compensation director

Circle K

<p></p><div><p><b>Job Summary</b>: This role is responsible for the development and delivery of compensation programs that attract and retain top talent, aligning with the Company&rsquo;s business strategy and total rewards philosophy. In this role you will need to leverage deep technical expertise and use data to drive decisions supporting a competitive compensation strategy for our employees. You will be expected to build and lead a high-performing team, partner closely with HR, Payroll, and business leaders, and drive continuous improvement in our compensation processes and systems, including Workday.</p><p></p><p>
Job Functions:</p><ul><li>
Advance and continuously evolve our compensation strategy through evaluation, development, and implementation of compensation policies and programs that support the Company&rsquo;s strategic business plan</li><li>
Strengthen our governance, auditing and controls, and documentation to ensure consistency, internal equity, and compliance across the compensation program</li><li>
Oversee all core compensation planning processes, including annual merit cycles, bonus programs, long term incentive programs, job leveling, promotions, etc.</li><li>
Provide guidance to HR Business Partners, Talent Acquisition and leaders on compensation recommendations related to hiring, promotions, transfers, and retention; provide input on issues such as internal compression and market competitiveness</li><li>
Conduct market pricing, salary structure design, and benchmarking studies to ensure internal equity and external competitiveness</li><li>
Lead recurring pay-equity and risk analyses; propose remediations and track outcomes</li><li>
Support HR systems transformation and ongoing enhancements to Workday compensation modules; drive automation, data quality, and user experience.</li><li>
Provide strong data/analytics and process orientation with a customer centric approach; Improve tools, dashboards, and analytics to enable manager self-service and better decision-making</li><li>
Stay current with federal, state, and local requirements (e.g., FLSA, pay transparency laws, wage &amp; hour, EEO) and ensure compliant practices, disclosures, and audits</li><li>
Coach, mentor, and develop team members; build bench strength and a culture to support our core values</li></ul><p></p><p><b>
Qualifications</b></p><p></p><ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, Psychology or related field;. Master&rsquo;s degree or relevant certification (e.g. CCP, SPHR,) preferred. Other combinations of job-related experience and education that meet the requirements may be substituted.</li><li>
10 + years experience managing compensation programs and a minimum of 5 years mentoring and leading a team of compensation professionals. Strong knowledge of compensation principles, design, trends, and compliance requirements.</li><li>
Proven ability to develop and execute strategies that align with business objectives.</li><li>
Experience with compensation benchmarking tools and HRIS systems (e.g., Workday, SAP, Oracle).</li><li>
Excellent communication and interpersonal skills, with the ability to collaborate effectively with cross-functional teams.</li><li>
Exceptional analytical, problem-solving, and decision-making skills.</li><li>
Advanced experience with MS Outlook, Excel, PowerPoint and Word preferred.</li></ul><p></p><p><b>
THE ABOVE STATEMENTS REFLECT THE GENERAL QUALIFICATIONS / DUTIES AND /OR RESPONSIBILITIES NECESSARY TO IDENTIFY THE JOB AND ARE NOT NECESSARILY INTENDED TO SET FORTH ALL OF THE SPECIFIC REQUIREMENTS OF THE JOB.</b></p><p><b>
NOTE: This Job Description may change periodically as required by business necessity, with or without advance notice to employees.</b></p><p></p><p><b>
#LI-WW2</b></p><p></p><h2 class="jobSectionHeader"><b><br>
Circle K is an Equal Opportunity Employer.</b><br>
<b>The Company complies with the Americans with Disabilities Act (the ADA) and all state and local disability laws. Applicants with disabilities may be entitled to a reasonable accommodation under the terms of the ADA and certain state or local laws as long as it does not impose an undue hardship on the Company. Please inform the Company&rsquo;s Human Resources Representative if you need assistance completing any forms or to otherwise participate in the application process.</b></h2><p></p><p>
Click below to review information about our company's use of the federal E-Verify program to check work eligibility:</p><p></p><p>
In English</p><p></p><p>
In Spanish</p></div>

