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compensation analyst

Entergy

<div></div><div><div><b>Work Place Flexibility:</b> Hybrid</div>
<div><b>Legal Entity:</b> Entergy Services, LLC</div>
<div><b>
JOB SUMMARY/PURPOSE:</b></div>
<div>
The Compensation Team at Entergy is part of our Total Rewards department in Human Resources. In Total Rewards, #WePowerLife for our employees by designing and administering attractive and competitive compensation and benefit programs. And we work hard to deliver value to the organization that enables our evolution to become the Premier Utility!</div>
<div>
As a member of the compensation team, you will work with a team of other highly qualified co-workers who provide oversight and comprehensive analytical support for Entergy&rsquo;s compensation programs. The team is responsible for identifying, evaluating, and implementing compensation programs that <b><i>deliver an employment value proposition that recruits, retains and drives performance</i></b>. Compensation programs this team is responsible for include executive and non-executive base compensation, long-term incentives, annual short-term incentives, pay equity and the rewards and recognition program. This Compensation role will specifically support the variable compensation team by providing expert guidance and support of Entergy&rsquo;s annual compensation cycles (annual pay increases, short-term incentives, long-term incentives) and other variable pay programs.</div><br>
<div></div>
<div><b>
JOB DUTIES/RESPONSIBILITIES:</b></div>
<div>
(This is a representative list of the general duties the position may be asked to perform, and is not intended to be all inclusive)</div>
<ul>
<li>Oversees the program design, development and administration of<b> </b><b><i>market-competitive and equitable compensation programs that provide opportunity in the communities in which we serve.</i></b></li>
<li>Provides oversight and <b><i>project management for the annual compensation cycle</i></b> (i.e., annual pay increases, short term incentives, long term incentives). Coordinates leader and employee communications. Interfaces with other corporate functions (HR Business Partners, HRO, Employment, Labor and SEC Legal, Accounting, Finance, Payroll, IT, etc.) to ensure successful execution of annual compensation components.</li>
<li>Identify, evaluate, <b><i>prepare recommendations and implement compensation program design changes</i></b> that ensure desired competitive market position is maintained and produce behaviors and results that add value to customers, communities and shareholders.
</li><li><b><i>Sustains HR compliance and proactively mitigates risk</i></b> through internal monitoring of operations and administration, including corrective action of any inadequate controls or failures identified. Rigorously monitors the regulatory and legislative landscape for impacts on compensation programs.
</li><li><b><i>Delivers premier people cost management</i></b> by providing analytical support for regulatory rate cases and requests for Information (RFIs) as needed.
</li><li>Rigorously monitors trends and changes in compensation practices.</li>
<li>Partners with, and provides oversight for, external consultants and vendors to achieve business results and ensure optimal service. Vendors include: Market Pay/PayScale, Online Rewards, Fidelity, Trusaic and Equiniti.</li>
<li>Supports union contract negotiations as needed.</li>
<li>Supports strategic initiatives that <b>deliver outcomes </b>that align with Entergy&rsquo;s Premier Utility aspirations.
</li><li>Engages in key HR &amp; Total Rewards initiatives (OHI, Employee Experience, volunteerism, H&amp;S).</li>
</ul>
<p>(This is a representative list of the general duties the position may be asked to perform, and is not intended to be all-inclusive)</p><br>
<div></div>
<div><b>
MINIMUM REQUIREMENTS:</b></div>
<div><b>
Minimum education and experience required of the position</b></div>
<div>
Bachelor&rsquo;s degree in HR, Finance, Accounting, Business, or other related field of study from an accredited four-year institution or equivalent work experience. Advanced degree preferred.</div>
<ul>
<li>Analyst III &ndash; At least 3 years of experience in HR, finance, accounting, compensation, project management or related fields.</li>
<li>Analyst, Sr. &ndash; At least 5 years of experience in HR, finance, accounting, compensation, project management or related fields.</li>
