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Develops, owns, and evolves our Compensation philosophy and programs, including both base and incentive compensation targeted at ensuring the Bank is in a competitive position within our markets while maximizing engagement and retention.
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Evaluates grade level structure for base, incentive, and equity compensation on an annual basis and making recommendations when necessary. Leads a team to develop and manage the strategic design, and administration of compensation programs including base pay, bonus, merit increases, incentive, and equity programs as well as benefits in the United States.
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Critical Professional Related Technical/Computer Skills:Strong years of relevant work experience; Experience in compensation and benefits with deep understanding of practical experience in applied compensation principles, methods, program design, forecasting, salary planning, incentive programs, variable pay, and market analysis.
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As a Compensation Manager, you will play a crucial role in developing and implementing compensation strategies across our international operations, with an initial focus on sales incentive plans and bonus schemes.
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Compensation Analyst Job DescriptionThe Compensation Analyst is an integral member of the Human Resources team responsible for managing compensation incentive plans within multiple companies in a private equity portfolio.
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As a Senior Compensation Analyst you will be a key member the Human Resources (HR) team support the planning, development, administration, and reporting of the Company’s base pay and incentive pay policies and programs; provide guidance, coordination, training, and support regarding the effective and consistent application of pay program guidelines and processes; and partner with management and human resources staff to address pay-related issues and complete compensation projects.
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Proven ability to establish rapport and work across all levels of organization and cultivate relationships to include HR Business Partners, Operations, Legal, and Finance Strong working knowledge of Microsoft Office Suite, Excel (VLookUp, Pivot Tables, Formulas) Workday compensation model experience CCP (Certified Compensation Professional)Experience in the design and management of sales incentive programs.
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Education:Bachelors’ Degree or equivalent; MBA degree a plusCertified Compensation Professional (CCP) and/or Certified Sales Compensation Professional (CSCP) a plusExpert PowerPoint skills with the ability to create thoughtful, compelling presentations that tell a story for senior executive audiences.
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Establish and evolve compensation programs, such as: grading structure/job family; pay scale and structure; merit planning; short-term incentive plans; equity program; employee engagement programs etc.
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Preferred: Incentive compensation. The Senior Compensation Analyst is responsible in recommending and implementing compensation programs, policies and procedures that align with the Company's Total Rewards strategy.
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Working knowledge of laws and requirements as they apply to base compensation, incentive compensation, and equity programs. CCP certification a plus. Consult with talent acquisition, HRBPs, and business leaders on a range of day-to-day compensation needs including market analysis for new positions and promotions, job descriptions, and addressing retention concerns.
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Responsible for data entry, validation, and administration for incentive compensation program for designated areas. Certified Compensation Professional (CCP) preferred. Handle projects from start to finish, translating needs into analysis and design recommendations across topics such as executive compensation, staff compensation, incentive plan design, equity guidelines.
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May create and coordinate the distribution of the annual compensation summary sheets for incentive compensation and PUP payments. Certified Compensation Professional (CCP) preferred or working towards CCP.
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Consults with clients and partners to design, evaluate, implement, and manage the base and incentive compensation programs for assigned client groups. Provides support for the annual compensation planning processes, including salary structure update, merit increases, incentive awards, and stock grants.
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This position is responsible for providing compensation leadership, consultation, and analytical support to Wabtec’s HR team and Business Management in all facets of compensation (base, variable, and long-term incentive compensation.
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