compensation manager

Schnabel Engineering

<div><p>Schnabel is an employee-owned, professional engineering and consulting firm that focuses on solving problems related to the earth and environment through specialization in dam safety, geotechnical, and tunnel engineering. Schnabel&rsquo;s high standards for quality, business ethics, and concern for the communities in which we live are a vital part of who we are. Schnabel is an ENR Top 500 Design Firm with 700+ employees in 31 offices throughout the United States.</p>
<p>
Recognized by CE News as one of the Best Engineering Firms to Work for, Schnabel provides employees with a competitive benefits package including maternity leave, tuition reimbursement for continuing education, health, dental, life and disability insurance and a wellness program. As an employee-owned company, through the Employee Stock Ownership Plan, Schnabel employees directly benefit from the success of our growing firm.</p>
<p><b>
Benefit options include:</b></p>
<ul>
<li>Employee stock ownership plan (ESOP)</li>
<li>Medical insurance</li>
<li>Dental insurance</li>
<li>Flexible spending accounts</li>
<li>Employee life &amp; ADD insurance (100% company-paid)</li>
<li>Short-term disability (100% company-paid)</li>
<li>Long-term disability</li>
<li>Supplemental life insurance</li>
<li>401(k) and profit-sharing plan</li>
<li>Bonus program</li>
<li>Paid time off</li>
<li>9 Paid Holidays</li>
<li>Wellness program</li>
<li>Professional development and tuition reimbursement</li>
</ul>
<p><b>Job Description:</b></p>
<p>
The Compensation Manager leads the design, administration, and continuous improvement of the firm&rsquo;s compensation programs. This role plays a key part in supporting the organization&rsquo;s ability to attract, retain, and reward talent in a competitive industry, while helping to lay the foundation for a broader total rewards strategy over time. In collaboration with HR Operations, senior leaders, and HR functional teams, the Compensation Manager ensures compensation practices align with the firm&rsquo;s core values&mdash;including integrity, accountability, and stewardship&mdash;and support overall business objectives, with a forward-looking focus on the future integration of total rewards.</p>
<p><b>
Key Responsibilities:</b></p>
<p><b>
Strategic Specialist</b></p>
<ul>
<li>Serve as a subject matter expert on compensation strategies, collaborating and advising leadership on trends and best practices that drive desired goals and support a &ldquo;One Schnabel&rdquo; mindset.</li>
<li>Articulate, refine, and champion the firm&rsquo;s compensation philosophy to support business objectives and enhance employee experience.</li>
<li>Lead and/or participate in cross-functional initiatives to evolve total rewards strategy and offerings in a geographically distributed, professional services environment.</li>
<li>Demonstrate adaptability in responding to changing business needs, market conditions, and workforce expectations while maintaining strategic alignment.</li>
<li>Partner with HR and operational leadership to provide strategic planning and thought leadership, ensuring compensation programs support long-term organizational goals.</li>
</ul>
<p><b>Compensation Strategy</b></p>
<ul>
<li>Bring deep, hands-on expertise in compensation design and execution, including base salary structures, variable pay programs, and incentive plans.</li>
<li>Serve as a trusted advisor to leadership on complex compensation decisions, balancing competitiveness, equity, and fiscal responsibility.</li>
<li>Drive end-to-end annual compensation strategy execution, including salary increase cycles, market benchmarking, and pay equity analysis.</li>
<li>Conduct FLSA job evaluations and ensure compliance with federal and state wage and hour laws.</li>
</ul>
<p><b>Data &amp; Analytics</b></p>
<ul>
<li>Provide actionable insights through compensation analytics, dashboards, and reporting.</li>
<li>Monitor market trends and conduct regular benchmarking to inform program design and decision-making.</li>
<li>Identify and execute opportunities to optimize compensation tools and infrastructure</li>
<li>Manage vendor relationships and performance</li>
</ul>
<p><b>Collaboration &amp; Communication</b></p>
<ul>
<li>Partner with HR leadership, Finance, and executive stakeholders to align compensation with organizational goals.</li>
<li>Communicate complex compensation and benefits concepts clearly and effectively to diverse audiences.</li>
<li>Support change management and communication strategies related to compensation initiatives.</li>
<li>Other duties as assigned.</li>
</ul>
<p><b>Qualifications:</b></p>
<ul>
<li>Bachelor&rsquo;s degree in Human Resources, Business, Finance, related field, or commensurate experience.</li>
<li>8+ years of progressive experience in compensation and benefits management, with depth in compensation strategy and design.</li>
<li>3+ years of experience interfacing with senior leadership on compensation matters</li>
<li>Proven ability to influence and collaborate with senior leaders and cross-functional teams.</li>
<li>Demonstrated adaptability and ability to lead through change in a dynamic business environment.</li>
<li>Commitment to ethical compensation practices and aligning compensation with business goals.</li>
<li>Strong analytical and statistical skills and proficiency with compensation tools and HRIS platforms.</li>
<li>Ability to manage multiple priorities in a fast-paced, distributed environment.</li>
<li>Experience in a firm that includes fully onsite, hybrid, and fully remote teams.</li>
</ul>
<p><b>Preferred Qualifications:</b></p>
<ul>
<li>Master&rsquo;s degree, GRP or CCP (WorldatWork) certification, or other compensation/benefits credentials a plus</li>
<li>Experience in an engineering or professional services environment.</li>
<li>Experience in an employee-owned (ESOP) firm.</li>
<li>Advanced Excel, PowerBI, and/or data modeling capabilities.</li>
<li>Experience with compensation and benefits platforms (e.g., MarketPay, Mercer, Payfactors).</li>
</ul>
<p><b>Other Requirements:</b></p>
<ul>
<li>Ability to pass a background check which may include criminal history, motor vehicle record and credit check</li>
<li>Ability to pass a pre-employment screening</li>
</ul>
<p>The compensation range for this position is between $100,000 to $130,000. Compensation for this position may vary based on geographic location and other factors. We remain committed to providing competitive and equitable compensation to all employees, regardless of their location.</p></div><p></p>

