administration of Incentive Programs. Provides counsel to management regarding the application of sound compensation principles and practices and ensures compliance with legal requirements associated with compensation program design and administration.

      The Compensation Manager will work with teams across Holland America Group, with reporting offices in Santa Clarita, CA, and Seattle, WA, we’re looking for amazing humans across the country for this role. HA Group offers strong compensation and outstanding benefits including cruise travel.

      Here’s a summary of what Holland America Group is looking for in its Compensation Manager. Is this you?


    • Designs, develops and implements compensation plans, programs and policies for shoreside operations globally that are competitive with the identified market and internally equitable.
    • Works with various business units to design incentive plans that are competitive and reward appropriate behaviors and performance factors.
    • Oversees job evaluations to ensure they are consistent with the competitive market and are internally equitable. Ensures job descriptions are developed and maintained in a legally compliant manner and that jobs are classified consistently with all applicable state, federal & international labor laws & codes.
    • Provide advisory service, functional guidance, and assistance to business leaders in job review, position design and management.
    • Establishes the salary budget and structure movement based on market research and overall company performance; directs the review and approval of off cycle increases and promotion requests; and consults with Talent Acquisition regarding new hire salary offers as needed.
    • Directs the annual merit increase programs for shoreside employees globally.
    • Coordinates with Corporate to administer the annual MIP & equity awards. Administers annual bonus plan for exempt employees.
    • Provides guidance to direct reports on their performance and professional career development. Manages the goals and performance of direct reports to ensure they achieve desired results. 

    • Requirements

    • 6 to 10 years of progressively responsible experience in global compensation 
    • 2+ years in supervisory/lead role
    • Bachelor’s degree, Master’s degree a plus
    • Strong background in base pay management, job evaluations, FLSA reviews
    • 2+ years Incentive Plan Design
    • Strong Analytical, problem solving and data analysis skills
    • Advanced skills in MS Office, Excel and PowerPoint


    • Cruise and Travel Privileges for you and your family
    • Health Benefits
    • 401(k)
    • Employee Stock Purchase Plan
    • Training & Professional Development
    • Rewards & Incentives 

    Our Culture… Stronger Together:

    Our highest responsibility, and therefore our top priorities, are always compliance; environmental protection; and the health, safety, and well-being of our guests, the people in places we visit, and our Carnival family, both shoreside, and shipboard. Please visit our site to learn more about our Culture Essentials, Corporate Vision Statement and our Core Values at:

    Holland America is an equal opportunity employer, committed to the strength of a diverse workforce. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, or national origin, disability or protected veteran status.

    Americans with Disabilities Act (ADA) 

    Holland America will provide reasonable accommodations with the application process, upon your request, as required to comply with applicable laws.  If you have a disability and require assistance in this application process, please contact

  • Friday, June 25, 2021 11:44 AM | Anonymous member (Administrator)

    UW Human Resources (UWHR) strives to ensure that the University of Washington’s reputation as an employer parallels its reputation as a world-class university, allowing for individuals to achieve their full potential. We believe that every position at UW plays an important role in helping the University achieve its goals and that every employee brings unique value. 

    • The Compensation Office, a unit of UWHR, has an outstanding TEMPORARY opportunity for a 50% to 100% FTE Compensation Consultant. 

      This position is available from now until the end of January 2022 to provide coverage during upcoming leaves. 

      Do you enjoy reading and evaluating job descriptions? 

      Are you a data and Excel pro? 

      Do you thrive on building great relationships with clients? 

      If so, read on! 


      Reporting to the Assistant Director – UW Compensation, 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 the medical centers. 

      Advise clients and/or deliver specific products/services for classified, professional staff and other non-academic UW personnel in the areas of classification, compensation, and in organizational restructuring. 

      This position functions in a highly complex compensation environment involving multiple unions and various State and Federal regulations. 