US Compensation Director

Everpure

<div><div><p>We're in an unbelievably exciting area of tech and are fundamentally reshaping the data storage industry. Here, you lead with innovative thinking, grow along with us, and join the smartest team in the industry.</p>
<p>
This type of work&mdash;work that changes the world&mdash;is what the tech industry was founded on. So, if you're ready to seize the endless opportunities and leave your mark, come join us.</p></div><p><b>
THE ROLE</b></p>
<p>
The Executive and Equity Compensation Director is a critical member of Pure's HR Compensation team, responsible for leading the design, governance and execution of executive and equity programs. <b>This individual contributor role is the principal architect and enterprise subject-matter expert for executive and equity compensation at Pure accountable for shaping strategy within board‑approved guardrails, advising senior leadership, and ensuring programs are competitive, compliant, and aligned to shareholder and talent outcomes.</b></p>
<p><b>
This role is accountable for driving board preparation for the Compensation &amp; Talent Committee, owning the executive compensation narrative for external stakeholders, modernizing Pure's equity program, partnering cross-functionally with senior executives to support decision-making for leadership, and establishing clear documentation and governance for critical processes. You will translate complex financial, regulatory, and market data into clear recommendations that influence CEO, CFO, CHRO and Board decisions on pay.</b></p>
<p>
In this role you'll lead through influence and subject matter expertise &ndash; managing relationships across all levels and driving outcomes. You'll partner closely with stakeholders across HR, Legal, Finance, and executives to develop compensation strategies that support organizational growth, global compliance, <b>strong say on pay outcomes,</b> and an exceptional employee experience.</p>
<p><b>
WHAT YOU'LL DO</b></p>
<p><b>
Executive Compensation</b></p>
<ul>
<li>Drive market intelligence initiatives by conducting benchmarking and competitive assessments for executive and equity compensation <b>across Pure's global leadership population</b>; define clear recommendations aligned to compensation philosophy, business strategy, <b>and investor expectations.</b></li>
<li><b>Lead executive compensation planning cycles and ongoing executive pay matters including new hire packages, promotion evaluations and packages, retention proposals, and off‑cycle adjustments ensuring strong pay‑for‑performance alignment and internal equity.</b></li>
<li>Create and maintain standard templates and documentation for recurring processes, including governance models, <b>approval flows, and decisions that ensure consistency, auditability, and scalability.</b></li>
<li><b>Develop and maintain executive compensation models (e.g., scenario modeling, performance‑outcome curves, pay mix, leverage) to evaluate program effectiveness and guide design decisions.</b></li>
<li><b>Provide input to pay‑for‑performance analyses and external governance reviews, and translate those insights into actionable program recommendations.</b></li>
</ul>
<p><b>Equity Design Modernization</b></p>
<ul>
<li>Lead the evolution of Pure's equity program design &ndash; eligibility, equity mix, grant approaches and mechanics, <b>including potential use of equity vehicles and performance measures that support retention and value creation.</b></li>
<li>Conduct review and benchmarking to put forward proposals and decision materials that clearly articulate program intent, trade-offs, <b>financial impacts (cost, dilution, burn‑rate, share pool utilization),</b> and operational impacts.</li>
<li>Partner with key stakeholders to implement approved program changes and ensure scalable administration and ongoing program tracking and metrics.</li>
<li><b>Partner closely with Finance, Accounting, Investor Relations, Legal, HR Operations and Equity Administration to model and communicate equity cost, dilution, burn‑rate, and share pool utilization under different program designs.</b></li>
<li><b>Establish a multi‑year roadmap for equity design, including opportunities for simplification and experimentation, with clear success metrics.</b></li>
</ul>
<p><b>Board &amp; Governance Activities</b></p>
<ul>
<li>Prepare materials used for compensation governance discussions with executives and members of the Board.</li>
<li>Contribute to preparation and coordination of executive compensation disclosures for the annual proxy statement.</li>
<li><b>Serve as the primary staff advisor for executive and equity compensation matters to company management, ensuring materials are &quot;Board‑ready,&quot; accurate, and grounded in sound governance.</b></li>
<li><b>Partner with Legal, Investor Relations, on say‑on‑pay readiness, governance trends, and shareholder feedback; recommend program and disclosure refinements as needed.</b></li>
