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compensation analyst

Harlem Children's Zone

<div><p>Harlem Children&rsquo;s Zone (HCZ) &mdash; a world-renowned education and poverty-fighting organization based in New York &mdash; seeks an enthusiastic, dedicated, and mission-aligned Compensation Analyst to join our Human Resources department.
</p><p>The Compensation Analyst will bring a passion for the mission of Harlem Children&rsquo;s Zone: break the cycle of intergenerational poverty with comprehensive, on-the-ground programming that builds up opportunities for children and families to thrive in school, work, and life.</p><p>
The Compensation Analyst is responsible for analyzing and evaluating the organization&rsquo;s compensation programs&mdash;including base salaries, bonuses, and benefits&mdash;to ensure both competitiveness and internal equity. It involves developing and implementing compensation structures, policies, and procedures that align with strategic goals, conducting market research and benchmarking, and providing data-driven recommendations. The position collaborates closely with HR and management to assess job roles, ensure compliance with relevant laws and regulations, prepare reports for senior leadership, and support compensation-related training initiatives. Additionally, the role responds to internal and external inquiries, participates in special projects, and contributes to the continuous improvement of compensation and benefits programs.</p><p>
For more information, check out Want to Work at Harlem Children&rsquo;s Zone? Here&rsquo;s 7 Things You Need to Know.</p><p><b>
Requirements</b></p><ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, Finance, or a related field</li><li>
3-5 years of experience in compensation analysis, with a proven track record in developing and implementing compensation structures</li></ul><p></p><p><b>
Who you are</b></p><ul>
<li>
Strong analytical mindset with the ability to interpret data, generate insights, and make data-driven decisions</li>
<li>Proficient in HR information systems (HRIS), compensation analysis tools, and Microsoft Office Suite (Excel, Word, PowerPoint, SharePoint), including Power Query, Data Models, ETL processes, and Power Automate</li>
<li>In-depth knowledge of compensation laws and regulations</li>
<li>Exceptional interpersonal and communication skills, with the ability to build trust and foster strong working relationships across all levels of the organization</li>
<li>Proven ability to handle sensitive employee matters with discretion, diplomacy, and confidentiality while balancing organizational goals</li>
<li>Skilled in project management, with the ability to prioritize multiple tasks, meet deadlines, and thrive in fast-paced environments</li>
<li>Mission-driven, adaptable, and committed to contributing to a resource-conscious, people-first environment.
</li><li>Strong problem-solving and decision-making skills, with a proactive approach to identifying issues and implementing effective solutions</li>
</ul><p></p><p><b>
What you'll do</b></p><ul><li>
Analyze and evaluate the company&rsquo;s compensation structure, including base salaries, bonuses, and benefits to ensure competitiveness and equity</li><li>
Develop and implement compensation structures, policies, and procedures that align with the organization&rsquo;s strategic goals</li><li>
Conduct market research and benchmarking to assess the competitiveness of compensation packages, utilizing salary surveys and industry data</li><li>
Collaborate with HR and management teams to analyze job descriptions and develop appropriate compensation recommendations based on market trends and internal equity</li><li>
Prepare and present reports on compensation trends, analysis, and recommendations to senior leadership</li><li>
Ensure compliance with federal, state, and local compensation regulations and laws</li><li>
Assist in the development and execution of compensation-related training for HR staff and management.</li><li>
Respond to internal and external inquiries related to compensation and job classifications<br>
Participate in special projects and initiatives related to compensation and benefits as needed</li></ul><p></p><p><b>
Schedule</b></p><ul><li>
Monday-Friday</li><li>
3/2 hybrid schedule</li></ul><p><b>
Benefits</b></p><p>
As a member of the Harlem Children&rsquo;s Zone team, you will join a supportive and inclusive community dedicated to helping children, families &mdash; and our staff &mdash; thrive.</p><p>
Our exceptional Full-Time benefits include:</p><ul><li>
Highly competitive base salaries</li><li>
Life Insurance</li><li>
Short-and long-term disability</li><li>
Additional voluntary benefits</li><li>
Wellness discounts</li><li>
Comprehensive health, dental, and vision insurance</li><li>
Paid time off and paid holidays</li><li>
Career advancement opportunities</li><li>
Employee referral bonus</li><li>
Financial wellness perks</li><li>
Physical wellness discounts and commuter benefits</li><li>
Additional discounts on flights, hotels, theme parks, concert tickets, and more</li></ul><p></p><p>
The salary range for this position is $80,000-$90,000 per year. To be considered, interested applicants should apply directly through the posting. No telephone inquiries or recruiters, please. Replies will only be sent to qualified applicants. Harlem Children's Zone and Promise Academy Charter Schools will not provide work visas for candidates who require employer sponsorship to ensure work authorization in the United States. Harlem Children&rsquo;s Zone is an EOE.</p></div>

