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  • Wednesday, May 03, 2017 10:37 AM | Anonymous


    State Human Resources is responsible for statewide human resource policy and direction, and manages the collective bargaining process on behalf of the Governor with union-represented state employees. The Enterprise Classification, Compensation and HR Analytics (ECCHRA) section maintains the statewide HR classification and compensation structures for the state's workforce. ECCHRA provides consultation, training and tools to agencies on best practices; pursues enterprise classification strategies; and conducts all compensation modeling for bargaining. In addition, it provides data metrics, analysis and monitoring on the state workforce and strategic leadership on HR systems.

    There is an immediate opening for a Compensation Advisor. The ideal candidate will have extensive experience as an analyst in the area of compensation and/or classification, performing complex and varied research and analysis to support strategic human resource objectives. This position is an integral part of the compensation and policy team with primary areas of responsibility including compensation consultation, survey management, and customer and stakeholder engagement.

    State HR compensation consultation

    • Provide consultation and expertise to State HR in the design and implementation of the state of Washington’s compensation structures.
    • Prepare comprehensive analysis of market pay practices for varied unionized employee groups to support the collective bargaining process.
    • Participate in advancing new strategic initiatives or offering alternative strategies and recommendations to include development of policies and strategies to support state employers in attracting, retaining, and developing a skilled and engaged workforce.
    • Perform comprehensive research into complex and varied compensation issues throughout the state and present sound recommendations to management; and lead implementation of recommendations as necessary.
    • Offer just-in-time updates related to compensation and market data trends and changes to leadership.
     Survey management
    • Design, conduct, and provide expert-level analysis and produce the bi-annual Marine Employees’ Compensation Survey (including data for approximately eleven [11] separate unions) and serve as an advisor on related compensation issues. Provide expert witness testimony in interest arbitration hearings.
    • Provide consultation and/or design, conduct and analyze other custom surveys, as needed.
    • Develop plans for survey improvements and recommend benchmark/indexing changes, as needed.
    • Track and monitor all ad hoc and planned surveys responded to by State HR. Recommend participation in surveys based on value of the data to the organization. Collaborate with coworkers on responses to ad hoc survey requests. Complete, validate and respond to surveys.

    Engage customers and stakeholders

    • Build relationships with state employers, other public employers and private sector organizations to integrate compensation best practices and industry standards into the state’s compensation strategies.
    • Consult with agency HR Directors and HR staff on compensation-related issues that arise including options, guidance and recommended courses of action.
    • Provide agency customers with updates and guidance on new or emerging issues. Actively participate in team assignments and maintain current understanding of state rules in order to support our customers.
    • Perform complex analysis of the state’s pay practices to determine areas of risk and develop mitigation strategies.
    • Provide consultation and develop consistent practices for application of FLSA rules. Develop training, reference materials, or other tools to build internal and external stakeholder knowledge and promote best practices.
    • Develop and conduct presentations and training regarding compensation practices and rules.

    Required qualifications:

    Bachelor's degree in business, human resources, finance or related field from an accredited college or university and at least five (5) years of professional-level experience in the analysis, design, or administration of compensation structures or programs.
    Professional relevant human resource experience may substitute for the degree on a year-to-year basis.
    A minimum of at least three (3) years of professional applicable experience in the following areas – experience may be concurrent with requirement noted above:
    • Demonstrated analytical and problem solving skills with experience completing complex assignments and reports, clearly identifying issues, and recommending solutions.
    • Advanced experience with the MS Office Suite, and advanced level proficiency in Excel and Access. Demonstrated ability to create formulas and charting using Excel and PowerPoint. Ability and willingness to learn and apply new technology capabilities to analysis work.

    The ideal candidate will also possess one or more of the following desired qualifications:

    • Certified Compensation Professional (CCP) designation and/or specialized training in compensation.
    • One to three years of professional experience analyzing detailed data to develop hypothesis, draw conclusions, and formulate recommendations.
    • One to three years of professional experience related to the use of job evaluation tools.
    • One to three years of project management experience including developing charters and action plans; organizing and obtaining resources; convening, facilitating, and managing cross-organizational teams; and presenting to and obtaining buy-in from senior leaders, customers, and other stakeholders to accomplish work.
    • One to three years of working knowledge of Human Resource Information Systems (HRIS) and payroll systems.