<li>Analyst Sr. Lead &ndash; At least 8 years of experience in HR, finance, accounting, compensation, project management or related fields
</li><li><b>Desired Experience:
</b><ul><li>Experience leading Compensation programs</li>
<li>Experience leading and executing projects
</li><li>Exceptional Microsoft Excel Skills
</li></ul></li></ul><div><b>MINIMUM KNOWLEDGE, SKILLS AND ABILITIES REQUIRED FOR THE POSITION:</b></div>
<ul>
<li>Able to proactively identify, analyze, develop solutions and solve complex problems</li>
<li>Able to effectively develop and manage projects within established timelines</li>
<li>Able to focus and complete tasks with thoroughness, accuracy, consistency, and strong attention to details</li>
<li>Able to recommend and implement efficiency improvements, when they arise without waiting for direction</li>
<li>Able to leverage insights from external landscape for best practices and provide recommendations on possible enhancements/changes
</li><li>Basic understanding of potential regulatory impacts of changes to compensation plans and programs</li>
<li>Proficiency in MS Word, Excel, Power Point and Outlook; able to use without issue, including complex excel formulas</li>
<li>Knowledge of HR Management systems or other experience with HRIS</li>
<li>Able to contribute to projects/initiatives by serving as a subject matter expert/solving complex problems for their area of developing expertise while maintaining ongoing responsibilities for day-to-day work</li></ul><br>
<div></div>
<div>
#LI-JL1</div>
<div>
#LI-HYBRID</div><div><b>
Primary Location:</b> Louisiana-New Orleans Louisiana : New Orleans<br>
<b>Job Function</b>: Professional<br>
<b>FLSA Status</b>: Professional<br>
<b>Relocation Option:</b> No Relocation Offered<br>
<b>Union description/code</b>: Non-Bargaining<br>
<b>Number of Openings</b>: 1<br>
<b>Req ID:</b> 120559<br>
<b>Travel Percentage</b>:Up to 25%</div>
<div>
An Equal Opportunity Employer, Minority/Female/Disability/Vets. Please click here to view the EEO page, or see statements below.</div>
<div><b>
EEO Statement: </b>The Entergy System of Companies provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a protected veteran in accordance with applicable federal, state and local laws. The Entergy System of Companies complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment including, but not limited to, recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.<br>
<br>
The Entergy System of Companies expressly prohibits any form of unlawful employee harassment based on race, color, religion, sex, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of the Entergy System of Company employees to perform their expected job duties is absolutely not tolerated.</div>
<div><b>
Accessibility: </b>Entergy provides reasonable accommodations for online applicants. Requests for a reasonable accommodation may be made orally or in writing by an applicant, employee, or third party on his or her behalf. If you are an individual with a disability and you are in need of an accommodation for the recruiting process please click <b>here</b> and provide your name, contact number, the accommodation requested and the requisition number that you are requesting the accommodation for. Employee Services will contact you regarding your request.</div>
<div><b>
Additional Responsibilities:</b> As a provider of essential services, Entergy expects its employees to be available to work additional hours, to work in alternate locations, and/or to perform additional duties in connection with storms, outages, emergencies, or other situations as deemed necessary by the company. Exempt employees may not be paid overtime associated with such duties.</div>
<div><b>
Know Your Rights: Workplace Discrimination is Illegal</b></div>
<div>
The non-confidential portions of the affirmative action program for individuals with disabilities and protected veterans shall be available for inspection upon request by any employee or applicant for employment. Please contact HRCompliance@entergy.com to schedule a time to review the affirmative action plan during regular office hours.</div>
<div><b>
WORKING CONDITIONS:
</b><br>
As a provider of essential services, Entergy expects its employees to be available to work additional hours, to work in alternate locations, and/or to perform additional duties in connection with storms, outages, emergencies, or other situations as deemed necessary by the company. Exempt employees may not be paid overtime associated with such duties.</div></div><p></p>