Compensation Analyst

Rutgers University

<div><div><h2 class="jobSectionHeader"><b>Position Details</b></h2>
<div><div><div>Position Information
</div><p></p><div><div><div><div><b>Recruitment/Posting Title</b></div> <div>Compensation Analyst</div>
</div><br>
<div><div><b>Posting Number</b></div> <div>25TM0459</div>
</div><br>
<div><div><b>Department</b></div> <div>UHR-Compensation Services</div>
</div><br>
<div><div><b>Overview</b></div>
<div><div>Rutgers, The State University of New Jersey, is a leading national research university and the State of New Jersey&rsquo;s preeminent, comprehensive public institution of higher education. As one of the largest employers in the State of New Jersey, Rutgers University is committed not only to the students and the State that we serve, but also to the faculty and staff who work on our campuses.</div><div>
For two consecutive years, Rutgers is ranked on Forbes&rsquo; list of America&rsquo;s Best Large Employers. Rutgers holds #64 of 500 employers and is the #1 New Jersey employer on the publication&rsquo;s 2023 list. <b>Rutgers&rsquo; commitment to its employees</b> includes maintaining and fostering a safe, diverse, and respectful workplace environment, creating employment opportunities for our nation&rsquo;s military veterans, and ensuring accessibility and accommodation for individuals with disabilities.</div><div>
University Human Resources (UHR) supports the Rutgers mission as an institution of prominence, preeminent in research, teaching, service, and clinical care. We strive to provide the highest level of customer service in delivering a comprehensive network of programs, services, and expertise to attract, retain, and develop diverse and highly skilled top talent.</div></div>
</div><br>
<div><div><b>Posting Summary</b></div>
<div><div>Rutgers, The State University of New Jersey, is seeking a Compensation Analyst for University Human Resources (UHR). Under the general supervision of the Rutgers University Human Resource Associate Director of Compensation, the Compensation Analyst administers, gathers, analyzes and interprets job market data, comparing it against new and existing positions to ensure competitive pay practices across the university. The Compensation Analyst uses job assessment guidelines, policies and governance to recommend the placement of jobs in the appropriate salary structure, as well as, participates in annual market salary surveys.<br>
<br>
Among the key duties of the position are the following:</div><ul>
<li>Partners with Office of Labor Relations (OLR) to ensure compliance with bargaining unit agreements as it relates to compensatory actions.</li>
<li>Partners with the Sr. Compensation Analyst to provide analytical and tactical support for corporate-wide Compensation processes.</li>
<li>Collaborates with HR partners on salary determination for new hires, promotions, transfers, and other compensation actions by ensuring compliance with bargaining unit agreements and University compensation policies, guidelines and processes.</li>
<li>Assists with drafting plans and communications designed to provide stakeholders with timely and accurate information regarding compensation initiatives.</li>
<li>Partners with compensation team with development of proposals and presentations referencing compensation programs (including market data and appropriate pay levels/targets) to influence and educate senior level decision-makers.</li>
<li>Provides assistance and supports the continued development, rollout and maintenance of Job Architecture.</li>
<li>Monitors the job evaluation process to analyze job content, focusing on responsibilities and required skills &amp; knowledge level needed to fulfill the position and determine appropriate grade level within the University compensation structure based on market competitiveness and internal compare across the University for a holistic view.</li>
<li>Participates in market survey studies. Assists the Sr. Compensation Analyst with analyzing results of surveys to determine internal impact. Makes recommendations as necessary.</li>
<li>Audits and analyzes internal compensation practices and data to ensure compliance.</li>
<li>Conducts and responds to all internal and external audit requests in a timely manner.</li>
<li>Audits FLSA exemption classifications for all job descriptions on a quarterly basis.</li>
<li>Participates in special projects as needed under the direction of the Director of Compensation.</li>
<li>Maintains manual and electronic documents, files and records (e.g. labor contracts, compensation surveys, market analysis, salary structures, job descriptions, internal equity changes and tracking log) for the purpose of providing accurate information in compliance with State and University regulations.</li>
<li>Understands and adheres to Rutgers&rsquo; compliance standards as they appear in RBHS&rsquo;s Corporate Compliance Policy, Code of Conduct and Conflict of Interest Policy.</li>
<li>Keeps abreast of all pertinent federal, state and Rutgers&rsquo; regulations, laws and policies as they presently exist and as they change or are modified.</li>
<li>Performs other related duties as assigned.</li>
</ul></div>
</div><br>
<div><div><b>FLSA</b></div> <div>Nonexempt</div>
</div><br>
<div><div><b>Salary Details</b></div> <div>$65,000.</div>
</div><br>
<div><div><b>Offer Information</b></div>
<div>The final salary offer may be determined by several factors, including, but not limited to, the candidate&rsquo;s qualifications, experience, and expertise, and availability of department or grant funds to support the position. We also take into consideration market benchmarks, if and when appropriate, and internal equity to ensure fair compensation relative to the university&rsquo;s broader compensation structure. We are committed to offering competitive and flexible compensation packages to attract and retain top talent.</div>
</div><br>
<div><div><b>Benefits</b></div>
<div><div>Rutgers provides a comprehensive benefits package to eligible employees. The specific benefits vary based on the position and may include:</div><ul>
<li>Medical, prescription drug, and dental coverage</li>
<li>Paid vacation, holidays, and various leave programs</li>
<li>Competitive retirement benefits, including defined contribution plans and voluntary tax-deferred savings options</li>
<li>Employee and dependent educational benefits (when applicable)</li>
<li>Life insurance coverage</li>
<li>Employee discount programs</li>
</ul></div>