      Provide comprehensive compensation support to assigned client areas. Make decisions regarding best course of action for compensation and classification issues, and provide advice and counsel to all levels of employees. Perform the following responsibilities for assigned client areas: 

      Evaluate new and existing professional staff positions using a point factor job evaluation system, and recommend salary ranges that maintain equitable salary relationships across the University. Review and evaluate jobs on FLSA exemption criteria. Provide advice and counsel on issues pertaining to the Fair Labor Standards Act. 

      Evaluate existing or proposed contract classified and classified non-union positions. Use job specifications, desk audits, and interviews to determine appropriate classification for occupied positions.  Interpret contractual language to administer changes to classification/compensation and anticipate possible labor relations issues arising from classification misalignment. 

      Educate clients on the various components of the UW Compensation system as needed. Work with HR colleagues and clients to develop creative compensation and classification solutions considering the goals of the organization, recruitment and retention issues, staff planning and/or career ladders, recognition of team and individual performance, etc. 

      Coordinate reallocations out of a bargaining unit to another union, classified non-union or exemption to a Professional Staff position with Labor Relations. Meet and discuss with HR Labor Relations and labor union representatives as necessary. Act as University expert to defend reallocation determinations if actions are challenged through contract classified or classified non-union appeal processes. 

      Organize, analyze and produce specialized reports including costing analysis. Compile and distribute statistical reports dealing with staff classifications and compensation including salary changes, trends and relationships, and analysis of competitive labor market conditions. Develop and apply knowledge of premium pay and shift differentials for represented jobs. Become knowledgeable about the Workday pay elements and HR Compensation Office procedures for payment of premiums, and how to perform premium pay cost estimates using data from Workday, the UW's data warehouse, and other reports. 

      Conduct compensation and classification related training to further enhance understanding of UW policy, federal and state regulations, and creative ideas of administering programs that assist in the recruitment, retention and development of staff that meet unit objectives. 

      As a member of the Compensation team, interact, provide suggestions and implement changes to work processes; assist in the development of plans and the implementation of enhancements to compensation and classification system. 

      Work collaboratively with other University staff departments, such as the Integrated Service Center (ISC) including ISC Technical Services, ISC Payroll, ISC Time and Leave, etc., for the purpose of implementing mass employee salary adjustments and developing new or enhancing existing classification and compensation systems. 


      Prepare responses to annual or ad hoc local, state and national salary surveys, as needed. 

      Proactively identify compensation and classification issues and independently resolve them within the framework of the UW Compensation system. 

      Assist in developing new classification specifications to be proposed to the unions and/or to the Washington State Office of Financial Management - State Human Resources (OFM-State HR). 

      Perform special projects and other duties as assigned.  


    • Bachelor's degree in Human Resources, Business or Public Administration or related field. 
    • Three years of progressively responsible work in Human Resources, to include one year of compensation experience, such as working with job descriptions or classification specifications to evaluate job content, or interpreting and applying the provisions of the FLSA. 
    • Proficient in MS Excel, familiar with MS Access. 
    • Experience working in an environment that requires excellent customer service skills. 
    • Demonstrated excellent writing and oral communications skills. 
    • Demonstrated ability to communicate to all levels of management including sensitive communications to senior leadership using the applicable communication method. 

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


    • One year of previous experience working with job descriptions, including authoring, editing, or evaluating job content. 
    • Certification as a Professional in Human Resources (PHR). 
    • Certification as a Certified Compensation Professional (CCP). 
    • Experience working with a work force that is unionized. 
    • Experience using Workday. 

    As a UW employee, you have a unique opportunity to change lives on our campuses, in our state and around the world. UW employees offer their boundless energy, creative problem solving skills and dedication to build stronger minds and a healthier world. UW faculty and staff also enjoy outstanding benefits, professional growth opportunities and unique resources in an environment noted for diversity, intellectual excitement, artistic pursuits and natural beauty. 


    Duties may occasionally require working beyond a 40-hour week, or working late into the night or on weekends in labor negotiations or for emergency rush projects. 