Compensation Analyst

1Rivet

<div><div><p>Position: Compensation Analyst</p>
<p>Duration: 3 months (Contract) Temp to Perm</p>
<p>Location: Remote</p></div><br>
<div></div><div>Striden is looking for an Analyst or Sr Analyst to join its Total Rewards team. This individual will be a key member of the Talent team driving forward with the following responsibilities:</div><br>
<p></p>
<ul><li>Administering and monitoring the compensation program; assessing and analyzing external market trends and internal structure equity</li></ul>
<ul><li>Determining best practices and developing actionable insights and recommendations for the current business operations and issues</li></ul>
<ul><li>Leading all HRIS (Workday) implementations and upgrades to the current system related to compensation; will work with the Talent Team and HRIS Team on conversion and integrity of data</li></ul>
<ul><li>Developing, designing, and implementing incentive programs based on business need to strengthen &quot;pay for performance&quot; culture, ensuring cost-effectiveness, and supporting internal process efficiencies</li></ul>
<ul><li>Conducting and/or participating in external compensation surveys and preparing detailed analyses and recommendations based on the results</li></ul>
<ul><li>Working collaboratively with Talent Acquisition and Talent Management to evaluate external and internal labor market challenges and trends to maintain market competitive compensation practices</li></ul><br>
<p></p>
<p>The Experience We Prefer:</p>
<ul><li>Bachelor&rsquo;s degree in Business, Human Resources, or a related field</li></ul>
<ul><li>One to two years of related experience or three to five years' experience in compensation. Workday skills preferred.</li></ul>
<ul><li>Experience in pay and incentive design</li></ul>
<ul><li>Strong analytical and quantitative reasoning ability</li></ul>
<ul><li>Ability to complete work independently and as part of a team engaged in multiple project assignments</li></ul>
<ul><li>Experience with Workday HRIS systems and reporting function</li></ul>
<ul><li>Knowledge of equity components, experience of equity program development and administration.</li></ul>
<ul><li>Proficient Excel, MS Office platform skills</li></ul>
<ul><li>Capability and desire to learn, grow, advance in compensation and equity</li></ul>
<ul><li>An entrepreneurial spirit and thrives in a quick-moving, dynamic environment</li></ul>
<ul><li>Ability to adapt and believe in taking smart risks</li></ul>
<ul><li>An analytical mindset that can identify and solve problems</li></ul><br>
<div></div>
<p>Qualifications:</p><br>
<div></div>
<ul><li>Strong attention to detail and focus on quality, accuracy, and timeliness; ability to prioritize and plan work activities</li></ul>
<ul><li>Demonstrates a collaborative nature; will build positive and effective business relationships with Talent colleague</li></ul></div>

EchoStar

<div>Company Summary:
<div>
DISH, an EchoStar company, has been reimagining the future of connectivity for more than 40 years. Our business reach spans satellite television service, live-streaming and on-demand programming, smart home installation services, mobile plans and products and now we are building America&rsquo;s First Smart Network&trade;.<br>
<br>
Today, our brands include EchoStar, Hughes, DISH TV, Sling TV, Boost Mobile and Gen Mobile.</div>
Department Summary:
<div>
In Human Resources, we collaborate with the innovators who drive DISH's creative ambition. From recognizing and fostering the development of our company's talent to navigating an ever-changing business landscape, our HR team drives positive change for both the company and our team members interested in growing their careers at DISH.</div>
Job Duties and Responsibilities:
<div>
As part of the Total Rewards Center of Excellence (COE), the Compensation Analyst will be a part of a team dedicated to ensuring our programs motivate and reward our employees for their contributions, putting DISH in a position to win. The Compensation Analyst will work closely with team members, as well as act as a consultant with the broader HR team and the business on compensation activity.</div><div></div><div><br>
This role will require an exceptional ability to turn data into actionable insights as well as maintain organization, poise and attention to detail in a fast-paced environment. Prior experience managing high visibility projects is preferred.</div><div></div><div><b><br>
Key Responsibilities:</b></div><ul><li>
Analyze pay-for-performance programs, compensation structures, and Compensation policy to ensure business alignment and market competitiveness; make recommendations to senior HR and business leadership</li><li>
Perform Compensation market pricing, research, cost analyses, and other analytics to provide recommendations that drive business goals</li><li>
Administer non-cash awards and related policies, plans, and processes for executive compensation as well as prepare board materials</li><li>
Consult with HR partners and business leaders by providing analysis, guidance, and management of compensation programs; including base compensation and incentive plans.</li></ul><ul><li>
Provide day-to-day department operations leadership to continually evidence an integrated approach to total rewards and recognition that is competitive, cost effective, and aligned to business, team, and individual performance</li><li>
Develop HR products and services incorporating process improvements and automation that are customer-focused and cost efficient</li><li>
Maintain and update the company-wide salary structure to ensure market competitiveness through market pricing of roles and discussions with business on compensation drivers</li><li>
Partner with peers and external business partners to develop a communication plan which engages employees in understanding their compensation, benefits, and how the business and employee partnership works to achieve strategies and goals</li></ul>
Skills, Experience and Requirements:
<div><b>
Education and Experience:</b></div><ul><li>
Bachelor's degree from four-year college or university; or 3+ years related experience and/or training; experience working in an entrepreneurial culture as well as a larger, established company desired</li></ul><div></div><div><b><br>
Skills and Qualifications:</b></div><ul><li>
Strong attention to detail and solid planning, time management, decision-making and organization skills; sense of urgency, excellent follow-through and ability to handle multiple priorities concurrently</li><li>
Ability to understand current compensation trends; handle sensitive information with the strictest of confidentiality and use common sense regarding employee information; ensure policies, practices and procedures are administered in a fair and consistent manner and in accordance with all applicable local, state and/or federal laws</li><li>
Poise and excellent communication and influence skills with employees at every level from frontline to senior executives; exceptional verbal and written communication skills; proven ability to communicate effectively and influence with all levels of management and staff</li><li>
Adept at handling multiple competing priorities and duties in a fast-paced, results driven, rapidly changing environment - with minimal daily oversight</li></ul><div></div><div><br>
Visa sponsorship not available for this role</div>
Benefits:
<div>
We offer versatile health perks, including flexible spending accounts, HSA, a 401(k) Plan with company match, ESPP, career opportunities, and a flexible time away plan.</div><div></div><div><br>
The base pay range shown is a guideline. Individual total compensation will vary based on factors such as qualifications, skill level, and competencies; compensation is based on the role's location and is subject to change based on work location.</div><div></div><div><br>
Candidates need to successfully complete a pre-employment screen, which may include a drug test and DMV check. Our company is committed to fostering an inclusive and equitable workplace where every individual has the opportunity to succeed. We are dedicated to providing individuals with criminal or arrest records a fair chance of employment in accordance with local, state, and federal laws.</div><div></div><div><br>
The posting will be active for a minimum of 3 days. The active posting will continue to extend by 3 days until the position is filled.</div><br>
<div></div>
Salary Range: USD $63150.00 - $90000.00 / Year</div>