</div><br>
<div><div><b>Position Status</b></div> <div>Full Time</div>
</div><br>
<div><div><b>Working Hours</b></div> <div>40</div>
</div><br>
<div><div><b>Daily Work Shift</b></div>
</div><br>
<div></div><div><div><b>Work Arrangement</b></div>
<div><div>Consistent with the current application of Rutgers Policy 60.3.22, this position may be eligible for a hybrid work arrangement.</div><div>
The flexible work arrangements outlined in Rutgers Policy 60.3.22 are part of a pilot program that is effective September 1, 2022 through January 31, 2026. Therefore, there is no guarantee that this flexible work arrangement will continue beyond that date. Flexible work arrangements are not permanent, are subject to change or cancellation and contingent on the employee receiving approval in the FlexWork@RU Application System. Additional information may be found at <b>https://futureofwork.rutgers.edu</b>.</div></div>
</div><br>
<div><div><b>Payroll Designation</b></div> <div>PeopleSoft</div>
</div><br>
<div><div><b>Terms of Appointment</b></div> <div>Temporary Staff Appointment - Salaried 12 Month</div>
</div><br>
</div></div></div><div><div>Qualifications
</div><p></p><div><div><div><div><b>Minimum Education and Experience</b></div>
<ul><li>Bachelor&rsquo;s degree preferably in Human Resources Management, Business Administration Organizational Development, Psychology, or a related field.</li>
<li>Two years of relevant work experience.</li>
</ul>
</div><br>
<div><div><b>Certifications/Licenses</b></div>
</div><br>
<div></div><div><div><b>Required Knowledge, Skills, and Abilities</b></div>
<ul><li>Ability to work independently under general direction.</li>
<li>Ability to work with sensitive and confidential information, and to manage conflict and highly complex situations and relationships are essential.</li>
<li>Must possess excellent communication and organizational skills, and be able to work in a fast-paced environment with multiple competing priorities.</li>
<li>Ability to deliver creative solutions and be a critical thinker.</li>
<li>Solid understanding of HR systems &ndash; PeopleSoft and vendor survey systems.</li>
<li>Attention to detail, strong organizational skills, and ability to work in a fast-paced environment.</li>
<li>A consultative relationship with management at all levels.</li>
<li>Must possess applicable knowledge in federal and state regulatory requirements.</li>
</ul>
</div><br>
<div><div><b>Preferred Qualifications</b></div>
<ul><li>Knowledge of Bargaining Unions.</li>
<li>Certified Compensation Professional (CCP).</li>
<li>5-7 years of experience preferred.</li>
</ul>
</div><br>
<div><div><b>Equipment Utilized</b></div>
</div><br>
<div></div><div><div><b>Physical Demands and Work Environment</b></div>
<ul><li>Standing, sitting, walking, talking and hearing.</li>
<li>No special vision requirements.</li>
<li>Must be able to lift or exert force up to ten (10) pounds.</li>
<li>Office environment. Moderate noise</li>
</ul>
</div><br>
<div><div><b>Special Conditions</b></div>
</div><br>
</div></div></div><div></div><div><div>Posting Details
</div><p></p><div><div><div><div><b>Posting Open Date</b></div> <div>12/08/2025</div>
</div><br>
<div><div><b>Posting Close Date</b></div> <div>01/08/2026</div>
</div><br>
<div><div><b>Open Until Filled</b></div> <div>No</div>
</div><br>
<div><div><b>Special Instructions to Applicants</b></div>
</div><br>
<div></div><div><div><b>Regional Campus</b></div> <div>Rutgers University-New Brunswick</div>
</div><br>
<div><div><b>Home Location Campus</b></div> <div>Rutgers University - New Brunswick</div>
</div><br>
<div><div><b>City</b></div> <div>New Brunswick</div>
</div><br>
<div><div><b>State</b></div> <div>NJ</div>
</div><br>
<div><div><b>Location Details</b></div>
</div><br>
</div></div></div><div></div><div><div>Pre-employment Screenings
<p></p><div>All offers of employment are contingent upon successful completion of all pre-employment screenings.</div><p></p>
</div></div><div></div><div><div>Immunization Requirements
<p>Under Policy 100.3.1 Immunization Policy for Covered Individuals, if employment will commence during Flu Season, Rutgers University may require certain prospective employees to provide proof that they are vaccinated against Seasonal Influenza for the current Flu Season, unless the University has granted the individual a medical or religious exemption. Additional infection control and safety policies may apply. Prospective employees should speak with their hiring manager to determine which policies apply to the role or position for which they are applying. Failure to provide proof of vaccination for any required vaccines or obtain a medical or religious exemption from the University will result in rescission of a candidate&rsquo;s offer of employment or disciplinary action up to and including termination.</p>
</div></div><div></div><div><div>Equal Employment Opportunity Statement
<p></p><div>It is university policy to provide equal employment opportunity to all its employees and applicants for employment regardless of their race, creed, color, national origin, age, ancestry, nationality, marital or domestic partnership or civil union status, sex, pregnancy, gender identity or expression, disability status, liability for military service, protected veteran status, affectional or sexual orientation, atypical cellular or blood trait, genetic information (including the refusal to submit to genetic testing), or any other category protected by law. As an institution, we encourage all qualified applicants to apply. For additional information please see the Non-Discrimination Statement at the following web address: http://uhr.rutgers.edu/non-discrimination-statement
</div>
</div></div></div></div><p></p><h2 class="jobSectionHeader"><b>Posting Specific Questions</b></h2>
<div><p>Required fields are indicated with an asterisk (*).</p>
<div>
<ul><li>* Do you have a bachelor&rsquo;s degree preferably in Human Resources Management, Business Administration Organizational Development, Psychology, or a related field?
<ul><li>Yes</li>
<li>No</li>
</ul></li></ul><ul><li>* Do you have two years of relevant work experience?
<ul><li>Yes</li>
<li>No</li>
</ul></li></ul></div></div><h2 class="jobSectionHeader"><b>Applicant Documents</b></h2>
<div><b>Required Documents</b>
<div><ul><li>Resume/CV</li></ul>
<ul><li>Cover Letter/Letter of Application
</li></ul><ul><li>List of Professional References (contact Info)</li></ul>
</div><b>Optional Documents</b></div></div><p></p>