<li><b>Maintain and continuously enhance the executive compensation and equity governance framework, including committee calendars, charters, delegated authorities, and documentation standards.</b></li>
</ul>
<p><b>Operational Expertise</b></p>
<ul>
<li>Own core processes related to equity and executive compensation program execution.</li>
<li>Identify operational risks and implement controls to mitigate errors and ease auditing.</li>
<li><b>Partner with HR Technology, Payroll, Equity Administration, and HR Operations to ensure systems, data, and workflows support scalable, compliant execution of executive and equity programs.</b></li>
<li><b>Build and maintain dashboards and reporting that provide leaders and HR partners with clear visibility into executive and equity program health (e.g., pay positioning, equity holdings, dilution/burn‑rate, participation, and key risk indicators).</b></li>
<li><b>Continuously improve processes, tools, and documentation to increase self‑service, transparency, and decision quality for HRBPs, TA, and leaders engaging in executive and equity compensation decisions.</b></li>
</ul>
<p>We are primarily an in-office environment and therefore, you will be expected to work from the Santa Clara, CA office in compliance with Pure's policies, unless you are on PTO, or work travel, or other approved leave.</p>
<p><b>
WHAT YOU BRING</b></p>
<ul>
<li>Significant experience in executive compensation in a public-company environment. Direct experience supporting compensation committee processes and recurring executive and equity compensation cycles.</li>
<li>Prior ownership of equity compensation and experience modernizing or redesigning an equity program end-to-end. Familiarity with equity plan administration workflows and related operational controls.</li>
<li>Advanced analytical capability and strong written communication for executive-level materials.</li>
<li>Demonstrated ability to build governance, documentation, and repeatable operating processes for high visibility programs.</li>
<li>Cross-functional leadership experience working with Legal, Finance, Payroll, Equity Administration partners.</li>
<li>Experience engaging with external compensation consultants and managing deliverables.</li>
<li><b>10+ years of progressive compensation experience, with a strong focus on executive and equity compensation and at least several years supporting a U.S. listed public company (technology or high‑growth environment strongly preferred).</b></li>
<li><b>Familiarity with the regulatory and governance landscape for executive compensation, including SEC disclosure rules, key elements of 162(m)/280G and related tax considerations, and trends in ISS/Glass Lewis and investor expectations.</b></li>
<li><b>Professional certifications such as CEP, CCP, or similar are a plus.</b></li>
<li><b>Experience in high-growth or technology companies with global operations is strongly preferred.</b></li>
</ul>
<p>#LI-ONSITE, #LI-JL9</p><div><p><b>
WHAT YOU CAN EXPECT FROM US:</b></p>
<ul>
<li><b>Pure Innovation</b>: We celebrate those who think critically, like a challenge, and aspire to be trailblazers.</li>
<li><b>Pure Growth</b>: We give you the space and support to grow along with us and to contribute to something meaningful. We have been named Fortune's Best Workplaces in Technology&trade;, Fortune's Best Workplaces in the Bay Area&trade;, and certified as a Great Place to Work&reg;!</li>
<li><b>Pure Team</b>: We build each other up and set aside ego for the greater good.</li>
</ul>
<p>And because we understand the value of bringing your full and best self to work, we offer a variety of perks to manage a healthy balance, including flexible time off, wellness resources, and company-sponsored team events. Check out purebenefits.com for more information.</p>
<p><b>
ACCOMMODATIONS AND ACCESSIBILITY:</b></p>
<p>
Candidates with disabilities may request accommodations for all aspects of our hiring process. For more on this, contact us at TA-Ops@purestorage.com if you're invited to an interview.</p>
<p><b>
OUR COMMITMENT TO A STRONG AND INCLUSIVE TEAM:</b></p>
<p>
We're forging a future where everyone finds their rightful place and where every voice matters. Where uniqueness isn't just accepted but embraced. That's why we are committed to fostering the growth and development of every person, cultivating a sense of community through our Employee Resource Groups and advocating for inclusive leadership.</p>
<p>
Everpure is proud to be an equal opportunity employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or any other characteristic legally protected by the laws of the jurisdiction in which you are being considered for hire.</p><br>
<p></p>
<p><b>
Join us and bring your best.</b></p>
<p><b>
Bring your bold.</b></p>
<p><b>
Pure and simple.</b></p></div></div>