    Core competencies:

    • Consultation and communication skills – The ability to plan and deliver oral and written communications that make an impact and persuade their intended audiences. Actively reaching out to create partnerships and provide professional guidance.
    • Initiative – Seeks opportunities to learn and grow in other areas related to classification and compensation. Identifying what needs to be done and doing it before being asked or before the situation requires it.
    • Analytical thinking – The ability to tackle a problem by using a logical, systematic, sequential approach.
    • Forward thinking – The ability to anticipate the implications and consequences of situations and take appropriate action to be prepared for possible contingencies.
    • Building collaborative relationships – The ability to develop, maintain, and strengthen partnerships with others inside or outside the organization who provide information, assistance, and support.
    • Customer focus – Builds and maintains customer satisfaction with the products and services offered by the organization.
    • Teamwork – As a team member, the ability and desire to work cooperatively with others on a team; as a team leader, the ability to demonstrate interest, skill, and success in getting groups to learn to work together. Maintains awareness of teammates’ work and deliverables and finds ways to actively support and collaborate for successful outcomes, and maintains positive interactions with all teammates (unit, division, agency and external customers/clients).
    • Results orientation – Focuses on the results and desired outcomes of designated areas of responsibility and the work of the section; sets challenging goals and applies effort to achieve or exceed them.
    • Thoroughness – Ensures that one’s own and others’ work and information are complete and accurate; carefully prepares for meetings and presentations; and follows up with others to ensure that agreements and commitments have been fulfilled. Professional, thoroughly researched, credible, accurate and finished products with few, if any, errors.
    • Decisiveness – The ability to make difficult decisions in a timely manner.
    • Accountability and dependability – Takes personal responsibility for the quality and timeliness of work and achieves results with little oversight.
    • Ethics and integrity – Earns others’ trust and respect through consistent honesty and professionalism in all interactions.
    • Stress management – The ability to keep functioning effectively when under pressure and maintain self-control in the face of unpleasant circumstances.
    • Adaptability and flexibility – Adapts to changing business needs, conditions, and work responsibilities. Openness and willingness to adopt different and new ways of doing things. Ability to work on multiple projects simultaneously with competing deadlines and prioritize.

    The Office of Financial Management is an equal opportunity employer. We strive to create a working environment that includes and respects cultural, racial, and ethnic, sexual orientation and gender identity diversity. Women, racial and ethnic minorities, persons of disability, persons over 40 years of age, and disabled and Vietnam-era veterans are encouraged to apply. Persons needing accommodation in the application process, or who wish to receive this job announcement in an alternative format, may call

    360-725-0158 or the Telecommunications Device for the Deaf: 711 Relay.

    To Apply
  • Tuesday, May 02, 2017 1:32 PM | Anonymous

    Global Compensation Manager

    Role Summary

    The Compensation Manager will contribute to Russell Investments’ success by developing, implementing, managing, and assessing the effectiveness and competitiveness of compensation programs that support Russell Investments’ business and strategic plans.

    The scope of the position includes US programs as well as programs that apply outside the US (primarily Canada, Western Europe, Asia Pacific). The successful candidate will be able to demonstrate an ability to work across the HR organization to maintain a coordinated global approach to compensation.

    The responsibilities of the individual in this position include:

    • Partner with senior management to design, implement and communicate compensation/reward structure, programs, and policies.
    • Conduct a range of analyses involving the impact/effectiveness of current cash and long-term incentive plans, as well as the development and implementation of new programs.
    • Administer base pay, bonus and commission programs, and manage the annual compensation cycle.
    • Assist in the preparation of compensation reports for management and the Board of Directors.
    • Oversee the submission of salary survey data and perform appropriate data analyses to benchmark positions from an internal and external equity perspective.
    • Support monthly and quarterly sales commission processing, mid-year plan changes, and facilitate annual global commission plan review.
    • Assist in the preparation of compensation-related communication pieces such as brochures, incentive plan documentation, policies, and other instructional publications.
    • Directly manage two professional compensation staff.
    • Conduct research on prevalent market compensation practices and help develop alternatives.
    • Build and maintain strong collaborative relationships with internal clients and colleagues within and outside the HR team.
    • Develop external relationships and networks to ensure the company remains competitive and up to date with compensation trends and practices.
    • Partner with HR Business Partners and broader HR team to strategically roll out and communicate policy updates, changes and designs to compensation plans.
    • Develop and maintain compensation calendar with deliverables throughout the calendar year

    The successful candidate will have extensive demonstrable skills and experiences including the following:

    • 7+ years experience in broad-based compensation analysis with a global organization or consulting firm.
    • 2+ years experience managing a compensation program and team.
    • Extensive experience with the use of compensation benchmarking surveys.
    • Knowledge of salary management principles and incentive compensation design fundamentals, including commission plans.
    • Strong MS Excel skills as well as ability to organize materials effectively to build a business case for action.
    • Financial services industry experience is a plus.
    • 4 yr college degree in Business, Finance, or a related field.