    Application Process: 
    The application process for UW positions may include completion of a variety of online assessments to obtain additional information that will be used in the evaluation process.  These assessments may include Work Authorization, Cover Letter and/or others.  Any assessments that you need to complete will appear on your screen as soon as you select “Apply to this position”. Once you begin an assessment, it must be completed at that time; if you do not complete the assessment you will be prompted to do so the next time you access your “My Jobs” page. If you select to take it later, it will appear on your "My Jobs" page to take when you are ready. Please note that your application will not be reviewed, and you will not be considered for this position until all required assessments have been completed. 

    Applicants considered for this position will be required to disclose if they are the subject of any substantiated findings or current investigations related to sexual misconduct at their current employment and past employment. Disclosure is required under Washington state law.

    Committed to attracting and retaining a diverse staff, the University of Washington will honor your experiences, perspectives and unique identity. Together, our community strives to create and maintain working and learning environments that are inclusive, equitable and welcoming.

    The University of Washington is a leader in environmental stewardship & sustainability, and committed to becoming climate neutral.The University of Washington is a leader in environmental stewardship & sustainability, and committed to becoming climate neutral. 

    The University of Washington is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran or disabled status, or genetic information. 

    To request disability accommodation in the application process, contact the Disability Services Office at 206-543-6450 or


  • Thursday, May 20, 2021 4:54 PM | Anonymous member (Administrator)

    Compensation Analyst

    The position can be located within the four Cambia states - OR, WA, ID or UT.

    The Compensation Analyst assists in the development, implementation and administration of company compensation programs to attract and retain talent. They conduct analysis of jobs, salaries, and incentives in order to evaluate external competitiveness and internal equity, and ensure legal compliance and alignment with the organization's pay practices.


    • Evaluates jobs for placement in the pay structure by reviewing job descriptions, determining FLSA status, collecting and analyzing external market data, and reviewing similar positions internally to ensure internal equity.

    • Consults with HR Business Partners and management on a variety of compensation topics.

    • Stays abreast of legal developments affecting pay practices as well as evaluating market and economic trends.

    • Conducts and/or participates in compensation related projects as assigned.

    • Assists in preparing and administering annual merit budget.

    • Completes annual bench-marking to determine pay structure adjustment.

    • Participates in external market surveys. Maintains a database of market surveys.

    • Assists in the development and administration of incentive programs.

    • Serves as a resource for the organization in compensation policy and/or incentive plan policy and provides support for managers and supervisors in compensation related issues.

    • Continually supports the mission and strategies of Cambia.

    • Maintains a professional standard in communicating with all customers, internal and external.

    • Recommends improvements to business processes supporting compensation activities.

    • Manages small to medium compensation projects.

      Minimum Requirements:

    • Demonstrated strong analytic ability.

    • Advanced Excel skills.

    • Competency in reviewing, gathering and analyzing data in order to market price jobs.

    • Ability to organize and prioritize work to meet deadlines under minimal supervision.

    • Ability to work with sensitive and confidential information.

    • Strong communication, project management, and interpersonal skills.

    • Ability to influence others.

    • Demonstrated competency in compensation planning and administration.

    • Proven competency in developing and implementing pay strategies.

    • Demonstrated competency in analyzing and implementing compliance with

      compensation related government regulations. Normally to be proficient in the competencies listed above:

      The Compensation Analyst would have a Bachelor’s degree in HR or related field and at least 3 years of HR or Compensation experience or equivalent combination of education and experience. Certified Compensation Professional certification preferred.

      Please apply at: OR/Compensation-Analyst_R-817

      Cambia Health Solutions is an Equal Opportunity and Affirmative Action employer dedicated to workforce diversity and a drug and tobacco-free workplace. All qualified applicants will receive consideration for employment without regard to race, color, national origin, religion, age, sex, sexual orientation, gender identity, disability, protected veteran status or any other status protected by law. A drug screen and background check are required.