Executive and Equity Compensation Director

WVU Medicine

<div><h2 class="jobSectionHeader"><b>Welcome! We&rsquo;re excited you&rsquo;re considering an opportunity with us! To apply to this position and be considered, click the Apply button located above this message and complete the application in full. Below, you&rsquo;ll find other important information about this position.
</b></h2><p></p>The Director of Physician Compensation at WVU Medicine is a strategic leadership role responsible for developing, implementing, and managing comprehensive physician and APP compensation programs. The role requires a strong background in compensation practices, healthcare industry knowledge, and the ability to work collaboratively with multiple stakeholders to ensure competitive and equitable compensation plans that align with organizational goals.
<p></p><p><b>MINIMUM QUALIFICATIONS </b><b>:
</b></p><p><b>EDUCATION, CERTIFICATION, AND/OR LICENSURE:
</b></p><p>1. Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or a related field.
</p><p><b>EXPERIENCE:
</b></p><p>1.Eight (8) years of compensation design experience in healthcare, health system or multisite medical groups; at least 5-7 years of leadership/people management experience
</p><p>2. In depth knowledge of compensation methodologies and market trends including federal, state, and local compensation regulations and healthcare industry standards.
</p><p>3. Solid foundation in understanding and analysis of business financials.
</p><p>4. Strong analytical and problem-solving skills, excellent communication and interpersonal skills, and proficiency in compensation software and tools.
</p><p></p><p><b>PREFERRED QUALIFICATIONS:
</b></p><p><b>EDUCATION, CERTIFICATION, AND/OR LICENSURE:
</b></p><p>1. Master's degree in human resources, industrial relations, business administration, or related field.
</p><p>2. Certified Compensation Professional (CCP) or similar certification.
</p><p></p><p><b>CORE DUTIES AND RESPONSIBILITIES: </b>The statements described here are intended to describe the general nature of work being performed by people assigned to this position. They are not intended to be constructed as an all-inclusive list of all responsibilities and duties. Other duties may be assigned.
</p><p></p><p>1. Compensation Strategy Development: Design, develop, and implement compensation strategies and models that support WVU Medicine's strategic objectives and promote competitive and fair pay practices for both physicians and APPs.
</p><p>2. Program Management: Manage and oversee all aspects of physician and APP compensation programs, including salary and incentives
</p><p>3. Compliance: Ensure all compensation plans comply with federal, state, and local regulations, including Stark Law and Fair Market Value, as well as organizational policies and procedures.
</p><p>4. Data Analysis: Conduct regular analysis of compensation data to identify trends, benchmark against industry standards, and make recommendations for adjustments.
</p><p>5. Stakeholder Collaboration: Work closely with SMG leadership, human resources, finance, and other departments to develop and communicate compensation strategies and practices including strategic input for future planning and growth.
</p><p>6. Performance Management: Partner with leadership to ensure compensation plans are aligned with performance metrics and organizational goals; Familiarity with productivity metrics such as wRVUs.
</p><p>7. Reporting: Prepare and present regular reports on compensation program effectiveness and provide insights to enhance decision-making processes; conduct recurring benchmarking for base and total compensation using industry surveys.
</p><p>8. Education and Training: Educate physicians, APPs, and staff on compensation plans, policies, and procedures.
</p><p>9. Financial and Business Acumen: Mindful management of budgets and forecasts for forward-looking implementations and improvements.
</p><p>10. Compensation Governance: Coordinate and support the physician/APP compensation committee.
</p><p></p><p><b>PHYSICAL REQUIREMENTS: </b>The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
</p><p></p><p><b>WORKING ENVIRONMENT: </b>The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
</p><p></p><p>1. The position is based in Morgantown, West Virginia and may require occasional travel to other facilities within the network.
</p><p>2. The role involves regular interaction with medical staff, administrative teams, and external consultants.
</p><p></p><p><b>SKILLS &amp; ABILILTIES:
</b></p><p></p><p><b>Additional Job Description:
</b></p><p></p><p><b>Scheduled Weekly Hours:
</b></p>40
<p></p><p><b>Shift:
</b></p><p></p><p><b>Exempt/Non-Exempt:
</b></p>United States of America (Exempt)
<p></p><p><b>Company:
</b></p>SMG System Medical Group
<p></p><p><b>Cost Center:
</b></p>671 SMG Corporate Admin
<p></p><p><b>Address:
</b></p>3040 University Ave
<p></p>Morgantown
<p></p>West Virginia
<p></p><p><b>Equal Opportunity Employer<br>
</b></p><p></p><p>West Virginia University Health System and its subsidiaries (collectively &quot;WVUHS&quot;) is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. WVUHS strictly prohibits and does not tolerate discrimination against employees, applicants, or any other covered persons because of race, color, religion, creed, national origin or ancestry, ethnicity, sex (including gender, pregnancy, sexual orientation, and gender identity), age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, or any other characteristic protected under applicable federal, state, or local law. All WVUHS employees, other workers, and representatives are prohibited from engaging in unlawful discrimination. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation, benefits, and termination of employment.</p></div>

Director - Physician Compensation (SMG)