Wilbert Plastic Services

<div>The Marmon Group LLC
<p></p><p>As a part of the global industrial organization Marmon Holdings&mdash;which is backed by Berkshire Hathaway&mdash; you&rsquo;ll be doing things that matter, leading at every level, and winning a better way. We&rsquo;re committed to making a positive impact on the world, providing you with diverse learning and working opportunities, and fostering a culture where everyone&rsquo;s empowered to be their best.
</p><p></p>As a key member of Marmon&rsquo;s Corporate Total Rewards team, the Compensation Analyst supports the Center of Expertise for Marmon&rsquo;s enterprise compensation programs and serves as an advisor to our HR partners at the Group and business level. Reporting to the Manager, Compensation, and in partnership with other Corporate functional areas, this role is accountable for delivering a blend of compensation expertise and tactical support, including administering cyclical compensation and performance processes, managing salary survey participation, and ensuring compliance. The position also supports the development of tools, technology, and market pricing guidance, while contributing to enterprise initiatives such as job architecture and pay harmonization to maintain competitive and compliant compensation practices across the organization.
 <p></p><p><b>The Vibe
</b></p><p>You + Total Rewards = power duo. You&rsquo;ll be the go&#8209;to for comp ops across the enterprise&mdash;mixing market intel, Workday wizardry, and &ldquo;we got this&rdquo; energy to keep our pay programs competitive, compliant, and &#10024;clean&#10024;. Expect action, ownership, and big&#8209;kid impact.<br>
 <br>
</p><p><b>What You&rsquo;ll Do (aka your daily slay)
</b></p><ul><li><b>Run the money season: </b>Help build tools, comms, and Workday config for annual <b>merit + incentive </b>cycles. You&rsquo;re the calm in the planning&#8209;cycle storm.
</li><li><b>Performance glow&#8209;ups: </b>Support the performance management process and its Workday flows. &#10024;
</li><li><b>Total comp storytelling: </b>Level up <b>total compensation statements </b>each year&mdash;because numbers deserve good design.
</li><li><b>Automate &gt; duplicate: </b>Spot process upgrades for Rewards and partner with HRIS/Finance to ship tech improvements.
</li><li><b>Quarterly receipts: </b>Team with Finance on incentive accrual reporting and close activities.
</li><li><b>Survey main character: </b>Own salary survey participation (and ad hoc ones) so our market data stays .
</li><li><b>Leader program admin: </b>Keep info + data flowing for supplemental 401k/deferred comp and LTIP.
</li><li><b>Compliance is a lifestyle: </b>Guide HR partners so all comp programs stay audit&#8209;ready. &#65039;<br>
 <br>
</li></ul><p><b>Consulting Mode: ON
</b></p><ul><li>Be the plug for <b>market pricing </b>&mdash;maintain tools, create guidance, and help HR partners nail competitiveness in their local markets.
</li><li>Build <b>enterprise&#8209;level </b>comp programs, tech, and tools that scale from Corporate to individual businesses.
</li>Keep vendor relationships smooth (external advisors, plan admins, etc.).<li>
</li><li>Refresh comp content on <b>@Marmon </b>so the intranet stays useful, current, and clickable.<br>
 <br>
</li></ul><p><b>Special Ops
</b></p><ul><li>Bring analytical + PM firepower to <b>job architecture </b>and <b>pay/incentive harmonization </b>efforts.
</li><li>Co&#8209;own the <b>MPower </b>compensation module with HRIS (yes, we said ownership).
</li>Keep the books neat: review &amp; pay consulting/vendor invoices.<br>
<li>
</li></ul><p></p><p>#LI-Hybrid
</p><p></p><p><b>&#9989; </b><b>You&rsquo;ll Thrive If You Have
</b></p><ul><li>Bachelor&rsquo;s in finance/accounting (or close enough) <b>+ 2 years </b>in comp. Consulting experience = chef&rsquo;s kiss; global experience = bonus points.
</li><li><b>Workday </b>skills on lock; HRIS fluent. Change management on large projects? Say less.
</li><li>Compliance brain: you know the regs and keep reporting tight.
</li><li><b>Excel / PowerBI / PowerPoint </b>supremacy. (Pivot tables, DAX, charts&mdash;your natural habitat.)
</li><li>Top&#8209;tier communication across all levels; strong business/financial acumen; time&#8209;management + decision&#8209;making with a bias for action.
</li><li>Comfort with ambiguity (fog? you make a map) and <b>uncompromising integrity </b>.<br>
 </li></ul><p><br>
<b>Why You&rsquo;ll Love It
</b></p><p>Impact that touches every business. Tools that scale. Stakeholders who care. A team that blends strategy + ops and lets you build real things&mdash;not just slide decks.
</p><p></p><p>Pay Range:
</p>53,333.34 - 80,000.00
<p></p><p>We offer a comprehensive benefits package that may include medical, dental, vision, 401k matching, and more!
</p><p></p><p>Following receipt of a conditional offer of employment, candidates will be required to complete additional job-related screening processes as permitted or required by applicable law .
</p><p></p><p>We are an equal opportunity employer, and all applicants will be considered for employment without attention to their membership in any protected class. If you require any reasonable accommodation to complete your application or any part of the recruiting process, please email your request to careers@marmon.com, and please be sure to include the title and the location of the position for which you are applying.</p></div>