      Everyone is a health care consumer deserving of a simpler, more personalized experience. Cambia is transforming the health care system to revolve around people. For over 100 years we’ve designed people-first health solutions rooted in the nation’s first health plan, a loggers’ wage pool established in the Pacific Northwest. Today that pioneering spirit aligns our family of over 20 companies, including 4 not-for-profit BlueCross and BlueShield licensed health plans serving over 3 million Americans.

      Cambia blends data science with a compassionate human perspective to anticipate people’s needs and empower them to make smarter health care choices.

      Interested in driving accessibility, affordability and quality health care for real people? Apply to any of our open jobs or join the Twitter conversation @Cambia.

  • Wednesday, May 19, 2021 10:41 AM | Anonymous member (Administrator)

    Deputy Director, Global Compensation

    • The Deputy Director (DD), Global Compensation will be a key member of the Total Rewards leadership team within the foundation’s Human Resources Division. Based in Seattle, this role will manage the compensation function and develop effective strategies for attracting, motivating, and developing people needed to fulfill our mission. 

      In partnership with other Total Rewards leaders, this role will be critical in the development and implementation of the foundation’s Total Rewards Philosophy and Strategy. The Deputy Director will work closely with internal and external partners to build sophisticated compensation insights and understanding consistently across the organization.

      Core Responsibilities

    • Lead the compensation function in support of foundation objectives, including:
    • Provide strategic thought leadership to refine and implement the global compensation strategy as a part of Total Rewards;
    • Design, build, implement and maintain the foundation’s compensation programs; establish and administer compensation policies and guidelines; lead compensation projects and initiatives; keep up with competitive pay practices, industry trends, compensation-related legislation and compliance issues;
    • Provide thought partnership on a broad array of compensation issues based on deep experience (i.e., global compensation practices, talent market, diversity and inclusion principles, technology, compensation and benefit programs/tools, data analytics, career pathing, etc.); this includes working closely with business leaders, HR business partners and other COE teams to provide information and support business requirements
    • Ability to advise at varying levels in a complex environment and influence outcomes in line with the compensation philosophy and policies;
    • Lead internal and external partner management; including acting as point and spokesperson for compensation with foundation colleagues, HR leadership team, senior leadership and vendors;
    • Lead all aspects of development of measurement frameworks and apply insights to improve and innovate on approaches;
    • This role may manage people and may be responsible for hiring the talent needed to achieve our goals, ensuring successful employee onboarding, providing coaching, measuring progress and holding people accountable, supporting employee development, and recognizing achievement and lessons learned;
    • Manage budget and assume responsibility for vendor management, contracts, and outsourced suppliers.
    • Position Reports to: Director, Total Rewards

      Desired Capabilities

      • Sharp, strategic, creative and inspiring leader
      • Experience in a dynamic, deadline-oriented environment with demonstrated ability to balance multiple and competing demands and establish priorities, while providing continual attention to detail
      • Deep technical knowledge and application of compensation principles and processes 
      • Solid grasp and understanding of compensation regulations 
    • Experience in developing and managing strong relationships inside and outside the organization, managing conflicts, and building consensus 
    • Ability, curiosity, and willingness to learn from experiences and failures to adapt and adopt new ways of being and thinking to further the impact of the Foundation (e.g., take risks, challenge status quo, be open)
    • Understand the formal and informal intersections and interdependencies to be able to frame the problem, evaluate issues, see downstream affects, and identify future implications across the end-to-end system to help prioritize solutions
    • Preference for international experience and shown cultural competency
    • Strong and collaborative teammate with a sense of humor and humility; a ‘roll up your sleeves’ standout colleague
    • Passion for the foundation’s mission and core values

    Education and Experience

    Preferred education and experience is an advanced degree with 10+ years of broad experience in global compensation (divisional or organization-wide), ideally gained through experience working in multiple, dynamic environments. 

    Demonstrated expertise with compensation principles, processes, and systems, as well as process improvement, and analytics-based decision making.

     *Must be able to legally work in the country where this position is located without visa sponsorship.

     Please apply online here.

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