    Systems or applications used: MS Office (particularly Excel), Workday, Sharepoint, online compensation survey tools.

    To Apply

  • Monday, April 10, 2017 9:19 AM | Anonymous

    Global Total Rewards Director (8105)

    Title: Global Total Rewards Director (8105)

    Location: Seattle, WA

    Division: Human Resources

    PATH is seeking a Total Rewards Director to drive the design, implementation and change management for a global remuneration system focused on attracting talent across Africa, Asia, Europe and the Americas. This is a leadership role responsible for hiring, developing and motivating a strong team of skilled professionals.

    PATH is an international organization that drives transformative innovation to save lives and improve health, especially among women and children. We accelerate innovation across five platforms—vaccines, drugs, diagnostics, devices, and system and service innovations—that harness our entrepreneurial insight, scientific and public health expertise, and passion for health equity. By mobilizing partners around the world, we take innovation to scale, working alongside countries primarily in Africa and Asia to tackle their greatest health needs. Together, we deliver measurable results that disrupt the cycle of poor health.

    The Total Rewards Director leads global compensation and benefits, global mobility, executive compensation, and HR systems. This position reports to the Chief HR Officer and serves on the PATH and HR leadership teams.

    HR and Global Total Rewards Leadership

    • Facilitate PATH leadership and Board of Directors in reviewing and affirming a total reward strategy that attracts top talent while ensuring compliance and prudent stewardship of donor funds
    • Provide best practice, sector-appropriate and scalable decision-making tools to impact agile and practical solutions for worldwide compensation, benefits and global mobility functions
    • Influence with courage and serve as trusted advisor to global leaders and HR in applying the total rewards strategy and practices
    • Build and develop an agile, empowered Total Rewards team that effectively aligns global efforts within PATH’s complex and growing portfolio
    • Serve as thought partner for executive team and HR leaders on global compensation trends, regulations and cutting edge practices

    Global Compensation and Benefits

    • Design global compensation programs that are market competitive, compliant and address the unique requirements for vaccine, drug, medical device, and public health sectors
    • Guide and support project teams entering new countries by providing advice and total rewards structures aligned to local markets, cultures and PATH’s business needs
    • Engage and collaborate across PATH to find creative solutions to challenges that emerge in the unpredictable environment of low resource countries and multiple donors
    • Design and oversee US benefits to ensure cost effectiveness, including open enrollment, broker negotiations, partnerships and vendor management
    • Build relationships with a network of Total Rewards leaders within the non-profit sector and across sectors

    Executive Compensation

    • Design and manage executive compensation programs to support the business needs of attracting and retaining PATH’s diverse executive talent
    • Partner with Chief HR Officer and Board Chairman to support the Executive Compensation Committee
    • Lead market comparability study on behalf of the Board Chair and identify appropriate executive market survey data

    Global Mobility

    • Design, implement and oversee a global mobility program and tax policy that corresponds with PATH’s talent strategy
    • Help global leaders and HR colleagues understand and apply PATH’s global mobility practices and problem solve challenges
    • Manage global tax vendor for tax advice and preparation and other total rewards contracts and vendors

    HR Technology Systems and Budgeting

    • Develop and drive HR systems technology strategy and manage a multi-year roadmap for HR systems integrated with downstream systems
    • Innovate, optimize and design best practice policies and procedures that address local country requirements to enhance the overall employee experience
    • Manage and interpret business intelligence analysis and create executive level presentations to support data driven decision making
    • Drive annual budgeting process in close partnership with Finance

    Required Skills and Experience:

    • Minimum of 10 years of compensation and benefits experience, including 5 years of international and 5 years of supervisory experience; or an equivalent combination of education, experience, and training that provides the required knowledge, skills, and abilities.
    • Experience creating, developing and supporting a global total rewards program.
    • Experience transitioning core total rewards philosophies and methodologies in a complex, matrixed and semi-regulated environment.
    • Demonstrated strength in partnering with leaders to identify and define complex problems and provide solution oriented recommendations.
    • Proven experience identifying business requirements for HR system developers and evaluating software modules and their capabilities for improving business processes.
    • Demonstrated knowledge of databases and spreadsheet programs utilized in analyses.
    • Successful track record of developing and managing a lean team of compensation, benefits, HRIS and global mobility professionals.
    • Passion for growing and developing HR talent.
    • Evidence of clear, concise and persuasive oral and written communications to individuals and groups.
    • Proven ability to research, question and understand global compensation and benefit laws, regulations and reporting requirements and prior success garnering and managing resources to ensure institutional compliance.
    • Available for international travel (up to 25%).
    • Certified Compensation Professional (CCP), Global Remuneration Professional (GRP), or PHR/SPHR is highly desirable.