Serco

<div>Position Description :
<p><b>
Make an impact every day by shaping how employees are recognized and rewarded.
</b></p><p>Serco is hiring an entry level <b>Compensation Analyst I</b> to join our Human Resources team&mdash;either a hybrid work arrangement from at our Herndon, Virginia headquarters or remotely from anywhere in the U.S. This role offers the opportunity to shape compensation programs that align with strategic business goals while reinforcing our commitment to attracting, retaining, and rewarding top talent. Whether you're local or remote, you'll play a key part in driving impact across the organization.</p><p>
As a key member of the HR Center of Excellence Reward team, you&rsquo;ll help ensure employees are compensated fairly and competitively, while maintaining compliance with applicable U.S. and Canadian contracting requirements. You&rsquo;ll work closely with HR partners, functional and business leaders to deliver data-driven reward decisions, support government contract proposals, and guide internal pay review, all with a focus on transparency, equity, and impact.</p><p></p><p><b><br>
Position Summary:</b><br>
The Compensation Analyst I conducts analysis of jobs, hourly wages, salaries, and incentive programs to evaluate internal equity, external competitiveness, and legal compliance of the company&rsquo;s pay practices. This role is a key member of the HR Centers of Excellence team providing recommendations to HR leadership and HR Business Partners regarding salary grades, market rates, and incentive program design. The HR Center of Excellence team acts as a <b>partner</b>, providing <b>specialized knowledge, infrastructure, and frameworks</b> that underpin key elements of the employee lifecycle.</p><p></p><p><b><br>
In This Role, You Will:</b></p><ul><li>
Partner with stakeholders including HR Business Partners to provide guidance on compensation decisions, policy interpretation, and pay compliance and equity.</li><li>
Perform job evaluations and market analyses using salary surveys and benchmarking tools to assess competitiveness and inform pay decisions.</li><li>
Analyze internal pay structures to ensure fairness and equity among employees performing similar work; identify and address pay discrepancies.</li><li>
Map contract labor categories to internal job descriptions for proposal efforts and help ensure Service Contract Labor Standards (SCLS), Fair Labor Standards Act (FLSA), and applicable Canadian pay compliance.</li><li>
Make recommendations regarding salary grades, market rates, and compensation adjustments for specific jobs.</li><li>
Assist in the implementation and administration of incentive programs, performance review, and merit-rating programs.</li><li>
Review salary increases for compliance with company policy, budget constraints, and regulatory requirements.</li><li>
Participate in and/or conduct wage and compensation surveys; maintain benchmarking tools and compensation databases.</li><li>
Prepare and present compensation analysis summaries for review.</li><li>
Collaborate cross-functionally with HR, Finance, Payroll, and other business partners to ensure alignment and operational efficiency.</li><li>
Support enterprise-wide HR lifecycle initiatives, including annual merit planning and bonus administration, with responsibility for configuring the merit planning tool and managing calibration processes. Prepare and present compensation analysis summaries in formats suitable for executive review (PowerPoint, Word, Excel).</li><li>
Operate with minimal supervision, exercising independent judgment and expertise.</li><li>
Typically reports to a Director of Rewards.</li></ul><p></p><p><br>
MEET YOUR RECRUITER:</p><br>
<p></p>
Qualifications:
<p><b>
To be successful in this role, you will have:</b></p><ul><li>
U.S. Citizenship</li><li>
Bachelor&rsquo;s degree or work experience in Human Resources, Business, or related field.<ul><li>
Minimum 1 year of experience in compensation planning for a mid-to large-sized company; government contracting experience strongly preferred.</li></ul></li><li>
Advanced Excel skills and proficiency in Microsoft Office Suite.</li><li>
Experience with HRIS systems and compensation benchmarking tools.</li><li>
Strong analytical skills and attention to detail.</li><li>
Excellent written and verbal communication skills, with the ability to translate data into actionable insights.</li><li>
Working knowledge of compensation-related laws and regulations (FLSA, SCLS, DCAA, EEO/pay equity).</li><li>
Ability to work across all levels of the organization and influence through expertise and collaboration.</li><li>
Experience leveraging Artificial Intelligence for process efficiency and solutioning is a plus.</li><li>
Certified Compensation Professional (CCP) designation is a plus.</li></ul><div></div><div><br>
If you are interested in supporting and working with passionate Serco team- then submit your application now for immediate consideration. It only takes a few minutes and could change your career!</div><br>
<p></p>
Company Overview :
<div>