Compensation Manager

FHI 360

<div><div>Manages the design, development, administration and implementation of compensation programs, policies, structures and practices for the organization. Oversees participation in compensation surveys, prepares reports, performs research and analysis, and assists with the coordination and implementation of annual compensation activities. Provides analytical expertise and support to business units and People and Culture (P&amp;C) on all aspects of compensation. Guides compensation compliance initiatives and coordinates communication of regulatory changes with other P&amp;C functional areas. Develops recommendations to modify or implement new programs, policies, and procedures. Manages compensation programs in accordance with FLSA .</div><div></div><div>
Accountabilities:</div><ul><li><div>
Monitors the effectiveness of existing compensation policies, guidelines and procedures; implements revisions or new plans that are cost-effective and consistent with compensation trends and corporate objectives</div></li><li><div>
Builds organization understanding of job structures, compensation practices and how they support attracting, retaining and on-going growth of talented staff.</div></li><li><div>
Prepares communications and education materials for staff and managers.</div></li><li><div>
Consults with leadership on pay decisions, policy and guideline interpretation, and job evaluations.</div></li><li><div>
Compiles compensation survey results and assists with the development of competitive pay programs based on survey findings.</div></li><li><div>
Stays apprised of federal, state and local compensation laws and regulations to ensure company compliance.</div></li><li><div>
Manages all compensation related processes, policies, and practices; leads market studies to determine alignment with best practices.</div></li><li><div>
Serves as the Compensation Administrator for P&amp;C&rsquo;s systems of record.</div></li><li><div>
Responsible for consulting and advising P&amp;C Partners regarding compensation policy interpretation, new hire offers, promotions, market analysis, internal equity reviews, job evaluation and other compensation projects and initiatives.</div></li><li><div>
Leads completion of compensation surveys and participates in benchmark studies as necessary.</div></li><li><div>
Formulates recommendations for salary structure adjustments and salary increase budgets based on market trends and survey data.</div></li><li><div>
Evaluates effectiveness of corporate compensation programs and provides recommendations for improvement.</div></li></ul><div></div><div>
Applied Knowledge &amp; Skills:</div><ul><li><div>
Comprehensive knowledge of current compensation practices required including compliance with state and federal laws that apply to compensation plans and federal contractors</div></li><li><div>
Comprehensive knowledge of P&amp;C practices and procedures.</div></li><li><div>
Excellent analytical and problem-solving skills.</div></li><li><div>
Excellent oral and written communication skills.</div></li><li><div>
Ability to multi-task and work well in a team or individually on assignments.</div></li><li><div>
Demonstrated proficiency with MS Office Suite and Workday.</div></li><li><div>
Strong Microsoft Excel skills, including VLOOKUPS, pivot tables, and other formulas and other analytic tools. Demonstrated project management and organizational skills.</div></li><li><div>
Must be able to read, write and speak fluent English.</div></li></ul><div></div><div>
Problem Solving &amp; Impact:</div><ul><li><div>
Works on complex problems that require analysis of situation or data and a review of identifiable factors.</div></li><li><div>
Exercises independent judgment within defined practices and policies in selecting methods and techniques for obtaining results.</div></li><li><div>
Decisions made generally affect own job or specific functional area.</div></li></ul><div></div><div>
Supervision Given/Received:</div><ul><li><div>
Consults with management to provide analysis and recommendations for pay and incentive programs for departments and company initiatives.</div></li><li><div>
Supports P&amp;C Partners and leadership with implementation of business decisions among functional areas and organizational programs.</div></li><li><div>
Supervises and mentors staff to accomplish departmental and organizational goals.</div></li><li><div>
Reports to a Vice President.</div></li></ul><div></div><div>
Education:</div><ul><li><div>
Bachelor's Degree or its International Equivalent in Business Administration, Finance, Human Resource Management or Related Field</div></li><li><div>
Certification as Compensation Professional (CCP) preferred.</div></li></ul><div></div><div>