Dallas College

<div></div><div><div>All Job Postings will close at 12:01 a.m. CT on the specified Closing Date. To view the job posting closing date please return to the search for jobs page.</div><div></div><div>
Weekly Work Hours</div>
40<div></div><div>
Compensation Range</div>
Staff Range N06<div></div><div>
Salary Minimum</div>
$66,900.00 Annually<div></div><div>
FLSA</div>
United States of America (Exempt)<div></div><div>
Position Type</div>
Staff<div>
Position Summary</div><div>
The Compensation Analyst conducts job analysis, organizational studies, extensive field audits, job specification development, pay plan preparation and administration, and related compensation functions. Work is performed with moderate latitude but is subject to administrative review and approval of the Assistant Director of Total Rewards.</div><div></div><div>
Required Knowledge, Skills, and Abilities</div><ul><li><div>
Knowledge of pertinent principles, practices, methods, materials, tools and resources used in the design, implementation, and maintenance of organizational compensation structure.</div></li><li><div>
Knowledge of the principles, practices and procedures of classification studies to include job analyses, audits, and identification of pertinent job-related knowledge, skills, and abilities.</div></li><li><div>
Knowledge of pertinent Federal, State and local laws and ordinances governing classification and compensation.</div></li><li><div>
Ability to exercise judgment and discretion in establishing, applying, and interpreting office policies and procedures.</div></li><li><div>
Ability to effectively and efficiently utilize Microsoft Office tools to include Excel and Word as needed to create spreadsheets and/or other electronic media to support/illustrate research and recommendations.</div></li><li><div>
Ability to use initiative to include creatively identifying both traditional and non-traditional methods of problem solving in the completion of work tasks in the most effective and efficient manner.</div></li><li><div>
Ability to gather, correlate, and analyze facts and devise solutions.</div></li><li><div>
Ability to prepare clear, concise, and comprehensive reports.</div></li><li><div>
Ability to establish project timelines and meet objectives ensuring to keep customers and the Human Resources Administrator informed of project status and/or deviations from original expectations.</div></li><li><div>
Ability to work on multiple projects in a fast-paced environment simultaneously while also ensuring effective and efficient use of time.</div></li><li><div>
Ability to establish and maintain an effective working relationship with all levels of management, employees and the general public.</div></li><li><div>
Ability to adapt to changes in work environment, work priorities, organizational and/or customer needs.</div></li><li><div>
Plans, organizes and schedules staff and tasks effectively to achieve objectives.</div></li><li><div>
Adheres to institutional and/or the organization&rsquo;s policies and procedures.</div></li><li><div>
Extensive knowledge of quantitative and qualitative research methods.</div></li><li><div>
Extensive knowledge of human resource laws, regulations, and best practices.</div></li><li><div>
Excellent written and verbal communication skills.</div></li><li><div>
Excellent organizational and time management skills.</div></li></ul><div></div><div>
Key Responsibilities</div><ul><li><div>
Conducts salary survey development, distribution, and analysis; completes external salary survey requests; analyzes and compares salary data from a variety of agency and institutional sources; and makes appropriate recommendations.</div></li><li><div>
Reviews compensation data to evaluate the relative impact on salaries of the performance management program.</div></li><li><div>
Conducts and analyzes individual job audits and/or group classification surveys.</div></li><li><div>
Prepares position descriptions, audit or survey reports and position evaluations, and recommends classification actions.</div></li><li><div>
Provides recommendations to Senior Director of Total Rewards, concerning the development of policies, procedures, and improvements to compensation processes.</div></li><li><div>
Creates, modifies, and updates spreadsheets and other electronic media in order to help illustrate recommendations, trends, and a variety of market data.</div></li><li><div>
Identifies benchmarks and converts raw collected job data into comparable metrics as needed to accurately compare jobs that may originally not be exact matches in order to establish a commonality for comparison.</div></li><li><div>
Regular, reliable, and punctual attendance is an essential function of the job.</div></li><li><div>
Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range.</div></li><li><div>
Benchmarks jobs against survey data and other market intelligence to determine competitive compensation ranges for each position.</div></li><li><div>
Prepares and maintains job classifications and salary scales.</div></li><li><div>
Prepares and presents summary reports of job analysis and compensation analysis information.</div></li><li><div>
Gathers data from market-based compensation surveys; uses spreadsheet and data analysis techniques to assess results and market trends.</div></li><li><div>