Serco Inc. (Serco) is the Americas division of Serco Group, plc. In North America, Serco&rsquo;s 9,000+ employees strive to make an impact every day across 100+ sites in the areas of Defense, Citizen Services, and Transportation. We help our clients deliver vital services more efficiently while increasing the satisfaction of their end customers. Serco serves every branch of the U.S. military, numerous U.S. Federal civilian agencies, the Intelligence Community, the Canadian government, state, provincial and local governments, and commercial clients. While your place may look a little different depending on your role, we know you will find yours here. Wherever you work and whatever you do, we invite you to discover your place in our world. Serco is a place you can count on and where you can make an impact because every contribution matters.</div><div></div><div><br>
To review Serco benefits please visit: https://www.serco.com/na/careers/benefits-of-choosing-serco. If you require an accommodation with the application process please email: careers@serco-na.com or call the HR Service Desk at 800-628-6458, option 1. Please note, due to EEOC/OFCCP compliance, Serco is unable to accept resumes by email.</div><div></div><div><br>
Candidates may be asked to present proof of identify during the selection process. If requested, this will require presentation of a government-issued I.D. (with photo) with name and address that match the information entered on the application. Serco will not take possession of or retain/store the information provided as proof of identity. For more information on how Serco uses your information, please see our Applicant Privacy Policy and Notice.</div><div></div><div><br>
Serco does not accept unsolicited resumes through or from search firms or staffing agencies without being a contracted approved vendor. All unsolicited resumes will be considered the property of Serco and will not be obligated to pay a placement or contract fee. If you are interested in becoming an approved vendor at Serco, please email Agencies@serco-na.com.</div><div></div><div><br>
Serco is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.</div>
Pay Transparency:
<div>
Our Total Rewards package includes competitive pay, performance-based incentives, and benefits that promote well-being and work-life balance&mdash;so you can thrive both professionally and personally. Eligible employees also gain access to a wide range of benefits from comprehensive health coverage and health savings accounts to retirement plans, life and disability insurance, and time-off programs that support work-life balance. Program availability may vary based on factors such as contract type, location, hire date, and applicable collective bargaining agreements.</div><div></div><div><br>
Salary range: The range for this position can be found at the top of the posting. This range is provided as a general guideline and represents a good faith estimate across all experience levels. Actual base salary will be determined by a variety of factors, including but not limited to, the scope of the role, relevant experience, job-related knowledge, education and training, key skills, and geographic market considerations. For roles available in multiple states, the range may vary to reflect differences in local labor markets. In addition to base salary, eligible positions may include other forms of compensation such as annual bonuses or long-term incentive opportunities.</div><div></div><div><br>
Benefits HIGHLIGHTS &ndash; Comprehensible Benefits for Full-time Employees (Part-time members receive a customized package tailored to their role).</div><br>
<div></div><ul><li>
Medical, dental, and vision insurance</li><li>
Robust vacation and sick leave benefits, and flexible work arrangements where permitted by role or contract</li><li>
401(k) plan that includes employer matching funds</li><li>
Tuition reimbursement program</li><li>
Life insurance and disability coverage</li><li>
Optional coverages you can buy, including pet insurance, home and auto insurance, additional life and accident insurance, critical illness insurance, group legal, ID theft protection</li><li>
Birth, adoption, parental leave benefits</li><li>
Employee Assistance Plan that includes counseling conditions</li><li>
Specific benefits are dependent upon the specific contract as well as whether the position is covered by a collective bargaining agreement or the Service Contract Act.</li></ul><div>
To review all Serco benefits please visit: https://www.serco.com/na/careers/about-us.</div><div></div><div><br>
Serco complies with all applicable state and local leave laws, including providing time off under the Colorado Healthy Families and Workplaces Act for eligible Colorado residents, in alignment with our policies and benefit plans. The application window for this position is for no more than 60 days. We encourage candidates to apply promptly after the posting date, as the position may close earlier if filled or if the application volume exceeds expectations. Please submit applications exclusively through Serco&rsquo;s external (or internal) career site. This is a U.S.-based role. If an applicant has any concerns with job posting compliance, please send an email to: careers@serco-na.com.</div></div>