Experience:</div><ul><li><div>
8+ years of experience with analysis, design, and administration of compensation programs.</div></li><li><div>
3+ years of supervisory experience.</div></li><li><div>
Articulate, professional and able to communicate in a clear, positive manner with clients and staff.</div></li><li><div>
Prior work experience with Workday HRIS and MarketPay strongly preferred.</div></li><li><div>
Prior work experience in a non-governmental organization (NGO) or global environment preferred.</div></li></ul><div></div><div>
Typical Physical Demands:</div><ul><li><div>
Typical office environment.</div></li><li><div>
Ability to spend long hours looking at computer screen and doing repetitive work on a keyboard.</div></li><li><div>
Ability to sit or stand for extended periods of time.</div></li></ul><div></div><div>
Technology to be Used:</div><ul><li><div>
Computer/Laptop, Microsoft applications (i.e., Office 365, SharePoint, Skype/Zoom/Teams), cell phone/mobile technology, and standard office equipment.</div></li></ul><div></div><div>
Travel Requirements:</div><ul><li><div>
Less than 10%</div></li></ul><div></div><div><i>
The expected US Based hiring salary range for this role is listed below. FHI 360 pay ranges represent national averages that vary by geographic location. When determining an offer amount, FHI 360 factors in multiple considerations, including but not limited to: relevant years of experience and education possessed by the applicant, internal equity, business sector, and budget.</i></div><div></div><div><i>
Base salary is only one component of our offer. FHI 360 contributes 7% of monthly base pay to a money purchase pension plan account. Additionally, all US based staff working full-time, which is calculated at 40 hours/week, receive 18 days of paid vacation per year, 12 sick days per year, and 11 holidays per year. Paid time off is reduced pro rata for employees working less than a full-time schedule.</i></div><div></div><div><i>
US Based Hiring Salary Range: USD $120,000 - $150,000 annually</i></div><div><i>
International hiring ranges will differ based on location</i></div><div></div><div>
This job posting summarizes the main duties of the job. It neither prescribes nor restricts the exact tasks that may be assigned to carry out these duties. This document should not be construed in any way to represent a contract of employment. Management reserves the right to review and revise this document at any time.</div><div></div><div>
FHI 360 is an <div>equal opportunity and affirmative action employer</div> whereby we do not engage in practices that discriminate against any person employed or seeking employment based on race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, marital status, physical or mental disability, protected Veteran status, or any other characteristic protected under applicable law.</div><div></div><div>
Our values and commitments to safeguarding: FHI 360 is committed to preventing any type of abuse, exploitation and harassment in our work environments and programs, including sexual abuse, exploitation and harassment. FHI 360 takes steps to safeguard the welfare of everyone who engages with our organization and programs and requires that all personnel, including staff members and volunteers, share this commitment and sign our code of conduct. All offers of employment will be subject to appropriate screening checks, including reference, criminal record and terrorism finance checks. FHI 360 also participates in the Inter-Agency Misconduct Disclosure Scheme (MDS), facilitated by the Steering Committee for Humanitarian Response. In line with the MDS, we will request information from job applicants&rsquo; previous employers about any substantiated findings of sexual abuse, exploitation and/or harassment during the applicant&rsquo;s tenure with previous employers. By applying, job applicants confirm their understanding of these recruitment procedures and consent to these screening checks.</div><div></div><div>
FHI 360 will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws.</div><div></div><div>
FHI 360 will never ask you for your career site username or password, and we will never request money, goods or services during the application, recruitment or employment process. If you have questions or concerns about correspondence from us, please email <div>CareerCenterSupport@fhi360.org</div>.</div><div></div><div>
FHI 360 fosters the strength and health of its workforce through a <div>c</div><div>ompetitive benefits package</div>, professional development and policies and programs that support a healthy work/life balance. Join our global workforce to make a positive difference for others &mdash; and yourself.</div></div><div></div>