Terumo Medical Corporation

<div><p>Terumo Medical Corporation (TMC) develops, manufactures, and markets a complete, solutions-based portfolio of high-quality medical devices used in a broad range of applications for numerous areas of the healthcare industry. TMC places a premium on providing customers with world-class products, training and education programs that drive clear economic value, better clinical outcomes and improved quality of life for patients. TMC is part of Tokyo-based Terumo Corporation; one of the world&rsquo;s leading medical device manufacturers with $6+ billion in sales, 30,000+ employees worldwide and operations in more than 160 nations. Terumo Medical Corporation is comprised of two strategic business divisions: Terumo Interventional Systems and Terumo Medical Products.</p><p>
We believe that the future is bright for everyone at Terumo. We work with the future in mind to generate lasting change, create a bigger impact and produce greater outcomes for today, and for decades to come.</p><p>
At Terumo we believe in the power of personal growth and will encourage you to get in the driver's seat - progressing in the direction you want to go by deepening your skills throughout your career. We want you to be bold, think outside the box, experiment, innovate and deliver what's next for quality healthcare. You will be part of a collaborative, respectful and resilient team of associates and leaders around the world, working together as partners to achieve more than you thought possible, providing real-world, impactful solutions for patients.</p><p><b>
Join us and help shape wherever we go next!</b></p><p><b><i>
Advancing healthcare with heart</i></b></p><p></p><div><div><div><h2 class="jobSectionHeader"><b><br>
Job Summary</b></h2></div><div><p>
The Director, Compensation &amp; HR Technology provides strategic leadership for the design, governance and execution of the company&rsquo;s compensation and total rewards programs and HR technology platforms. This role ensures compensation structures, job architecture and HR systems align with business strategy, financial objectives, regulatory requirements and organizational growth. The Director drives data-informed decision-making through advanced workforce analytics, scalable HR technology infrastructure, and disciplined compensation governance.</p><p>
Operating with significant autonomy, this leader influences workforce strategy, budget planning, and organizational effectiveness while serving as a key member of the HR Leadership Team. The Director leads and develops a high-performing team, oversees complex initiatives, and is a partner who continuously improves processes, systems, and analytics to enhance efficiency and scalability.</p></div></div><div><div><h2 class="jobSectionHeader"><b>
Job Details/Responsibilities</b></h2></div><div><p><b><i>
Compensation &amp; Total Pay</i></b></p><p>
Design and maintain job architecture and compensation frameworks, establishing job families, career paths, leveling, and grading structures that enable scalable growth, internal mobility, and workforce planning.</p><p>
Establish governance for job evaluation, leveling, and organizational design, ensuring consistent role classification, pay equity, and alignment with organizational design changes and business strategy.</p><p>
Define and execute the company&rsquo;s total rewards strategy and philosophy, aligning base pay, incentive, sales compensation, and long‑term incentive programs with market competitiveness and organizational objectives.</p><p>
Lead annual compensation cycles and incentive modeling, guiding merit, promotion, budget planning, and pay decisions to balance financial discipline with talent outcomes.</p><p>
Direct market benchmarking and competitive analysis, translating external data into actionable recommendations for job architecture, salary structures, incentive targets, and salary increase budgets.</p><p>
Ensure compensation programs, policies, and administration are scalable and well‑governed, continuously evaluating effectiveness and driving improvements aligned with best practices and business needs.</p><p>
Serve as a trusted advisor to senior leaders and HR partners, providing expert guidance on pay decisions, job evaluations, and policy interpretation to support informed, consistent decision‑making.</p><p></p><p><b><br>
HR Technology Strategy &amp; Governance
</b></p><ul><li>Develop and execute a multi-year HR technology roadmap aligned with digital transformation and business growth.</li><li>
Lead governance and optimization of HRIS platforms, ensuring data integrity, compliance, scalability, and system integration.</li><li>
Serve as the Project Executive for all HR system implementations, extensions, upgrades, enhancements, patches and any merger and acquisition activities.</li><li>
Serve as advocate of user experience for the HR applications supported; monitor system adoption and user feedback; ensure development of processes, tools, support materials and training to maximize system usage and adoption.</li><li>
Direct the rollout of new tools and systems including delivery of standard operating procedures, workflow diagrams, training materials and post-launch support resources.</li><li>
Oversee the development and delivery of training, resources and tools to maximize system adoption with the goal of increasing overall efficiency, effectiveness and user experience.</li></ul><p><b>
Workforce Analytics &amp; Reporting</b></p><ul><li>
Establish and lead a comprehensive people analytics strategy to support executive decision-making.</li><li>
Deliver actionable insights and dashboards across compensation, headcount, turnover, workforce costs, and organizational effectiveness.</li><li>
Conduct advanced modeling and scenario analysis to inform budget planning, pay equity, incentive effectiveness, and workforce strategy.</li><li>
Ensure strong data governance, reporting accuracy, and audit readiness.</li></ul><p><b>
Leadership &amp; Impact</b></p><ul><li>
Lead and develop a high-performing Compensation, Analytics and HRIS team.</li><li>
Partner within HR and cross-functionally with Finance, IT, and business leaders to drive strategic workforce and financial alignment.</li><li>
Influence organizational growth and performance through innovative problem-solving, disciplined governance, and data-driven insights.</li></ul></div></div><div><div><h2 class="jobSectionHeader"><b>
Knowledge, Skills and Abilities (KSA)</b></h2></div><div><ul><li>
Ability to lead, motivate, develop and empower a team by fostering an environment where expertise is shared and innovative solutions are developed and deployed.</li><li>
Ability to understand the business and to conceptualize and design compensation frameworks which facilitate the attainment of company objectives.</li><li>
A very high level of intellectual curiosity.</li><li>
Ability to relentlessly focus on driving the right results while maintaining a focus on what is important and timely.</li><li>
Strong project management, organizational and analytical skills to support data analysis and reporting.</li><li>
Very strong communication skills and ability to effectively convey messages throughout the organization to ensure constituents understand both the purpose of our compensation elements as well as their roles in it.</li><li>
Very pragmatic, common-sense approach to understanding, communicating and enrolling constituents in our compensation philosophy.</li></ul></div></div><div><div><h2 class="jobSectionHeader"><b>
Qualifications/ Background Experiences</b></h2></div><div><ul><li>
Requires a bachelor&rsquo;s degree and a minimum of 15+ years of human resources experience in the areas of compensation, and HRIS/HR technology.</li><li>
Demonstrated experience and success in large and/or entrepreneurial organizations where &lsquo;best-in-class&rsquo; processes existed.</li><li>
Experience with sales/commercial incentive plans, market-based pricing, short- and long-term incentive administration and other compensation frameworks is required.</li><li>
Experience designing, implementing and administering HR technology related systems required.</li><li>
Experience with ADP EV5, SuccessFactors, CompAnalyst strongly preferred.</li><li>
CCP and/or PMP certifications preferred.
</li></ul></div></div></div><p>It is Terumo&rsquo;s 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, 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 a Company, we value diversity of background and opinion, and prohibit discrimination or harassment on the basis of any legally protected class in the areas of hiring, recruitment, promotion, transfer, demotion, training, compensation, pay, fringe benefits, layoff, termination or any other terms and conditions of employment.</p><p>
Final compensation packages may be higher or lower than what is listed, and will ultimately depend on factors including relevant experience, internal equity, skillset, knowledge, geography, education, business needs and market demand. We provide competitive and comprehensive benefit options which include: annual bonus, paid vacation, paid holidays, health, dental and vision benefits, 401(k), with matching contributions, tax advantage savings accounts, legal plan, voluntary life and AD&amp;D insurance, voluntary long-term disability, short term disability, critical illness and accident insurance, parental leave, personal leave, tuition reimbursement, travel assistance, and an employee assistance program. Salary - $195,000 to 268,000</p></div><p></p>