Evaluates and implements job analysis instruments and materials.</div></li><li><div>
Conducts data and cost analyses to be used for employee compensation trends, initial salary placement, and internal equity.</div></li><li><div>
Plans and communicates preferred methods and best practices for compensating employees using across the board increases, merit, pay for performance or incentive-based programs.</div></li><li><div>
Collect and utilize market pay data using surveys, queries, databases, spreadsheets, etc., for various positions/areas facing a strong demand to maintain competitive pay levels.</div></li><li><div>
Uses multiple methods to communicate information and chooses method that is appropriate to the audience.</div></li><li><div>
Maintains confidentiality and high ethical standards.</div></li><li><div>
Research operational trends and provide current and predictive analysis used for HR compliance and decision making.</div></li><li><div>
Perform technical and analytical work with emphasis on the collection, interpretation, reporting, aggregation, and evaluation of data via SQL Server.</div></li><li><div>
Build robust data models, reports and identify siloed data sources while enforcing data integrity via multiple sources and choosing insightful visualizations.</div></li><li><div>
Serves as point of contact for data related issues and questions, such as ensuring integrity of data, verifying information regarding data quality, completeness of data, adherence to set data schemas; identifying and correcting data integrity issues that do not comply with schemas or Dallas College guidelines; responds to data requests from stakeholders and constituents.</div></li><li><div>
Completes required Dallas College Professional Development training hours per academic year.</div></li><li><div>
Performs other duties as assigned.</div></li></ul><div></div><div>
Physical Requirements</div><div>
Normal physical job functions performed within a standard office environment. Reasonable accommodations may be made to individuals with physical challenges to perform the essential duties and responsibilities.</div><div></div><div>
Minimum Qualifications</div><ul><li><div>
Bachelor's degree; or</div></li><li><div>
Three (3) years of professional level experience in compensation and job analysis/evaluation. (e.g. job descriptions, market analysis/salary surveys, salary analysis, equity/promotion reviews, organizational design, salary structure design).</div></li><li><div>
Official Transcripts required.</div></li><li><div>
Valid driver's license and good driving record.</div></li><li><div>
Experience with compensation software and data analytics tools such as Excel, SQL Server, Mercer, CompData, etc..</div></li><li><div>
Experience in supporting new and existing enhancements of HR systems, including system interfaces, data design and mapping, system, user acceptance testing (UAT), communication and training plans.</div></li><li><div>
Strong familiarity of the dependencies and relationships between HR Enterprise Resource Planning (ERP) modules, integration points with non-HRMS modules, and third-party systems.</div></li><li><div>
Bilingual or multilingual preferred.</div></li></ul><div></div><div>
PREFERENCES:</div><ul><li><div>
Society of Human Resource Management (SHRM) Certification is a plus.</div></li><li><div>
Certified Compensation Professional (CCP) is a plus.</div></li></ul><div></div><div>
*** Will be subject to a criminal background check. Some positions may be subject to a fingerprint check. ***</div><div></div><div><i>
The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbents of this job and shall not be construed as a declaration of the total of the specific duties and responsibilities of any particular position. Incumbents may be directed to perform job-related tasks other than those specifically presented in this description. Position requires regular and predictable attendance.</i></div><div></div><div>
About Us</div><div></div><div>
Since 1965, Dallas College, formerly Dallas County Community College District, has served more than three (3) million students. Comprising seven campuses located around the Dallas/Fort Worth area, we are one of the largest community college systems in the state of Texas. We strive to be a leader in the community college space, placing students at the center of everything we do.</div><div></div><div>
Dallas College is committed to cultivating an environment of opportunity and belonging for all students and employees. We recognize that the Dallas College workforce, and the diverse talent that stems from it, is directly linked to our success. We are part of an equal opportunity system that provides education and employment opportunities without discrimination on the basis of any protected attribute, including race, color, religion, national origin, sex, disability, age, sexual orientation, gender identity or gender expression, veteran status, pregnancy or any other basis protected under applicable law. In accordance with applicable law, Dallas College will make reasonable accommodations for applicants and employees&rsquo; religious practices and beliefs, as well as any mental health or physical disability needs.</div><div>
#LI-RV1</div><div></div><div>
Applications Deadline</div>
September 25, 2025</div>

