Happy Friday! We're seeking a skilled compensation expert to support our growing business. As the key liaison between Total Rewards and business units, you’ll drive impactful compensation processes and collaborate closely with Talent Acquisition and HR partners. Why You’ll Love It Here: - You’ve got 3+ years of experience in compensation management. - Your Excel skills are top-notch, and you can turn data into actionable insights. - Problem-solving with creative solutions is your forte. - You appreciate the importance of numbers but understand they’re not the whole story. - Collaboration and seeking context to provide the best recommendations are in your DNA. Check out the full job description here: https://lnkd.in/efRRxETw
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Total Rewards | Leadership | HR Program Implementation | DEI | Annual Performance & Compensation Planning | Health Care & Benefits Administration | Retirement | Contract, Vendor & Project Management | Board Member
This was an excellent snapshot presentation reminding HR leaders to go back to the basics. The core building block of any HR program design is to provide baseline stability with a goal toward long-term success. As a Total Rewards professional, I have seen many companies build out employee value programs without a clear foundation. This inevitably leads to chaos in all aspects of the project plan from funding to compliance. Thank you, Sequioa, for delivering information with ease and diligence.
Strategic Human Resources Leader ● Talent Management ● Culture Champion ● Employee Experience & Engagement ● Senior HR Business Partner ● Change Management ● Employee Relations ● EX Audible / Amazon
Our HR networking group recently heard an insightful presentation from Sequoia (Lindsay Humphreys, Lonnie Abaya, Calvin Croskey, SPHR, SHRM-SCP ) about compensation. With new pay transparency laws, compensation strategy is more relevant than ever for all of us - employees, HR professionals, leaders, hiring managers, and job seekers alike. Here's what you need to know: For employers and HR professionals: ➡ Revisiting your compensation philosophy regularly is crucial as employee expectations and laws continue to shift. ➡ Conduct ongoing market research and leverage compensation data and metrics to gauge the effectiveness of your current philosophy and pay structures. ➡ Implement structured job architecture and clearly defined pay bands to reinforce internal fairness and pay equity. ➡ Invest in manager training on how to effectively communicate your compensation philosophy and ensure compliance with evolving pay transparency laws. For employees: ✳ Take the time to understand your company's current compensation philosophy and pay structures. This will help you set appropriate expectations for how you are rewarded and valued. ✳ Provide open and honest input to your organization's HR team and leadership on whether the current philosophy is motivating and effective, or if adjustments may be needed. For job seekers: 🔶 Examining a company's compensation philosophy can offer useful transparency into their pay equity priorities and commitment to fair compensation practices. 🔶 Structured pay bands, merit-based compensation, and clear career advancement frameworks help prevent discrimination and bias. 🔶 The right compensation philosophy signals values alignment between you and a prospective employer. The right compensation strategy attracts talent, fuels retention, aligns pay to company goals, and ensures fairness. Both companies and employees benefit when the compensation philosophy adapts to the evolving landscape. As Sequoia emphasized in their presentation, re-evaluating the compensation philosophy and strategy is crucial for organizations to overcome complexity and succeed in the modern talent market. #compensation #employeeretention #talentattraction
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Strategic Human Resources Leader ● Talent Management ● Culture Champion ● Employee Experience & Engagement ● Senior HR Business Partner ● Change Management ● Employee Relations ● EX Audible / Amazon
Our HR networking group recently heard an insightful presentation from Sequoia (Lindsay Humphreys, Lonnie Abaya, Calvin Croskey, SPHR, SHRM-SCP ) about compensation. With new pay transparency laws, compensation strategy is more relevant than ever for all of us - employees, HR professionals, leaders, hiring managers, and job seekers alike. Here's what you need to know: For employers and HR professionals: ➡ Revisiting your compensation philosophy regularly is crucial as employee expectations and laws continue to shift. ➡ Conduct ongoing market research and leverage compensation data and metrics to gauge the effectiveness of your current philosophy and pay structures. ➡ Implement structured job architecture and clearly defined pay bands to reinforce internal fairness and pay equity. ➡ Invest in manager training on how to effectively communicate your compensation philosophy and ensure compliance with evolving pay transparency laws. For employees: ✳ Take the time to understand your company's current compensation philosophy and pay structures. This will help you set appropriate expectations for how you are rewarded and valued. ✳ Provide open and honest input to your organization's HR team and leadership on whether the current philosophy is motivating and effective, or if adjustments may be needed. For job seekers: 🔶 Examining a company's compensation philosophy can offer useful transparency into their pay equity priorities and commitment to fair compensation practices. 🔶 Structured pay bands, merit-based compensation, and clear career advancement frameworks help prevent discrimination and bias. 🔶 The right compensation philosophy signals values alignment between you and a prospective employer. The right compensation strategy attracts talent, fuels retention, aligns pay to company goals, and ensures fairness. Both companies and employees benefit when the compensation philosophy adapts to the evolving landscape. As Sequoia emphasized in their presentation, re-evaluating the compensation philosophy and strategy is crucial for organizations to overcome complexity and succeed in the modern talent market. #compensation #employeeretention #talentattraction
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🌐 When hiring globally, it’s important to develop a global compensation strategy that’s fair and equitable for all employees. 💵 Here we discuss the factors businesses should consider when creating a compensation strategy, including: - 🏠 Cost of Living - 👨💼 Local Labor Market - ✔️ Compliance https://hubs.la/Q029Nq2C0
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Tip of the Day: Why is a Compensation Analyst crucial for your business success? In today's dynamic workforce landscape, a Compensation Analyst ensures your pay structures are competitive, fair, and aligned with industry benchmarks. Attract top talent, retain your best employees, and foster a culture of success. Strive for equilibrium in pay structures! https://hubs.li/Q02jHqC_0 #CompensationInsights #HRtips #CompensationAnalyst
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Investing in an organizational Compensation review will make your life better. Your employees are your biggest strength. I can help you make sure your pay practices support their goals, so they can support your goals.