Director, Compensation & HR Technology

Berklee College of Music

<div><div>Job Description:</div>
SUMMARY<br>
<br>
Berklee is the world&rsquo;s leading institution for the study of music, dance, and theater, offering transformative educational programs ranging from performance, production, and composition to business, education, music therapy, music and culture grounded in the Africa diaspora, and other disciplines. Its innovative curriculum blends contemporary and classical training with emerging technology and creative entrepreneurship, providing students with unparalleled resources to excel in their creative pursuits. Since its founding in Boston, Berklee has evolved into a global community, now home to over 8,000 students from more than 100 countries and connected by a network of 84,000+ alumni.<br>
<br>
Comprising Berklee College of Music, Boston Conservatory at Berklee, Berklee NYC, Berklee Valencia, Berklee Abu Dhabi, and the Division of Pre-College, Online and Professional Programs, the institution's dedication to empowering the world's most inspired artists and creative entrepreneurs through arts education is reflected in the work of Berklee's students, faculty, and alumni &mdash; who have earned more than 3,000 award nominations, received more than 300 Grammys and 100 Latin Grammys, and won numerous Oscars, Emmys, and Tonys.<br>
<br>
POSITION SUMMARY:<br>
<br>
Reporting directly to the Senior Vice President of Human Resources, and serving as a member of the Human Resources leadership team, the Senior Director of Benefits and Compensation is a key advisor to leadership, faculty and staff throughout Berklee on health, welfare, retirement benefits and compensation. This position is responsible for the design, assessment, analysis, evaluation, and financial management of all benefits programs and, in close collaboration with the Senior Vice President of Human Resources, provides analysis reporting, benchmarking and consultation on compensation matters.<div></div><div>
Strategic Analysis and Reporting</div><ul><li><div>
Provide senior management with data-driven analysis and recommendations for retirement offerings, including defined benefit pension and 403(b) plans.</div></li><li><div>
Research and synthesize industry best practices and trends in retirement plan design to benchmark Berklee&rsquo;s current offerings.</div></li><li><div>
Work closely with benefit brokers, retirement actuaries, ERISA experts, and other external constituents to ensure proper reporting and compliance.</div></li><li><div>
Audit and ensure the effectiveness of existing benefits plans, policies and procedures.</div></li><li><div>
Provide regular claims reporting, ensuring leadership is apprised of claims activity as it relates to budgeting.</div></li><li><div>
Track and report on national trends, industry trends.</div></li><li><div>
Research and analyze competitive health, welfare retirement and wellness practices to ensure that our programs are current, competitive, and flexible.</div></li><li><div>
Perform regular job analysis and benchmark positions to the market. Produce annual benchmark pay recommendations.</div></li><li><div>
Lead the planning, coordination, facilitation, administration, and reporting of the annual executive salary review program.</div></li><li><div>
Serve as a partner to executives by providing guidance, education and coaching on compensation processes, guidelines, job descriptions, position evaluation and regulatory issues and compliance.</div></li><li><div>
Develop and maintain standardized and updated position specifications.</div></li></ul><div></div><div><br>
Plan Administration and Oversight</div><ul><li><div>
Oversee $46 million benefits budget and the delivery of all associated programs within budget.</div></li><li><div>
 Responsible for the administration of all health, welfare, retirement, and time-off and wellness programs to ensure alignment with best practices.</div></li><li><div>
In partnership with Retirement plan partners, design, plan and co-lead quarterly Retirement Committee meetings.</div></li><li><div>
Provide consultation and interpretation on benefit and leave related union contract matters; Provide guidance throughout union contact negotiations.</div></li><li><div>
Manage operational relationships with third-party service providers, including brokers, TPAs, and record keepers.</div></li><li><div>
Maintain data integrity between Workday HRIS, payroll systems, and external vendors.</div></li><li><div>
Ensure the effectiveness of all benefits and compensation policies, guidelines and procedures while recommending plan revisions and new plans that are consistent with compensation trends and organizational objectives.</div></li></ul><div></div><div><br>
Compensation</div><ul><li><div>
Research and analyze competitive compensation practices to ensure that our programs and practices are current, competitive, and flexible.</div></li><li><div>
Oversee regular job analysis and benchmark positions to the market. Produce annual benchmark pay recommendations.</div></li><li><div>
Lead the planning, coordination, facilitation, administration, and reporting of the annual executive salary review program.</div></li><li><div>
Serve as a partner to executives by providing guidance, education and coaching on compensation processes, guidelines, job descriptions, position evaluation and regulatory issues and compliance.</div></li><li><div>
Develop and maintain standardized and updated executive position specifications.</div></li></ul><div></div><div><br>
Compliance and Risk Management</div><ul><li><div>
Serve as the primary lead for regulatory compliance, including ERISA, HIPAA, COBRA, ACA, and FLSA.</div></li><li><div>
Execute mandatory government filings, non-discrimination testing, and 5500 reporting.</div></li><li><div>
Monitor emerging federal, state, and local laws to ensure all notifications, disclosures, and posters remain current.</div></li></ul><div></div><div><br>