    Additional Desired Skills and Experience

    • Experience selecting, implementing and managing HR systems and tools.
    • Strong demonstrated project management skills, familiarity with best practice project management tools (PMP certification is a plus).
    • Demonstrated change management experience.
    • Must have legal authorization to work in the United States.

    PATH is dedicated to building an inclusive workforce where diversity is valued.

    PATH is an equal opportunity employer. Every qualified applicant will be considered for employment. PATH does not discriminate based on race, color, religion, gender, gender identity or orientation, genetic information, age, national origin, marital status, disability status, political ideology, military or protected veteran status, or any other characteristic protected by applicable federal, state, or local law.

    Job Link:

  • Tuesday, March 28, 2017 5:25 PM | Anonymous

    Vice President, Total Rewards – BECU

    How would you like to be part of an organization where member values and company values are one and the same? Whose culture encourages and expects employees to advocate for our members -- which has made us the most trusted and respected financial institution throughout the communities we serve and support. That’s BECU—where we put Members First.

    We’re looking for dynamic, passionate, engaged employees who value doing what’s right to serve our members - and take pride in knowing that our success depends on everyone who comes to work with us each day.

    BECU is one of the nation’s leading credit unions, serving our Members for over 80 years. We know our people are what make us special, and we seek to employ those who want to make a difference. If that’s you, then read on…

    The Vice President Total Rewards is responsible for developing and leading the execution of BECU’s Total Rewards strategy, and directing management activities for HR programs, including compensation, benefits, wellness, recognition, work-life, HRIS and payroll. The incumbent is responsible for leading key administration functions for HR including personnel and policy administration.

    • Perform all responsibilities in accordance with BECU Competencies, compliance, regulatory and Information Protection requirements.
    • Direct the planning, development, implementation and evaluation, of all compensation and benefits programs, including job descriptions, job evaluations, merit and other salary increases, executive compensation, wage and competitive data/market practices, incentive and recognition programs, health, life and disability programs, and retirement programs.
    • Partner with business leaders across the credit union, advising and consulting to maximize effectiveness of the total rewards strategies. Build and maintain relationships with leaders to ensure a strong connection between the Total Rewards Strategies and business strategies.
    • Regularly evaluate total rewards programs for competitiveness. Anticipate future demand, regulatory impact, labor market trends, and internal demographic changes to build forward looking total rewards strategies and programs that will enable BECU to attract and retain top talent.
    • Deliver solutions that are scalable and sustainable while allowing for variation where appropriate. Work with external vendors and consultants as needed, to optimize all programs.
    • Deliver effective employee recognition programs.
    • Direct the planning, development, implementation and evaluation of HR Analytics, including HR metrics that align with Strategic Objectives, and that support evolving sophistication in data, data management and accessibility to drive effective and efficient operations.
    • Direct the regulatory reporting for all Total Rewards programs.
    • Present Total Rewards plans, programs, and metrics to the Compensation Committee and Board of Directors.
    • Review and recommend changes to Personnel Policy.
    • Ensure compliance with federal and state requirements pertaining to Total Rewards.
    • Direct the preparation of statistical and management reports.
    • Oversee the functionality and operation of the Human Resource Information System, Payroll, Talent Management, and Compensation planning tools.
    • Oversee the Credit Union and its subsidiaries OSHA reporting, L&I claims, and Employee Incident Reports.
    • Establish departmental and individual goals and objectives that are consistent with the operating plan.
    • Manage department budget, goal setting and performance management.
    • Provide ongoing coaching, mentoring and training of staff to develop and encourage their performance. Meet with staff on a timely basis for the purpose of conducting personnel evaluations and providing feedback.
    • Perform additional duties as assigned.


    • Bachelor’s degree in Business or a related field required. Advanced degree preferred.
    • Minimum fifteen years of leadership experience in Human Resources required.
    • Minimum ten years of experience in Total Rewards, including compensation, benefits, work-life, recognition, and performance management, required.
    • Minimum five years of experience in executive compensation required.
    • Certifications in Compensation (CCP), Benefits (CBP, CEEBs) and Human Resources (PHR/SPHR) preferred.
    • Strong analytical, problem-solving skills, and proficient math skills, with a high degree of accuracy.
    • Thorough knowledge of all local, state, and federal laws pertaining to human resources.
    • Excellent leadership and project management skills.
    • Full-time hours required, with additional hours as necessary.
    • Proficient verbal and written skills required to effectively communicate in the English language.
    • BECU is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, veteran status, disability, sexual orientation, gender identity, or any other protected status.

    To be considered for this position, please apply using the following link:

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