Ochsner Health

<div><p><b>We've made a lot of progress since opening the doors in 1942, but one thing has never changed - our commitment to serve, heal, lead, educate, </b><b>and innovate. We believe</b><b> that every award earned, every record broken and every patient helped is because of the dedicated employees who fill our hallways.
</b></p><p></p><p><b>At Ochsner, whether you work with patients </b><b>every day</b><b> or support those who do, you are making a difference and that matters. Come make a difference at Ochsner Health and discover your future today!</b></p><p></p>
Compensation Analyst<p></p><p><b>
Are you ready to make a difference? Apply Today!</b></p><p></p><p><b><i>
Ochsner Health does not consider an individual an applicant until they have formally applied to the open position on this careers website.</i></b></p><p></p><p><b><i>
Please refer to the job description to determine whether the position you are interested in is remote or on-site.</i></b> <i>Individuals who reside in and will work from the following areas are not eligible for remote work position</i><i>: Colorado, California, Hawaii, Illinois, Maryland, Minnesota, New Jersey, New York, Vermont, Washington,</i><i> </i><i>and Washington D.C.</i></p><p></p><p><b><i>
Ochsner Health endeavors to make our site accessible to all users. If you would like to contact us regarding the accessibility of our website, or if you need an accommodation to complete the application process, please contact our HR Employee Solution Center at 504-842-4748 (select option 1) or </i></b><b><i>careers@ochsner.org</i></b><b><i>. This contact information is for accommodation requests only and cannot be used to inquire about the status of applications.</i></b></p><p></p><p>
Ochsner is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to any legally protected class, including protected veterans and individuals with disabilities.</p></div><p></p>