Communication, Engagement and Supervision</div><ul><li><div>
Partner with the HR team to develop and execute communication strategies that make complex benefits easy for faculty and staff to understand.</div></li><li><div>
Design and deliver presentations on benefits and compensation related topics for various stakeholders.</div></li><li><div>
Update and maintain digital benefits content, including website materials and educational resources.</div></li><li><div>
Provide individualized counseling on benefits matters to faculty, staff and beneficiaries</div></li><li><div>
Serves as a member of the Boston Consortium of Schools; representing Berklee on benefits matters.</div></li><li><div>
Provide guidance, direction and oversight to a team of three benefits and compensation professionals, ensuring opportunities for continued learning and skill development.</div></li></ul><div></div><div><br>
MINIMUM JOB QUALIFICATIONS:</div><ul><li><div>
Bachelor&rsquo;s degree required, advanced degree preferred.</div></li><li><div>
CEBS, CFP, ARM-E, CCP, SPHR, or equivalent subject-appropriate professional credentials preferred.</div></li><li><div>
8+ years Human Resources leadership experience in employee benefits administration, with demonstrated knowledge and experience in design and administration of health, welfare, retirement and wellness plans.</div></li><li><div>
Demonstrated experience in designing, coordinating and executing compensation programs.</div></li><li><div>
Knowledge of HIPAA, PHI/PII, COBRA, PFMLA, ERISA, and ACA compliance and associated federal and state regulations.</div></li><li><div>
Experience with fully insured and self-insured health and welfare plans.</div></li><li><div>
Defined benefit plan and 403B experience and knowledge is required.</div></li><li><div>
Experience administering employee benefits and compensation in a union environment is desirable.</div></li><li><div>
Demonstrated superior knowledge of subject-appropriate federal and state laws, regulations, and administrative best-practices.</div></li><li><div>
Demonstrated superior data analysis and quantitative skills; superior written and oral communication skills; and the ability to maintain a high level of confidentiality and consistent strong quality of work.</div></li><li><div>
Superior data analysis and project management skills.</div></li><li><div>
Demonstrated strong organizational skills and the ability to meet deadlines, prioritize, and work on multiple projects simultaneously with great efficiency and attention to detail.</div></li><li><div>
Ability to interact with all levels of the organization, including most senior executives.</div></li><li><div>
Ability to think strategically, with a progressive approach to understanding best practices in order to meet and exceed the needs of our diverse faculty and staff population.</div></li><li><div>
Excellent interpersonal skills; ease in presenting complicated information in an easy to understand manner; high level of attention to detail and accuracy.</div></li><li><div>
Ability to handle sensitive, personal information with the highest degree of confidentiality.</div></li><li><div>
High level of integrity, strong collaborative spirit, willingness to tackle complex matters with a strong sense of calm and professionalism.</div></li><li><div>
Ability to demonstrate empathy and compassion in challenging situations.</div></li><li><div>
Expert computer skills. Strong Proficiency at using Microsoft Office, specifically Microsoft Excel for data analysis. Workday HRIS experience required.</div></li><li><div>
Ability to create presentations to inform, persuade, or update leadership on benefits renewals, or total rewards strategies.</div></li></ul><div><br>
WORK ENVIRONMENT:</div><div></div><div><br>
Monday - Friday 9:00-5:00 core schedule, with the ability to manage a wide variety of project based work while meeting the day to day operational specifics of the role. Must be flexible during peak and busy seasons including Benefits Open Enrollment, audits, HR and institutional signature events, etc. Hybrid schedule with a regular weekly in-office presence.</div><div></div><div><br>
Actively strives to foster and maintain a workplace climate that is supportive of all employees regardless of their identity, respectful of difference and genuinely open to multiple perspectives.</div><div></div><div>
Hiring Range: $175,000 to $195,000; salary dependent on relevant experience and education.</div><div>
Please visit the <div>Total Rewards</div> page to learn more about the benefits of working at Berklee.</div><div></div><div>
This document does not create an employment contract, implied or otherwise, other than an &ldquo;at will&rdquo; employment relationship.</div><div></div><div><br>
Diversity, Equity, Inclusion &amp; Equal Employment Opportunity at Berklee:</div><div>
We support an inclusive workplace where everyone excels based on personal merit, qualifications, experience, ability, and job performance. Berklee affirms that inequality is detrimental to our faculty, staff, students, and the communities we serve. Our goal is to make lasting change through our actions. Berklee is committed to providing fair and equitable consideration of all employees and applicants without regard to race, color, religion, ancestry, age, national origin, place of birth, gender, sexual orientation, gender identity or expression, disability, genetic information, or status as a member of the armed forces or veteran of the armed forces, or any other category protected by federal, state, or local law.</div><div></div><div>
As part of this commitment, Berklee will ensure that persons with disabilities are provided reasonable accommodations. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact the Human Resources Team at <div>hroperations@Berklee.edu</div> or call 617-747-2375.</div><div></div><div>
*Currently enrolled Berklee students are not permitted to apply for staff or faculty positions.*</div><div></div><div>
Employee Type:</div>
Staff</div>