Beiersdorf Middle East FZCO (Dubai)

<div><h2 class="jobSectionHeader"><b>Your Tasks
</b></h2><div><ul><li>This role is the custodian of all Performance, Reward, Analytics and Personnel Cost Planning topics across the Africa Middle East Cluster. The incumbent will be a member of the Africa Middle East HR Lead Team as well as an active participant in Regional &amp; Global forums.
</li><li>Ensures total reward strategy and compensation practices are consistent across affiliates.
</li><li>Custodian of the Afirca Middle East Compensation Guidelines acting as a gatekeeper on the adherence of the guidelines, policiesand procedures including governance.
</li><li>Orchestrate the Performance cycle.
</li><li>The incumbent is responsible for computing personnel costs (including ensuring integrity of all budgets) , collaborating with the People Services, local HRBPs &amp; Emerging Markets Reward for all Africa Middle East affiliates.
</li><li>Lead the preparation of any business review/Annual Business Plan presentations, ensuring integrity of data/insights and consistency across Africa Middle East.
</li></ul></div><h2 class="jobSectionHeader"><b>Your Profile
</b></h2><div><ul><li>Bachelor's Degree or equivalent in Finance, Human Resources, or related field.
</li><li>Experience in Compensation &amp; Benefits and International Mobility across multiple geographical markets and at least <b>5 years </b>&rsquo; experience as a Reward Expert
</li><li><b>This role is Location Free, However has to be based in one of the Africa Middle East Affiliates which is Nairobi, Lagos, Durban, Dubai.<br>
</b></li></ul></div><br>
<p></p><p>At Beiersdorf, we want to help people feel good about their skin &ndash; and our commitment goes far beyond caring for skin. For 140 years, we have developed innovative skin and body care products for well-known brands such as NIVEA, Eucerin, La Prairie, Hansaplast, and Labello. We act according to our purpose, WE CARE BEYOND SKIN, and take responsibility for our consumers, our employees, the environment and society.</p><p>
Behind every brand, every product and every accomplishment are our more than 20,000 employees. It is for them that we live an inclusive culture of respect and trust that is strongly aligned with our values &ndash; CARE, COURAGE, SIMPLICITY and TRUST. We also embrace diversity by valuing the uniqueness of each individual and being committed to equal opportunities for all.</p><h2 class="jobSectionHeader"><b>
Additional information</b></h2><p>
Your responsible recruiter is Akash Sharma. Please apply online via the Beiersdorf Intranet until 25th February 2026.</p></div>

Africa Middle East - Compensation Manager (Location Free)

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

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)