OpenAI

About the Team
<br><br>
OpenAI’s People team aims to hire, engage, and retain world-class talent who will ensure that artificial general intelligence benefits all of humanity. The HR team supports a complex, growing employee group of scientists, engineers, and business professionals. The team contains expertise across employee experience, business partnership, operations, compensation, benefits, DEI, L&D, and more.
<br><br>
About the Role
<br><br>
We’re looking for our first Compensation Analyst. This role will partner closely with our Compensation team and help drive the data, modeling and insights that will impact our salary, equity and Total Rewards programs. You’ll help OpenAI achieve its mission by creating compensation structures and models that allow us to continue to attract and retain the world’s best talent.
<br><br>
The ideal candidate possesses robust data analytics and communication skills, exhibits a strong bias for execution, and demonstrates an ownership mindset. They should be passionate about solving complex problems and thrive in a fast-paced environment.
<br><br>
<b>Your Responsibilities:</b><br>
Manage the analysis and visualization of internal and external compensation data and identify key trends to inform strategic decisions.
<br><br>
Develop and deploy data models to assess the effectiveness of compensation strategies and forecast future trends. Ability to leverage diverse data sources and deliver accurate findings in quick turnarounds.
<br><br>
Collaborate with the People Systems team to enhance compensation tools, ensuring high accuracy and efficiency in data handling. Ability to scale compensation tools in line with company’s growth.
<br><br>
Partner with internal stakeholders to address compensation issues, demonstrating strong teamwork and execution skills.
<br><br>
Prepare and deliver analytical reports on compensation matters to senior management and other key stakeholders. Work closely with HR, Finance, Recruiting, and Legal departments to foster a collaborative approach to compensation management.
<br><br>
<b>We’re Seeking:</b><br>
5+ years of experience in compensation (tech/high-growth environments preferred), including equity.
<br><br>
Proficiency in Excel; experience with BI tools (Tableau/Looker) and HRIS (Workday); SQL/Python is a plus.
<br><br>
Strong problem-solving and project management skills.
<br><br>
Excellent communication and interpersonal skills; highly collaborative and a strong team player.
<br><br>
Pragmatic, quick-thinking, and action-oriented.
<br><br>
Meticulous attention to detail and a commitment to excellence.
<br><br>
Ability to thrive in a fast-paced environment.
<br><br>
Workplace & Location
<br><br>
This role is based in our San Francisco office. We offer relocation support to new employees, and we use a hybrid work model: three days in the office per week with optional work from home on Thursdays and Fridays.
<br><br>
While we aren't actively considering remote applications, we do encourage you to apply anyways for future remote opportunities. Please indicate your preferred working locations in your application.
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Our open-plan offices have height-adjustable desks, conference rooms, phone booths, well-stocked kitchens full of snacks and drinks, three in-house prepared meals daily, a private outdoor space for working in the sun or socializing, nap rooms, private bike storage, and more.
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About OpenAI
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OpenAI is an AI research and deployment company dedicated to ensuring that general-purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity.
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We are an equal opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability, genetic information, or other applicable legally protected characteristic.
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OpenAI’s Affirmative Action and Equal Employment Opportunity Policy Statement
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Qualified applicants with arrest or conviction records will be considered for employment in accordance with applicable law, including the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act. For unincorporated Los Angeles County workers: we reasonably believe that criminal history may have a direct, adverse and negative relationship with the following job duties, potentially resulting in the withdrawal of a conditional offer of employment: protect computer hardware entrusted to you from theft, loss or damage; return all computer hardware in your possession (including the data contained therein) upon termination of employment or end of assignment; and maintain the confidentiality of proprietary, confidential, and non-public information. In addition, job duties require access to secure and protected information technology systems and related data security obligations.
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OpenAI Global Applicant Privacy Policy
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At OpenAI, we believe artificial intelligence has the potential to help people solve immense global challenges, and we want the upside of AI to be widely shared. Join us in shaping the future of technology.
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Compensation
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$200K – $260K + Offers Equity