Marmon Group

<div>The Marmon Group LLC<p></p><p>
As a part of the global industrial organization Marmon Holdings&mdash;which is backed by Berkshire Hathaway&mdash;you&rsquo;ll be doing things that matter, leading at every level, and winning a better way. We&rsquo;re committed to making a positive impact on the world, providing you with diverse learning and working opportunities, and fostering a culture where everyone&rsquo;s empowered to be their best.</p><p></p>
As a key member of Marmon&rsquo;s Corporate Total Rewards team, the Compensation Analyst supports the Center of Expertise for Marmon&rsquo;s enterprise compensation programs and serves as an advisor to our HR partners at the Group and business level. Reporting to the Manager, Compensation, and in partnership with other Corporate functional areas, this role is accountable for delivering a blend of compensation expertise and tactical support, including administering cyclical compensation and performance processes, managing salary survey participation, and ensuring compliance. The position also supports the development of tools, technology, and market pricing guidance, while contributing to enterprise initiatives such as job architecture and pay harmonization to maintain competitive and compliant compensation practices across the organization.<p></p><p><b>
</b><b> The Vibe</b></p><p>
You + Total Rewards = power duo. You&rsquo;ll be the go&#8209;to for comp ops across the enterprise&mdash;mixing market intel, Workday wizardry, and &ldquo;we got this&rdquo; energy to keep our pay programs competitive, compliant, and &#10024;clean&#10024;. Expect action, ownership, and big&#8209;kid impact.</p><p><b><br>
</b><b> What You&rsquo;ll Do (aka your daily slay)</b></p><ul><li><b>
Run the money season:</b> Help build tools, comms, and Workday config for annual <b>merit + incentive</b> cycles. You&rsquo;re the calm in the planning&#8209;cycle storm.</li><li><b>
Performance glow&#8209;ups:</b> Support the performance management process and its Workday flows. &#10024;</li><li><b>
Total comp storytelling:</b> Level up <b>total compensation statements</b> each year&mdash;because numbers deserve good design.</li><li><b>
Automate &gt; duplicate:</b> Spot process upgrades for Rewards and partner with HRIS/Finance to ship tech improvements.</li><li><b>
Quarterly receipts:</b> Team with Finance on incentive accrual reporting and close activities.</li><li><b>
Survey main character:</b> Own salary survey participation (and ad hoc ones) so our market data stays .</li><li><b>
Leader program admin:</b> Keep info + data flowing for supplemental 401k/deferred comp and LTIP.</li><li><b>
Compliance is a lifestyle:</b> Guide HR partners so all comp programs stay audit&#8209;ready. &#65039;</li></ul><p><b><br>
</b><b> Consulting Mode: ON</b></p><ul><li>
Be the plug for <b>market pricing</b>&mdash;maintain tools, create guidance, and help HR partners nail competitiveness in their local markets.</li><li>
Build <b>enterprise&#8209;level</b> comp programs, tech, and tools that scale from Corporate to individual businesses.</li>
Keep vendor relationships smooth (external advisors, plan admins, etc.).<li>
Refresh comp content on <b>@Marmon</b> so the intranet stays useful, current, and clickable.</li></ul><p><b><br>
</b><b> Special Ops</b></p><ul><li>
Bring analytical + PM firepower to <b>job architecture</b> and <b>pay/incentive harmonization</b> efforts.</li><li>
Co&#8209;own the <b>MPower</b> compensation module with HRIS (yes, we said ownership).</li>
Keep the books neat: review &amp; pay consulting/vendor invoices.</ul><p></p><p><br>
#LI-Hybrid</p><p></p><p><b>
&#9989;</b><b> You&rsquo;ll Thrive If You Have</b></p><ul><li>
Bachelor&rsquo;s in finance/accounting (or close enough) <b>+ 2 years</b> in comp. Consulting experience = chef&rsquo;s kiss; global experience = bonus points.</li><li><b>