Helion

<div><p><b>About Helion</b></p><p>
We are a fusion power company based in Everett, WA, with the mission to build the world's first fusion power plant, enabling a future with unlimited clean electricity. Our vision is a world with clean, reliable, and affordable energy for everyone.</p><p>
Since Helion's founding in 2013, we have raised over $1 billion from long-time investors such as Sam Altman, Mithril, and Capricorn Investment Group as well as new investors SoftBank and Lightspeed to propel us forward. Our last prototype, Trenta, completed 10,000 high-power pulses and reached plasma temperatures of 100 million degrees Celsius (9 keV). We are now operating Polaris, our next prototype on the path to the world's first fusion power plant.</p><p>
This is a pivotal time to join Helion. You will tackle real-world challenges with a team that prizes urgency, rigor, ownership, and a commitment to delivering hard truths &ndash; values essential to achieving what no one has before. Together, we will change the future of energy, because the world can't wait.</p><p></p><p><b>
What You Will Be Doing:</b></p><p>
You will own and evolve Helion&rsquo;s total rewards function, building scalable, competitive cash, equity, and benefits programs that support a rapidly growing, technically complex organization. This role leads both strategy and execution: overseeing day-to-day total rewards operations while shaping long-term compensation philosophy and design. You will drive compensation and equity planning cycles, refine our equity strategy, and strengthen employee understanding of our total rewards approach through clear education and communication. This is an onsite role reporting to the Director of People and Talent Operations in Everett, WA.
</p><p></p><p><b>You Will:</b></p><ul><li><p>
Own Helion&rsquo;s total rewards strategy, including compensation, equity programs, and benefits, while partnering closely with HR, Finance, and Legal teams</p></li><li><p>
Lead and manage company-wide compensation programs, including annual compensation cycles, promotions, performance-based changes, and offer audits</p></li><li><p>
Own and evolve Helion&rsquo;s equity compensation strategy, including equity plan design, burn-rate management, grant guidelines, and administration</p></li><li><p>
Ensure compliance with applicable employment, pay equity, and benefit regulations across exempt and non-exempt populations</p></li><li><p>
Develop and deliver ongoing compensation and equity education for employees, including training on performance, promotions, and equity value</p></li></ul><p></p><p><b>
Required Skills:</b></p><ul><li><p>
10+ years of experience in compensation or total rewards, with demonstrated experience creating and executing company-wide programs</p></li><li><p>
Proven ability of managing complex equity compensation programs within a Pre-IPO, high-growth startup, or technology environment</p></li><li><p>
Experience partnering with Talent and People Business Partners to create competitive compensation strategies that attract top talent while maintaining internal equity and fairness</p></li><li><p>
Hands-on experience partnering with Finance teams to manage compensation planning, equity budgeting, forecasting, and internal equity analyses</p></li><li><p>
Demonstrated experience using data to inform processes and drive the adoption of total rewards programs</p></li></ul><p><b>
Benefits</b></p><p>
Our total compensation package includes benefits, including but not limited to:</p><ul><li>Medical, Dental, and Vision plans for employees and their families
</li><li>31 Days of PTO (21 vacation days and 10 sick days)
</li><li>10 Paid holidays, plus company-wide winter break
</li><li>Up to 5% employer 401(k) match
</li><li>Short term disability, long term disability, and life insurance
</li><li>Paid parental leave and support (up to 16 weeks)
</li><li>Annual wellness stipend</li></ul><p><i>
Helion is an equal opportunity employer and value diversity at our company. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. If you need assistance or an accommodation during the interview process, please let us know.</i></p><p>
Compensation Range: $200K - $245K</p></div>

Senior Total Rewards Manager

Confidential Government

<div>
 <p>
  The Total Rewards Senior Manager is responsible for leading the design, implementation, and management of the organization&rsquo;s compensation, benefits, and rewards strategy to attract, retain, and motivate top talent while ensuring alignment with business objectives and regulatory requirements.
 </p>
 <p>
  Key Responsibilities
 </p>
 <ul>
  <li>
   Lead the development and execution of the total rewards strategy.
  </li>
  <li>
   Manage compensation structures, grading frameworks, and annual review cycles.
  </li>
  <li>
   Oversee employee benefits programs and vendor relationships.
  </li>
  <li>
   Design and manage short-term and long-term incentive programs.
  </li>
  <li>
   Ensure compliance with labor laws and corporate governance standards.
  </li>
  <li>
   Conduct market benchmarking and salary surveys.
  </li>
  <li>
   Provide analytics and reporting on compensation and benefits effectiveness.
  </li>
  <li>
   Partner with senior leadership to align rewards with business goals.
  </li>
  <li>
   Lead and develop the Total Rewards function and team.
  </li>
 </ul>
 <p>
  Qualifications
 </p>
 <ul>
  <li>
   Bachelor&rsquo;s degree in Human Resources, Business Administration, Finance, or related field.
  </li>
  <li>
   8+ years of experience in Total Rewards or Compensation &amp; Benefits.
  </li>
  <li>
   Strong knowledge of compensation design, benefits management, and market benchmarking.
  </li>
  <li>
   Professional certification is preferred.
  </li>
 </ul>
 <p>
 </p>
</div>


Total Rewards Senior Manager

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