Senior Director, Benefits and Compensation

Parkland Corporation

<div><p><b>Description</b>
</p><p><b>As of November 1, 2025, Sunoco LP has successfully completed its acquisition of Parkland Corporation.</b> For more information, please visit www.sunocolp.com.</p><p><b>
Competitive Benefits. Meaningful Extras. Unmatched Value.</b></p><ul><li>
A place where you can take your career in the direction you want to grow and go</li></ul><p><b>
The Opportunity:</b></p><p>
The Senior Manager, Compensation is responsible for supporting the design, implementation, and execution of compensation programs across all of Sunoco LP's Canadian, European and Asian operations. The Senior Manager, Compensation ensures Sunoco rewards employees in a manner that attracts and retains talent through the support of our pay-for-performance compensation philosophy. This role has supervisory responsibilities and will report to a senior leader located in the U.S.</p><p><b>
Responsibilities:</b></p><ul><li>
Manage all applicable compensation programs across the various geographies in which Sunoco operates.</li><li>
Support the due diligence process for international acquisitions. Recommend processes to integrate acquired employees into Sunoco's compensation programs, including those entities acquired in countries where Sunoco may not currently operate.</li><li>
Provide leadership to a team of lead and senior compensation analysts, providing guidance, mentorship, and support. Ensure the team has opportunities to interact with senior Sunoco leaders, as appropriate, and consciously seek ways to support and grow the capabilities of the team.</li><li>
Design, develop and deliver compensation-related communications to employees and training programs to management.</li><li>
Lead the annual compensation cycle including salary planning, annual bonus, and long term incentive plan delivery.</li><li>
Responsible for ensuring Sunoco's pay practices adhere to various Pay Equity laws and all other regulatory requirements in those jurisdictions in which we operate.</li><li>
Establish close working relationships with business leaders to ensure their needs to deliver are being met. Develop those same close relationships with vendors to ensure adherence to contractual obligations and performance that meets the documented contractual service levels.</li></ul><p><b>
Education:</b></p><ul><li>
Undergraduate degree in a related field (Human Resources Management, Business Administration, Commerce, etc.).</li><li>
CCP or CPHR designations considered an asset.</li></ul><p><b>
Requirements:</b></p><ul><li>
Eight to twelve years of compensation management experience with a preference to those with exposure to Canadian, international, expatriate and union-represented workforces.</li><li>
A minimum of 5 years of proven and effective leadership experience.</li><li>
Willingness to work the necessary hours to support ever-changing requirements and tight deadlines, including time-sensitive project implementations and corporate acquisition activities.</li><li>
Outstanding relationship building capability and a collaborative working style - being a strong team player possessing a willingness to meet client expectations, including those expectations that may be challenging.</li><li>
A strong work ethic, high level of enthusiasm and ability to excel in a flexible, fast paced environment.</li><li>
Ability to handle confidential information in an ethical manner.</li><li>
Superior business acumen and strong organizational and planning skills.</li></ul><p><b>
Humble. Hungry. Smart. Does this sound like you?</b></p><p>
Do others describe you as being a down-to-earth achiever? Someone who thinks outside the box and always strives to do more than what is required? Someone who sees the bigger picture? You sound brilliant to work with!</p><p><b>
We Want You To Shine:</b></p><p>
We are committed to providing equal opportunities to all applicants. If you require accommodation due to a disability, you will have an opportunity to notify us when scheduling your interview.</p><p><b>
Belonging Matters. Because You Do:</b></p><p>
We are an equal opportunity employer and encourage applications from all qualified individuals. Our ability to work as one team across Canada, the United States, and the Caribbean is foundational to our success. We show up as our authentic selves each day and create space for one another's unique contributions.</p><p>
We respect the diverse cultures, traditions, and perspectives of Indigenous Peoples and seek to achieve equitable partnerships and opportunities with Indigenous communities.</p><p><b>
The Fine Print:</b></p><p>
Candidates must be legally eligible to work in the country in which they applied. Regrettably, we are unable to sponsor employment visas at this time.</p><p>
Final candidates will be required to undergo a confidential pre-employment background check, including but not limited to educational, criminal, credit, drug and alcohol, and/or fitness for duty testing.</p><p>
#LI- AD1</p></div>

Senior Manager Compensation

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