The RMR Group

<div>Overview:
<p>
The Compensation Analyst is responsible for supporting the design, implementation, and administration of compensation programs that align with the organization&rsquo;s strategic goals. This role conducts market analysis, evaluates internal equity, and provides data-driven recommendations to ensure competitive and compliant pay practices. The role also plays a critical role in transforming workforce data into actionable insights that drive strategic decision-making across the organization. This role supports HR leadership by analyzing trends, building dashboards, and developing predictive models to optimize talent strategies, improve employee experience, and enhance organizational performance.</p>
Responsibilities:
<p><i>
Compensation:</i></p><ul><li>
Analyze compensation data and benchmark jobs using market surveys to ensure competitive pay structures.</li><li>
Support the annual compensation planning cycle, including merit increases, bonus calculations, share grant administration and salary adjustments.</li><li>
Maintain and update job descriptions and job evaluation systems.</li><li>
Collaborate with People Business Partners and Talent Acquisition to provide compensation guidance for new hires, promotions, and internal transfers.</li><li>
Ensure compliance with federal, state, and local compensation laws and regulations.</li><li>
Assist in the development and administration of incentive and recognition programs.</li><li>
Prepare reports and dashboards for leadership on compensation trends, pay equity, and budget impact.</li><li>
Participate in compensation surveys and manage survey submissions.</li><li>
Support compensation-related projects such as pay transparency initiatives, career architecture, and leveling frameworks.</li></ul><p><i>
Workforce Data and Analytics:</i></p><ul><li>
Collect, clean, and analyze HR data from multiple sources (e.g., HRIS, ATS, LMS, engagement platforms).</li><li>
Develop and maintain dashboards and reports to monitor key HR metrics such as turnover, headcount, DEI, engagement, and compensation.</li><li>
Partner with HR and business leaders to identify data needs and deliver insights that support workforce planning, talent acquisition, and retention strategies.</li><li>
Conduct statistical analyses and predictive modeling to forecast trends and identify risks or opportunities.</li><li>
Ensure data integrity and compliance with privacy regulations (e.g., GDPR, CCPA).</li><li>
Support survey design, deployment, and analysis (e.g., engagement, pulse, exit surveys).</li><li>
Translate complex data findings into clear, actionable recommendations for HR and business stakeholders.</li><li>
Continuously improve data processes and reporting tools to enhance efficiency and accuracy.</li></ul>
Qualifications:
<ul><li>Bachelor's degree in Human Resources, Business, Finance or related field.</li><li>
2 - 4 years of experience in a Human Resource function.</li><li>
Business and HR acumen, including problem-solving, critical thinking, and analytical skills.</li><li>
Collaborative team player.</li><li>
Strong project and program management skills.</li><li>
Effective verbal and written communication.</li><li>
Excellent interpersonal skills.</li><li>
Strategic problem solver with a data-driven approach.</li></ul>
Company Overview:
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The RMR Group (Nasdaq: RMR) is a leading U.S. alternative asset management company, unique for its focus on commercial real estate (CRE) and related businesses. RMR&rsquo;s vertical integration is strengthened by over 1,100 real estate professionals in more than 30 offices nationwide who manage over $41 billion in assets under management and leverage more than 35 years of institutional experience in buying, selling, financing and operating CRE. RMR benefits from a scalable platform, a deep and experienced management team and a diversity of real estate strategies across its clients. RMR has been recognized by The Boston Globe as a &ldquo;Top Place to Work&rdquo;, by the Environmental Protection Agency (EPA) as an &ldquo;ENERGY STAR Partner of the Year&rdquo; and ranked by the Building Owners and Managers Association (BOMA) as having one of the highest number of BOMA 360 designated properties in its portfolio. RMR is headquartered in Newton, MA and was founded in 1986.</div><div></div><div><br>
RMR&rsquo;s mission is to create long term value for our clients by managing their investments and assets &ldquo;like we own it&rdquo; &ndash; an approach that consistently and repeatedly generates opportunities for all our employees, investors and stakeholders. We are guided by six core values:</div><ul><li>
Integrity at Our Core.</li><li>
Perform Passionately and Effectively.</li><li>
Inspired Thinking.</li><li>
Like We Own It.</li><li>
Power of We.</li><li>
Mutual Respect.</li></ul><div></div><div><br>
Visit our website to learn more about what makes The RMR Group a rewarding place to build a career.</div><div></div><div><br>
Follow RMR on LinkedIn, on Instagram @thermrgroup and on Twitter @The_RMR_Group.</div><div></div><div><br>
The RMR Group is an equal opportunity employer. Qualified applications will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status. For our EEO Policy Statement, please click here. If you&rsquo;d like more information on your EEO rights under the law, please click here.</div></div>

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