Why should you spend money on a Compensation Consultant? The cost to replace an employee is typically one-half to two times that employee's salary, according to Gallup. That doesn't count the added stress to your team, and opportunity costs lost during the absence. Now consider: My most recent project was a complete front-to-back Compensation review for a 900-employee company - from defining the organization's Comp Philosophy, to building a custom pay structure, market pricing all their jobs, reviewing employee pay equity across the company, and training staff to carry the work forward - and the full project price was about a quarter of one average Manager's salary. The return on investment: Clear hiring pay guidance for recruiters, quicker hiring turnaround, clarity for Managers, improved pay equity for employees, and improved prospects for employee satisfaction and retention. The project pays for itself by retaining just one single employee who otherwise would have jumped to a competitor due to sloppy/unfair pay practices. Learn how a Compensation review can help keep your team together, save you money, and lower your anxiety. Contact me for a free initial consultation, and follow my page.
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Why should you spend money on a Compensation Consultant? The cost to replace an employee is typically one-half to two times that employee's salary, according to Gallup. That doesn't count the added stress to your team, and opportunity costs lost during the absence. Now consider: My most recent project was a complete front-to-back Compensation review for a 900-employee company - from defining the organization's Comp Philosophy, to building a custom pay structure, market pricing all their jobs, reviewing employee pay equity across the company, and training staff to carry the work forward - and the full project price was about a quarter of one average Manager's salary. The return on investment: Clear hiring pay guidance for recruiters, quicker hiring turnaround, clarity for Managers, improved pay equity for employees, and improved prospects for employee satisfaction and retention. The project pays for itself by retaining just one single employee who otherwise would have jumped to a competitor due to sloppy/unfair pay practices. Learn how a Compensation review can help keep your team together, save you money, and lower your anxiety. Contact me for a free initial consultation, and follow my page.
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Are you struggling to establish competitive and equitable pay for your employees? You're not alone. Many companies face the same issues when it comes to total compensation. With Sequoia Comp OS 2.0 there are ways to standardize jobs, set pay ranges, and allocate total compensation effectively. This includes headcount planning, active hiring plans, and merit cycle planning all while staying compliant with pay regulations and corporate governance. We also know that communication is key in ensuring your employees feel valued and appreciated. Personalized offers, merit letters, and total rewards statements can go a long way. And with real-time guided analytics, you can track global people spend and organizational changes. https://lnkd.in/ebnu6mgS
Sequoia Launches Comp OS 2.0, the Compensation Solution that Gives HR and Finance Leaders a People Advantage – Sequoia
sequoia.com
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Results-oriented, equity professional with 15 years of equity/stock comp experience. Proactive problem solver, and strategic business partner with a proven ability to develop solutions and deliver results.
Great article- “At its core, a Compensation Analyst is a professional who supports the business to recruit, retain and engage employees through various compensation plans such as base salaries or wages, short-term incentive plans, and long-term incentive plans. “ Stock Compensation is a huge part of this when it pertains to Recruiting and Retaining top talent!
What does a Compensation Analyst really do, anyway? I don't mean what's on the job description, or what does the survey job description say... But what do they do and how do they act as strategic partners to drive the business? This article I wrote takes a look at both the day-to-day activities and how the Comp Analyst helps to drive the company culture. Did I miss anything? https://lnkd.in/dz9QHkKk
The Compensation Analyst Job Profile - CompTool
https://comptool.com
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Should Managers have Access to Compensation Surveys ⁉ Throughout my career I have been presented with this question, should managers have access to Compensation Surveys? My steadfast response has been, and continues to be Yes✅, and here's why. Managers need access to regularly updated compensation survey data in order to make informed decisions about pay levels and pay adjustments. Having transparency into current market wage 💵 rates and salary ranges enables managers to ensure compensation packages remain competitive in attracting and retaining 🎩 top talent. Just as importantly, it provides an objective reference point when determining fair and equitable pay practices across the organization🌏 . Managers who are empowered with market compensation data are better equipped to have career development conversations, make appropriate pay recommendations, and strengthen 💪 their own capability in compensation management. In summary, compensation survey 📊 access allows managers to benchmark pay, support their teams, and make data-driven decisions that serve the organization's talent strategy.
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Award winning HR, Recruitment and Training consultancy, providing personalised, professional people solutions for SME businesses.
It's not a recruitment myth! Organisations that have an effective compensation and benefits strategy do find it easier to attract and retain top talent. Here Sarah from the HR Ready team shares 5 essential tips to help you develop a winning compensation and benefits strategy. https://lnkd.in/e5_7jZiG
Compensation and Benefits
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