Workday</b> skills on lock; HRIS fluent. Change management on large projects? Say less.</li><li>
Compliance brain: you know the regs and keep reporting tight.</li><li><b>
Excel / PowerBI / PowerPoint</b> supremacy. (Pivot tables, DAX, charts&mdash;your natural habitat.)</li><li>
Top&#8209;tier communication across all levels; strong business/financial acumen; time&#8209;management + decision&#8209;making with a bias for action.</li><li>
Comfort with ambiguity (fog? you make a map) and <b>uncompromising integrity</b>.</li></ul><p><b><br>
</b><b> Why You&rsquo;ll Love It</b></p><p>
Impact that touches every business. Tools that scale. Stakeholders who care. A team that blends strategy + ops and lets you build real things&mdash;not just slide decks.</p><p></p><p>
Pay Range:</p>
53,333.34 - 80,000.00<p></p><p>
We offer a comprehensive benefits package that may include medical, dental, vision, 401k matching, and more!</p><p></p><p>
Following receipt of a conditional offer of employment, candidates will be required to complete additional job-related screening processes as permitted or required by applicable law.</p><p></p><p>
We are an equal opportunity employer, and all applicants will be considered for employment without attention to their membership in any protected class. If you require any reasonable accommodation to complete your application or any part of the recruiting process, please email your request to careers@marmon.com, and please be sure to include the title and the location of the position for which you are applying.</p></div>

MARMON HOLDINGS

SUMERU INC.

<p><b>Job Brief:</b></p><p>Our Total Rewards organization is seeking a Compensation Analyst to serve as a point of contact for questions related to the annual compensation cycle, providing clear guidance to managers, compensation planners, and People team partners.</p><p><b>Responsibilities:</b></p><p>&middot; Audit compensation planning files and system submissions to ensure accuracy, completeness, and alignment with program guidelines and approved budgets.</p><p>&middot; Identify data discrepancies or errors and proactively follow up with planners to resolve issues and secure corrected submissions within required timelines.</p><p>&middot; Track planning progress and outstanding items, escalating risks or delays as needed to ensure on-time completion of the cycle. Prepare executive-level summary materials, including decks and written analyses, highlighting key planning decisions, trends, and outcomes.</p><p>&middot; Support the development of compensation communications, including manager guidance, FAQs, and employee-facing materials, ensuring consistency and clarity.</p><p>&middot; Partner closely with Total Rewards, HR Business Partners, Finance, and Legal (as needed) to support smooth execution of the compensation cycle.</p><p>&middot; Maintain documentation of processes, decisions, and lessons learned to support continuous improvement in future cycles.</p><p><b>Requirements:</b></p><ul><li>Experience supporting annual compensation planning cycles in a corporate environment.</li><li>Strong understanding of compensation concepts, processes, and governance.</li><li>High attention to detail with demonstrated experience auditing and validating complex data sets.</li><li>Ability to communicate compensation concepts clearly to both technical and non-technical audiences.</li><li>Strong project management skills with the ability to manage multiple deadlines in a fast-paced, time-bound environment.</li><li>Proficiency in Excel and presentation tools (e.g., PowerPoint or Google Slides); experience with Workday compensation planning tools is a plus.</li></ul><p>Job Type: Contract</p><p>Pay: $45.00 - $60.00 per hour</p><p>Expected hours: 40 per week</p><p>Work Location: Remote</p>

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